III. EmploymentPolicies
Fromtimetotime,MarianapolisPreparatorySchoolwillhavetheoccasiontofillajobposition When suchanopeningoccurs,considerationwillbegiventodetermineifthepositionwouldbestbefilledfrom insideoroutsideoftheSchool Insuchcases,whenasearchcommitteeisformed,arelativetoa candidateorsomeonewithasignificantrelationshipwithacandidateapplyingforapositionmustrecuse themselvesfromthecommitteetopreservetheintegrityofthesearchcommittee’sprocess.TheHeadof Schoolmaychoosetodelegatehiringincertaindepartmentstothedepartmentheads,buttheHeadof Schoolretainsultimateresponsibilityforallhiringdecisionsandforalldecisionstoterminate employment.Theonlyrecognizeddeviationfromthestatedpoliciesortheat-willemploymentrelationis thoseauthorizedinwritingandsignedbytheHeadofSchool MarianapolisPreparatorySchoolisan at-willemployer.Byacceptingemployment,employeesdemonstratetheyunderstandandaccepttheir at-willemploymentstatus.
MarianapolisiscommittedtoemployingonlyUnitedStatescitizensandotherswhoareauthorizedto workintheUnitedStates Marianapolisdoesnotunlawfullydiscriminateonthebasisofcitizenshipor nationalorigin
Incompliancewiththe Immigration Reform and Control Act of 1986 eachnewemployee,asacondition ofemployment,mustcompletethe Employment Verification Form I-9andpresentdocumentation establishingidentityandemploymenteligibilitywithinthree(3)daysoftheirstartdate.Former employeeswhoarere-hiredmustalsocompletetheformiftheyhavenotcompletedanI-9with MarianapoliswithinthepastthreeyearsoriftheirpreviousI-9isnolongerretainedorvalid. Incertain cases,dependingonthenatureofthedocumentationtheemployeehaspresentedtocompletetheI-9,it maybenecessarytore-verifyhisorheremploymenteligibilityatalatertime
A EqualEmploymentOpportunity
ConsistentwithstatelawconcerningEqualEmploymentOpportunity(EEO),thefederal AmericanswithDisabilitiesAct(ADA),andallmattersrelatedtodiscriminationandharassment, MarianapolisPreparatorySchooldoesnotdiscriminateonthebasisofrace,color,nationalor ethnicorigin,citizenship,religion,disability,sex,genderidentityorexpression,sexual orientation,maritalstatus,geneticinformation,and/orcriminalrecord(inemploymentand licensingbythestate)inrecruiting,hiring,referring,promoting,advertising,discharging, training,layingoff,orcompensatingemployees
ItistheMarianapolisPreparatorySchoolpolicytorecruit,hire,andpromoteforalljob classificationswithoutregardtoanyprotectedclassifications,includingveteranstatusorother protectedclassstatusunderapplicablelaw Decisionsonemploymentorpromotionarebased solelyuponanindividual’squalificationswithreferencetotheskillsandabilitiesoftheposition forwhichthepersonisbeingconsidered Theseconsiderationsareincompliancewithstateand federalstatutes(i.e.,ADAstatutes).Wheredisabledindividualsmakeknowntheirdisabilities, MarianapolisPreparatorySchoolshallprovidereasonableaccommodationtotheextentrequired bylawtoenablesuchemployeestoperformtheessentialfunctionsoftheirjobs Thispolicy
governsallaspectsofemployment,includingbutnotlimitedto:recruiting,referring,selection, jobassignment,compensation,discipline,termination,andaccesstobenefitsandtraining.
Employeeswithquestionsorconcernsaboutanytypeofdiscriminationintheworkplaceare encouragedtoreporttheseissuestotheirdepartmentheadorappropriateadministrator
Employeesmayraiseconcernsandmakereportswithoutfearofreprisal Anyonefoundtobe engagedinanytypeofunlawfuldiscriminationwillbesubjecttodisciplinaryaction,uptoand includingterminationofemployment
B. Workers’Compensation&WorkplaceSafety
ConnecticutlawrequiresthatMarianapolisPreparatorySchoolprovidebenefitstoemployeesin caseofinjuryoroccupationaldiseaseinthecourseofconductingtherequiredactivities associatedwithyourappointmentattheSchool
Providingasafeandhealthfulworkenvironmentforfaculty,staff,students,parent(s)/guardian(s), andvisitorsdependsonthealertnessandpersonalcommitmentofeveryone
MarianapolisPreparatorySchoolprovidesinformationforallconstituentgroupsthrough literature,internalbulletinboardpostings,announcements,interofficememoranda,meetings,as wellasotheroralandprintedmattersrelatedtosafebusinesspractices.
Facultyandstaffmayreceiveperiodicworkplacesafetytraining.Thistrainingcoverspotential safetyandhealthhazards,safeworkpractices,andprocedurestoeliminateorminimizehazards.
Allfacultyandstaffmembersareexpectedtoobeysafetyrulesandtoexercisecautioninallwork activities FacultyandstaffmustimmediatelyreportanyunsafeconditionstotheCFOand/or DirectorofHumanResources Facultyandstafffoundtobeinviolationofsafetystandardsthat causehazardousordangeroussituationsorfailtoreport(or,whereappropriateandreasonable, remedy)suchsituationsmaybesubjecttodisciplinaryaction,uptoandincludingterminationof employment.
Accidentsresultingininjury,regardlessofhowseeminglyinsignificanttheinjurymayappear, mustbeimmediatelyreportedtotheDirectorofHumanResourcesandSchoolNursewithina 24-hourperiod FirstReportofInjuryaccidentreportsaremandatedbystatelawandprovidethe necessarydocumentationtoinitiateandsubsequentlysupportanyworkers’compensationbenefits protocol.Pleasenoteunderstatelaws,employeeswhofailtoreportwork-relatedinjuriesina timelymannermayseeareductionordenialoftheirworkers’compensationbenefits
C. CreditInformationPolicy
Occasionally,MarianapolisPreparatorySchoolreceivesrequestsbythirdparties(i.e.,credit agencies,banks,orprospectiveemployers)forinformationregardingourcurrentorpast employees TheonlyinformationMarianapoliscangivewithoutauthorizationfromtheemployee
inquestioniswhetherornotthepersonisstillemployed.Informationregardingsalaryorreasons forleavingmaynotbegivenwithoutarelease.Anyemployeewhohasfurtherquestions regardingthesepoliciesshouldcontacttheDirectorofHumanResources
D. NoticeofEmployment
1. FacultyandSalariedStaff
Marianapolis Preparatory School is an at-will employer Each faculty andadministrative appointment is for one year Salaries are determined on an annual basis by the Head of School. Letters of appointment (including salary information and benefits) are sent to employees by the Head of School with the expectation that they are signedandreturned by the designated deadline. A faculty member who wishes an extension to confirm the appointment should request the extension in writing to the Head of School. Should a member of the faculty or administration know earlier in the year that he/she will not be returning, they should let the Head of School knowassoonaspossible.Similarly,unless a faculty member’s conduct requires immediate intervention, the Head of School will normally endeavor to advise a teacher as soon as practicable (which may be through a conference and/or by letter) if there is a possibility that they will not be receiving a renewedappointmentforthefollowingyear
2. Licenses&Certifications
Employees whose jobs require a professional license or certification (including driver’s license/public passenger license) must present documentation of their license or certification prior to employment and must provide copies of all renewal or changes during the period of employment for inclusion in his/her file The School will pay for obtaining and/or renewing the CT PublicServiceLicenseandanylicensethatisrequired for an employee’s position The upkeep and renewal of this endorsement is the responsibilityoftheemployee
E. ExitInterview
MarianapolisPreparatorySchoolhasaconsiderableinvestmentinitsemployees.Therefore,itis ofvaluetotheorganizationtoevaluatethecircumstancessurroundingtheseparationofan employee,whethervoluntaryorinvoluntary.Exploringanemployee’sreasonsforresigningor thefactorsresultinginterminationenablestheSchooltobetterevaluatewhetherthework environmentisconducivetostaffsatisfactionorwhetherchangescanorshouldbemade
Guidelines
Exitinterviewsareconductedthroughanelectronicsurveyandalsoinpersonifrequested The interviewshouldbeconductedbytheDirectorofHumanResourcesandmayincludetheFaculty &StaffAdvisorinaprivateareaduringthestaffmember’sregularworkhoursduringthelast weekofemployment.
Theemployeehastheoptionofrequestingordecliningtodiscussreasonsforthedeparture
Inconductinganexitinterview,theSchoolwilluseanexitinterviewchecklisttoprovide structureforthediscussion Thefollowingitemsmaybeincludedontheexitinterviewsurvey form:
● Equipment/keyreturn/resourcereturn
● Assessmentofallspacesoccupied–classroom(s),livingquarters,etc.
● Reasonsfortheseparation
● Contactinformation
● BenefitsofemploymentwiththeSchool
● Verificationoffinalpayandreimbursements
● LimitationsofemploymentwiththeSchool
● Interestinreemployment
● Employeesuggestionsandcomments
F. ProfessionalConduct
Allemployeesareexpectedtoconductthemselvesinaprofessionalandcooperativemanneratall timesinobservanceofallschoolpolicies Anemployee’scontinuedemploymentissubjectto theirmeetingperformanceandconductrequirementsoftheirspecificjobresponsibilitiesandof theMarianapolisPreparatorySchoolasawhole Amongtheseexpectationsarethefollowing:
1. ProfessionalDressPolicy
Intheworkplace,thewayemployeesdressisimportantasitaffectshowoneis perceivedbyothers.Professionalbusinessattireisexpectedduringtheschooldayfor allfaculty,administration,andsupportstaffunlessaspecialeventallowsforcasual dress Businessformalisexpectedforallspecialeventsaswellaswhen“Massattire” isnoted.Businessattirerequiresadressshirt,tieanddresspants,oradressshirtwith askirt,dress,ordresspants Massattirerequirestheadditionofablazerifwearing dresspants Weremaincommittedtosupportingouremployee’sreligiousand culturalbeliefsandwillreasonablymodifythedresscodeaccordingly.
2. Media
Facultyandstaffshouldneverspeaktoanyformofthemediaorinanypublicforum asarepresentativeoftheSchoolwithoutpermissionfromtheHeadofSchool
3. SocialMedia
Itisparamountthatemployeesmaintainprofessionalcommunicationswhen communicatingwiththeMarianapoliscommunityinanyway,includingthrough onlinecommunicationsorsocialmedia.
The School recognizes the importance of social media for its employees However, use of social media by employees may become a problem if: it interferes with the
employee’s work; is used to harass coworkers, students or others; creates a hostile work environment; its use violates School rules; or harms the goodwill and reputation of the School among students and parents or the community at large. The School encourages employees to use social media within the parameters of the following guidelines and in a way that does not produce the adverse consequences mentioned above This policy is not intended to limit employees’ rights under the law or to limit employees in their speaking, writing, or otherwise communicating about their wages, hours, benefits, and other terms and conditions of employment or in acting for their individual or mutual benefits.
Where no policy or guideline exists, employees are expected to use their professional judgment and take the most prudent action possible. If you are uncertain about the appropriateness of a social media posting, check with an administrator or supervisor.
As used in this policy, “social media” includes, but is not limited to, forums, and social networking sites, such as Instagram, Twitter, Facebook, LinkedIn, and YouTube.
● Under no circumstances should faculty and staff members communicate with, follow, friend, or otherwise engage with currently enrolled students via personal social media accounts. Caution should be exercised regarding engaging on social media with alumni, particularly recent graduates, parents of current students, and colleagues.
● Faculty and staff members may engage with students for academic purposes using a professional account. This account must be separate from one’s personal account, be clearly defined as such (i e Coach Name or Mr NAME), and also note one’s affiliation with the School. The Communications Office will follow these accounts
● If posts on social media mention the School, it should be clear that the faculty or staff member posting is an employee of the School and that the views posted are theirs alone and do not represent the views of the School.
● Information about other School employees, students, parents or others must not be mentioned, discussed, or shared without their express consent.
● Unless given written consent, the School’s logo or trademarks may not be used on posts
● Each faculty and staff member is responsible for what they write or present on social media.
● Social media activities should not interfere with duties at work. The School may monitor the use of its network, computer systems, and related equipment to ensure compliance with School rules, policies, and expectations
● All postings on social media must comply with the School’s confidentiality and disclosure of proprietary information policies. If unsure about the confidential
nature of information in consideration for posting, consult with the Director of Communications.
● All faculty and staff must comply with copyright laws and cite or reference sources accurately
● Faculty and staff are expected not to link to the School’s website or post School material on a social media site without obtaining written permission from the Communications Office.
● All School policies that regulate off-duty conduct apply to social media activity, including, but not limited to, policies related to illegal harassment, code of conduct, and protecting confidential and/or proprietary information
● Violation of this policy may lead to discipline up to and including the immediate termination of employment.
4 RespectfulCommunication
Tohonorandupholdeveryindividual’sdignityasamemberoftheMarianapolis community,employeesareexpectedtorefrainfromcommunicatingabout confidentialorsensitivemattersregardingstudents,families,orotheremployeesin anypublicforumsuchasthediningroom,sportingevents,otherlocationsonandoff campus,groupemails,oranyotherformofcommunication.Anyinformationabout membersofourcommunityshouldbesharedonaneed-to-knowbasisonly Employeesshouldnotgossip,spreadrumorsorsharepersonalinformationabout othersunnecessarily.
5. ProfessionalBoundarieswithStudents
Faculty,staff,andotheradultsintheSchoolcommunityareexpectedtomaintain appropriateprofessionalboundarieswithstudentsatalltimes Thisincludes respectingthephysicalspaceofstudents,usingappropriatelanguage,andensuring thatallcommunications(includingelectronic)areprofessionalandappropriate Itis againstthelawforanyschoolemployeetoengageinsexualorromanticactivitywith anystudent,regardlessofthestudent’sageandapparentconsent.Itshouldgo withoutsayingthatanysexualactivity,contact,and/orromanticrelationshipsofany kindbetweenstudentsandfaculty,staff,employees,orotheradultsintheSchool communityarestrictlyprohibited AnyemployeeorotheradultintheSchool communitywhoobservesorbecomesawareofadultbehaviorthatmayconstitutea boundaryviolationmustreportthisinformationimmediatelytotheHeadofSchoolor hisdesignee Ifthereportinvolvessuspicionsofmolestationorsexualassault,a reportmustalsobemadetoDCFinaccordancewiththeSchool’spolicyonmandated reporting,asdescribedonpage38.
G. Diversity,Equity,andInclusion
Marianapolis is committed to fostering, cultivating, and preserving a culture of diversity, equity, and inclusion. The collective sum of individual differences, life experiences, knowledge,
inventiveness, innovation, self-expression, unique capabilities, and that our employees invest in theirworkrepresentsasignificantpartofourculture.
Weembraceandencourageouremployees’differencesinage,color,disability,ethnicity,family ormaritalstatus,genderidentityorexpression,language,nationalorigin,physicalability,race, religion,sexualorientation,socio-economicstatus,veteranstatus,andothercharacteristicsthat makeourcommunityunique.
Marianapolis’diversityinitiativesareapplicable-butnotlimited-toourpracticesandpolicieson recruitmentandselection;compensationandbenefits;professionaldevelopmentandtraining; promotions;transfers;socialandrecreationalprograms;layoffs;furloughs;terminations;andthe ongoingdevelopmentofaworkenvironmentbuiltonthepremiseofgenderanddiversityequity thatencouragesandenforces:
● Respectfulcommunicationandcooperationbetweenallemployees
● Teamworkandemployeeparticipation,permittingtherepresentationofallgroupsand employeeperspectives
● Employerandemployeecontributionstothecommunitiesweservetopromoteagreater understandingandrespectfordiversity.
AllemployeesofMarianapolishavearesponsibilitytotreatotherswithdignityandrespectatall times Allemployeesareexpectedtoexhibitconductthatreflectsinclusionduringwork,atwork functionsonoroffcampus,andatallotherSchool-sponsoredandparticipativeevents
Anyemployeefoundtohaveexhibitedanyinappropriateconductorbehavioragainstothersmay besubjecttodisciplinaryaction,includingtermination.Employeeswhobelievetheyhavebeen subjectedtoanykindofdiscriminationthatconflictswiththeSchool’sdiversitypolicyand initiativesshouldseekassistancefromtheDirectorofHRortheHeadofSchool
H. CompensationandBenefits
Employeesarepaidonasemi-monthlypayschedule,thatis,overtwenty-fourpayperiods,onthe 15th andlastdayofthemonth IfascheduledpaydayfallsonaSaturdayoraSunday,payment willbemadeontheprecedingFriday EmployeesmayaccesstheirpayinformationviaPaychex FlexEmployeeAccessOnlineathttps://myapps.paychex.com.
TheSchoolconsidersanindividual’ssalarytobeaconfidentialmatter,andeveryeffortismade tolimitsuchinformationtoonlythosepersonswhoseworkrequiresthemtohavethisknowledge.
All eligible employeesofMarianapolisPreparatorySchoolareentitledtofullbenefitsprovision asdescribedbelow
An eligible employeemeetsthefollowingcriteria:
● Worksinafull-timecapacity(minimumof35hoursperweekor1,250hoursperyear)
● HashadnoseparationinworkhistorywiththeSchool(excludingsummerrecess)
BenefitsmaychangeatanytimeatMarianapolisPreparatorySchool’sdiscretion.Ifthereisa conflictbetweenthelanguageintheemployeehandbookandtheofficialPlanDocument,the officialPlanDocumentgoverns.
1 Health,Dental,andVisionInsurance
Currentlyofferedinsuranceplansareavailabletobeginonthefirstdayofthemonth aftertheofficialemploymentstartdateforalleligibleemployees.TheSchool contributesasetdollaramounttothecostofeachpremium.Thisamountis calculatedbyusingtheofferedHMOplansasabenchmark:80%ofthepremiumcost fortheemployee-onlyplanand65%ofthepremiumcostforalloftheemployee-plus dependentplans.Thesepercentagesaresubjecttoadjustmentatanytimebasedon financialchanges,atthediscretionoftheBoardofTrustees.
a.TheSchoolwillcontributetotheHealthSavingsAccountforthose employeesenrolledinHighDeductibleHealthPlansattherateof $1,000/IndividualPlanand$2,000/FamilyPlan.
b Aneligibleemployeecanelecttoenrolltheirspouse,adomestic partner(sameandoppositegender),andeligibledependentsformedical, vision,anddentalbenefits,providedtheeligibilityrequirementsaremet Thespouseofanemployeeisalsoeligibleforcoverageiftheemployee andspouseareinalegallyvalid,existingmarriage,andthespouse resideswiththeemployeeorintheservicearea Thedomesticpartnerof anemployeeiseligibleforcoverageiftheemployeeanddomestic partnerhavelivedtogetherforsixmonthsormoreandare18yearsof ageorolder
c Childrenunderage26whomeetoneoftheconditions/criteriabelow areeligibleforcoverage Someplansmayenddependentchildeligibility ifachildage26hastheirownemployer-sponsoredcoverage.
● Naturalchildren
● Adoptedchildrenoncetheadoptionisfinal.Beforetheadoption isfinal,thechildrenareeligibleforcoveragewhenyoubecome legallyresponsibleforatleastpartialsupport
● Stepchildrenwhoarenaturaloradoptedchildrenofyourspouse orforwhomyourspouseisappointedlegalguardian
● Childrenforwhomtheemployeeorspouseareappointedlegal guardians.
● Medicalcoveragefordependentchildrenwillendonthepolicy anniversarydate,June30th,thatis,onorafterthedatethechild turnsage26
● DentalandVisioncoveragefordependentchildrenwillendthe calendarmonthinwhichthedependentturnsage26.
2. LifeInsurance,AccidentalDeathandDismemberment,andLongTermDisability Insurance
Eligibleemployeesareprovidedcoverageatnocosttotheemployeebutforthe employeealone.
■ LifeInsurance:15timesyourBasicAnnualEarnings(roundedtothenexthigher $1,000,ifnotalreadyamultipleof$1,000)withamaximumbenefitof$50,000*
■ AD&D:AnamountequaltoyouramountofLifeInsuranceinforce*
■ LongTermDisability:Eliminationperiodof90days,theBenefitPercentageis 60%ofTotalMonthlyEarnings,withtheMaximumMonthlyBenefitof$6,000. TheMinimumMonthlyBenefitis$100
■ MaximumBenefitPeriod:
*AnEmployee’samountofLifeandAccidentalDeathandDismemberment Insuranceshownintheschedulewillreduceto65%whenhe/sheattainsage65,to42% whenhe/sheattainsage70,andto27%whenhe/sheattainsage75 AnEmployee’sLife andAccidentalDeathandDismembermentInsuranceterminatesattheEmployee’s retirement.
3. RetirementProgram
TheSchooloffersaDefinedContributionPlan,operatingundersection403(b)ofthe IRScode Aftercompletionoftwo(2)yearsofcontinuousserviceatMPrepwithat least1,000servicehoursperyear,aneligibleemployeemaybegintoparticipatein theTIAA/CREFretirementmatchprogramofferedbytheSchool Toparticipate,the employeemustcontribute5%oftheirgrosspay,whichtheSchoolwillmatch Volunteerparticipationinthesupplementalplanisavailableimmediatelyupon employment
4. TuitionRemission
TheSchooloffersa100%tuitionwaiverfordependentchildrenoffull-time employeesimmediatelyuponhire.Tuitionwillbeproratedforpart-timeemployees whohavecontinuousserviceofatleast1,000servicehoursperyear
5 Meals
Mealsareprovidedtoallemployeeswithoutchargeduringtheacademicyearwhen theDiningRoomisopenforregularservice.Thereareno“togo”optionsforfood, water,etc UnlessauthorizedbytheSchool,mealsareprovidedtoindividuals whocometotheDiningRoomoncampus.Ifdrinks,suchaswaterbottles,are provided,pleaseenjoythesewithyourmeal,anddonotbringadditionalitems fromthemealhomewithyou. Mealsarealsoprovidedtoactiveemployeesinthe periodinwhichtheSchoolisnotinsession,andtheDiningRoomisopenforCamp Stonewallservice.
6 Section125CafeteriaPlan
TheSchoolhasestablishedacafeteriaplancoveringpremiumconversion,medical reimbursement,limitedpurpose(dentalandvisionreimbursementforemployees enrolledinanHSAmedicalplan),andchildcarereimbursementforqualified expensesduringthecoveredacademicyear.
7. DirectDeposit
AllemployeesarerequiredtoprovidetheBusinessOfficewithdirectdeposit informationregardingtheirpayrollchecks Nomanualchecksareissuedforpayroll
8 PayDeductions
ThelawrequiresthatMarianapolismakecertaindeductionsfrom every employee’s compensation.Amongtheseareapplicablefederal,state,andlocalincometaxes. TheemployermustalsodeductSocialSecuritytaxesoneachemployee’searningsup toaspecifiedlimitthatiscalledtheSocialSecurity“wagebase”
Marianapolisisalsoobligatedtocomplywithanycourt-orderedwageassignmentsor garnishments.Absentsuchanorderorotherbindinglegalauthority,Marianapolis willnotmakeanydeductionsfromyourwageswithoutyourapproval.
9. ComplaintandCorrectionProcedure
Everyprecautionistakentoensurethatemployeesarepaidcorrectly,bothexempt andnon-exemptandthatemployeesarepaidpromptlyonthescheduledpayday Further,itisourpolicytocomplywiththesalarybasisrequirementsofstateand federalwageandhourlawspertainingtoexemptemployees Weprohibitimproper deductionsfromthesalariesofexemptemployees.Asageneralmatter,youshould alwaysfeelfreetocheckwiththeBusinessOfficeifyouhaveanyquestions concerningwhydeductionsweremadefromyourpaycheckorhowtheywere calculated.
However,ifanemployeebelievesthereisanerrorintheirpay,suchasanimproper deductionfromthesalaryofanexemptemployeeortheoverpaymentofwages,the employeeshouldnotifytheirsupervisorimmediately,andsupervisorsshouldbring thequestiontotheBusinessOfficepromptly.Employeesmayalsobringsuch concernsdirectlytotheattentionoftheBusinessOfficeiftheyprefer TheSchool willmakeeveryefforttoadjustanactualerrorpromptly,includingreimbursementfor animproperdeduction.
I. OvertimePolicyforstaff
The“workday”isdefinedasthenumberofhoursanemployeewashiredtowork,for example,fourhours,sevenhours,oreighthours.
The“workweek”coverssevenconsecutivedaysbeginningonMondayat12:00AMand endingonSundayat11:59PM Workweekperiodsmayincludescheduledtimessuchas20 hours,35hours,or40hours.
“Authorizedadditionalwork/overtimehours”areworkhours(inexcessofscheduledhours) thatasupervisorassignstoanemployeenecessarytocompleteatask.Unlessspecified, salariedstaffshouldremaininsideofamaximumof50hoursofworkperweek
Allhoursworkedoverthescheduledemployeeworkweek,includingovertime,mustbe approvedinadvancebytheemployee’ssupervisor;ifnot,anemployeeisnotauthorizedto worktheextratime Timeworkedinemergencycircumstancesisanexceptiontothispolicy
Violationsofthispolicymayresultindisciplinaryactions,includingoralorwrittenwarnings, suspensionwithoutpay,ortermination
Eachemployeeistoworkwithinthehoursforwhichtheywerehired.Iftimeoffisneeded, employeesaretousetheirPTOoruptooneweekoffwithoutpay Extendingyourscheduled workdaytomakeuptimemissedonanotherdayisnotacceptableunlessapprovedbythe supervisor.Alladditionalhoursworked,includingovertime,mustbeapprovedbythe supervisor
Supervisorsareresponsibleforensuringemployeesmaintaintheirscheduledworkweekand provideapprovalforadditionalworkhoursifauthorized
J. PaidTimeOffandLeaves
1. FamilyandMedicalLeave
Thepurposeofthispolicyistoestablishguidelinesforleavestakenbyemployeesof Marianapolisunderthe Federal Family and Medical Leave Act of 1993
Employees who have worked atMarianapolisforatleasttwelve(12)monthsandwho have worked at least 1,250 actual work hours during the twelve (12) months
immediately preceding the start of leave are eligible for unpaid leave under the FMLA.MarianapolisisexemptfromtheCTPaidFamilyandMedicalLeave.
a. ReasonsForLeave
LeavesundertheFMLAmaybetakenforthefollowingreasons:
● incapacityduetopregnancy,prenatalmedicalcare,orchildbirth
● tocarefortheemployee'snewbornchild
● theplacementofachildwiththeemployeebyadoptionorforfostercare
● to care for the employee's spouse, child,orparent/parent-in-lawwhohas aserioushealthcondition
● tocarefortheemployee'sownserioushealthconditionthatrendersthe employeeunabletoperformthefunctionsofhisorherposition
● tocareforaninjuredorillservicememberorcoveredveteran(seebelow –LengthofLeave–forfurtherinformation)
● aqualifyingexigencyarisingoutofafamilymember’smilitaryservice, includingoneormoreofthefollowingreasons(note–moredetailed informationonthefollowingcategoriesisavailablefromtheBusiness Office)
● shortnoticedeployment
● militaryeventsandrelatedactivities
● childcareandschoolactivities
● financialandlegalarrangements
● counseling
● restandrecuperation
● post-deploymentactivities
● parentalcareleaveforamilitarymember’sparentwhois incapableofself-careandcareisnecessitatedbythemember’s coveredactiveduty
● additionalactivitiesthatariseoutoftheactivedutyorcallto activedutystatusofacoveredmilitarymember,providedthat Marianapolisandtheemployeeagreethatsuchleavequalifiesas anexigencyandagreetoboththetimingandthedurationof suchleave
b. LengthofLeave
i. BasicFMLALeaveEntitlement:Ifaleaveisrequestedforoneofthe qualifyingreasons,each eligible employeemaytakeuptoatotalof twelve(12)weeksunpaidfamilyormedicalleaveinatwelve(12) monthperiod.Marianapolisusesthefollowingtwelve(12)month period: the12monthperiodmeasuredforwardfromthefirstdateof leave.
ii. LeavetocareforanInjuredorIllServiceMemberorCovered Veteran: Inadditiontothereasonsforleavelistedabove,aneligible employeemaytakeupto26workweeksofFMLAleaveduringa 12-monthperiodtocarefor(i)aninjuredorillservicememberwho istheemployee’sspouse,parent,childornextofkinandwho incurredtheinjuryorillnessinthelineofdutyandwhileonactive dutyintheArmedForces,orhadapreexistinginjuryorillnessprior tobeginningactivedutythatwasaggravatedbyserviceinthelineof dutyonactivedutyintheArmedForces;or,(ii)aninjuredorill coveredveteranwhoistheemployee’sspouse,parent,childornext ofkin
Forservicemembers,theinjuryorillnessmustrendertheservice membermedicallyunabletoperformthedutiesofhisorheroffice, grade,rankorrating.Thisprovisionappliestoservicememberswho areundergoingmedicaltreatment,recuperation,ortherapy,orarein outpatientstatusorareonthetemporarydisabilityretiredlist,fora seriousinjuryorillness.
Forcoveredveterans,theveteranmustbeundergoingmedical treatment,recuperationortherapyforaseriousinjuryorillnessand s/he(1)wasamemberoftheArmedForces(includingtheNational GuardorReserves);(2)wasdischargedorreleasedunderconditions otherthandishonorable;and(3)wasdischargedwithinthefive-year periodbeforetheeligibleemployeefirsttakesFMLAmilitary caregiverleavetocarefortheveteran11 .
Forcoveredveterans,seriousinjuryorillnessmeansanyofthe following:
(i)acontinuationofaseriousinjuryorillnessthatwasincurredor aggravatedwhenthecoveredveteranwasamemberoftheArmed Forcesandrenderedtheservicememberunabletoperformtheduties oftheservicemember'soffice,grade,rank,orrating;or
(ii)aphysicalormentalconditionforwhichthecoveredveteranhas receivedaU.S.DepartmentofVeteransAffairsService-Related DisabilityRating(VASRD)of50percentorgreater,andsuch VASRDratingisbased,inwholeorinpart,onthecondition precipitatingtheneedformilitarycaregiverleave;or
11 The employee’s first date of leave must be within the five year period. However, the employee may continue to take leave throughout the single 12 month period even if the leave extends past the five year period
Note - special rules may apply to calculating the five year period for veterans discharged between October 28, 2009 and March 8, 2013. This period will effectively be excluded from the five year calculation.
(iii)aphysicalormentalconditionthatsubstantiallyimpairsthe coveredveteran'sabilitytosecureorfollowasubstantiallygainful occupationbyreasonofadisabilityordisabilitiesrelatedtomilitary service,orwoulddosoabsenttreatment;or
(iv)aninjury,includingapsychologicalinjury,onthebasisof whichthecoveredveteranhasbeenenrolledintheDepartmentof VeteransAffairsProgramofComprehensiveAssistanceforFamily Caregivers.
WhencombinedwithanyothertypeofFMLAqualifyingleave,totalleavetimemay notexceed26weeksinasingle12-monthperiod StandardFMLAleaveprocedures describedbelowapplytoallrequestsforanddesignationofleaveforthispurpose. However,inthecaseofleavetocareforaninjuredorillservicemember,the 12-monthperiodbeginsonthedaysuchleaveactuallycommences
Eligibleemployeesmaytakeleaveonafull-time,intermittentorreducedschedule basis.However,intermittentleaveandreducedscheduleleaverequestedforreasons other thanaserioushealthconditionarepermittedonlywithMarianapolisapproval. Ifintermittentorreducedscheduleleaveismedicallyrequired,Marianapolismay temporarilytransfertheemployeetoanotherjobwithequivalentpayandbenefitsto betteraccommodatesuchleave.
2. LightDuty
ShouldanemployeebeofferedalightdutyopportunityduringaperiodofFMLA leave,timespentperformingthelightdutyassignmentwillnotcountagainstthe employee’sFMLAleaveentitlement.Theemployee’srighttorestorationtotheirjob willbeheldinabeyanceduringthelightdutyassignmentoruntiltheendofthe applicable12-monthFMLAleaveperiod.
Whenevertheneedforleaveisforeseeable,employeesmustsubmitwrittenrequests forleaveatleast30daysinadvance.Iftheneedforleaveisunforeseeable,employees mustprovidenoticeattheearliestavailabletime Forleavestakenduetoserious healthconditions,theemployeemustsubmitacompletedDepartmentofLabor MedicalCertificationForm(availablefromMarianapolis)beforeleavebegins,if possible Ifadvancecertificationisnotpossible,theemployeemustprovidethe certificationwithin15daysofMarianapolis’requestforsuchcertification Employees onmedicalleavesmustsubmitanewcertificationformevery30daysduringleave andmustreportperiodicallyontheirstatusandintenttoreturntowork Ifleaveisfor theemployee'sownserioushealthcondition,theemployeemustsubmitmedical certificationoffitnesstoreturntoduty.
3. UseofPaidLeave
FMLA-eligibleemployeesmayrequest,orMarianapolismayrequireFMLA-eligible employeestoapplyanyavailableaccruedpaidtimeoffconcurrentwiththeuseof otherwiseunpaidFMLAleavetime,inaccordancewithMarianapolis’established policies AnFMLA-eligibleemployeeelectingtouseanyavailableaccruedpaid leavemustfollowMarianapolis’usualrequirementsfortheuseofsuchleave, althoughMarianapolismaychoosetowaivesuchrequirements.Oneexampleofsuch arequirementisadvancewrittenapprovalfortheuseofPaidTimeOff Asnoted,the useofpaidleaverunsconcurrentlywithFMLAleaveandtherefore,boththe employee’sFMLAleaveentitlementandavailableaccruedleaveentitlement(s)shall bereducedatthesametime
FMLAwillgenerallyberunconcurrentlywithanyqualifyingabsencesduetoa Workers’Compensationinjury Inaddition,incasesinvolvingabsencesduetoa Workers’CompensationinjurythatalsoqualifiesasanFMLAserioushealth condition,andiftheemployeeagreeswithMarianapolistodoso,Marianapoliswill applytheemployee’savailableaccruedpaidleaveinincrementsasasupplementto theWorkers’Compensationweeklybenefitinanappropriateamountsothatthe employeecanmaintainhisorherregularweeklyincomelevel
ExceptforcircumstancesunrelatedtothetakingofFMLAleave,anemployeewho returnstoworkatMarianapolisattheexpirationofleaveisentitledtoreturntothe samepositionformerlyheldoranequivalentpositionwithequivalentpayand benefits. Employeeswhodonotreturntoworkimmediatelyuponexhaustingleave shallnotbeguaranteedtoreturntoanypositionwithMarianapolis
QuestionsregardingfamilyormedicalleavemaybedirectedtotheBusinessOffice
4. Holidays
Salariedandhourlystaffmembers,whomeettheBenefits’Eligibilitycriteria,are paidforObservedHolidaysaswellasotherdaysaspertheStaffHolidaysList.All salariedandhourlystaffmembersofMarianapolisPreparatorySchoolareprovideda listofObservedHolidaysand/orSchoolCalendardetailingapplicableholidays FacultyfollowtheSchoolcalendarwiththeexceptionofprofessionaldevelopment daysandon-dutyfaculty
SalariedandhourlystaffmemberswhomeetallBenefits’Eligibilitycriteriaare providedPaidTimeOffaccordingtothefollowingserviceschedule:
5. PaidTimeOff
0–4yearsofcompletedservice = 4weeks
5–9yearsofcompletedservice = 5weeks
10+yearsofcompletedservice = 6weeks
ThePaidTimeOff(PTO)yearisbasedupontheSchool’sfiscalyear,July1-June 30andisgrantedasofJulyfirst.PTOisproratedforemployeeshiredduringa schoolyearalreadyinprogress StaffmaycarryPaidTimeOfffromoneyeartothe next;however,theaccrualtotalwillneverexceed60days.Employeeswillnotbe paidforunusedPaidTimeOffattheendofthefiscalyearoruponseparation SalariedandhourlystaffmembersarerequiredtorequestPaidTimeOffthrough theirDepartmentHeadasearlyaspossible,butnolessthanoneweekpriortothe requestedday(s)off Anemployeemaynottakemorethantwoconsecutiveweeks ofpaidleaveatagiventimeunlesstheleaveisprotectedundertheFamilyMedical andLeaveActorstateleavelaws.
*TeachingfacultyarenotentitledtoPTO Facultyareexpectedtoworkwhen schoolisinsessionandwhenthereareotherfacultycommitmentsand obligationsasdirectedbyAdministration.
*Staffwhoareselectedandopttochaperoneschooltripsarerequiredtousetheir PTOforanydaysawayfromwork.
6. JuryDuty
MarianapolisPreparatorySchoolbelievesthatjurydutyconstitutesacivic responsibility,andfullcompensationispaidforjurytimeafterthedeductionofany juror’sfeesthatyoureceive.However,everyemployeeisexpectedtonotifytheir immediatesupervisorassoonastheyreceiveanoticeofjurydutyservice.The employeeisalsorequiredtoreporttoworkanydaythattheyarenotneededincourt andanydaythathe/sheisdismissedearlyenoughtogettoworkbeforethemiddle oftheworkday.Ifjuryservicerequiresanabsencefromworkformorethanone day,theemployeemustnotifytheirsupervisoroneachdaythattheywillbe performingjuryduty.Toreceivejurydutypay,theemployeemustbringthe DirectorofHRtheformsissuedbythecourtindicatingthedaystheyservedonjury duty
7. MilitaryDuty
Marianapoliscomplieswithapplicablelawregardingtherightsofemployeestotake leaveformilitaryservice.Allemployeesshouldkeeptheirimmediatesupervisor fullyinformedofpendingmilitaryservice,theirmilitaryaddresswhileonactive duty,andwhentheywillreturnfromdutyasfarinadvanceoftheexpected departuredateasreasonablypossible
8. BereavementLeave
EmployeeswhomeettheeligibilitycriteriamaytakePaidTimeOffuptoa maximumofthree(3)workdaysforthedeathofaspouse,parent,stepparent,child, step-child,sibling,step-sibling,mother-in-law,father-in-law,grandparent, step-grandparent,grandchild,orstep-grandchild PaidTimeOffmaybeusedto attendthefuneralofanypersonnotdelineatedintheabovelist.
9. MaternityLeave
Yourimmediatesupervisorshouldbenotifiedassoonasisappropriate.The full-timeemployeewillbegranteduptoeight(8)calendarweeksofpaidleave immediatelyfollowingthebirthoftheemployee’sownchild(ren)fortheperiodof disabilityassociatedwithgivingbirth.Thefacultymemberwillbeinvolvedinthe coverageofallresponsibilitiesandwillprovidefulllessonplans,assessments,and thelikeforthesuccessfulcontinuationofallcoursesduringtheirabsence
10. ParentalLeave
Yourimmediatesupervisorshouldbenotifiedassoonasisappropriate The full-timeemployeewillbegrantedtwo(2)calendarweeksofpaidleave immediatelyfollowingthebirthoftheemployee’sownchild(ren)ortheplacement ofchild(ren)withtheemployeethroughadoptionorfostering.Undercertain circumstances,theSchoolmayallowtheemployeetoutilizeparentalleavefordates otherthanthefirsttwoweeksafterthebirthorplacementofchild(ren) Thefaculty memberwillbeinvolvedinthecoverageofallresponsibilitiesandwillprovidefull lessonplans,assessments,andthelikeforthesuccessfulcontinuationofallcourses duringhis/her/theirabsence ParentalLeavecannotbecombinedwithMaternity Leave.
11. TeachingFacultyAbsences
a. PlannedAbsences:TheAcademicDeanandtheDepartmentHead shouldbenotifiedasmanydaysinadvanceaspossibleintheeventof anyplannedabsence(includingpart-dayabsenceforfieldtrips,etc.). DepartmentHeadsshoulddiscusstheirabsenceswiththeAcademic Dean Eachfacultymemberisresponsibleforseeingthatalltheir obligationsarecovered.Wherethisisnotpossible,theDepartmentHead mustbenotifiedofanyobligationforwhichcoveragehasnotbeen arranged Besidesclasses,suchobligationsmayincludestudyhalls, clubsandorganizations,coaching,andadvisory.Thefacultymember mustfileclassassignmentstocovertheirentireabsencewiththe AcademicDeanbeforetheirdeparture.
Urgentpersonalleaveisintendedtocoverallexcusedabsencesnot specificallycoveredherein.Ingeneral,itreferstoshortspellsofillness butmayincludeabsencetotakecareofurgentpersonalmattersthat cannotbedeferredtoschoolvacations
b. UnplannedAbsences:Thesemustbelimitedtogenuineemergencies suchassuddenillness TheAcademicDeanistobecalledviacellphone at630-540-3073priorto7:15a.m.Thefacultymembershouldbe preparedtoreportalldutiesthatwillneedcoverageforthetimeof absence.
c. MedicalAppointments:Theseshouldbescheduledduringvacationsor weekends.Wherethisisnotpossible,theabove plannedabsence procedureistobefollowedforabsencesinvolvinganyportionofthe schoolday.
12. SalariedandHourlyStaffMemberAbsences
a. PlannedAbsences:Salariedandhourlystaffareaskedtocompletea PaidTimeOffRequestFormforallabsencesforwhichthereisadvance warning Marianapolisreservestherighttoimplementblackoutdates whentheSchoolmaynotapprovePTOrequests. Duringthesedates,the Schoolexpectsyoutobeavailableforwork Basedonyourpositionand theneedsoftheschool,PTOmaybeapprovedduringthisperiodand willbedecidedcasebycase.TheSchoolwillpublishblackoutdates beforethestartofeachnewschoolyear Employeesareexpectedto managetheirPaidTimeOffsoasnottoexceedtheirallottedtimeofffor thecalendaryearJuly1-June30 PaidTimeOffmaybecarriedfrom oneyeartothenext;however,theaccrualtotalwillneverexceed60 days.Salariedandhourlystaffmembersmaytakeupto,butnotmore than,fiveunpaiddaysfromwork Excessiveabsenteeismisunacceptable andwillnotbepermittedbytheexecutivemanagementoftheSchool. IncidentsorbreachesoftheSchool’sattendancepolicythatarecontrary toacceptablestandardsofbehaviorcouldresultindismissal Nopayment ismadeforunusedPaidTimeOffuponseparation.
b. UnplannedAbsences: Intheeventofillnessorinabilitytogettothe Schoolduetoinclementweather,salariedandhourlystaffmembersare requiredtocontacttheirsupervisorwithinareasonableperiodoftime, butnolaterthanthetimetheemployeewouldbeexpectedtoreportto work.
Duringinclementweather,nopressureisextendedfromtheSchoolat anytime,whichwouldencourageemployeestotakeunsafechancesto attendwork Salariedandhourlystaffwhochoosenottoreporttowork orwholeaveearlyforanyunplannedabsences,includinginclement weather,willhavethetimemissedsubtractedfromtheirallottedPaid TimeOff Salariedstaff,whohavetheabilityandpermissionfromtheir supervisortoworkfromhome,willbepaidtheirnormalsalary.
Inthecasethatthereisaschoolclosingduetoastateofemergency,and theadministrativeteamdeterminesitisbestforALLemployeestostay home,youwillbecontactedbyyoursupervisor Shouldthishappen, salariedandhourlystaffwillreceivetheirnormallyscheduled hours/salary.Noovertimewillbepaidduringthistimeperiod.Foran unlikelyemergencythatextendsbeyondoneworkweek,attheendofthe
oneworkweek,employeeswillbeexpectedtousepaidtimeofftocover additionaldaysthattheSchoolmaybeclosedduetoadeclared emergency
13. CivicEngagement/VolunteerDay
MarianapolisPreparatorySchool(theSchool)encouragesallemployeestobecome involvedintheircommunities,lendingtheirvoluntarysupporttoprogramsthat positivelyimpactthequalityoflifewithinthesecommunities
ThefollowingguidelinesareforMarianapolisPreparatorySchool'semployeeswho serveasvolunteersin501(c)(3)non-profitcommunityprogramsthatareeitherof personalinterestorarecorporate-sponsoredinitiatives.
VolunteerTime
Employeescantakeupto8hoursofpaidtime,inoneblockof8hours,onceper yeartoparticipateintheirspecificprogramofinterest Employeesmustrequest CivicEngagement/VolunteerTimeatleast14daysinadvance
CivicEngagement/VolunteerTimeshouldnotconflictwiththepeakworkschedule, blackoutdays,andotherwork-relatedresponsibilities,createtheneedforovertime, orcauseconflictswithotheremployees'schedules.
ProgramscanincludebutarenotlimitedtoTEEG,Meals-on-Wheels,animal shelters,Pan-MassChallenge,church,templeorsynagogue,BostonMarathon,The HoleintheWallCamp,RedCrossBlooddrive,Veterans'homesorVFW,school fieldtrips,youthorganizations,hospicework,supportingtheirtownevents,etc Whatevertheactivity,itisentirelyuptotheemployeetoselecttheirCivic Engagement/Volunteerprogramofchoice
Eligibility
Allfull-timeMarianapolisPreparatorySchoolemployeesareeligibletoparticipate intheCivicEngagement/VolunteerDay.Interestedemployeesshouldrequesttheir dayoffthroughtheirsupervisortoreceivepre-approval.Employeeswhovolunteer shouldprovidetheSchoolwithasignedformshowingthecompletionoftheir volunteerhours
Sharewhatyouaredoingtocommittoserviceinyourcommunity;withthe employee’spermission,theSchoolmaywanttopubliclyacknowledge(withor withouttheemployee'sname)whatorganizationtheemployeeparticipatedinviathe School'sParentorFaculty&Staffnewsletters.
14. RemoteWorkGuidelines
Undercertainconditions,Marianapolismayalloworrequireemployeestowork remotely.Anyremoteworkarrangementswillbecommunicatedtoemployeesbyan Administratorafteritisdeterminedthatthetaskstobeperformedareappropriatefor remotework.TheSchoolrecognizesthatcertainjobtypesmaynotbeeligiblefor remotework,includingbutnotlimitedtointerfacingpositionsandfacilities personnel TheSchoolwillmakedecisionsonallremoteworkarrangementsona
case-by-casebasis.Marianapolisreservestherighttoimplement,reviseor discontinueanyremoteworkarrangements,dependingontheschool'sneeds.
Inaddition,
● TheSchoolexpectsremoteemployeestodevotetheirfulltime,effort,and attentiontoworkwhileworkingremotelyduringregularhoursunlessotherwise agreed.
● TheSchoolexpectsremoteworkemployeestobeaccessiblewhileworking remotelybywayoftelephone,voicemail,email,etc.,andtoberesponsiveto suchcommunications.
● ConsistentwiththeSchool’sexpectationsofinformationsecurity,remote employeesareexpectedtoprotectproprietaryandconfidentialinformationwhile workingremotely
● Marianapoliswillnotberesponsibleforcostsassociatedwiththesetupofa remoteoffice,suchasremodeling,modifications,equipment,furnitureor lighting
15 VictimofDomesticViolenceLeave
“Familyviolence”isanincidentresultinginphysicalharm,bodilyinjuryor assault,oranactofthreatenedviolencethatconstitutesfearofimminentphysical harm,bodilyinjury,orassaultbetweenfamilyorhouseholdmembers Verbalabuse orargumentsgenerallywillnotconstitute“familyviolence”unlessthereisa presentdangerandthelikelihoodthatphysicalviolencewilloccur.
Avictimoffamilyviolencewillbegivenupto12daysofleaveduringany calendaryearinwhichtheleaveisreasonablynecessaryto:
● seekmedicalcareorcounselingforphysicalorpsychologicalinjuryor disability,
● obtainservicesfromavictimservicesorganization,
● relocateduetofamilyviolence,or
● participateinanycivilorcriminalproceedingrelatedtoorresultingfrom suchfamilyviolence.
Iftheneedforleaveisforeseeable,theemployeeshouldgiveatleastseven(7) days'noticetoMarianapolis.Iftheneedforleaveisnotforeseeable,theemployee shouldprovidenoticetoMarianapolisassoonaspracticable
Anemployeeisrequiredtoprovideasigned,writtenstatementcertifyingthatthe leaveisforapurposeauthorizedbythislaw Further,Marianapolisisentitledto requestthatanemployeeprovideapoliceorcourtrecordrelatedtothefamily violenceorasignedwrittenstatementthattheemployeeisavictimoffamily violencefromanemployeeoragentofavictimservicesorganization,anattorney, anemployeeoftheofficeoftheJudicialBranch’sOfficeofVictimServicesorthe
OfficeoftheVictimAdvocate,alicensedmedicalprofessionalorotherlicensed professionalsfromwhomtheemployeehassoughtassistancewithrespecttothe familyviolence
Suchdocumentationwillbekeptconfidentialandnotfurtherdisclosedexceptas requiredbylaworasnecessarytoprotecttheemployee’ssafetyintheworkplace, butinthesesituations,theemployeewillbegivennoticebeforethedisclosure.
VictimofDomesticViolenceLeavedoesnotaffectanyotherLeaveprovidedunder stateorfederallaw.
I. SeverancePay
MarianapolisPreparatorySchooldoesnotgrantseverancepaytoemployeeswhoseemployment isterminated.However,Marianapolisreservestherighttomakeexceptionstothispolicyatits soleandabsolutediscretion
J. PerformanceandDiscipline
1. FacultyReviewProcess
TheSchool’sapproachtofacultyreviewisbasedonthepresumptionthatteachers arecommittedtoimprovingtheirpracticeandthatbecausethereisabundant evidencethatimprovedprofessionalpracticeleadstoimprovedstudentlearning, bothteachersandstudentswillbenefitfromaregularassessmentandevaluationof theirprofessionalpractice Therefore,thegoaloftheSchool’sevaluationprogram istoidentifyopportunitiesforprofessionaldevelopmentforallteachers,wherever theymaybeintheircareers Furthermore,engagingfacultyinacollaborative evaluationprocessisdesignedtocontributetothehealthofalearningcommunity andmodellife-longlearning.Additionalgoalsincommunicatingandconducting thefacultyreviewprocessarethatitsprinciplesandmechanismareclear,itis drivenbyobservationandevidence,anditisfairlyanduniformlyapplied.
Thefacultyreviewprocesscentersaroundtheimplementationofthree components:observation,evaluation,andfeedback,andinvolvesongoing evaluationinallaspectsofprofessionalworkthatculminatesinanannualreview meetingwiththeDeanofFacultyattheendoftheschoolyear
Intermsofacademicperformance,facultymaybeobservedbytheirDepartment HeadsonceeachtrimesterandmaybeevaluatedforthefollowingskillstheSchool seekstopromote:planningforinstruction,executinginstruction,andarrangingin theclassroom Observationchecklistsareusedthatincludeperformanceindicators fortheevaluatedskills,andfacultyareevaluatedalongascaleusingtheterms “exceptional,”“commendable,”“competent,”“emerging,”and“notobserved.” Successesareapplauded,areasinwhichimprovementisneededarenoted,andan
actionplaniscreatedforspecificimprovementsintheseareas.TheDeanof Facultymayalsoobserveandevaluatefacultyonceperyearandprovidesa feedbacksessionfollowingobservation
Otheraspectsoffacultylifemaybeevaluatedonaregularbasis,including coachingperformanceonceperseasonbytheAthleticDirectorandadvisoryduties oncepertrimesterbytheClassDeans.Informationfromtheseevaluationsisgiven totheDeanofFacultyfortheend-of-yearreview
Residentiallifeperformancehasasystematicreviewcyclethattakesplaceoverthe courseoftheacademicyear One-on-oneconversationswithverbalfeedbackmay happenbetweentheResidentialLifeCoordinatororHeadofSchoolandallnew residentialfacultyduringthefirst-trimesterinterim,afterwhichactionpointsare documentedandsharedwithrespectiveHouseHeads Verbalevaluationsand feedbackmayalsobegiveninone-on-oneconversationsbetweenallHouseHeads andResidentialfacultyandtheResidentialLifeCoordinatororHeadofSchoolat thestartofthethirdtrimestereachyear Writtenevaluationsforeachdormparent maybecompletedbytheHouseHeadonceayearinthethirdtrimesterandgiven totheHeadofSchool TheResidentialLifeCoordinatormaycompletewritten evaluationsforallHouseHeads.ThisisgiventotheHeadofSchoolinthethird trimesteraswell.ResidentialevaluationsmaybesharedwiththeDeanofFaculty aswell
Astheacademicyearcomestoanend,theAcademicDeanmaymeetwitheach DepartmentHeadtodiscussallmembersoftheirteam Forthesemeetings, teacherscompleteaself-evaluationtoassesstheirworkintheyearjustcompleted, usingperformanceindicatorstoratetheirsuccessineachareaofschoollife Facultyalsocompletea“GoalsSheet,”whichincludesthreespecificgoalsforthe comingyear,strategiesandactionstepstobetaken,andnotesofanyinformation orsupportpotentiallyrequiredtoaccomplishthem Inthesemeetings,the AcademicDeanreviewstherecentlycompletedyear,includingcollatedfeedback fromDepartmentHeads,classdeans,theResidentialLifeCoordinator,andthe AthleticDirector,aswellastheobservationsoftheAcademicDean Inaddition, theAcademicDeanreviewseachfacultymember’sself-evaluation,goals accomplishedintheyearjustcompleted,andproposedgoalsforthecomingyear AllmaterialscollectedfromtheseregularreviewsarefiledbytheAcademicDean asGoogledocs.
Afinallevelofareviewconductedregularly,whichprovidesfeedbackthatallows for“managingup,”includesthefollowingusesofsurveys.Studentsaresurveyed ineachcourseattheendofeachtrimestertogivefeedbacktoteachers Teachers aresurveyedattheendofeachyeartogivefeedbacktotheirDepartmentHead. DepartmentHeadsaresurveyedattheendofeachyeartogivefeedbacktothe AcademicDean Allotheremployeesmaybesurveyedatthediscretionofthe
School.Resultsofthesesurveysarereturnedtoeachconstituencyinatimely mannersuchthattheymaybeusedtoinformfutureplanning.
2. AdministrationandStaffReviewProcess
AllAdministratorsandStaffmayreceive,atleastonceperyear,aperformance appraisaltoassesstheirperformanceandaccomplishments Appraisalswilloccurnear theendofthefiscalyear(June30).Allindividualsprovidingsupervisionforthe individualbeingevaluatedwillcontributetothereview Allreviewedemployeeswill begiventheopportunitytoviewtheirperformancereviewsandmayattachwritten commentstothereview.Employeeswhodisagreewiththeappraisalsareencouraged todiscussareasofdisagreementwiththeirreviewers,theHeadofSchool,orthe DirectorofHumanResources.Employeesshouldsignanddatetheirappraisalafterall commentshavebeennoted.Performanceappraisalsbecomeapermanentpartofthe employee’spersonnelfile
3 DisciplinaryActions
Ifaninfractionofapolicyorpracticeoccurs,theHeadofSchoolmaytakeanyofthe followingactionsatthediscretionoftheSchool,basedonthecircumstances:
a Verbalwarning
b. Awrittenwarningwhichwillbecomepartofanemployee’sfile
c. Probation
● Itmaybeaccompaniedbyaverbalorwrittenwarningforimproved performance
● Willbenotedinthepersonnelfile
d Suspensionwithorwithoutpay
e. Dismissal/terminationofemployment
4. Resignation
Generally,theSchoolwouldprefer60days'noticeofvoluntaryresignation,witha minimumoftwo(2)weeksexpected Forfacultyundercontract,theSchoolexpects theemployeewillworkuntiltheendoftheschoolyearforwhichthecontractisin force Failuretogiverequirednoticeorfailuretomeetthetermsoftheemployment agreementmayresultinforfeitureofbenefitsandineligibilityforre-employment Marianapolisreservestherighttoacceptresignationsimmediatelyuponreceipt.
Employeeswhomissworkforthreeconsecutivedayswithoutnotifyingtheir supervisororhaveconsecutivedaysofunexcusedabsencesareconsideredtohave resignedfromtheirjob
K. Non-Disclosure
Theprotectionofconfidentialbusinessinformation,includinginformationanddataabout students,employees,alumni,parents,andschooloperations,isvitaltotheinterestsandsuccessof
MarianapolisPreparatorySchool.Suchconfidentialinformationincludes,butisnotlimitedto, thefollowing:
● Academicfiles/studentrecords
● Alumni,parent,student,andvendorlists
● Compensationdata
● Financialinformation
● Laborrelationsstrategies
● Pendingprojectsandproposals
● Prospectivestudentlists
Employeesmustmaintainappropriateconfidentialitywithrespecttoconversationsand/or informationrelatingtostudents,alumni,families,parents,faculty,administration,andstaff Employeesandvolunteersmayhaveaccesstoconfidentialinformationthatincludes computer-storeddata,business,student,parental,andemployeerecords
Allsuchinformationisrequiredtobemaintainedinstrictconfidence.Employeesand volunteersarenottodiscusssuchinformationoutsideofMarianapolisPreparatorySchoolor withinMarianapolisPreparatorySchoolexceptonanauthorized“needtoknow”basisrequiredin ordertoperformassignedduties.Allbusiness,employee,volunteer,andstudentrecords, computerizeddata,andrelatedinformationarethepropertyofMarianapolisPreparatorySchool Employeesarenottocopy,remove,alterormodifysuchrecords,materials,computerizeddata,or informationunlessauthorizedtodoso Employeesareprohibitedfromdisclosingcomputer passwordstounauthorizedpersons Employeesareobligatedtoimmediatelyreporttotheir immediatesupervisoranydatabreaches,problemsintheuseofinformation,oranymisuseof informationbyanotherperson
MarianapolisPreparatorySchoolmayrequirethatallemployeessignanon-disclosureagreement asaconditionofemployment Anyemployeewhorevealsconfidentialinformationwillbe subjecttodisciplinaryactionuptoandincludingpossibleterminationofemployment,evenif theydonotactuallybenefitfromthedisclosedinformation
L. PrivacyProtectionPolicy
Wemaycollectcertainpersonalinformation,includingSocialSecuritynumbers,inthecourseof Marianapolis’routineoperations.Wewilltakewhatwebelievetobereasonablestepstoprotect theconfidentialityoftheSocialSecuritynumberswecollect
WeprotecttheconfidentialityoftheSocialSecuritynumberswecollectinthecourseof businessbymaintainingwhatwebelievetobereasonablephysical,electronic,andprocedural safeguardstoprotecttheirconfidentiality,includingstepsto:
● LimitaccesstotheSocialSecuritynumberswecollecttoappropriatepersons
● ProhibittheunlawfuldisclosureoftheSocialSecuritynumberswecollect
● Reviewthesesafeguardsonaregularbasis
● TrainouremployeesintheproperhandlingofSocialSecuritynumbers
● ObtaintheagreementofouroutsidebusinesspartnerswhohaveauthorizedaccesstoSocial SecuritynumberstoprotecttheconfidentialityoftheSocialSecuritynumbers.
M. AccesstoPersonnelFiles
PersonnelfilesarethepropertyofMarianapolis.Accesstotheinformationcontainedinthese filesisrestricted Generally,onlyofficialsandrepresentativesofMarianapoliswhohavea legitimatereasontoreviewtheinformationinafileareallowedtodoso Uponadvancerequest, anemployeemayreviewmaterialintheirfilewithinseven(7)daysofsuchrequest,ator reasonablyneartheemployee’sworklocation,uptotwotimesinacalendaryear Suchinspection willtakeplaceinthepresenceofanauthorizedindividualappointedbyMarianapolistomaintain thefile.Inaddition,employeesmayobtainacopyoftheirpersonnelfilewithinseven(7)daysof theirwrittenrequest
Foruptoone(1)yearfromthedateofseparation,formeremployeesmayinspecttheirpersonnel filewithinten(10)daysoftheirrequesttodoso,atamutuallyagreeablelocation,orsubmita writtenrequestandacopyofthefilewillbemailedtothemwithinten(10)daysofreceipt.
Inaddition,Marianapoliswillprovideacopyofdocumentationofanydisciplinaryactionor terminationtoanemployee,andtheemployeemaysubmitawrittenstatementdisagreeingwith suchdisciplinaryactionortermination Employeesmayalsosubmitastatementdisagreeingwith anyperformanceevaluation.Allsuchsubmissionswillbemaintainedaspartofthepersonnelfile thereafter.
N. OutsideEmployment
Employeesmaybeemployedbyanotherorganizationaslongastheysatisfactorilyperformtheir jobresponsibilitiesatMarianapolisPreparatorySchool.
Employeesshouldconsidertheimpactthatoutsideemploymentmayhaveontheirhealthand physicalendurance.Allemployeesarejudgedbythesameperformancestandardsandwillbe subjecttoMarianapolisPreparatorySchool’sschedulingdemands,regardlessofanyexisting outsideworkrequirements.
IfMarianapolisPreparatorySchooldeterminesthatanemployee’soutsideworkinterfereswith performanceortheabilitytomeettherequirementsofMarianapolisPreparatorySchoolasthey aremodifiedfromtimetotime,theemployeemaybeaskedtoterminatetheoutsideemployment inordertoremainatMarianapolisPreparatorySchool
Outsideemploymentwillpresentaconflictofinterestifithasanactualorpotentialadverse impactonMarianapolisPreparatorySchool.
O. RecognitionofReligiousBeliefsandCustoms
MorningGatheringatMarianapolisPreparatorySchoolopenswithappropriateprayers.The students,faculty,andadvisorsareexpectedtoattendliturgyduringschooltimeonappointed days
Teachersarerequiredtoattendliturgicalandpara-liturgicalservicesaswellasencouragestudents totakeactivepartsintheliturgicalserviceswhereandwhenappropriate,basedontheirown personalfaith.
Inplanningreligiousactivities,anypressure,realorapparent,torequirethereceptionofthe sacramentsorthepracticeofliturgicalexercisescontrarytopersonalbeliefswouldbemost inappropriate Propermotivationintheperformanceofreligiousdutiesshallbestressedinthe spiritofeducationandgrowth.
P. DrugandAlcoholUse
ItisMarianapolisPreparatorySchool’sdesiretoprovideadrug-free,healthy,andsafe environment.Topromotethisgoal,employeesarerequiredtoreporttoworkinappropriate mentalandphysicalconditionstoperformtheirjobsinasatisfactorymanner.
ThestateofConnecticutrequiresallemployeeswhodrivestudentstoparticipateinrandomdrug testing.Marianapolisalsoreservestherighttoadministerdrugteststocurrentemployeeswhen thereisreasonablesuspicionthattheemployeeisundertheinfluenceofdrugs,improperlyused controlledsubstances,oralcohol.Generally,reasonablesuspicionmeans,butisnotlimitedto, directobservationbyasupervisoryordirecctorofMarianapolisofemployeeuse,possession, sale,ordistributionofcontrolledsubstances;aberrantbehaviorbyanemployeewhileatwork,a noticeableorsubstantialchangeinworkperformance;or,physicalsymptomsormanifestationsof beingundertheinfluenceofcontrolledsubstancessuchasslurredspeech,lossofcoordination, andodors.Areasonablesuspicionconclusionmustbearticulableandbasedonspecific,credible informationandtherationalinferencesthatareasonablepersonmaydrawfromsuchinformation.
MarianapolisisanexemptedemployerfromConnecticut’sResponsibleandEquitableRegulation ofAdult-UseCannabisAct(RERACA.)Noemployeemayuse,possess,distribute,sellorbe undertheinfluenceofimproperlyusedcontrolledsubstances,orengageintheunlawful manufacture,distribution,dispersion,possession,oruseofillegaldrugswhileundertheSchool’s employment.Employeesmaynotparticipateintherecreationaluseofcannabisonoroffschool property.Employeesmaynotpossessorconsumealcoholicbeveragesintheworkplace,during worktime,orwhileperformingtheirjobduties,onoroffschoolpremises,orinanymannerthat mayimpairanemployee'sabilitytoperformtheirdutiesorotherwiseadverselyaffectthe School’smission Employeeswhoresideindormitoriesandconsumealcoholontheirtimeoffare expectedtodosowithdiscretion Theemployeewillactinamannerthatreflectsandupholdsthe missionofMarianapolis TheSchoolreservestherighttowithholdorforfeithousingincasesof behaviorunbecomingtotheSchool Violationofthispolicymayleadtodisciplinaryaction,upto
andincludingimmediateterminationofemploymentand/orrequiredparticipationonasubstance abuserehabilitationortreatmentprogram.Suchviolationsmayalsohavelegalconsequences.
TheSchoolisgovernedbyfederaltransportationlawfordrugtesting Facultyandstaffneedtobe awarethatmanyoftheCBDproductsonthemarketareunregulatedandruntheriskof containingmorethanthefederallyacceptableamountofTHCfordrivingpassengers,whichhasa differentlegallimitfromothercategories.WhileyoumaythinktheproducthasnoTHCorvery littleTHC,thereisnowaytoknowforsure.Dependingontheamountconsumed,thefrequency ofuse,andindividualmetabolismoftheproduct,thereisagreatpossibilitythatafacultyorstaff membercouldusewhatheorshebelievestobealegallypermissibleproductandstillhavea positivedrugtestresultforTHC Failingadrugtestforanyreasonwillpreventyoufromdriving students,andyouwillbreachyourcontract Youwillbeprohibitedfromdrivingstudentsfortwo years;resultinginareductionofyoursalary.IfyouuseCBDproducts,weadviseyoutoseek alternativeoptions
Thelegaluseofprescribeddrugsispermittedonthejobonlyifitdoesnotimpairanemployee’s abilitytoperformtheessentialfunctionsofthejobeffectivelyandinasafemannerthatdoesnot endangerotherindividualsintheworkplace.
Q. Smoking
Thisisasmoke-freecampusforallstudents,employees,andvisitors Thispolicyhasbeenput intoeffecttomaintainasafeandhealthfulenvironmentforallmembersoftheMarianapolis PreparatorySchoolcommunity.Thispolicyisstrictlyenforced.Visitorsshouldbepolitely informedofthispolicy StudentswhobreakthispolicymustbereportedtotheDeanofStudents immediately. Thispolicyalsoprohibitstheuseofso-callede-cigarettesor“vaping”devicesof anykind.
R. Solicitation
Inanefforttoassureaproductiveandharmoniousworkenvironment,personsnotemployedby MarianapolisPreparatorySchoolmaynotsolicitordistributeliteratureintheworkplaceatany timeforanypurpose
MarianapolisPreparatorySchoolrecognizesthatemployeesmayhaveinterestsineventsand organizationsoutsideoftheworkplace However,employeesmaynotsolicitordistribute literatureconcerningtheseactivitiesinanyworkareasorduringworkingtimewithoutthe permissionoftheHeadofSchool.
Inaddition,thepostingofwrittensolicitationsonschoolbulletinboardsisrestricted.These bulletinboardsarefordisplayingschoolandadministration-relatedinformation Iffaculty membershaveamessageofinteresttotheworkplace,theymaysubmitittotheHeadofSchool forapproval.
S. TechnologyPolicy
1. Introduction
Marianapolis’computernetworks,includingbutnotlimitedtodesktopmachines,laptops, cellphones,andotherelectronicdevicesofanykind,Internetaccess,andelectronicmail ("e-mail),"areimportantcommunicationdevicesintoday'sbusinessenvironment Marianapolishasinstalledacomputernetwork,bothhardwareandsoftware,Internet access,andane-mailsystemtoprovideitsemployeeswiththisbusinessadvantageandto increasetheeffectivenessofoureducationalprogramsforourstudents
Thesetechnologiesareformsofbusinesstools.Assuch,theyare not providedtoour employeesforanypurpose(s)otherthanbusiness-relateduses Marianapolis’computer network,Internetaccess,ande-mailsystemsareexpensivetoinstall,ownandmaintain. ItistheexpectationofMarianapolisthatemployeeswillexercisegoodjudgmentinthe useofthesebusinesstoolstohelpminimizeunnecessarycostsfortheSchool
Tomaximizethebenefitsofthesetechnologies(hereinafterthe"systems")to Marianapolis,itsemployees,andstudents,thefollowingpolicyshallgovern all useofthe systembyemployees.
2. ReviewofSystemUse
ItisimportantforallemployeeusersofthesystemstounderstandthatMarianapolis,as theownerofthesystems,couldreviewtheirusetoensurethatonlyappropriate Marianapolis-relatedworkandmessagesarebeingperformedandtransmitted. Marianapolisreviewstheuseofthesystemsinalimitedfashionbutwilldosoasneeded andwhennecessarytomaximizeutilizationofthesystemsforMarianapolispurposesand accordingtoappropriateprotocolsthatmayapplyindifferentdivisionsordepartments.
3 PasswordsandPrivacyIssues
EmployeesmustunderstandthatMarianapolishasreservedtherighttoconductreviews ofallaspectsofthesystems'uses,forexample,e-mailmessages,includingthosesentor receivedonpersonal,web-basede-mailaccounts(e.g.Yahoo). Therefore,employees shouldbeawarethattheiruseofthesystemsandthecontentsofcommunications,suchas e-mailssent,received,andstoredonthesystems,canbeforensicallyretrievedfrom computerstorage,suchasharddrives,andreadbyMarianapolis.Marianapoliscandoso despite theassignmenttoindividualemployeesofpasswordsforsystemssecurity The passwordsaredesignedtoprovidesystemssecurityfromunauthorizedusers,notto provideprivacytotheindividualsystem'suser.
Thesystems'securityaspects,suchasthemessagedeletefunctionfore-mailandyour personalpasswordcanbebypassedforreviewpurposes.Marianapolis’abilitytoreview systemuseandanystoredmessagesatanytimeisnotrestrictedorneutralizedbythese mechanisms.Furthermore,systemusersmustrecognizethatthereisnoguaranteeof privacyintheuseoftheInternet.Therefore,employeesmustbeawarethat they should not have any expectation of personal privacy in the use of these systems
4. WhyReviewSystemUseorE-Mail?
ThesystemsthemselvesareexpensiveforMarianapolistoinstall,operate,andmaintain Forthatreasonalone,itisnecessarytopreventmisuseofthesystems.However,thereare otherequallyimportantreasonswhyMarianapolisintendstoreviewtheuseofthe systems,reasonsthatsupportitseffortstomaintainacomfortableandpleasantwork environmentforallemployees.
Sadly,moderntechnologiessuchasthesystems,andparticularlye-mail,canbeusedfor dangerousandevenillegalpurposes.Experiencesbyotheremployersandoperatorsof suchsystemsande-mailhaveshownthattheycanbeusedforsuchwrongfulpurposesas sexualharassment,intimidationofco-workers,threateningofco-workers,breachesof confidentiality,andcopyrightinfringements.
5. ExamplesofSpecificProhibitedUses
Certainspecifictypesofsystemmisuseareexpresslyprohibited,includingbutnot limitedtothefollowing:
■ Sendinganyformofharassing,threatening,orintimidatingmessage,atanytime, toanyperson(suchcommunications may alsobea crime,pursuanttoPublicAct 95-143andotherlaws)
■ Gainingorseekingtogainunauthorizedaccesstoresourcesorentities
■ Damagingcomputers,computerfiles,computersystems,orcomputernetworks
■ Usinganotherperson'spasswordand/oraccount,regardlessoftheirpermissionto doso
■ Trespassingtoanother'sfolders,work,orfiles
■ SendinganymessagethatbreachesMarianapolis’confidentialityrequirements, ortheconfidentialityofcustomers
■ Sendinganycopyrightedmaterialoverthesystemisaviolationandisprohibited
Inaddition,ifaparticularbehaviororactivityisgenerallyprohibitedbyMarianapolis’ policies,itshouldnotoccurintheuseofthesystems Marianapolisreservestherightto amendthispolicytoincludeothertypesofmisuseasnecessarytomaintainproper controlovertheuseofthesystems
6. Malwareisstrictlyprohibitedinourschoolenvironmenttoprotecttheintegrityofour digitalresourcesandthepersonalinformationofallstudentsandstaff Thepresenceof malwarecancompromisethesecurityofoursystems,disrupteducationalactivities,and leadtodatabreaches.Ifyouencounteranyissuesorsuspectthepresenceofmalwareon anydevice,itiscrucialtoreportitimmediatelytotheITdepartment Promptreporting allowsourITteamtotakeswiftaction,mitigatingpotentialdamageandensuringasafe andproductivelearningatmosphereforeveryone Remember,maintainingasecure digitalenvironmentisacollectiveresponsibility,andyourvigilanceiskeytoour
success.Ifyourcomputerdetectsmalwareandassistanceisneededtoremoveit,please emailhelpdesk@marianapolis.org.
7. DisciplinaryAction
Misuseofthesystemswillresultindisciplinaryaction Becausenotwosituationsare identical,Marianapolisreservestherighttodeterminetheappropriatedisciplineforany particularsetofcircumstances.
Inaddition,shouldMarianapolisbecomeawareoftheactivityonitssystemsthatmay beillegal,suchactivitywillbereportedtotheappropriatefederal,state,orlocallaw enforcementagencyforfurtherinvestigation
8. ComplaintsofProblemsorMisuse
Anyonewhoisawareofproblemswith,ormisuseofthesystems,shouldreportthisto theirsupervisororDepartmentHeadortotheHRoffice.
Mostimportantly,Marianapolisurges any employeewhoreceives any harassing, threatening,orintimidatinge-mailmessage(s)orbecomesawareoftheactivityonthe systems,whichmaybeillegal,toreportthisimmediately ItisMarianapolis’policythat noemployeeshouldberequiredtotoleratesuchtreatmentoractivity,regardlessofthe identityofthesenderofthemessageortheoriginoftheactivity.Thisisparticularly importantinsexual,racial,orsimilarharassmentsituations Please report these events!
EmployeesareencouragedtocontacttheirsupervisororDepartmentHeadwithsuch informationifthesemessagesoractivitiesshouldoccur Anysuchreportwillbe maintainedasconfidentialtothegreatestextentpossiblewhilerecognizingtheneedto investigatesuchreportsthoroughly
8.DataRetention
ThisDataRetentionPolicyoutlinestheguidelinesforhowMPrephandlesthestorageand deletionofdata Thepurposeofthispolicyistoensurethatalldataisretainedfortheappropriate lengthoftimetocomplywithlegal,regulatory,andoperationalrequirements.Thispolicyapplies toallemployees,contractors,andthird-partyvendorswhohaveaccesstoourdata.
DataRetentionGuidelines:
● Accounts:Allaccountswillbeshutoffimmediatelyuponterminationofthecontract. Thisincludesaccountsforemployees,contractors,andthird-partyvendors
● ElectronicFiles:Allfileswillberetainedforaperiodofsevenyears.Thisincludes electronicandphysicalfiles.Aftersevenyears,thefileswillbesecurelydestroyedin accordancewithourdatadestructionpolicy
● Email:Allemailmessageswillberetainedforaperiodofsevenyears.Thisincludesboth sentandreceivedmessages Aftersevenyears,theemailmessageswillbesecurely deleted
Allprofessionalsareexpectedtobepunctual,professional,andpreparedinallaspectsoftheir jobs.
B. Grading
Assessingtheprogressofastudentisaveryserioustask Itmeasuresnotonlyastudent’ssuccess inlearningthematerialbutalsotheteacher’sabilitytoconveythecurriculum.Goalsand objectivessetbytheSchoolanddepartmentmustbefollowedaswellasdepartmentalgrading rubrics AgradebelowC-isconsideredafailinggrade Afailinggrademustbeseriously consideredbeforebeingawarded.Previousdocumentationmustbeshownwithaclear explanationofpreviousdifficultiesandlackofsuccessinorderforthisgradetobeassigned
Atanytime,ateachermustbepreparedtoprovideanexplanationregardingstudentprogressto thestudent,parent,guardian,and/oradvisor Itissuggestedthattheadvisoristhefirstpointof contactfortheparent/guardian Fromtimetotime,aparentmaycontactateacherdirectly All correspondencemustbereturnedwithin24hoursofreceipt.Theadvisormustbeupdatedassoon aspossible
C. RecordingofStudentProgressandGrades
Reportingofgradesoccursthreetimesayear,onceattheendofeachacademictrimester.Grades andappropriatecommentsmustberecordedpunctuallyonthedatedue Commentandgrade entryduedatesarepublishedyearly Lategradesorinaccurateentriesgreatlyinterferewiththe processofpublishingthereportcards.Everyfailinggrade(belowC-)mustbesubmittedwithan explanatorycomment
Additionally,afterthecompletionofthefirst-trimesterinterimprogressreportsarewrittenfor everystudent;afterthesecondtrimester,interimprogressreportsarewrittenonlyfornewly enrolledstudentsandanystudentinasecond-trimestercourse.Subsequently,interimprogress reportswillbewrittenspecificallyforthosewithacademicconcernsthroughouteachsemester. Commentnotesareusedtoinformtheadvisorofanyacademicconcernatanytimeoftheyear
Eachfacultyadvisormustformallycontacttheparentsoftheiradviseesinthefirsttwoweeksof theschoolyear,aswellasothertimesduringtheacademicyearonbothascheduledand unscheduledbasis,asmaybeneeded.
D. StandardTeachingLoad
Astandardteachingloadconsistsof5coursesmeetingrotationallyoverafive(5)dayweek The finaldeterminationofateacher’sloaddependsonfactorsincludingtheirotherdutiesandtotal numberofstudentstaught Anadditionalproctoringdutymaybeassignedasneeded
Teachersareexpectedtoattendallmeetingsoftheentirefacultyandallmeetingspertainingto anypartoftheirjobresponsibilities.Ifafacultymemberisunabletoattendascheduledmeeting, theyshouldnotifytheleaderofthatmeetinginadvance
E. ExtraCourses
Facultymemberswhotakesonextracoursesasatemporarysubstituteteacherwillbe Compensatedatarateof$30/class/day Thisrateissubjecttochange
F. TutoringPolicy
Althougheachstudentispresumedtobefullysupportedthroughtheirteacher,tutoringoutsideof schoolhoursissometimesnecessary.Inthoseexceptionalcaseswherespecialtutoringoutside schoolhoursisindicated,thefollowingprocedurewillapply
● Facultymembersarerequestedtoreferallquestionsfromparentsorstudentsontutoring totheAdvisor TheAdvisorwillthendiscussthisneedwiththeAcademicDean Whileemployed bytheSchool,Marianapolisdoesnotpermitteacherstotutorforremunerationbyany MarianapolisstudentinanacademicareaprovidedbythecurrentMarianapolisstaff.Incases wherestudentswouldlikeassistanceinasubjectoutsideofthecurrentcurriculum,suchas standardizedtestpreparationandthelike,theemployeemaydosooutsideofallschoolrelated responsibilitieswithpermissionfromtheSchool.
● Whenfacultymembersconsidertutoringnecessary,theyshouldsoindicatetothe Advisor,andAcademicDeandirectlybeforediscussingitwithstudentorparent.Parentsare responsibleforhiringandcoordinatingthetutoring Allpaymenttermsandcollectionarematters tobehandleddirectlybetweentheoutsidetutorandtheparent TheSchoolisnotresponsiblefor paymentorcollectionissuesrelatedtotutoring.Iftheparentwishtohavethetutoringtakeplace oncampusthatiscoordinatedthroughtheAcademicOfficeandtotakeplaceinapublicplace suchasthelibrary.
F. DisciplineSystem
ThephilosophyunderlyingthesystemofdisciplineatMarianapolisPreparatorySchoolisas follows:
● ToeducatestudentsaboutthevaluesandmissionofMarianapolisandhowindividual decisions/actionsimpactthegreatercommunityandone’sself
● Tomaintainanorderlyandrespectfulschoolcommunitywherestudentstakepridein themselvesaswellasintheirSchool
● Toprovideasystemofrecordkeepingthathelpstoestablishapatternofinappropriate behavioronthepartofagivenstudentasdistinctfromminorandinfrequentlapsesonthe partofothers
● Tomakeeveryefforttokeeptherulesfewandclearlyandregularlydelineated.
● Togivestudentstheopportunity,inmostcases,tolearnfromanyschoolruleviolations whethermajororminor Pleasenote,however,theSchoolhasalong-standingpolicy
regardinguse,possession,orsaleofdrugs.Violationofthesepoliciesmayresultin expulsionfromtheschoolcommunity.
● Toclearlydemonstrateconcernforandaboutstudentbehavioratalltimeswhetheron campusoroff.
1 FacultyRoleinDiscipline
InorderforMarianapolistoprovideanenvironmentinwhichallfacultymembers canworkeffectivelywithstudentswithouttheriskofhavingdisciplinaryefforts underminedbycolleagues,allfacultymembersmustacceptresponsibilityfor holdingstudentsaccountablefortheirbehavior.Allfacultymembers,aspartoftheir jobdescriptionandresponsibilityto“educatethewholeperson,”mustenforceall disciplinaryproceduresandsupportanyrelatedconsequences.
Specifically,thismeansthatwhenconfrontedwithunacceptablestudentbehavior, everyfacultymembermustgivesomesortofresponse.Itmaysufficeincertain situationsfortheteachertoindicatetheproblemtotheerringstudentandtoofferan explanationastowhytheirbehaviorisunacceptable Onotheroccasions,amore forcefulresponsemayberequired.Indealingwithdisciplinesituations,remember thatstudentswanttodowhatisrightandwillrespondiftheyunderstandwhatis wrongwiththeirbehavior.Forstudentswhointendtowillfullychallengeteachers andthesystem,however,moreseveremeasuresofdisciplinemayberequired.
Itisimpossibletoanticipateallsituationsthatmayarise,andaresponsethatmaybe appropriateforonestudentmaybecompletelywrongforanotherinthesame situation
2 KeyAspectsofFacultyInvolvement
Foranydisciplinesystemtowork,itmustbe(andbe perceived tobe)fair.Tothis end,consistencyamongfacultyisessential.Allfaculty,therefore,sharethe responsibilityofmaintainingtherulesandexpectationsoftheschoolcommunity Therefore,allfacultymembersmustfollowtheguidelineslistedbelow.
● Allfacultymembersmayshare,overthecourseofaschoolyear,inthe monitoringofdetentions,studyhalls,etc
● Thefacultymemberisalwaysadailyexampleoftheimportanceand valuesofourrulesandprinciples Therefore,everyfacultymembermust beontime,professionallydressed,politeandrespectful,etc.
● Facultymembersmustalwaysendeavortoalertstudentsthattheyare beingwrittenupforaviolation Disciplineworkswhenitisinstructional andfailswhenitissubversiveand/orconfrontational.
● Patternsareimportant Facultyshouldfeelfreetoalertastudentofa minorviolationthefirsttimetheyencounteritandtoleavethestudent withawarningratherthananentryinKnight’sHub/Conduct.Thekey here,however,is:
○ Toalertthestudenttotheviolation(dresscode,lateness,etc.).
○ TobecertaintoissueanentryinKnight’sHub/Conductthenext timeasimilarviolationisencountered.
○ Incasesofminorinfractions, thefacultymembershould: ■ Alertthestudentoftheinfractionandthathe/sheisbeing writtenup
3. StudentRoleinDiscipline
Studentsareexpectedtounderstandandbeclearregardingallminorandmajor schoolrules.SchoolrulesarelistedintheStudentHandbookandshouldbe reviewedbyeachadvisoronopeningday
V. OtherPolicies
A. PolicyAgainstHarassment,includingSexualHarassment
SexualHarassment
ItisthegoalofMarianapolisPreparatorySchooltopromoteaworkplacefreeofallformsof harassmentanddiscrimination,includingsexualharassment Thispolicyappliestoallfacetsof theSchoolcampus,aswellasanyschool-sponsoredeventoutsidethescopeofthecampus proper SexualharassmentofanymemberofourSchoolcommunity,includinganofficer, administrator,facultymember,staffmember,orstudent,occurringintheworkplace,orinany settinginwhichemployeesmayfindthemselvesinconnectionwiththeiremploymentand/or assignment,isunlawfulandwillnotbetolerated TheStateofConnecticutrequiresevery employeetocompleteatwo-hourSexualHarassmentPreventionTrainingcoursethroughthe CommissiononHumanRightsandOpportunities(CHRO.)TheSchoolwillprovideemployees accesstothistraining Further,anyretaliationagainstanindividualwhohasfiledasexual harassmentclaimoragainstindividualsforcooperationwithaninvestigationofasexual harassmentcomplaintissimilarlyunlawfulandwillnotbetolerated
Toachievethegoalofprovidingaworkplacefreeofsexualharassment,thenegativeconduct describedinthepolicywillnotbetolerated
TheSchooltakesallegationsofsexualharassmentseriously,andcomplaintsofsexualharassment willberespondedtopromptly Whenandwhereitisdeterminedthatsuchinappropriateconduct hasoccurred,promptactionwillbetakentoeliminatesaidconductandimposesuchcorrective measuresasdeemednecessary,including,butnotlimitedto,disciplinaryactionwhere appropriate
Whilethispolicysetsforthourgoalsforpromotingaworkplacefreeofsexualharassment,the policyisnotdesignedorintendedtolimitauthoritytodisciplineortakeremedialactionfor workplaceconductthattheSchooldeemsunacceptable,regardlessofwhetherornottheconduct satisfiesthedefinitionofsexualharassment
1. Definitions
a. SexualHarassment
Sexualharassmentisgenerallydefinedtoincludeunwantedsexualadvances, requestsforsexualfavors,andverbalorphysicalconductofasexualnaturewhen:
●Subjectiontoorrejectionofsuchadvances,requests,orconductismadeeither explicitlyorimplicitlyatermorconditionofemployment/assignmentorasabasis foremployment/assignmentdecisionsor
●Suchadvances,requests,orconducthavethepurposeoreffectofunreasonably interferingwithanindividual’sworkperformancebycreatinganintimidating, hostile,humiliating,orsexuallyoffensiveworkenvironment
Underthesedefinitions,directorimpliedrequestsbyasuperiorforsexualfavorsin exchangeforactualorpromisedpositionbenefitssuchasreviews,salaryincreases, promotions,increasedbenefits,orcontinuedemploymentconstitutessexual harassment
Thelegaldefinitionofsexualharassmentisbroad,andinadditiontotheabove examples,othersexuallyorientedconduct,whetherintendedornot,thatis unwelcomeandhastheeffectofcreatingaworkplacethatishostile,offensive, intimidating,orhumiliatingtoemployees,regardlessoftheirgenderidentity,may alsoconstitutesexualharassment
Whileitisnotpossibletolistalloftheadditionalcircumstancesthatmayconstitute sexualharassment,thefollowingaresomeexamplesofconductthat,ifunwelcome, mayconstitutesexualharassmentdependingonthetotalityofthecircumstances, includingtheseverityoftheconductanditspervasiveness
○ Unwelcomesexualadvances–whethertheyinvolvephysicalcontactornot;
○ Sexualepithets,jokes,writtenororalreferencestosexualconduct,gossip regardingone’ssexlifeororientation;commentonone’sbody,commentsabout anindividual’ssexualactivity,deficiencies,orprowess;
○ Thedisplayofsexuallysuggestiveobjects,pictures,cartoons,andthelike;
○ Unwelcomeleering,whistling,brushingagainstthebody,sexualgestures, suggestiveorinsultingcomments;
○ Inquiriesintoone’ssexualexperiences;and
○ Discussionofone’ssexualactivities
Allemployeesshouldtakespecialnotethat,asstatedabove,retaliationagainstan individualwhohasfiledaharassmentcomplaint,andretaliationagainstindividuals forcooperatingwithaninvestigationofasexualharassmentcomplaint,isunlawful andwillnotbetoleratedbytheSchool Retaliationincludes,butisnotlimitedto, (a)thedenyingorwithholdingofanytangiblejobbenefits,e.g.,promotions, increasesincompensation,benefits,andrequestedtransfers,or(b)theassessmentof
anadverseemploymentdecisionagainstanemployee,e.g.,jobdemotion, unfavorableperformanceevaluation,withholdingofafavorablerecommendation, undesiredtransferorchangeinworkschedule
b. Employee
Forthepurposeofthispolicy,thetermemployeeincludeslayemployees,clergy, non-ordainedreligious,andvolunteers.
2 ProcessforComplaint(s)
Shouldanemployeebelievetheyhavebeensubjectedtosexualharassment,theyshould reportthematter,eitherverballyorinwriting,totheDirectorofHRorHeadofSchool Uponreceiptofthecomplaint,itshallbetheresponsibilityoftheDirectorofHRorHead ofSchoolortheirdesigneetopromptlyconductanappropriateandthorough investigation
Ifforanyreason,theemployeefeelsthattheycannotreportthemattertoanyofthe aforementionedparties,theemployeeshouldreporttheincidenttotheChairmanofthe TrinityBoardFoundationoftheSchool ThemailingaddressfortheBoardisPO Box 304.Thompson,CT 06277-0304.
3. SexualHarassmentInvestigation
Uponreceiptofacomplaint,theallegationwillbepromptlyinvestigatedinafair, expeditious,andthoroughmanner Theinvestigationwillbeconductedinsuchawayas tomaintainconfidentialitytotheextentpracticableunderthecircumstances.The investigationwillinclude:
● Aprivateinterviewwiththepersonfilingthecomplaint;
● Aninterviewwithanyandallwitnesses;and
● Aninterviewwiththeperson(s)allegedtohavecommittedsexualharassment.
● Suchotherstepsmaybeappropriateinlightoftheparticularsituation
Uponcompletionoftheinvestigation,totheextentappropriate,thecomplainantwillbe informedoftheresults
Ifitisdeterminedthatsexualharassmenthasindeedoccurred,theSchoolwillact promptlytoeliminatetheoffendingconductand,whereitisappropriate,willalsoimpose disciplinaryaction.
4 DisciplinaryAction
Ifitisdeterminedthatsexualharassmenthasbeencommittedbyanemployee, appropriateactionwillbetakenunderthecircumstances Suchactionmayrangefrom counselingtoterminationofemployment
5 StateandFederalRemedies
InadditiontotheSchool’sHarassmentPolicy,ifanemployeebelievesthemselvesto havebeensubjectedtosexualharassment,theemployeemayalsofileaformalcomplaint withthegovernmentagencylistedbelow
UsingourcomplaintprocesswithintheSchooldoesnotprohibitemployeesfromfilinga complaintwithagovernmentagency Governmentagenciesdo,however,employa statuteoflimitationsforallegedharassment.TheEEOCstatuteoflimitationsis180days.
● TheUnitedStatesEqualEmploymentOpportunityCommission(EEOC) 1CongressStreet,Boston,MA02114
● TheConnecticutCommissiononHumanRights&Opportunities, 450ColumbusBoulevard,Suite2,Hartford,Connecticut06103, Phone: 860-541-3400
B InfectiousDiseasePolicy
MarianapolisPreparatorySchooltakesproactivestepstoprotecttheworkplaceduringinfectious diseaseoutbreaks.Theschoolconsidersguidelinesandrecommendationsdevelopedbythe CentersforDiseaseControl,theConnecticutDepartmentofPublicHealth,andtheStateof Connecticutinthedecision-makingconcerningitspoliciesandprocedures.
TheSchoolexpectsallemployeestofollowthepoliciesandprocedurestosustainahealthyand safeworkenvironment.Currently,theStateofConnecticutdoesnotrequirethevaccinationof schoolemployeesforCOVID-19 ShouldtheStateofConnecticutissueanExecutiveOrderor passrelevantlegislationdirectingthevaccinationofschoolemployeesforanyinfectiousdisease, MarianapolisPreparatorySchoolmaybeobligatedbylawtoabidebythisorder.
MarianapolisPreparatorySchoolreservestherighttoupdateitsinfectiousdiseasepoliciesand proceduresatanytime.FailuretofollowtheSchool'spoliciesandproceduresduringapandemic, includingbutnotlimitedtoCOVID-19,mayresultindisciplinaryactionuptotermination The Schoolwillcommunicateallsuchchangesthroughofficialnotification.
PleaserefertotheCOVID-19sectionofourwebsiteforup-to-dateinformationonpoliciesand proceduresforcommunitymembers.
1. Introduction
SchoolcommunitiesarefacedwithaneedtopreparefortheoutbreakofInfectious Diseases Overtimeithasbecomeobviousthatschoolsaredecidedlyfarbetteroff toaddresssuchissueswhenapolicyisinplace,andtheschoolcommunityatlarge iseducated.GuidelinesdevelopedbytheSurgeonGeneral’sOffice,Centersfor DiseaseControl,theConnecticutDepartmentofHealth,andtheNational AssociationofIndependentSchoolshaveservedasabasisfordiscussionand decision-makingwithregardtothispolicyandappropriateeducation
2. Policy
Manytimes,withthebestofintentions,employeesreporttoworkeventhoughthey feelill Weprovidepaidtimeoffandotherbenefitstocompensateemployeesunable toworkduetoillness.Duringaninfectiousdiseaseoutbreak,itiscriticalthat employeesdonotreporttoworkwhiletheyareill Itistheresponsibilityofany personintheMarianapolisSchoolcommunity(includingfacultyandstaff)toreport immediatelytotheDirectorofHRorSchoolNurseanyhealthconditionwhichmay betransmittedtoanotherpersonthrougheverydaycontact Thisincludes,butisnot limitedto,prolongedcough,prolongedfever,prolongeddiarrhea,andopen,draining sores.Inthecaseofastudent,theyshouldreport,attheirchoosingoratthebehest ofafacultymember,tothenursewhenexperiencinganyoftheabovesymptoms If theparentisawareofsuchsymptomsintheirchildren,theyshouldreportthistothe SchoolNurseandshouldcontacttheirownprivatephysician.
3. Procedure
IftheHeadofSchool,DirectorofHR,DeanofStudents,orSchoolNursebecomes awarethatanemployeeorstudenthascontractedaninfectiousdisease,andifthere isanyquestionthatarelatedinfectionmaybeacquiredfromthatindividualbecause ofthepresenceofsymptomssuchasapersistentcough,opensoresorpersistent diarrhea,thentheHeadofSchoolortheirdesigneewillreachadecisionregarding schoolattendance,alterationsintheprogramandotherissues.TheHeadofSchool willconsultwiththenurse,thephysicianappointedbytheSchoolandpossiblythe School’sattorney,theDirectorofHR,theemployeeortheparentsofthestudent, andtherespectivefamilyphysician,inordertodetermineifandwithwhat restrictions,ifany,theemployeeorstudentmaycontinuetheiractivitiesat MarianapolisPreparatorySchool.Thiswillbedoneonacase-by-casebasis.
4 Confidentiality
Confidentialitywillbemaintainedinallcasesandisintendedtoencourageaperson tocomeforwardsothatthesituationcanbecloselymonitored Onlypersonswithan absoluteneedtoknowwillhaveknowledgeofaparticularcase.Thenumberof personnelnotifiedwillbekepttoaminimumandlimitedtotheHeadofSchool, DirectorofHR,SchoolNurse,ortheDeanofStudents Thiswillassurepropercare ofthestudentoremployee,protectthehealthoftheSchoolcommunity,andensure privacy
5. PeriodicReview
IndividualcaseswillbereviewedperiodicallybytheHeadofSchool,Directorof HR,SchoolNurse,aphysicianappointedbytheSchool,thestudent’soremployee’s personalphysician,andthestudent’sparents.Thefrequencyofsuchreviewswillbe determinedonanindividualbasis
6. Education
TheSchoolrecognizesitsroleineducatingitsconstituenciesaboutinfectious diseases.TheHeadofSchool,SchoolNurse,orDirectorofHRwilloverseethe continuingeducationoftheMarianapolisSchoolcommunity
● Age-appropriateeducationhasbeenandwillcontinuetobeincorporated intothecurriculumthroughouttheSchool
● TheSchoolwilltakeappropriatestepstoeducatethefaculty,staff,and parentbody
7. SummaryStatement
MarianapolisPreparatorySchoolwillactwithinthelawhandlingeachcase individuallyandconfidentially,takingintoaccountthebestinterestoftheinvolved individualandtheSchool
C. CampusVisitors
MostvisitorstotheMarianapolisPreparatorySchoolcampusaredesirableandfriendly. Hospitalityisimportant However,everyoneoncampusmustremainalerttoundesirable strangersorotherintruders.WhilevisitorstocampusareexpectedtoreporttotheMainOffice andobtainavisitorbadge,theremaybetimeswhenthereareindividualsonthecampuswhoare notknowntothefacultyandstaff Forthisreason,allmembersoftheMarianapolisPreparatory Schoolcommunitymustremembertobecareful,andFacultyshouldadvisestudentsalwaystobe cautiouswheninteractingwithanunknownindividualoncampus Ifanemployeeencountersa strangeroncampus,theyshouldasktheindividualpolitelyiftheyrequireassistance Itis generallyeasytodetermineiftheperson’sagendaislegitimate.Evasivenessshouldbemetwitha politerequesttoleave Mostwilldoso Ifastrangerrefusestoleave,furtherphysical confrontationistobeavoidedandemployeesshouldimmediatelycontactoneofthefollowing people:theHeadofSchool,theCFO,DeanofStudents,orAOD,orinemergencies,911.
D. MandatedReportingofSuspectedAbuse,Neglect,orSexualAssault
Privateschools,asdopublicschools,haveastatutoryobligationtoreporttotheDepartmentof ChildrenandFamilies(“DCF”)suspectedcasesofchildabuseorneglect Mandatedreporters includeallfacultyandschoolemployeesandanyschoolemployeethathasregularcontactwith students.Itisimportantforallfacultyandstafftorecognizepotentialsignsofabuse,neglect,and molestationandtobealertforboundaryviolationswithstudents TheConnecticutAssociationof IndependentSchools(CAIS)providesaChildAbuseProtectionTrainingcourse,whichallschool employeesarerequiredtocomplete.
1. WhatMustBeReported
ConnecticutlawrequiresthatamandatedreportermustreporttoDCFif,intheordinary courseofsuchperson’semploymentorprofession,thepersonhasreasonablecauseto suspectortobelievethatachildundertheageof18:
a)hasbeenabusedorneglected;
b)hashadanonaccidentalphysicalinjuryorinjurywhichisatvariancewiththe historygivenforsuchinjury,inflicteduponthem;or
c)isplacedatimminentriskofseriousharm.
“Abused”meansthatachild:
(a)hashadphysicalinjuryorinjuriesinflicteduponthemotherthanbyaccidental means;
(b)hasinjuriesthatareatvariancewiththehistorygivenofthem;or
(c)isinaconditionthatistheresultofmaltreatment,suchasbutnotlimitedto, malnutrition,sexualmolestationorexploitation,deprivationofnecessities,emotional maltreatment,orcruelpunishment.
“Neglected”meansthatachild:
(a)hasbeenabandoned;
(b)isbeingdeniedpropercareandattention,physically,educationally,emotionally, ormorally;
(c)isbeingpermittedtoliveunderconditions,circumstances,orassociations injurioustohiswell-being;
(d)hasbeenabused
Thesuspicionorbeliefofamandatedreportermaybebasedonfactorsincluding,butnot limitedto,observations,allegations,facts,orstatementsbyachildorvictimorathird party Suchsuspicionorbeliefdoesnotrequirecertaintyorprobablecause
Ifafacultyorstaffmember,orotherschoolemployee,hasreasonablecausetosuspect childabuse,neglect,sexualassault,orthatanotherschoolemployeehassexually assaultedastudent,regardlessofthestudent’sage,theemployeeshouldreportsuch suspiciontotheHeadofSchoolortheirdesignee(SchoolCounselor)whowillthen,in turn,contactDCF,lawenforcementorotheragencies,asappropriateinaccordancewith theproceduresbelow.TheHeadofSchoolortheirdesigneewillprovideassistanceand guidancewithrespecttotheproceduresforcontactingDCFandsubmittingoralor writtenreportsandwillcoordinateanyensuinginvestigationwithappropriateagencies
ShouldtheallegationinvolvetheHeadofSchool,thentheyshouldnotbenotified,but ratherthenotificationshouldbemadetotheDirectorofHumanResources
2 ReportingProceduresforMandatedReporters
Onceamandatedreporterhasreasonablesuspicionofabuseorneglect,orsexualassault, theymustnotifytheHeadofSchoolortheirdesigneeandensurethatanoralreportis madeassoonaspracticable,butwithintwelve(12)hourstoDCFand/ortoalaw
enforcementagency.Itistheobligationofthemandatedreportertomakeanoralreport orcausesuchreporttobemadetoDCFwithintherequiredtimeframe.Theoralreport canbemadebycallingtheDCFHotline:1-800-842-2288
Notlaterthanforty-eighthours(48)aftermakinganoralreport,themandatedreporter, whomadetheoralreport,shallsubmitawrittenreporttoDCF(DCF-136Form) Ifthe mandatedreporter,whomadetheoralreport,isanyoneotherthantheHeadofSchoolor theirdesignee,acopyofthewrittenreportisaskedtobesharedwiththeHeadofSchool ortheirdesignee
a. ContentsofReports
Anyoralorwrittenreportmadepursuanttothispolicyshallcontainthe followinginformationifknown:
i Thenamesandaddressesofthechildandtheirparentsorotherperson responsiblefortheircare
ii theageofthechild
iii thegenderofthechild
iv. thenatureandextentofthechild'sinjuryorinjuries,maltreatmentor neglect
v. theapproximatedateandtimetheinjuryorinjuries,maltreatmentor neglectoccurred
vi informationconcerninganypreviousinjuryorinjuriesto,or maltreatmentorneglectofthechildortheirsiblings
vii. thecircumstancesinwhichtheinjuryorinjuries,maltreatmentorneglect cametobeknowntothereporter
viii. thenameofthepersonorpersonssuspectedtoberesponsiblefor causingsuchinjuryorinjuries,maltreatmentorneglect
ix thereasonssuchpersonorpersonsaresuspectedofcausingsuchinjury orinjuries,maltreatmentorneglect
x anyinformationconcerninganypriorcasesinwhichsuchpersonor personshavebeensuspectedofcausinganinjury,maltreatmentor neglectofachild
xi whateveraction,ifany,wastakentotreat,provideshelterorotherwise assistthechild
b. NotificationofParents
Incasesnotinvolvingaschoolemployee,theHeadofSchoolortheirdesignee, actingincoordinationwithDCF,willmakeadeterminationofwhetherornot parentsshouldbenotified Iftheallegationofabuse,neglectorsexualassault concernsanemployeeoftheSchool,parentsmustbenotifiedthatareporthas beenmadetoDCFabouttheirchild
c. InvestigationoftheReport
i. TheHeadofSchoolortheirdesigneeshallthoroughlyinvestigatereports ofsuspectedabuse,neglectorassaultif/whensuchreportinvolvesan employeeoftheSchool(orotherindividualunderthecontrolofthe School),providedsuchinvestigationdoesnotimpedeaninvestigationby DCF Inallothercases,DCFshallberesponsibleforconductingthe investigationwiththecooperationandcollaborationoftheSchool,as appropriate
ii. RecognizingthatDCFistheleadagencyfortheinvestigationofchild abuseandneglectreports,theSchool'sinvestigationshallpermitand giveprioritytoanyinvestigationconductedbyDCFortheappropriate locallawenforcementagency.TheSchoolshallconductitsinvestigation andtakeanydisciplinaryactionconsistentwithstatelawupon confirmationfromDCFortheappropriatelocallawenforcementagency thattheSchool’sinvestigationwillnotinterferewiththeDCF/police investigation TheSchoolshallcoordinateinvestigatoryactivitiesin ordertominimizethenumberofinterviewsofanychildandshare informationwithotherpersonsauthorizedtoconductaninvestigationof childabuseorneglect,asappropriate.
iii Anyemployeereportingchildabuse/neglect/assaultorhavingany informationrelevanttoallegedabuse,neglect,orassaultshallprovide theHeadofSchoolortheirdesigneewithallinformationrelatedtothe investigationthatisinthepossessionorcontrolofsuchperson,exceptas expresslyprohibitedbystateorfederallaw.
d. DisciplinaryActionforFailuretoFollowPolicy
Exceptasprovidedbelow,anyschoolemployeewhofailstocomplywiththe requirementsofthispolicyshallbesubjecttodiscipline,uptoandincluding terminationofemployment.
e Non-discriminationPolicy/ProhibitionAgainstRetaliation
TheSchoolexpresslyprohibitsretaliationagainstindividualsreportingchild abuseorneglectandshallnotdischargeorinanymannerdiscriminateorretaliate againstanyemployeewho,ingoodfaithmakes,oringoodfaithdoesnotmake,a reportpursuanttothispolicyortestifiesorisabouttotestifyinanyproceeding involvingabuseorneglect TheSchoolalsoprohibitsanyemployeefrom hinderingorpreventing,orattemptingtohinderorpreventanyemployeefrom makingareportpursuanttothispolicyorstatelawconcerningsuspectedchild abuseorneglectortestifyinginanyproceedinginvolvingchildabuseorneglect
3. ReportingSexualActivityInvolvingMinorStudents
Theremaybetimeswhensexualactivitybetweenoramongstudentsmayrequireareport toDCF.Inmakingadecisionaboutreporting,considerationshouldbegiventothe relativeagesofthestudents,thenatureoftheactivity,whetheritwasconsensual,or whethertherewereanyotherfactorsthatmightindicateastudent’sinabilitytoconsent. Facultyandstaffareencouragedtoimmediatelyreportanyconcernsaboutsexual activitybetweenoramongstudents,particularlyifthereisasignificantagedifference betweenthestudents,totheHeadofSchool,ortheirdesignee.UnderConnecticutlaw, facultyandstaffshouldalsobeawarethatsexualactivitybetweenstudentswherethereis asignificantagedifference(2-3yearsdependingontheageofthechild)mayalsobe consideredacrime(i.e.statutoryrape),regardlessofwhethertheactivityisconsensual andmayalsorequirereportingtoDCF
E. CounselingPolicy
Historically,MarianapolisPreparatorySchoolhastakenprideinbeingacaringand compassionatecommunity Throughthecloseandsupportiverelationshipsformedbetween studentsandfacultyintheclassroom,intheresidentialhalls,duringextracurricularactivities,and inotherfacetsofMarianapolislife,studentshavegainedmuchmorethananacademic experience
WithintheMarianapolisresidentialcommunity,theformingofvaluesanddecision-makingon thepartofstudentsisvital,asthesechoicesaffectthehealthoftheindividualand,inturn,the well-beingofthecommunity Studentsoftenseeksupportindecision-makingfromadults,which requiresthatfacultyandstaffmembersactresponsiblyintheirunderstandingmanner,intheirrole of“inlocoparentis(intheplaceofaparent).”
TheSchoolCounselorisaresourceforfacultyandstaffintheeventthatastudentbringsforth concernsthatinvolveachangeintheirwell-being TheSchoolCounselorcomplieswithalllegal requirementsaswellasethicalcodesoftheAmericanSchoolCounselingAssociationwith respecttoconfidentiality,mandatedreporting,dualrelationships,andmanagingboundaries AllfacultyandotherstaffareexpectedtoinformtheSchoolCounselorifastudentexhibits conductorexpressesstatementsregardingself-harm,suicidalideationorthoughts/intentof harminganotherstudentorotherindividual.
StudentSupportTeam
TheStudentSupportTeamiscoordinatedbytheSchoolCounselorandiscomprisedofmembers oftheMarianapoliscommunitywhoareinvolvedinallaspectsofthestudentexperience.These membersincludebutarenotlimitedtotheAcademicDean,DeanofFaculty,DeanofStudents, ResidentialLifeCoordinator,AthleticDirector,AssistantHeadofSchool,Enrollmentand Marketing,andtheSchoolCounselor
TheStudentSupportTeamgenerallymeetsonceweeklytodiscussspecificconcernsaboutthe well-beingofthestudentbody.Communitymembers,teachers,advisors,coaches,andparentsare invitedtopresentanyconcernsregardingstudentstotheSchoolCounselor,whowillgathermore informationpertainingtothestudent’spresentationintheotherareasofstudentlife,andwill facilitateadiscussionregardinghowtobestsupportthestudentsotheycanreachtheirfull potential Whenneededandappropriate,theStudentSupportteamwilldevelopandputinplace studentsupportplanstobemonitoredbyappropriateschoolpersonnel (i.e.advisor,coach, SchoolCounselor) Follow-upmeetingswillbescheduledasneeded Allinformationdiscussed andsharedinsuchmeetingsshouldbeconsideredprivateandconfidential,tobesharedstrictly onalimitedneed-to-knowbasisforthebenefitandsupportoftheindividualstudent.
F. FieldTrips
Alltripsleavingschoolgroundsareconsideredfieldtrips,withtheexceptionofscheduled sportingcompetitions Allfieldtripsmusthaveaneducationalpurpose,andtheorganizing facultymembermustclearthepurposeanddatesoftheproposedfieldtripwiththeAcademic Deanpriortoplanning.Priortodeparturetime,thefacultymemberoreventsponsormustpayall chargestotheBusinessOffice
Whenafieldtriptakesplaceduringschooltime,thefacultymemberleadingthetripmustmakea listofstudentswhomtheywouldliketotakeonthetripanddistributethatlisttoallfaculty concernedseven(7)daysinadvanceofthetrip.TheAcademicDeanorDeanofStudentshasthe privilegeofremovingfromthelistanystudentwhoisseriouslydelinquentinschoolworkor who,forsomeotherseriousreason,shouldnotbeallowedtogo Thefacultymemberleadingthe tripmustgivethefinallisttotheDeanofStudentsbefore2:00p.m.forinclusioninattendance. Thefacultymemberleadingthetripmustmakeitcleartoallstudentsparticipatinginthetripthat theymustinformtheteachersofanyclassestheywillmissinadvance,getassignmentsin advance,handinadvanceworkifrequired,etc.Thefacultymemberleadingthetripmustmake arrangementsfortheirownabsence,suchasclasses,studyhall,coaching,andresidential responsibilities,etc.AttireshouldbeappropriateforthetripandapprovedbytheDeanof Students.Thefacultymemberleadingthetripmustinformthekitchenaboutallabsencesfrom meals Allparentsofstudentsshouldbemadeawareaheadoftimeofthetripbytheteacher Sometripsmayrequireaspecificsignedpermissionslip.Inthatcase,onlystudentswithsigned permissionslipsmaygoonthefieldtrip.Studentsonfieldtripsshallbeproperlysupervised.At leastonememberofthefacultyshallbepresentoneachtrip,withadditionalfacultyifnecessary, dependingonthenatureofthetrip.Bothdistanceandassociatedactivitieswillbeconsideredas facultyareassigned
G. EmergencySituations
Firedrillsandotheremergencydrillsshallbeconductedduringtheschoolyearinaccordance withtheproceduressetforthintheCrisisManagementplan
Unlessotherwisedirected,inanemergencysituation,employeesshould:
1. EmergencyClosings
Attimes,emergenciessuchassevereweather,fires,powerfailures,orearthquakes candisruptMarianapolis Inextremecases,thesecircumstancesmayrequirethe closingoftheSchool.Ifsuchanemergencyoccurs,allwillbeinformedthroughthe Marianapoliswebsiteandemail
2. FireDrillProcedures
Ifyousmellsmokeorhaveanyotherindicationoffire,immediatelypulltheclosest firealarmand,ifpossible,notifyanyadministratoronceoutside.
Ifflamesareobserved,soundthealarmbypullingtheclosestfirealarmpullstation
Ifyouhearanalarmsound,evacuatethebuildingimmediatelyandfollowfiredrill procedures
Evacuatethebuildingassoonasthefirealarmsounds Allteachers,staff,and studentsshouldproceedquicklyandquietlytotheirdesignatedareas,followingthe primaryfiredrillrouteoralternaterouteiftheprimaryrouteistoodangerous.
ReviewFireDrillProcedureswithclassandremainwithclass.
H. EmergencyMedicalSituations
1 DuringtheSchoolDay
IfastudentisinjuredandcanwalktotheNurse’sOffice,accompanythemtothe mainoffice.Iftheinjuryorillnessissuchthattheycannotwalk,immediatelynotify thenurse Theofficecanreachthenurseimmediately Neverallowstudentstotreat oneanother.
2 Evening/Weekends:IfanemergencyarisesintheabsenceoftheSchoolNurse First,assessif911shouldbecalledimmediately;otherwise,contactthe AdministratoronDutyviaphoneat860-208-3777.
Assesstheseriousnessoftheinjury
Iftheinjuredpartyisunconsciousorproneandinjeopardyfrommovement,station anobserverandcalltheambulance(911) DirecttheambulancetoMarianapolis; followwithacalltotheAOD,whowillaccompany,orassignsomeoneto accompany,theinjuredpartytothehospital
AnincidentreportmustbecompletedandfiledwiththeSchoolNursewithin24 hours TheConnecticutWorker’sCompensationActrequiresaReportofAccident
formtobefiledwithin24hoursofanyandallemployeeaccidents.Severepenalties areincurredbytheemployerforfailuretoreport.Itissometimesimpossibleto determineifanaccidentwillresultinseriouscomplications;therefore,REPORT EVERYTHINGIMMEDIATELY.
I PolicyontheManagementofHealthEmergencies:
Thepurposeofthisdocumentistosetforth,inwriting,thepoliciesandproceduresthathavebeen mutuallyagreeduponbytheHeadofSchoolandtheSchoolNurse
ThemanagementofhealthemergenciesintheSchoolisofuniversalconcerntoallofus Itis prudenttoprepareschoolpersonnelforspecificrolespertainingtostudentwelfare,andfroma managerialpointofview,certaindesignatedindividualsshouldbeaccordedspecific responsibilities Allschoolpersonnelhaveadegreeofresponsibilityforthemanagementof emergencysituations.
1 TheEmergencyHealthPlan TrainedPersonnel:
WiththesupportoftheHeadofSchool,theSchoolNursewillundertakethe responsibilityforday-to-dayactivitiesrelatedtothehealthofthestudentincluding, butnotlimitedto,emergencysituations.Allpersonsresponsibleforemergencycare willreceiveformalinstructioninfirstaidtechniques,withrefreshercoursesto maintainbothlevelsofknowledgeandpreparednessforanygivensituation.Copies ofauthorizedfirstaidprocedureswillbeavailable.
a. Procedure–ExclusionBecauseofIllness(Routine)
Parentswillbenotifiedbytelephonewhenitbecomesnecessaryto excludeastudentbecauseofillnessorotherreasons Theywillbe requestedtopickupthestudentormakearrangementsforanauthorized persontoundertakethisresponsibility
Iftheparentorpersoncannotbereachedbytelephone,thestudentwill remainintheNurse’sOfficeundersupervisionuntiltheparentor responsibleadultcanbelocated.
WhenitisnecessaryfortheSchoolNursetoleavetheSchool,theywill notifythesecretaryorindividualdesignatedbytheHeadofSchoolthat thestudentisintheNurse’sOfficeandthattheparentoremergency personhasnotbeenlocated Thisindividualwilltrytoreachtheparent oremergencypersonandfollowthroughwiththeexclusionofthe student
b. Procedure–SeriousAccidentandAcuteIllness
1. Firstaidwillbeadministeredinaccordancewithauthorized procedures.
2 TheHeadofSchoolorSchoolNursewillbenotifiedimmediatelyof allseriousinjuriesandillnesses.
3 TheSchoolNurse,theHeadofSchool,ortheirdesigneewillcallthe parent,guardian,orresponsibleindividualdesignatedontheemergency formtoinformthatindividualofthenatureoftheemergency.Ifaparent cannotbereached,thefamilyphysicianwillbenotifiedthattheinjured personisontheirwaytothehospital
4. Iftransportedbyprivatevehicle,thehospitalwillbenotifiedbythe SchoolNurseordesignatedindividualthattheinjuredpersoniscoming
5. TheSchoolNurseand/orotherdesignatedindividualswillcallforan ambulancetotransporttheindividualtotheemergencyroom.A designatedindividualfromtheSchoolshouldaccompanythestudent,if possible,unlessaparentisavailable.
6 Anaccidentreportwillbecompletedbytheindividualwho witnessedtheaccident,incollaborationwiththeSchoolNurseorHead ofSchool.CopiesofthereportwillbeprovidedtotheHeadofSchool. Theoriginalwillbefiledinthestudent’shealthfolder
7. Thestudentmustbeaccompaniedtothehospitalbyaresponsible adult.Theparentoralternateshouldbeadvisedtoproceedtothehospital immediatelyandmeetthestudentintheEmergencyRoom
Note: If911iscalled,adesignatedstaffmemberMUSTGOOUTSIDE ANDWAITFORTHEARRIVALOFTHEAMBULANCEAND BRINGEMERGENCYRESPONSEPERSONNELTOTHEPATIENT.
c. Summary–PolicyonEmergencyHealthServices
1. TheHeadofSchoolorSchoolNursewillbenotifiedimmediatelyof allseriousinjuriesandillnesses
2. TheHeadofSchoolordesignatedindividualwillbeinchargeofthe dispositionofanyaccidentcasethatoccurswithintheconfinesofthe School,schoolvehicles,playingfields,andatanyschool-sponsored event/activity.
3. Allemergencieswillbehandledinaccordancewithapproved medicalemergencyprotocol
4. AlldesignatedschoolstaffandtheSchoolNursewillreceiveformal instructioninFirstAid,CPR,andAEDtrainingfollowingthestate certificationpolicies
5. Thehealthrecordsofeverystudentwillbeupdatedwhennecessary toincludetheparents’names,homeandbusinessaddressesand telephonenumbersofparentsand/orguardians,andinaddition,the addressandtelephonenumberofthephysician.
6. Intheeventofanaccident,theparentsand/ordesignatedphysician willbenotifiedattheearliestopportunity.
7 Studentswhobecomeillatschoolwillnotbedismissedwithout contactingaparentand/orguardianorindividualdesignatedonthe EmergencyCard
8 Firstaidequipmentwillbeplacedinareaswhereitisreadily availableforuseandappropriatelymaintained.
9 VisitorstotheSchoolwillbeprovidedthesameemergencycarein theeventoftheirsuddenillnessoraccidentalinjury
2. MedicalEmergencyActivationGuidelines
Forthefollowingconditions,immediateFirstAidshouldbegivenand911called. Inaddition,parentsorguardiansaretobenotifiedtogodirectlytoDay KimballHospital.Noinjuryshouldbeunderestimatedwithregardtoseverity.Ifan erroristobemade,itshouldalwaysbeonthesideofcaution Alwaysconsiderthe mechanismsoftheinjuryandpotentialresults EmergenciesintheSchoolshouldbe handledbytheSchoolNurse.IftheNurseisnotavailable,atrainedstaffmember shouldbecapableofmakingon-the-spotdecisions Thisdocumentshouldserveasa guidetoadministrators,faculty,staff,andhealthpersonneltorecognizemedical emergencies,theleveloftreatmentneeded,andthelifesavingsupportthatmaybe requireduntilhelparrives
CategoryI–Emergency
Acuteairwayobstruction
Cardiacorrespiratoryarrest
Neardrowning
Hemorrhage
Poisoning(External/Internal)
Anaphylaxis(allergicreaction-severe)
Head,neck,andbackinjury
Chemicalburnstotheeye
Majorburnstothebody
Heatstroke
Penetratingorcrushingchestwounds/Pneumothorax
CategoryII:Urgent
Hemorrhage(internal)
Chestpain
Suspectedboneorjointinjury(dislocation,fractures)
Unconsciousnessforlongerthan5minutes
Heatcramps,heatexhaustion
Seizure(intheabsenceofknowndiseaseorprolongedmorethanoneminuteincase ofknowndisease)
Drugoverdose
Headinjurywithlossofconsciousness
Penetratingeyeinjury J. BusinessOfficeProcedures
1 TeacherTextbookRequests/Purchases
Textbookandancillaryteachingrequestsmustberequisitionedattheendofthe schoolyear,inconjunctionwithalldepartmenttextbookrequests.Ifateachertextis neededmid-year,aPurchaseRequisitionFormmustbecompletedandapprovedin advanceofpurchase.
2. ReimbursementandPurchasingProcedures
a. Reimbursements
Ifafacultyorstaffmemberpurchasesitemsforanypurpose,aFaculty/Staff ReimbursementFormmustbecompleted.Pleasebeadvisedthatpurchases madewithoutpriorsupervisorauthorization(seeformfordetails)arenot necessarilyreimbursed Inordertoensurereimbursement,facultyandstaff shoulduseaPurchaseRequisitionFormforadvanceauthorization. Faculty/StaffReimbursementFormsarefoundintheFacultyLoungeandin theBusinessOfficewiththeAP/ARCoordinator.
b. Purchases
Allpurchasesmustbepre-approvedthroughtheappropriatesupervisoras detailedonthePurchaseRequisitionForm Allformsareavailable electronicallyandintheFacultyRoom
Onceauthorized,aPurchaseOrderwillbeissued,ifneeded,fromtheAP/AR Coordinator.Pleasebeadvisedthatthefacultyorstaffmemberisthen responsibleforplacingandtrackingtheorder,ensuringorderaccuracy,and submissionofafinalbilltotheBusinessOfficeforpaymentprocessingand fundsdisbursement.
3 StudentOrganizationCheckRequests
Class,council,andclubmoderatorsmustcompleteandsubmitaStudentCouncil& ClassActivityAccountFundsRequisitionForminordertoaccessfunds
PleasebeadvisedthatchecksareprocessedonMondaysonly,andrequestsshould bemade30daysinadvance Accordingly,itisincumbentonthemoderatorto advisetheirofficersofthispolicy.
K. PostageandMailings
AnyandalluseofMarianapolisPreparatorySchoolpostagemachinesforpersonaluseisstrictly prohibited AnyExpressMailservicesneededshouldbeforwardedtothereceptionist,whowill thenbilltherespectivedepartmentorclub/organization.
L. VehicleUsePolicy
Schoolemployeesareexpectedtouseschool-providedvehicleswhentransportingstudentsin connectionwithschoolactivities School-ownedvehiclesareusedforschool-relatedbusinessand fortransportingstudentsonlyunlessapprovedbytheHeadofSchool
Useofpersonalvehiclestotransportstudents,offschoolpremises,forschoolactivitiesisallowed onlywithexpresspermissionfromtheSchool.Employeesarenotpermittedtheuseoftheir personalvehiclestotransportstudents,offschoolpremises,foranyreasonotherthan school-sponsoredactivitiesor,insuchcases,asanemergency.Anemployeewhousestheir personalvehicledoessoattheirownrisk.Theownerofthevehicleassumesallresponsibility; shouldanaccidentoccur,theowner’sinsurancewillbeprimary,withtheschool’sinsurance beingsecondary.Whetherinaschoolvehicleorpersonalvehicle,anyoccasionwherean employeewillbedrivingoffschoolpremisesalonewithastudentmusthavepriorapprovalby theSchoolandtheparent(s)ofthestudent,withtheexceptionofanemergency.
TheuseofschoolvehiclesisaresponsibilityofmostmembersoftheMarianapolis community. All usersmustadheretotheprescribedreservationproceduresandusageprotocol.
1 ReservationProcedures
AllvehicleneedsmustbemadeinwritingusingaVehicleRequisitionForm, availableintheFacultyLoungeandintheBusinessOffice.Theonlyexceptionto thispolicyistheathleticdepartment,whichmakesallitsseasonalrequestsviaa masterschedule Allathleticeventsarescheduledinadvance,andwhilepriorityis awardedtotheathleticdepartment,arrangementswillbemadetoaccommodateall users
2. UsageProtocol
Theprimaryconcerninthescopeofallvehicleuseliesintheareaofstudentand driversafetyandwelfare.Statelawandschoolpolicydictatethatalldriversexercise theutmostcommonsense,maturity,andprofessionalismwhilebehindthewheelof anyvehicleinwhichstudentsaretransported,beitaschoolorpersonalvehicle All accidentsandincidents,onanylevelandtoanyextent,mustbereportedtotheCFO and/orHeadofSchoolimmediately(seeWorkplaceSafetyformoredetails) Should theSchoolbecomeawareofstudentsbeingputatriskduetounsafedriving standards,thedriverwillbeprohibitedfromdrivingstudents,placedonprobationor terminateddependingontheoffense Insuchacase,thesalaryofthesaiddriver maybereducedappropriatelytothepercentageofsalaryallottedforthiselementof theirposition.
Faculty/StaffdrivingschoolvehiclesmusthaveaPublicPassengerendorsementon theirlicenseinordertodriveavehiclewithstudentsaboard.Theprocessfor obtainingaPublicPassengerendorsementdiffersdependingonwhetheran individualholdsaConnecticutorout-of-statelicense.Tobegintheprocess,a faculty/staffmembermustfirstobtainaPublicPassengerEndorsementApplication PackageonlineorfromtheDepartmentofMotorVehiclesinWillimantic, Connecticut.LocalDMVofficesdonotprovidetheneededpaperwork.Applicants mustobtainaphysicalexaminationaspartoftheendorsementprocess TheSchool coversallfeesincurredbythisprocess AReimbursementFormmustbecompleted andsubmittedtotheBusinessOffice,completewithareceipt.
Facultyandstaffareresponsible,pertheirappointment,forsecuringthis"A" endorsementlicenseoranequivalentlicensefromanissuingstateofresidence,for thetransportationofstudentsinschoolvehicles Ifanyotherspeciallicensingfor operatingastudent-transportationvehicleisrequired;inthatcase,employeesmust obtainsuchlicensesandcomplywithalllicensingrequirements,includingbutnot limitedtodrugtesting Annualappointmentletterswillbewithheldforany residential,teachingfaculty,orstaffmemberwhodoesnotcompletetheClass"A" endorsementapplicationprocess(orshowgoodfaitheffortthatitisinprocess) unlessthereisanapprovedmedicalexemption.
Allusersareexpectedtomaintainthesamelevelofintegrityconcerningvehicle usage.Byretrievingthekeys,thedriverassumes100%responsibilitynotonlyfor theconditionofthevehiclebutalsoforthesafetyandwelfareofitsoccupantsand completingtheproperpaperwork
Commoncourtesymandatesthateachusergroupreturnthevehiclefreeofrefuse andotherparaphernalia(ie,clothing,sportsequipment) Anyusergroupfoundto beinnon-compliancewiththispolicymaybefined.
Moreover,anyusergroupfoundtobegrosslynegligentinvehicleuse(i.e., upholstery,roof,orbodydamage)willbedisallowedfromfurtheruse,andthe individual(s)involvedmayfacedisciplinaryactionandmonetarydamages
M. BuildingFacilitiesandPhysicalPlantSecurity
Itistheresponsibilityofallusersandusergroupstocontributetotheoverallmaintenanceand careofthephysicalplant Intermsofclassroomuse,itistheresponsibilityofteacherstokeep classroomsneat,presentable,andreadyforthenextteacher Specifically,desksmustbekept orderlyandawayfromwindows.Teachersshouldbevigilantintermsofpreventinggraffitifrom appearingonschoolfurniture Studentsshouldneverbepermittedtouseawindowsillforseating Attheendoftheschoolday,whiteboardsandchalkboardsmustbeerased,windowsclosed,and lightsturnedoff.Theclassroomdoorshouldbelocked.Allclassroommaintenanceissuesneedto beexpeditiouslyreportedtotheDirectorofFacilitiesbywayofemailat
mainthelpdesk@marianapolis.org..Thecompletionoftheworkwillthenbecoordinatedwiththe FacilitiesStaff.ReporttotheCFOortheirdesigneeforemergenciesthatneedimmediate attentioniftheDirectorofFacilitesisnotavailable
DuringroutineoperationoftheSchool,faculty/staffareaskedtobecognizantofareassuchas ceilings,restrooms,accessdoors,crawlspaces,andotherareasthatcouldposeasafetyriskto buildingoccupants,eitherintentionallyorunintentionally.Ofparticularconcernareareashousing electrical,heating,airconditioning,ventilation,plumbing,flammableand/orcombustible materials,telecommunicationsystems,gas,fuel,indoortrashreceptacles,recordstorageareas, andfiredetection/extinguishingdevices.
N. HousingPoliciesandProcedures
TheSchoolrequiresselectedemployeestoliveoncampusorinotherSchool-ownedhousingin ordertofulfillitsmission.HousingisprovidedfortheconvenienceoftheSchool,and employmentmaybecontingentuponacceptanceofsuchhousingsothattheemployeemaycarry outtheirjobresponsibilities EmployeeswholiveinSchool-ownedhousinghavedutiesand responsibilitiesthatareattendanttotheirresidenceoncampus.
1. HousingAssignments
HousingassignmentsaremadebytheHeadofSchoolinviewoftheneedsofthe Schoolandwithdueregardtoanemployee'sseniority,familysituation,andschool responsibilities.
Employeesshouldnotethathousingassignmentsarenotpermanent Changesinthe needsoftheSchooland/orinanemployee’scircumstancesmayrequireachangein housingassignmentortheeliminationoftherequirementtoliveoncampusorin School-ownedhousing
School-providedhousingisreflectedinanemployee’sofferofemployment The specificlocationofthathousingisnotreflectedintheoffer.Followingthereturnof asignedletterofemploymentwhichincludesSchoolprovidedhousing,the employeemaybeaskedtosharetheirhousingpreference,suchasremainingintheir currenthousingormovingwithinschoolhousing.Atalltimes,housingdecisions willbemade,asnotedabove,“inviewoftheneedsoftheSchoolandwithdue regardtoanemployee'sseniority,familysituation,andschoolresponsibilities” HousingwillbeannouncedpubliclyatthediscretionoftheSchool.
Employeeswhoarenotprovidedwithhousing,andwishtodiscussit,shouldmeet withtheHeadofSchool.
2. HousingAdministration-SchoolRights,Duties,&Obligations
Therights,duties,andobligationslistedhereapplytoresidentemployeesinall School-ownedhousingunlessmodifiedoramendedbyawrittenagreementwithor noticetotheemployeeresident
a.ResidentResponsibilities
AllemployeeslivinginSchool-ownedhousingwillsatisfactorilyfulfill theresponsibilitiesthataccompanylivinginSchool-ownedhousing,and employeeresidentswillrespectandproperlycarefortheirpremises
b.InitialCondition
TheSchoolwillprovidepremisesinacleanandlivableconditionwhen firstoccupied.
c.Utilities
TheSchoolwillprovideand/orpayforthefollowingutilities:
•fueloil
•electricity
•water
•sewer
•internet
TheSchoolprovidesdumpstersatselectedon-campussitesfortrash disposal TheSchoolhastherighttolevyanexcessutilityconsumption chargetotheemployeeifutilityusageisexcessive.Telephoneserviceis theresponsibilityoftheemployee.
d.Maintenance
TheSchoolwillmakeallrepairsneededtokeeparesidenceinafitand habitablecondition Ifthepremisesaredamagedorbecomeunfitbecause ofactionsorneglectbytheemployee,theemployee’sfamily,orthe employee’sguests,theSchoolretainstherighttochargetheemployee forthecostoftherepairs.FacultywhoresideinSchoolownedor providedhousing,whetheronoroffcampus,willberequiredtopaya securitydepositof$240withtheSchooloragreetoallowtheSchoolto withhold$10fromeachpaycheckfor24payperiods,orpaymonthlyon theirown,whichamountshallbeappliedtoanydamagestosuch employee’sassignedhousing(eitherfromtimetotimeoruponsuch employeerelinquishingthehousing).Withholdingswillbeproratedto equal$240byJune30foranyonehiredafterthestartofaschoolterm If damagesexceedsuchdepositedamount,theemployeeshallpayto Marianapolisondemandtheamountpaidtoremedyanysuchdamages. ThesecuritydepositmaybeusedatthesolediscretionoftheSchoolto performtasksrelatedtoreturningtheunittobeinatleastthecondition inwhichitwasfoundwheninitiallyoccupiedincludingbutnotlimited todamages,removalofitemsleftbehindaftervacatingtheunit,
shampooingcarpetsandothercleaning.Marriedemployeesthatreside togetherinasinglehousingunitwillonlyberequiredtopayonesecurity deposit Whileemployeesareencouragedtomakeminorenhancements relatedtotheirlivingspace,theSchoolrequiresthatanysuch improvementsbereviewedandapprovedinadvancebytheFacilities Directorand/orCFOpriortomakinganysuchchanges,improvementsor enhancements.AnymaintenanceneedsshouldbereportedtotheHeadof Schoolassoonastheybecomeapparent Uponyourexitfromresidingin School-ownedhousing,yourresidencywillbeinspectedduringa scheduledwalk-through,andyoursecuritydepositwillbereturnedifitis inacceptablecondition
e.Keys
TheSchoolwillprovidearesidentemployeewithuptotwokeystotheir residence.Additionalorreplacementkeysareavailableatachargeof $25.00 perkey KeysmaybeorderedthroughtheBusinessOfficeor directlyfromtheFacilitiesOffice
Facultyandstaffhavetheopportunitytosignoutnumberedkeystothe AcademicBuildingandtheAthleticComplex.Thereisa$500 replacementfeeforthesekeys.Signingoutakeyisbychoiceandnot required
f.Access
TheSchoolreservestherighttoenteranydwellingunitforthepurpose ofinspection,maintenance,orrepairuponreasonableadvancenotice. TheSchoolmay,atreasonabletimes,enteranydwellingunittoshowit topotentialfuturetenants TheSchoolwillattempttoprovideprior noticetotheemployeeoftheneedtoenteraresidence.Inemergency cases,however,theSchoolmayenteraresidencewithoutpriornotice
TheSchoolwillconductanannualinspectionofallSchool-owned housingatatimetobedeterminedbytheSchool Employeeswillreceive atleast48hours'noticeofsuchinspection.
g.Liability
TheSchoolshallnotbeliableforpersonalinjurytotheemployeeorto anypersonwhousesorisontheemployee’sSchool-ownedpremises, norshalltheSchoolbeliablefordamagetotheirpersonalproperty unlesssuchinjuryordamageresultsfromtheSchool’snegligence.The employeeisresponsibleforallactsoftheemployee’sfamily,friends,and visitors.
h.Insurance
ItisrecommendedthatemployeeswholiveinSchool-ownedhousing carrypropertyinsurancetocoverthelossordamageofpersonal property,plusliabilitycoverage Renter'sliabilitywillprotectemployees andtheirfamiliesfromthird-partyliabilityandpropertydamagethatis notrelatedtoschoolactivitiesbuttolivingoncampus Itis recommendedthatemployeesreviewthevariouslimitswiththeir insurancebrokerforproperprotection.Itisalsorecommendedthat employeesinSchool-ownedhousingpurchasepersonalproperty insurancetocoverlossfromeventssuchasfire,waterdamage,theft,etc astheSchooldoesnotcoverpersonalproperty.
3. HousingAdministration-TenantRights,Duties,&Responsibilities
Thefollowingaretherights,duties,andobligationsofallemployeesresidingin School-ownedhousing Therights,duties,andobligationslistedhereapplytoall employeesoccupyingaSchool-ownedresidenceunlessmodifiedoramendedbya writtenagreementwithornoticetotheemployee
a.Quietenjoyment
Employeeshavetherighttothequietenjoymentoftheirresidenceina mannerconsistentwiththefulfillmentoftheirresponsibilitiesas membersoftheresidentfaculty/staff.Employeeshavetherighttohave theirresidencemaintainedinasafeandsoundcondition
b.UseofResidence
School-ownedhousingmaybeusedasalivingplaceforaresident employee,theirspouse,andchildrenonly.TheHeadofSchoolmust approveanyotherlong-termorpermanentresidentinadvance Employeeguestsmaynotusearesidencewhiletheemployeeisabsent withoutthepriorwrittenpermissionoftheHeadofSchool.Resident employeesmaynotsubletalloranypartofaresidence
Theemployeewillactinamannerthatreflectsandupholdsthemission ofMarianapolis TheSchoolreservestherighttowithholdorforfeit housingincasesofbehaviorunbecomingoftheSchool.
c.Cohabitation
School-providedhousingisforfaculty/staffandtheirimmediatefamily only UnmarriedcouplesarenotpermittedtocohabitateinSchool providedhousingonoroffcampus Wedefinecohabitationasguests spendingmorethantwonightsinaone-weekperiod.Thisappliestoboth employeeandnon-employeeguests Employeesneedtoseekapproval fromtheHeadofSchoolforanyguestsplanningonanextendedstayin Schoolprovidedhousing.
Outofrespectforoneselfandourschoolcommunity,itisthe responsibilityofthefaculty/staffandtheirguesttoactwithdiscretion andinawaythatdoesnotdetractfromstudentlifeand/orcreate discomfortforastudentorfellowfacultymember.Guestsshouldnot stayovernightwhenafacultymemberisondutyasresidentialfaculty shouldbefullyavailabletothestudentsintheirrespectivehouse/hall We expectfacultytoadheretothespiritofthispolicyandtotakeinto considerationthemissionandvaluesoftheSchool Anyquestions regardingthispolicyshouldbediscussedwiththeHeadofSchool
d.Utilities
Theemployeehasthedutytoexercisecareandconservationintheuseof utilities.Theemployeeisresponsibleforremovingallgarbage,rubbish, andwasteinacleanandsafemannertotheplaceprovidedbythe School.
e.Maintenance
Theemployeemustkeep,andattheendofthetermofresidencereturn, theirresidenceandallappliances,equipment,furniture,furnishings,and otherpropertycleanandingoodorderandrepair.Theemployeeisnot responsibleforordinarywearandtear.
Theemployeewillprovidethefollowinginteriormaintenanceservices: •Cleaning, •Trashremoval, •Maintenanceofemployee-ownedappliances.
Theemployeeshallkeepthegroundsneatandclean Drivewaysmustbe keptfreeofobstaclesduringwintermonthstopermitsnowplowing.
TheemployeemustgivetheSchoolimmediatenoticeofanydamageto thepremises.
Occupantsareliablefordamagebeyondnormalwearandtearandfor any"fumigation,"extracleaning,orcarpetreplacementthatmustoccur duetothepresenceofpets,eg fleas,dogorcatdander,etc
Occupantsshouldnottamperwithordisarmsmokedetectorsinunits
f.Changestoresidence
Whileanemployeemaydecoratetheirresidence,theymustnotalter, paint,changeoraddtotheirresidencewithoutthepriorwrittenconsent oftheHeadofSchool.
TheDirectorofFacilitiesmustapproveallapplianceinstallationsin advance.
g.Garagesandvehicleparking
Garagesareassignedwiththedwellingunitsofwhichtheyareapart No othergaragesareavailableexceptforschoolvehicles Housingunits withoutgarageshavedesignatedparkingspaces.Vehiclesarenottobe parkedovernightorforanyextendedperiodoftimeduringthedayin anylocationthatisnotanapprovedparkingarea
h.Insurance(Renter’sInsurance)
RecommendedbytheSchool,andistheemployee’sresponsibilityto obtainitontheirpersonalproperty.
i.OccupancyandDepartureDates
AbsentawrittenagreementtothecontrarybytheHeadofSchool, occupancyanddeparturedatesforSchool-ownedhousingwillbeas follows:
•Newlyarrivingemployees:occupancyonorafterAugust15
•Departingemployees:departureonJune15.
•On-campusmoves:tobeworkedoutwiththeHeadofSchoolandthe FacilitiesStaff
Uponvacatingassignedquarters,theywillbeinspectedbya representativeoftheSchool.Employeesareexpectedtoleavethemin goodcondition Theemployeewillbeliableforanythingbeyondnormal wearandtearasdeterminedbytheSchool.
j.Pets
Employeeresidentsmaykeeppetsintheirhomesprovidedtheyhave priorwrittenpermissiontodosofromtheHeadofSchoolandmaybe expectedtopayanadditional$500securitydepositagainstpetdamage. Employeesareexpectedtoensurethatpetsdonotdamagepropertyor disturbothers
Petownersmaybeexpectedtoassumeadditionalcleaningor replacementcostsuponmovingifthereiswearandtearorother maintenanceissuesdirectlyrelatedtopetoccupancysuchasfumigation ofticksandfleas,heavy-dutycleaningtoremoveanimaldander,the replacementofcarpetingdamagedbyurine,orrefinishingofdamaged woodfloors.Petownersarealsoresponsibleforcleaningupanimal excrementinallareasoncampusexceptthewoodlands
Petsareallowedinresidencehallapartmentsatthediscretionofthe HeadofSchool Unattendedpetsmustbekeptintheresidencehall
apartmentandmaynotbekeptinlobbies,courtyards,orexteriorareasof thedormitory.Forthesafetyandwell-beingofourcampuscommunity andallvisitors,dogsarerequiredtobeonleashandunderthecontrolof theirownersatalltimeswhileoncampus,outsidetheapartmentorother housingunit Intheeventthatboardingstudentsareallergictoanimalsto theextentthatappropriateinteractionbetweenstudentandhousefaculty iscompromised,thehousefacultyisexpectedtokeepthepetfrom iteratingwiththestudent
TheSchoolreservestherighttorequirethatanemployeeremoveapet fromSchoolpropertyiftheSchooldeterminesthatthepethasbecomea nuisanceorcreatesaconditionthatinterfereswiththesenseof well-beingofanymemberoftheSchoolcommunity.
Petsarenotpermittedintheacademicbuildingsand/orspacesdesignated asacademicclassroomsunlessforspecific,scheduled,approvedevents orasapprovedservicedogs
Allpetsarerequiredtobeup-to-datewithvaccinations;proofof vaccinationsmustbeprovidedifrequested.
k.Grills
TheNationalFireProtectionAssociationandtheStateofConnecticut requirethatallgrillsbeaminimumoftenfeetawayfromabuilding.You maynothaveagrillonyourporchordeck.
l.ChristmasTrees
Facultylivinginadormitorywillnotbeableto havelive-cutChristmastreesinthedormsoryourunit.Alivetreewitha rootballisacceptable,however.
