Perspectives Employee Handbook SY24-25

Welcome Message from Deborah Stevens, CEO

Welcome to the Perspectives Family! You are now a member of a school community where we combine academic rigor, social emotional learning, and experiential opportunities to establish a culture of trust, curiosity, and achievement. From Perspectives, our staff is committed to fostering an environment in which students can realize their true potential. We strive to use our core values of A Disciplined Life® to ensure that our practices allow our diverse population of students and staff to grow, thrive and excel.

You have a great contribution to make to the education of children and we sincerely hope that you will find your experience from Perspectives to be a professionally rewarding experience. We look forward to working together to create opportunities for children to become successful lifelong learners.

We are pleased to provide you with this Employee Handbook, which outlines the policies, procedures, and culture at Perspectives Charter Schools. It is our intention to assure employees fair and equal treatment. Please feel free to discuss any questions you have regarding this Handbook with your supervisor.

Once again, welcome to the Perspectives Family!

Living A Disciplined Life® with you,

Deborah Stevens

1. Introduction

1.1 Purpose of Handbook

Perspectives owes its past and future success to the quality of our staff and our high standards of performance. Perspectives’ A Disciplined Life® education model, together with the policies and procedures outlined in this Handbook, establish a framework for the conduct of business and personal activities of Perspectives Charter School employees. This Handbook is provided to give employees a better understanding of how Perspectives Charter Schools operates.

This Handbook contains general information and guidelines. It is not intended to be comprehensive or to address all the possible applications or exceptions to the general policies and procedures described. The policies included in this Handbook do not constitute a contract of employment. Perspectives reserves the right to change, add, or delete policies, procedures, and benefits at its sole discretion at any time and without prior notice. Perspectives will do its best to inform employees of any changes before they occur.

Perspectives strives to offer a fair employment package, including competitive salaries and benefits. Perspectives also aims to provide employees with the opportunity for improvement and personal growth. Employees covered by a collective bargaining agreement should consult the collective bargaining agreement for terms and conditions of employment. Terms and conditions of employment not managed by the bargaining agreement/bargaining practice are addressed herein.

1.2 History

Perspectives was created by two Chicago Public School teachers who believed that character development and academic achievement are interrelated. Together, they built an innovative holistic education model combining academic rigor, social-emotional learning, and experiential opportunities into a curriculum they created called A Disciplined Life®. In 1997, Perspectives became one of the first charter schools in Illinois. Today, Perspectives manages five open enrollment, tuition-free public schools serving students in grades 6-12 in the communities of Bronzeville, Chatham and the South Loop.

1.3 Mission

Perspectives Charter Schools will provide students with a rigorous and relevant education based on “A Disciplined Life®” This will prepare students for a life in a changing world and help students further become intellectually reflective, caring, and ethical people engaged in a meaningful life.

Commitment to Equity and Guiding Principles

Perspectives is dedicated to reducing barriers to equity and fostering an anti-racist, nondiscriminatory, and inclusive environment by internalizing our core values of A Disciplined Life® and ensuring that our practices allow our diverse population of students and staff to grow, thrive, and excel. We encourage growth and ingenuity and utilize a culturally competent curriculum to ensure our students receive an educational experience that prepares them for life beyond Perspectives. We also commit to a transparent and inclusive hiring and promotion process that

includes a diversity of ideas, elevated voices, and leadership opportunities.

Guiding Principle #1:

We will utilize our core values of A Disciplined Life® to foster an anti-racist, non-discriminatory, and inclusive environment to ensure that our diverse population of students grow, thrive, and excel. We believe in teaching the whole child, with an emphasis on social emotional learning (SEL). A systemic approach to SEL intentionally cultivates a caring, participatory, and equitable learning environment. Our 26 principles of A Disciplined Life® guide our actions and performance, building a culture of trust, curiosity and achievement to create caring, ethical leaders. We support and develop students holistically.

Guiding Principle #2:

We will use the concept of learning acceleration in synchronous learning environments to best support students and meet their individual academic and social emotional needs. We will focus on learning that is engaging, relevant, and easily accessible with clear directions aligned to the objectives. Research shows that students achieve higher rates when they are exposed to gradeappropriate work rather than remedial work. Critical skills that have not previously been covered or need to be readdressed according to diagnostic data will be spiraled into content- appropriate units rather than addressed in an isolated “remedial skills unit.” Pacing plans and additional networkprovided resources will also be guided by the principle of Learning Acceleration.

Guiding Principle #3:

We will expose students to experiential learning opportunities as part of our commitment to support and develop students holistically--engaging all aspects of the learner including mind, body, and spirit. Students gain exposure and cultivate agency through field studies, career shadowing, and community action initiatives. We continue to offer school enrichment and athletic programs and enhance learning opportunities for our students through our partnerships with the local business community and service programs.

Guiding Principle #4:

We will engage families as partners in supporting their students. We know that family engagement and partnership is essential to home as campus, and research testifies that family engagement improves student achievement. Students with engaged families perform strong academically and socially and are more likely to continue their education beyond high school.

Our Approach

From Perspectives, our students are intelligent, compassionate, and driven. We aim to grow

ethical leaders by living A Disciplined Life® in our Southside Chicago communities.

Academic Rigor

We create a culture where learning is organic. Our curriculum is designed for our students to deeply engage with their coursework and where teachers create a space of collaboration and support. Our studentsthink critically and are inquisitive about their learning and are intentional in seeking wisdom from their teachers and peers for complete understanding of a topic.

A Disciplined Life® and Social-Emotional Learning

A Disciplined Life® is a culture we create through our set of 26 principles and social-emotional learning curriculum. Our 26 principles guide our actions, building a community of trust, curiosity and achievement that develop positive self-perception, healthy relationships, and the tools for productivity.

Experiential Opportunities

Students gain exposure and cultivate agency through field studies, career shadowing, and community action initiatives. Perspectives is also proud to offer after school enrichment and athletic programs and enhances learning opportunities for our students through our partnerships with the local business community and service programs.

Professional Development – We Educate our Educators.

Perspectives invests in the education of its educators by funding extensive teacher professional development and by measuring teacher effectiveness by student growth.

Parent Engagement

Our commitment to our students and their families is to involve parents in their education at Perspectives. We host regularly scheduled Parent Councils. We have Parent representation in our Board. We also invite parents to volunteer in the schools and get involved with school safety and peaceful conflict resolution initiatives.

2.1 Employment At-Will

All teaching and non-teaching staff are employed on an at-will basis. This means that either the employee or Perspectives may terminate the employment relationship at any time for any reason or for no reason, without cause or prior notice. Neither this Handbook, nor any other policy, procedure, or practice constitutes or should be interpreted as a contract of employment for any

2. About Employment

specified length of time or a limit on either party’s ability to terminate the employment relationship at any time.

2.2 Equal Opportunity Employer/Americans with Disabilities Act Policy

Perspectives is proud tobe an equal opportunity employer. Our policy and philosophy is to provide equal employment opportunities to all qualified applicants and employees without regard to their race, sex, religion, color, national origin, disability, age, sexual orientation, gender identity, marital status, pregnancy, creed , ancestry, arrest record, military status; order of protection status; unfavorable military discharge; citizenship status provided the individual is authorized to work in the United States; use of lawful products while not at work; being a victim of domestic violence, sexual violence, gender violence, or any other crime of violence; genetic information; physical or mental handicap or disability, if otherwise able to perform the essential functions of the job with reasonable accommodation; pregnancy, childbirth, or related medical conditions; credit history, unless a satisfactory credit history is an established bona fide occupational requirement of a particular position; conviction record, unless authorized by law; or other legally protected categories. No one will be penalized solely for his or her status as a registered qualifying patient or a registered designated caregiver for purposes of the Compassionate Use of Medical Cannabis Program Act. We also prohibit harassment against any of our employees or applicants for employment based on any of these protected categories.

In order to provide equal access to employment, we provide reasonable accommodation(s) when necessary and appropriate to assist employees and applicants who have a disability and/or handicap where the employee/applicant is otherwise qualified to perform the essential functions of the job. Employees who need such assistance are encouraged to contact the Human Resources department.

Employees who believe they have been subject to discrimination or harassment of any kind, or are aware of a violation of this policy, are encouraged to bring the matter to the immediate attention of the Human Resources department. All complaints will be thoroughly investigated, and corrective action will be taken to remedy the situation if it is appropriate to do so. No employee will be retaliated against in any manner for complaints or reports that are made under this policy.

Complaints and reports will be kept confidential to the extent that it is appropriate to do so. Information regarding reporting procedures is provided in Section 2.3 below.

2.3 Perspectives’ Policy Against Sexual Harassment and Other Discrimination

Employees should be able to work in an atmosphere free from all forms of employment discrimination, including sexual and other unlawful discrimination. Perspectives’ policy is to forbid sexual and all other forms of unlawful harassment.

Specifically, no employee, manager, supervisor, student, guest, vendor, or any other individual with whom Perspectives does business shall discriminate or harass anyone on the basis of gender identity, race, sex, religion, color, national origin, citizenship, disability, age, sexual orientation, marital status, pregnancy, genetic testing, or any other basis prohibited by law. (see section 2.2). All employees are responsible for preventing harassment by behaving in a professional and respectful manner.

It is also a violation of this policy to commit or engage in any unprofessional or inappropriate conduct, whether or not such conduct rises to the level of “unlawful” harassment or discrimination. Although it would be impossible to provide a definition that would cover every form of harassment,

such harassment has been found to include the following:

Sexual Harassment

Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when: (a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; (b) an individual’s submission to or rejection of such conduct is used as a basis for an employment decision affecting that individual; or (c) the purpose or the effect of such conduct is to interfere substantially with the affected individual’s work performance or to create an intimidating, hostile or offensive work environment.

Some examples of unwelcome behavior that can be construed as sexual harassment include, but are not limited to sexual advances, propositions, off color jokes, touching, physical assault, sexually explicit or suggestive objects or pictures, references to a person’s body parts, requests for sexual activity, and/or sexually explicit conversation.

Title IX Sexual Harassment

Perspectives does not discriminate on the basis of sex in any of its education programs or activities, and complies with Title IX of the Education Amendments of 1972 (Title IX) and its implementing regulations (34 C.F.R. Part 106) with respect to participants in its education programs and activities, including applicants for employment, students, parents/guardians, employees, and third parties.

Sexual harassment as defined in Title IX (Title IX Sexual Harassment) is prohibited. Any person, including a District employee or agent, or student, engages in Title IX Sexual Harassment whenever an individual engages in conduct on the basis of an individual’s sex when:

1. An employee conditions access to an aid, benefit or service based on an individual’s participation in unwelcome sexual conduct; or

2. The unwelcome conduct would be deemed by a reasonable person as to be so severe, pervasive, and objectively offensive that it effectively denies the individual’s equal access to our educational programs or activities; or

3. The conduct includes sexual assault as defined in 20 U.S.C. §1092(f)(6)(A)(v), dating violence as defined in 34 U.S.C. §12291(a)(10), domestic violence as defined in 34 U.S.C. §12291(a)(8), or stalking as defined in 34 U.S.C. §12291(a)(30).

Reports of Title IX sexual harassment can be made to the Title IX Coordinator, Nondiscrimination Coordinator, Building Principal, Assistant Building Principal, Dean of Students, a Complaint Manager, or any Perspectives employee with whom the person is comfortable speaking.

Title IX Coordinator: Amy Gambrel, Vice President of Student Supports

Telephone: 312-604-2200

Email: agambrel@pcsedu.org

Title IX Coordinator Perspectives

Charter Schools 1530 S. State St. 2nd Floor Chicago, IL 60605

312-604-2200

School employees shall respond to incidents of sexual harassment by promptly making or forwarding the report to the Title IX Coordinator. An employee who fails to promptly make or forward a report may be disciplined, up to and including discharge.

Other Forms of Harassment

Verbal or physical conduct relating to an individual’s gender identity, race, religion, color, national origin, citizenship, disability, age, sexual orientation, marital status, ancestry or any other basis prohibited by law when this conduct (see section 2.2): (a) has the purpose or effect of creating an intimidating, hostile or offensive working environment; (b) has the purpose or effect of unreasonably interfering with an individual’s work performance; or (c) otherwise adversely affects an individual’s employment opportunities. Some examples of conduct that may constitute prohibited harassment include slurs, jokes, cartoons, stereotypes, and statements prohibited by law.

Reporting Procedures

Perspectives takes allegations of harassment/inappropriate conduct very seriously. Employees who believe that they are the victim of such conduct, should do the following:

1. If comfortable doing so, clearly, and directly communicate to the offending individual that his or her conduct is unwelcome, and request that the offensive behavior stop.

2. At the time, immediately, either verbally or in writing, report the matter to the supervisor, to a Complaint Manager, the Title IX Coordinator, or, if the employee is uncomfortable with those individuals, to Human Resource or the Chief Executive Officer (CEO).

3. Cooperate fully in Perspectives’ investigation of the incident.

To assist Perspectives in investigating and resolving complaints, employees should document or otherwise record each incident of alleged harassment or inappropriate conduct, including the date, time, place, what was said or done, and the surrounding circumstances. Managers and supervisors must report immediately to the Human Resources department or the CEO any incidents that they hear about or observe that may constitute a violation of this policy. Failure to do so may be grounds for discharge.

Perspectives recognizes the sensitivity regarding concerns of sexual or other unlawful discrimination. Therefore, all such matters will be treated with the utmost discretion and sensitivity to the extent reasonably possible. Perspectives will actively investigate all complaints arising under this policy. If it is determined that harassment/inappropriate conduct has occurred, management will take appropriate corrective and/or disciplinary action against the offending party, up to and including discharge.

Complaint Manager(s):

Name: Amy Gambrel, Vice President of Student Supports

Telephone: 312-604-2200

Email: agambrel@pcsedu.org

Perspectives Charter Schools

1530 S. State St. 2nd Floor Chicago, IL 60605

312-604-2200

Name: Ernestine Williams, Vice President of Human Resources

Telephone:312-604-2200

Email: ewilliams2@pcsedu.org

Perspectives Charter Schools

1530 S. State St. 2nd Floor

Chicago, IL 60605

312-604-2200

Title IX, Non-Discrimination Coordinator

Name: Amy Gambrel, Senior Director of Student Supports

Telephone: 312-604-2200

Email: agambrel@pcsedu.org

Perspectives Charter Schools

1530 S. State St. 2nd Floor Chicago, IL 60605

312-604-2200

Retaliation Is Not Allowed

Retaliation against any person who has complained about sexual or other unlawful harassment, filed a charge of sexual or other unlawful harassment, or who otherwise participated in an investigation of sexual or other unlawful harassment, will not be tolerated. Furthermore, no supervisor, manager, or board member has the authority to require an employee to tolerate or agree to any conduct that violates this policy in order to receive any job benefit, including compensation, duties, assignments, promotions, etc. These activities will result in severe discipline, up to and including immediate discharge.

Perspectives trusts that all employees will continue to act responsibly to establish a pleasant working environment free of harassment/inappropriate conduct.

2.4 Employment Criteria

2.4.1 Background Checks

Perspectives hires and contracts with the most qualified personnel consistent with budget and staffing requirements and in compliance with Illinois law. All applicants must comply with the background check process consistent with the Charter School Authorizer (CSA) process. As such, the applicant may be required to authorize background checks including but not limited to, a criminal background investigation, pursuant to the Illinois School Code, DCFS Child Abuse Registry background investigation, employment history check for sexual misconduct pursuant to Public Act 102-0702, Statewide Sex Offender Database check, and Statewide Murderer and Violent Offender Against Youth Database check.

Perspectives retains the right to discharge any employee whose criminal background investigation reveals a conviction for committing or attempting to commit any of the offenses outlined in Section 5/21B-80 of the Illinois School Code or whose results of the criminal background investigation as well as the DCFS Child Abuse Registry check, the Statewide Sex Offender Database check, the Statewide Murderer and Violent Offender Against Youth Database check, and/or the employment history check for sexual misconduct are deemed by Perspectives or CSA unacceptable for the position or who falsifies, or omits facts from, his or her employment application or other employment documents. Perspectives is required to notify the State Superintendent of Education within ten (10)

days of receiving information regarding a pending criminal charge against a licensed employee. Both CSA and Perspectives may require ongoing background checks consistent with State and federal law and local rule. Failure to comply and/or pass such checks can result in immediate termination.

Any employees, volunteers or firms holding contracts with Perspectives who have direct, daily contact with pupils must comply with the background inquiry process set forth above.

2.4.2 Physical Examinations

New employees must provide evidence of physical fitness to perform assigned duties and freedom from communicable disease, as required by Illinois law. The physical fitness examination must be performed by a physician licensed in Illinois or any other state to practice medicine and surgery in all its branches, a licensed advanced practice registered nurse, or a licensed physician assistant no more than ninety (90) days before submitting evidence of the examination to Perspectives in accordance with Section 24-5 of the Illinois School Code

Any new or existing employee may be required tohave a physical examination by a licensed physician if the examination is job-related and consistent with business necessity, including, but not limited to, screening for tuberculosis.

2.4.3

In-Person Presence

Perspectives considers the ability to provide in-person instruction or complete all assigned tasks in-person an essential function of employment.

2.5 Employment Status

Based on the conditions of employment, employees fall into the following categories:

● 52 Week or 44 Week Status

● Salary or Hourly Status

● Exempt or Non-Exempt Status

● Full-Time or Part-Time* Status

● Temporary employees

* Less than 30 hours per week

“Exempt” employees are those employees whose duties are exempt from the overtime provisions of the Federal and State Wage and Hour Laws. Exempt employees are not eligible for overtime pay.

“Non-exempt” employees receive overtime pay in accordance with the policies detailed in the compensation section of this Handbook.

“Part-time” employees work less than 30 hours a week and are not eligible to receive health insurance or other benefits unless expressly stated otherwise in this Handbook.

“Temporary” employees are not eligible to receive health insurance or other benefits unless expressly stated otherwise in this Handbook. “Temporary” employees include, but are not limited to interns, off duty officers, summer staff, or individuals hired solely to coach or manage after school

Please contact the Human Resources department with any question whatsoever about employment status.

2.7 Job Posting and Hiring Policies

It is the policy of Perspectives Charter Schools to encourage promotions from within the organization without regard to an individual’s status in any protected class (see section on Equal Opportunity Employment). Qualifications, past performance, ability, and seniority of all candidates will be considered in the selection process. When a job vacancy occurs, employees may use the standard application process to indicate their interest in being considered for the vacant position.

In order to reach the widest pool of highly qualified candidates, recruitment for a position occurs both internally and externally simultaneously. When a vacancy occurs within a department and an employee of that department meets the minimum qualifications, the employee may be promoted, and the job posting process may be waived. It is intended that the job posting process will be used as often as practicable as a means of filling vacant positions. All postings MUST be approved by the CEO or his/her delegate before posting.

2.8 Internal Candidate Eligibility

All staff members who have completed six months in their current positions are eligible to apply for any posted position as an internal candidate under this procedure. The staff member should reach out to their direct manager about their interest in the open position, and then apply for the open position. A staff member who has not completed six months of service in his or her current position may apply for a position as an internal candidate in his or her own department. Applications submitted by temporary staff members will be considered with the candidate pool of external applicants.

2.8.1 Procedures

Unless waived, vacancies in all regular positions will be posted on the Perspectives Charter Schools website or can also be found in the internal applicant tracking system in Paycom under “Company Information.”

Once a position is posted, Perspectives will accept resumes, cover letters, and applications from internal and external candidates. Candidates who submit resumes, cover letters, and applications once a position is removed from the PCS website will not be considered.

Except for “internal only” postings, the hiring manager may consider internal and external applicants at the same time.

After review of application materials, the hiring manager will interview those candidates whose qualifications he/she believes most closely meet the needs and requirements of the position. Upon selection of the best-qualified candidate, the hiring manager and Human Resources department will work together to extend an offer to the candidate. To ensure fairness for all employees using the job application process, no commitments can be made to any applicant, whether internal or external, before an offer is approved by the CEO or his/her delegate and extended by the Human Resources department.

2.8.2 Rehires

Former employees of Perspectives who left in good standing may apply for any open positions available. If an employee has been separated from Perspectives for six months or more, they will be required to complete new hire paperwork and will be subject to new background check processes in accordance with law and CSA requirements. Note that the background check may be required even if separation was less than six months pursuant to changes in law or CSA processes since this Handbook was drafted.

2.9 Communication

Communication is an important component of A Disciplined Life®. Effective, respectful, relevant, and timely communication between all members of the Perspectives’ team (teachers, students, parents, administration, staff, and the Board) is critical to its success.

Perspectives has established both formal and informal mechanisms to facilitate the communication process. In addition, Perspectives practices an open-door policy and encourages all members of the Perspectives team to bring suggestions, issues, and concerns to colleagues, and to the administration.

Staff CORE Meetings

Staff CORE meetings are when the PCS family comes together to learn more about ADL, develop our values, and engage in professional development. The CORE dates are communicated to all staff and generally occur in August and January of each school year.

Regular staff meetings will be held throughout the year. Active participation at staff meetings is critical. Staff meetings create opportunities for sharing timely information, providing feedback mechanisms and collaborative problem solving.

2.10 Open Door Policy

Whenever people work closely together, challenges and misunderstandings are bound to arise from time to time. Perspectives is committed to making every effort to provide employees with the opportunity to bring all such matters to management’s attention and receive prompt consideration. As part of this effort, Perspectives has developed the procedure set forth below for handling complaints and problems.

Perspectives strongly encourage employees to make use of this procedure because continued success depends upon the ability to work together to solve problems. Working out problems often prevents the misunderstandings that occur when communication breaks down. Employees and Perspectives stand the best chance of resolving problems by tackling them together through the Open Door Policy before they become a crisis. The procedure is as follows:

STEP 1 Immediate Supervisor

Whenever possible, employees should try to resolve any problems at work with their immediate supervisor or school principal. Because this person is close to the situation, he or she may already be aware of the problem or be in a position to offer a new perspective or new facts that may be helpful to resolution.

STEP 2 Principal

If, for whatever reason, the employee is not satisfied with the response, unsatisfied with his/her response or needs to talk to someone other than their immediate supervisor, they may take the problem to their principal.

STEP 3 Vice President of Human Resources or Title IX Coordinator

If an employee is, for any reason, not comfortable discussing the situation with their principal, unsatisfied with his/her response, or needs to talk to someone other than their Principal, the employee may take the problem to the Vice President of Human Resources or Title IX Coordinator.

STEP 4

Chief Executive Officer (“CEO”)

If, for whatever reason, the employee is still not satisfied with the response at other levels of management, they may take the problem to the Chief Executive Officer or designer.

STEP 5 If for whatever reason the employee is still not satisfied with the response at other levels of management, they may take the problem to the Board Chair. The decision of the Board Chair will be final. In the Open-Door Policy process.

Perspectives forbids any retaliation for using this Open Door Policy.

Good Reasons to Use the Open Door Policy

● Management is committed to it.

● It makes early on-site problem solving more likely.

● It encourages employees to give feedback to management.

● Employees get their questions answered and learn about their options.

● Retaliation is forbidden.

● Solving your problem can help others in a similar situation.

Please note that complaints of discrimination and/or harassment should be handled in accordance with the procedures set forth in section 2.3 of this Handbook.

2.11 Personnel Records

Perspectives maintains personnel records for every employee for several reasons, such as: compliance with federal immigration laws, proper accounting for taxes and social security, to plan for emergencies, and for insurance and other benefits. Personnel records are maintained in accordance with state and federal law. The contents of personnel records are confidential, and access is limited to those directly involved in the supervision or retention of the employee. Employees may review their personnel records upon request to Perspectives Human Resources department, to the extent permitted by law. To keep records accurate and up to date, it is important that employees notify Human Resources directly or via the employee self-service system immediately if there are any changes to the following information:

● Employee name

● Employee home address

● Employee telephone number

● The number of dependents

● Employee marital status

● Employee withholding allowances.

● A change in insurance coverage

● A change in bank account, if it affects direct deposit for both Paycom accounts: pensionable and non-pensionable account; if applicable.

● The name of the employee’s beneficiary for group insurance

● Name & phone number of the person(s) to notify in case of emergency.

● Employee immigration status if eligibility for employment in the United States is affected.

● Licensure or intent to obtain ISBE licensure (para, substitute or PEL). Notification of new or changed license or certification should be made within seven (7) days of issuance (as it impacts contributions to the Chicago Teachers’ Pension Fund and social security.)

● Any other change of information that affects the personnel file.

2.12 Immigration and Employment Eligibility

Perspectives hires only qualified candidates who are currently fully authorized to work in the United States, and typically does not sponsor candidates for immigration benefits (except for certain highly specialized roles, as our needs require). Only the Perspectives Vice President of Human Resources or the CEO has the authority to authorize Perspectives’ sponsorship of workers for immigration benefits.

In compliance with the Immigration Reform and Control Act of 1986, and/or other applicable law, Perspectives will only utilize the services of individuals who are authorized to work in the United States. Employees are required to complete and sign under oath the U.S. Citizenship and Immigration Services Form I-9 (Employment Eligibility Verification Form). Form I-9 requires employees to attest that they are authorized to work in the United States, and that the documents they submit are genuine. Employees are required to complete Section 1 of the Form I-9 on or before their first day of work and must present the required I-9 documentation no later than three. (3) days from the first day of work.

For employees who are authorized to work in the United States for a limited period of time, in order to remain employed by Perspectives past the expiration date of the I-9 documentation provided at the time of hire, employees are required to submit original, valid proof of renewed employment authorization so Perspectives may conduct I-9 re-verification on or prior to the expiration of that period. It is reiterated that if at any time an employee’s U.S. employment authorization status changes, they must immediately notify Perspectives’ Human Resources department. If an employee is ever determined not to be legally entitled to be employed by Perspectives, the employee will be required to resign.

All such information will be treated as highly confidential and will be available only to those people with a need or right to know the information.

2.13 DCFS Mandated Reporter

Perspectives Charter Schools is dedicated to the enrichment of children’s lives and wholeheartedly will follow the requirements of the Abused and Neglected Child Reporting Act (325 ILCS 5/1, et seq.). All Perspectives employees, including administrators, certified school employees, and noncertified school employees are mandated reporters of child abuse and neglect. All employees must complete Safe Schools Training required by Perspectives’ CSA (as of 2024 was Chicago Public Schools) within timeframes provided for by such CSA. Non- compliance may affect continued employment with Perspectives.

Procedures

At the point of hire, all employees will be required to read and acknowledge their understanding of the Abused and Neglected Child Reporting Act. Failure to understand the act or agree to comply with the act will result in the offer for hire to be withdrawn and the individual will not be considered for employment. All employees must complete mandated reporter training within three. 3) months of initial employment and at least every three (3) years thereafter.

Definitions

A “child” is anyone under the age of 18 years unless legally emancipated because of marriage or entry into a branch of the U.S. Armed Services.

“Department” means Illinois Department of Children and Family Services.

“Local law enforcement agency” means the Chicago Police Department or any sworn officer of the Illinois Department of State Police.

“Abused Child” means achild whose parent or immediate family member or any person responsible for the child’s welfare, or any individual residing in the same home as the child or a paramour of the child’s parent: Inflicts, causes to be inflicted, or allows to be inflicted upon such child physical injury by other than accidental means, which causes death, disfigurement, impairment or physical or emotional health, or loss or impairment of any bodily function.

a) Creates a substantial risk of physical injury to such a child by other than accidental means which would be likely to cause death, disfigurement, impairment of physical or emotional health, or loss or impairment of any bodily functions.

b) Commits or allows to be committed any sex offense against such child, as such sex offenses are defined in the Criminal Code of 2012 or in the Wrongs to Children Act, and extends those definitions of sex offenses to include children under 18 years of age.

c) Commits or allows to be committed an act or acts of torture upon such child.

d) Inflicts excessive corporal punishment.

e) Commits or allows to be committed the offense of female genital mutilation as defined by the Criminal Code of 2012, against the child.

f) Causes to be sold, transferred, distributed, or given to such child under the age of 18 years, a controlled substance as defined by the Illinois Controlled Substances Act (720 ILCS 570/Art. IV) or in violation of the Methamphetamine Control and Community Protection Act, except for controlled substances that are prescribed in accordance with Article II of the Illinois Controlled Substances Act and are dispensed to such child in a manner that substantially complies with the prescription; or

g) Commits or allows to be committed the involuntary servitude, involuntary sexual servitude of a minor, or trafficking of persons as defined by the Criminal Code of 2012 against the child.

“Neglected Child” means any child who is not receiving the proper or necessary nourishment or medically indicated treatment including food or care not provided solely on the basis of the present or anticipated mental or physical impairment as determined by a physician acting alone or in

consultation with other physicians or otherwise is not receiving the proper or necessary support or medical or other remedial care recognized under State Law necessary for a child’s well-being, or other care necessary for his or her well-being including adequate food, clothing and shelter; or who is abandoned by his or her parents or other person responsible for the child’s welfare without proper plan of care.

A child shall not be considered neglected for the sole reason that the child’s parent or other person responsible for his or her welfare has left the child in the care of an adult relative for any period of time. A child shall not be considered neglected or abused for the sole reason that such child’s parent or other person responsible for his or her welfare depends upon spiritual means through prayer alone for the treatment or cure of disease or remedial care as provided under Section 4 of the Act (325 ILCS 5/4).

Reporting Abused and/or Neglected Children

Any school personnel, educational advocate assigned to a child pursuant to the School Code, truant officers, social workers, or school nurse having reasonable cause to believe a child known to them in their professional or official capacity may be an abused child or a neglected child shall immediately report or cause a report to be made to the Illinois Department of Children and Family Services. The report must be made immediately to the Department in accordance with the provision of the act and must also notify the principal and/or their School Social Worker that such a report has been made.

Under no circumstances will any principal or their designee, to whom such notification has been made, exercise any control, restraint, modification, or other change in the report or the forwarding of such report to the department. Additional procedures for notification may be presented by the CSA from time to time pursuant to changes in reporting requirements.

The privileged quality of communication between any professional person required to report and his patient/client shall not apply to situations involving abused or neglected children and shall not constitute grounds for failure to report as required.

Any person who knowingly transmits a false report to the Department commits the Offense of Disorderly Conduct under subsection (a) (7) of Section 26-1 of the “Criminal Code of 1961” (720 ILCS 5/26-1(8)). Any person who violates this provision a second or subsequent time shall be guilty of a Class 4 Felony. Additional violations will be considered a Class A Misdemeanor.

All reports of suspected child abuse or neglect should be made immediately by telephone to the central register at:

1-800 25-ABUSE (1-800-252-2873) or 1-800-358-5117 for TTY or 1-217-524-2606 if calling outside of Illinois.

Any employee who discovers child pornography on electronic and information technology equipment shall immediately report it to local law enforcement, the National Center for Missing and Exploited Children’s CyberTipline (1-800-843-5678) or online at https://report.cybertip.org/ or https://www.missingkids.org/gethelpnow/cybertipline. The Principal shall also be promptly notified of the discovery and that a report has been made.

All instances of reported child abuse and neglect are confidential and only shall be shared with the

principal and the appropriate state or national agencies. Failure to maintain this confidentiality may result in disciplinary action, up to and including termination.

Immunity from Liability

Any person, institution or agency participating in good faith in making of a report or referral, or in the investigation of such a report or referral shall have immunity from any liability, civil, criminal or that otherwise might result by reason of such action.

3. ADL Workplace

3.1

General Conduct

Self-Perception, Building Relationships, and Productivity, the three overarching themes of A Disciplined Life®, provide a general framework concerning employee conduct. All employees are expected to follow A Disciplined Life® thereby creating the highest quality teaching, learning, and working environment. Conduct inconsistent with A Disciplined Life® will not be tolerated.

3.2

Professionalism and Dress Code

All employees of Perspectives are required to maintain a professional demeanor and work toward ensuring the safety of students and maintaining an optimal learning environment at all times.

All staff are required to dress to reflect a positive model for students at Perspectives. In this way, Perspectives’ dress code is business casual. Students and school staff may participate in “dress down” days, as approved by the appropriate building administrator. No matter what dress standards are in effect, all employees are required to maintain a neat, clean appearance that allows students to focus on learning and allows other employees to focus on the business and educational goals of the organization. Dress standards may change according to the needs of the school or department.

Business Casual - Includes suits, pants, jackets, shirts, skirts, khaki or cotton pants and dresses that, while not formal, are appropriate for a business environment. Other examples are long-sleeved button-down shirts, collared polo/knit shirts, sweaters, and cardigans. Pants and shirts should be neatly pressed. Shoes could be relaxed but nice, however, no flip-flops are allowed.

Casual - Relaxed, but tasteful. Jeans and T-shirts are acceptable but should be in a clean and neat condition, without holes, stains, offensive terms, words, or pictures, etc. While athleisure and leggings could be acceptable under this category, they cannot be revealing, transparent, overly tight or in any way distracting to students or personnel. No caps or other headwear unless PCS branding and with prior Principal's consent for special events.

Safety Protective Equipment- As outlined in our Safety guidelines.

Perspectives Charter School fosters and supports diversity and inclusion and looks forward to

maintaining a safe work environment for our staff and our students. With this goal in mind, attire outside of our dress code policy (i.e., caps, sweatpants, sneakers, flip-flops, shorts, among others) must be consulted and previously approved by Human Resources and School Principal (if applicable). Exceptions may be approved due to religious and/or medical accommodation. In consideration of staff’s safety, dress code includes Personal Protective Equipment, including but not limited to gloves, goggles, lab coats when engaged in appropriate activities or masks coverings that are snug to the face and properly covers nose and mouth as required.

3.3 Disciplinary Procedures

The best working conditions exist where all employees (including supervisors) conduct themselves with respect and consideration for themselves, their fellow students, parents, other staff, and the school.

Perspectives hopes and expects the need for disciplinary action to be rare. However, when job performance, attitude, or conduct falls short of established standards, Perspectives will not hesitate to take appropriate disciplinary action. Disciplinary action may consist of anything from verbal/written warnings and counseling to transfer, suspension, or termination. Perspectives will handle each matter individually to ensure fairness to all involved. Please review and internalize the list of "Don'ts" above and make an effort to use good judgment at all times.

The following are examples of the types of conduct that may result in disciplinary action, up to and including immediate termination. This list is not exhaustive:

1. Mistreatment of a student such as physical, mental, or verbal abuse.

2. Retaliation or any adverse action against an individual as a result of respectfully and through the proper channels challenging someone intellectually.

3. Removing any equipment or materials from School premises without a legitimate Schoolrelated reason and without supervisor approval.

4. Dishonesty, lying, embezzling, or falsifying or altering Perspectives’ records or intentionally giving false information to anyone with a duty to prepare Perspectives’ records, no matter when discovered. (This includes giving false information on an employment application, time record, student information or other forms.)

5. Convictions, plea of guilty or nolo contendere to any crime involving moral turpitude, dishonesty, disloyalty, or any enumerated offense in the Illinois State Board of Education school code.

6. Destroying, damaging, or sabotaging Perspectives’ property or that of its employees or students.

7. Making entries on another employee’s time record or allowing another person (other than a supervisor) to make entries on another employee’s time record, or tampering with any time record.

8. Carrying dangerous weapons or explosives while on Perspectives’ property.

9. Failing to cooperate in any investigation or search conducted by or on behalf of Perspectives or concealing or failing to report any violation of any Perspectives rules.

10. Failing to cooperate with or follow the directions of security personnel, or failing to follow prescribed security procedures, or encouraging others to do so.

11. Making or publishing false, vicious, or malicious statements concerning any employee, supervisor, member of management, student, or parent, except that employees may discuss terms and conditions of employment regarding themselves or their fellow employees, such as, for example, wages and working conditions.

12. Fighting on School property or assaulting or attempting to assault any employee, student or other person, or deliberately provoking or inciting another person to engage in an assault or fight.

13. Engaging in immoral conduct, indecency or act in an adverse manner that do not depict our 26 principles of A Disciplined Life®

14. Violating Perspectives’ Drug and Alcohol Policy.

15. Being insubordinate or disobedient, including refusing to carry out promptly a supervisor’s work instruction or assignment, being disrespectful or physically or verbally abusive to supervisor, employee, or student. Disagreements with instructions or assignments should be discussed calmly and politely.

16. Abusive or threatening language to anyone on Perspectives’ premises.

17. Harassment and/or discrimination of any kind.

18. Misrepresenting the reason for a leave of absence or obtaining other employment during a leave of absence.

19. Violating Perspectives’ Equal Employment Opportunity policy or investigated violations of Perspectives IX Policy.

20. Accessing files without authorization, or unauthorized copying or removal of files, disks, tapes, programs, or hardware.

21. Violation of Perspectives’ policies or procedures.

22. Violation of any Standard of Conduct or expectation or directive described in this Handbook.

23. Conduct that is inappropriate or detrimental to Perspectives’ operation or that impedes harmonious interactions and relationships.

24. Excessive unexcused lateness and/or absence or other violation of Perspectives’

25. Possession and/or use of alcohol. Illegal drugs, weapons, or explosives on Perspectives’ premises or while performing work for Perspectives.

3.4 Absence from Work

All employees are very important to this organization. Attendance is considered to be a part of an employee’s overall performance, and frequent or unauthorized absences or tardiness may result in discipline or discharge. “Dock days” are generally not authorized.

Whenever an employee must be absent from work because of sickness or other emergency, it is their sole responsibility to call in as soon as possible before the beginning of their shift. At most schools, this cutoff time will be 6:30 am to allow for appropriate coverage. Employees must communicate with their supervisor when reporting an absence and submit time off in the employee self-service portal. Unless the absence has been pre-approved and authorized, employees must call in each and every day to say that they will be absent. Employees should try both the supervisor’s office line and cell phone and text. If there is no answer, employees must leave messages on both voicemails. If the supervisor specifies a designee for when he/she is not available, employees must call the designee. Asking a friend, another employee, or a relative to “call in” is not considered proper notification. Additionally, employees must request time off in the employee self-service portal within 48 hours of an absence. Failure to do so will result in disciplinary

action. Perspectives recognizes that there are times when employees may not be able to call in or request time off in accordance with the timelines set forth in this section; however, Perspectives may require proof of reason.

Perspectives may require a certificate from a physician licensed in Illinois to practice medicine and surgery in all its branches, a chiropractic physician licensed under the Medical Practice Act of 1987, a licensed advanced practice registered nurse, a licensed physician assistant, or, if the treatment is by prayer or spiritual means, a spiritual adviser or practitioner of the employee's faith as a basis for pay during leave after an absence of 3 days for personal illness or 30 days for birth or as Perspectives may deem necessary in other cases. Perspectives may also require certification of an employee’s ability to return to work.

Employees who are absent for three (3) or more days without proper notice to management are considered to have abandoned their job and voluntarily resigned.

If an employee believes an absence is subject to the Family Medical Leave Act (FMLA), he/she should state as such and explain how the absence qualifies as FMLA leave.Upon review by Human Resources, the employee will be notified whether the absence qualifies or might qualify under the FMLA. No discipline will be imposed under this policy for absences that are approved under our FMLA policy. Please see the Family Medical Leave Act section of this Handbook for more information.

Employees will not be disciplined for absences due to a covered Family and Medical Leave (see “Leaves of Absence”), but Perspectives’ “call in” procedures and requirements remain applicable to such absences in circumstances where Perspectives has not been previously notified of the particular absence or in cases of intermittent or reduced schedule FMLA.

3.5 Drug and Alcohol Policy

3.5.1 Introduction

An employee who is under the influence of drugs and/or alcohol poses a serious threat to his or her own safety and the safety of others. Also, a person cannot do his or her job properly while working under the influence of drugs or alcohol. An employee’s personal protection, the protection of others and the quality of work are very important to Perspectives. Equally important, is the fact that the use of certain drugs is unlawful. Perspectives hopes that all employees with a substance abuse problem will voluntarily submit to available treatment. In instances where employees do not acknowledge their problem and seek help or instances where employees engage in prohibited conduct while on Perspectives business or premises, the following policy applies.

For the purposes of this policy for abuse of substances other than cannabis, “under the influence” means any mental, emotional, sensory, or physical impairment due to the use of drugs or alcohol, or any detectable use of any controlled substance regardless of when or where the use occurred. For cannabis, “under the influence” means that an employee manifests specific, articulable symptoms while working that decrease or lessen the employee’s performance of the duties or tasks of the employee’s job position, including symptoms of the employee’s speech, physical dexterity, agility, coordination, demeanor, irrational or unusual behavior, or negligence or carelessness in operating equipment or

machinery; disregard for the safety of the employee or others, or involvement in any accident that results in serious damage to equipment or property; or carelessness that results in any injury to the employee others. For the purposes of this policy, a “controlled substance” means a substance that is not legally obtained, being used in a manner different than prescribed, legally obtainable but has not been legally obtained, or referenced in federal or state-controlled substance acts. Unless otherwise prohibited by this policy, overthe-counter medications are not prohibited when taken in standard dosages in accordance with package (or health provider) instructions and prescription medications are not prohibited when taken in accordance with the employee’s licensed health care provider, provided that the employee’s work performance is not impaired.

All employees are required to report to their jobs in appropriate mental and physical condition, ready to work. If an employee considers himself/herself impaired as a result of lawfully prescribed medication, (s)he is expected to discuss it with his/her supervisor before commencing work that day.

Any employee who intentionally abuses prescription drugs, who tampers with the drug testing process, who tests positive to a drug/alcohol test, or otherwise violates Perspectives’ drug and alcohol policy will be disciplined, up to and including termination

3.5.2 Policy

The use, sale, purchase, manufacture, distribution, dispensation, possession, or condition of being under the influence of alcoholic beverages, illegal drugs, controlled substances, or other intoxicants, including but not limited to medical cannabis, recreational cannabis, cocaine, PCP, heroin, LSD, amphetamines and barbiturates, by our employees while on Perspectives business or on Perspectives’ premises is prohibited. All tobacco products, including cigarettes, electric cigarettes, and vaping devices, are prohibited on school grounds. (Perspectives premises includes all land, property, building, structures, installations, parking lots, means of transportation owned by or leased to Perspectives, or otherwise being utilized for Perspectives business and private vehicles parked on Perspectives premises.)

● Employees must notify the Vice President of Human Resources of any criminal drug statute conviction for a violation within five days of the conviction.

● The only exception to this policy will be at School approved or sponsored functions, which have the written approval of the Vice President of Human Resources or someone he/she designates. At such functions, moderate alcohol consumption is permitted, but reasonable standards of conduct must be maintained.

● Each employee shall be responsible for and obliged to report to management incidents or cases where violations of this policy have occurred.

● In order to implement the goals of maintaining a safe and healthy workplace, Perspectives reserves the right to conduct searches or inspections, without prior announcement of Perspectives property and premises, as well as any personal property on Perspectives premises.

3.5.3 Testing

● When a supervisor reasonably suspects that an employee has violated this policy, the employee will be required to take a medically approved test(s) to be given by

authorized medical personnel. Perspectives will pay for the cost of the test(s) and for the time required to take a test if the test is done during normal working hours on the day the employee is working. The supervisor must immediately notify the Human Resources department of a list of facilities and to assist with the coordination of transportation.

● Drug test(s) and/or alcohol test(s) shall be routinely conducted after any accident requiring medical treatment or significant damage to Perspectives’ property.

● Failure to submit to the requested test(s) (at the time and place required by Perspectives) is a violation of Perspectives’ rules and is cause for discipline up to and including immediate discharge.

● If the employee takes the test(s) and the results are not immediately available, the employee may be suspended without pay until the test results are obtained.

● If the employee passes the test(s), the employee will be reimbursed for any pay lost as a result of a suspension pending the results of a test(s). Further, the fact that the employee took such test(s), and the results thereof shall not be included in the employee’s personnel file (if the employee passed).

● If the initial results of the test show that the employee has violated this policy or State or federal law, a confirmation test will be conducted. If the confirmation test is also positive, the employee will be subject to discipline up to and including immediate discharge.

● A medically approved test(s) need not be administered when Perspectives has independent evidence that the policy has been violated.

● The employee has the right to submit a written request for a confirmatory retest of the original sample at his/her own expense at an appropriately certified laboratory. This written request must be submitted to the Vice President of Human Resources within five (5) working days from the date of the test result notice. Any retest would be in addition to the confirmation test described above.

● Employee consent to submit to testing under this policy will not act as a waiver of disciplinary action, up to and including possible termination.

● Any employee asked to submit to alcohol and/or drug testing will be provided with a Medical Test Authorization Form. Failure to sign this form or otherwise cooperate in Perspectives’ request for submission to alcohol and/or drug testing may result in discipline, up to and including discharge.

3.5.4 Employee Assistance Program

Perspectives is interested in supporting and assisting those who are willing to help themselves by voluntarily seeking assistance for drug and/or alcohol-related problems. Employees are encouraged to request assistance from the Human Resources department and reputable sources in the community. Information regarding counseling and rehabilitation may be obtained from the Human Resources department. Perspectives will take no adverse employment action against an employee who, prior to becoming subject to discipline or any of the grounds for testing listed in this policy, voluntarily seeks treatment, counseling, or other support for an alcohol or drug related problem. However, seeking such assistance will not be a defense for violating this policy regarding drugs and alcohol. Nor will it excuse or limit the employee’s obligation to meet Perspectives’ policies or standards regarding attendance, job performance, and safe and sober behavior on the job.

3.6

Smoke-free Workplace.

1. Perspectives Charter Schools will abide by the Illinois State Statue (105 ILCS 5/l0- 20.5b and 105 ILCS 34-18.11) prohibiting use of tobacco on Perspectives’ property or at any offproperty school events. Tobacco shall mean cigarette, cigar, or tobacco in any other form, including smokeless, which may be loose, cut, shredded, ground, powdered, compressed or leaf tobacco that is intended to be placed in the mouth without being smoked. The use of e-cigarettes or vapes is also prohibited on school grounds.

2. Smoking will not be permitted outside of school buildings or before or after the regular school day, or on days when school is not in session.

3.7 Workplace Violence

Perspectives seeks to provide a workplace for all employees that is free from recognized hazards or threats that are causing, or likely to cause, physical harm or threats of physical harm. Therefore, Perspectives has adopted the following policy regarding violence in the workplace:

1. Perspectives will not tolerate violence in the workplace. This applies to all employees, students, parents, vendors, and visitors.

2. All employees are expected to conduct themselves in a manner that will maintain a workplace that is free of violence or threat of violence.

3. This policy is intended to cover any behavior that constitutes violence or threat of violence including, but not limited to, the following:

a. Physical fighting or assault, including but not limited to pushing, shoving, hitting or in any way deliberately hurting a co-worker, student, vendor, or visitor; or

b. Possession of a weapon or intent to use an object as a weapon; or

c. Destruction or sabotage of personal or School property; or

d. A verbal or written statement that indicates a threat or intent to hurt a co-worker, student, vendor, or visitor; or

e. Belligerent conduct, including swearing and persistent loud, angry statements made to or in the presence of a co-worker, student, vendor, or visitor.

4. Employees are encouraged to report to their supervisor, or to any other manager or supervisor, or to the Vice President of Human Resources, any threats they see, hear, or know about. All reports will be investigated. Reprisals will not be tolerated against an individual who reports an incident or who participates in the investigation of an incident.

5. To the greatest extent possible, confidentiality will be maintained for all employees who report incidents. Anonymous reports should contain a detailed written account of the incident(s) and may be submitted to the Vice President of Human Resources.

6. Perspectives recognize that there are many areas of stress that surround us both at work and at home. In an effort to try to reduce potential areas of stress at work, the following rules should be observed:

a. Employees who have been terminated by the school and do not have reason to be on School premises, are not permitted on school property. Any such incidents should be reported to a supervisor immediately.

b. While control over access to public areas may be difficult, it is not impossible. If employees notice suspicious individuals or persons with no discernible business interest, employees should ask them who they are and what their business is or

report them to a supervisor.

c. Make a note of anyone suspicious on or near School grounds. If an employee is uncomfortable walking out to their car alone, they may ask someone to accompany them.

d. If confronted with someone carrying a weapon, try to remain calm, alert others to the situation, stay out of harm’s way and inform the police.

7. Employees who think a co-employee needs guidance, should contact their supervisor or the Vice President of Human Resources, and identify the situation.

8. Report all threatening or abusive communications, including but not limited to telephone calls or emails. Bomb threats must be communicated immediately to a supervisor who will follow up with a call to the police.

9. The school will take any and all action that is necessary – including legal prosecution– to ensure that the Perspectives workplace is and remains violence-free.

10. Compliance with the above policy and work rules will help ensure employees and students a safe, healthy working environment. It is intended to protect everyone from the harmful effects of possible accidents, operating errors and creating a negative image in the minds of our students, families and employees, all of which can occur while individuals are under the influence of drugs or alcohol. Again, Perspectives encourages all employees with a substance dependency to voluntarily seek help.

11. Individuals with questions about this policy, please contact the Vice President of Human Resources.

3.8 Weapons Policy

To ensure Perspectives maintains a workplace safe and free of violence for all employees, Perspectives prohibits the possession or use of weapons or objects reasonably considered to be a weapon or look like a weapon, on any Perspectives property. A license to carry a firearm does not permit an individual to carry a concealed firearm on or into a Perspectives building or property. All Perspectives Charter Schools employees are subject to this provision, including contract workers and temporary employees as well as visitors and customers on any Perspectives property, unless specifically authorized by law or Perspectives to do so. A license to carry a weapon does not supersede this policy.

3.9

Personal Use of Perspectives’ Computers, Electronic Communication Systems, and Other Equipment

The postage meter, copy machines, fax machines, computer equipment, telephone, etc., are for business use only. They are not to be used for personal reasons unless permission is given by an employee’s supervisor and arrangements are made to reimburse Perspectives where appropriate. Personal mail is not to be processed through the postage meter.

3.10 Access to Electronic Networks

Electronic networks, including the Internet, are a part of Perspectives’ instructional program and serve to promote educational excellence by facilitating resource sharing, innovation, and communication.

Perspectives is not responsible for any information that may be lost or damaged, or become

unavailable when using the network, or for any information that is retrieved or transmitted via the Internet. Furthermore, Perspectives will not be responsible for any unauthorized charges or fees resulting from access to the Internet.

Perspectives’ Electronic Communications Systems (including, but not limited to, computers (software and hardware), the Internet, e-mail, servers, and voicemail), as well as all information transmitted, received, or stored in these systems are the property of Perspectives. The Electronic Communication Systems are provided for employee use solely for business purposes. Thus, Perspectives needs to be able to access and/or disclose any information in the Electronic Communication Systems, even those protected by personal passwords, at any time, with or without notice to the employee. Employees have no expectation of privacy in connection with the use of these systems, or the transmission, receipt, or storage of information in such systems. Therefore, employees should not use the Electronic Communication Systems to store or transmit any information that they do not want management and/or other employees to see, hear or read.

■ Curriculum and Appropriate Online Behavior

The use of Perspectives’ Electronic Communication Systems shall be consistent with the curriculum adopted by Perspectives as well as the varied instructional needs, learning styles, abilities, and developmental levels of the students. As required by federal law, students will be educated about appropriate online behavior, including but not limited to: (1) interacting with other individuals on social networking websites and in chat rooms, and (2) cyberbullying awareness and response.

Nothing should be communicated through the Electronic Communication Systems and it would be inappropriate to communicate in any other manner in the workplace. Specifically, the Electronic Communication Systems are not to be used in a way that may be disruptive, illegal, or offensive to others. The use of derogatory, inappropriate, discriminatory and/or non-professional language, including but not limited to slander, obscenity, sexual harassment, etc. is prohibited. Similarly, there is to be no display or transmission of sexually explicit images, messages, or cartoons. Moreover, Electronic Communication Systems may not be used to solicit for any other business, organization, cause, group, commercial venture, or other non-business matter.

■ Acceptable Use

All use of Perspectives’ Electronic Communication Systems must be: (1) in support of education and/or research, and be in furtherance of the goals stated herein, or (2) for a legitimate school business purpose. Use is a privilege, not a right. Students and staff members have no expectation of privacy in any material that is stored, transmitted, or received via Perspectives’ Electronic Communication Systems or Perspectives computers. General rules for behavior and communications apply when using electronic networks.

Electronic communications and downloaded material, including files deleted from a user’s account but not erased, may be monitored, or read by school officials. Perspectives has systems in place that are capable of monitoring and recording all usage of Perspectives’ internet facilities, including email sent outside of Perspectives’ network. Specifically, the

security systems are capable of recording (for each user) internet site visits, internet searches, messaging/chats, newsgroup use, or e-mail messages, and each file transfer into, and out of, the internal networks, and Perspectives reserves the right to do so at any time. No employee should have any expectation of privacy as to his or her internet usage. Managers will periodically review internet activity and analyze usage patterns, and they may choose to publicize this data to ensure that Perspectives’ internet resources are devoted to maintaining the highest levels of productivity.

Most of the Electronic Communication Systems are password protected to limit access to certain information, to protect data from tampering, and to identify the user. Employees are required to keep their passwords confidential, and to comply with all security procedures. The unauthorized use of a password, or the access to, or retrieval of, information transmitted or stored in the Electronic Communication Systems, is strictly prohibited.

Employees may use the Electronic Communication Systems for non-business research or browsing during mealtimes or other breaks, or outside work hours, provided that all other usage policies are strictly upheld. However, employees with internet access may not use Perspectives’ Electronic Communication Systems to download entertainment software or games or to play games over the internet. Rather, employees with internet access may download only software for business use and must arrange to have such software properly licensed and registered. Downloaded software must be used only under the terms of its license.

Perspectives purchases and licenses the use of various computer software for business purposes and does not own the copyright to the software or its related documentation. Therefore, unless authorized by the software developer, neither Perspectives nor any of its employees has the right to reproduce such software for use on more than one computer. Employees may only use software on local area networks or on multiple machines according to the software license agreement. Perspectives prohibits the illegal duplication of software and its related documentation.

■ Internet Safety

No employee may use Perspectives’ Electronic Communication Systems to disable or overload any computer system or network, or to circumvent any system intended to protect the privacy or security of another user. In this regard, no employee may use Perspectives’ Electronic Communication Systems to propagate any virus, worm, Trojan horse or trapdoor program code or any other potentially damaging program or product.

Employees are reminded that social media platforms, chatrooms and newsgroups are public forums where it is inappropriate to reveal confidential or proprietary information of Perspectives, its students or employees, except that employees may discuss terms and conditions of employment regarding themselves or their fellow employees, such as, for example: wages and working conditions. Use of Perspectives’ Electronic Communication Systems to commit infractions such as misuse of Perspectives’ assets, logos (e.g., “A Disciplined Life®,”) or resources, sexual harassment, sharing of confidential student. information, unauthorized public speaking, and misappropriation of intellectual property are prohibited by general Perspectives’ policy and will be sanctioned under the relevant provisions of this Handbook.

■ Communication with Students

Employees are to conduct all written communications with students, parents and other stakeholders through Perspectives’ approved mediums such as Perspectives-issued email, Perspectives-hosted instant messaging, if available, or other applications expressly approved by Perspectives. Employees should not engage in non-school related communications with students. Staff should not communicate outside these mediums with students and/or parents. In the event a staff member needs to reach a family, protocol is to reach the parent/guardian first. If not successful, communication can be directed to the emergency contact and/or both parents and student. Staff may not communicate with students via non-Perspectives-hosted or –approved applications or electronic mediums, including social media platforms. Staff may not be “friends” with students on any social media platform/application or non-Perspectives communication application.

■ Media Communications

Only those employees who are authorized to speak to the media on behalf of Perspectives may claim to be speaking or writing in the name of Perspectives to any newsgroup or chat room. Where an individual participant claims to be communicating on behalf of Perspectives, the employee must refrain from any political advocacy and from the unauthorized endorsement or appearance of endorsement by Perspectives of any commercial product or service not sold or serviced by Perspectives, or its affiliates.

Perspectives retains the copyright to any material posted to any forum, newsgroup, and chat or internet page by any employee in the course of his or her duties.

■ Blogging and Social Networking

Employees need to be mindful about the public nature of social media and how it may impact their professional life at Perspectives.

While many are engaged in social networking on some level, employees need to be careful with respect to the content of their communications. To the fullest extent authorized by law, Perspectives prohibits the posting of comments or materials (including photographs, videos, or audio) that are obscene, defamatory, profane, libelous, threatening, harassing, abusive, or violate the policy against sexual or other unlawful harassment. This includes, but is not limited to, prohibited material (as described above) regarding Perspectives, the administrative staff, teachers, students, or the parents of students. Such actions constitute legitimate grounds for dismissal. It is important to note that such actions are prohibited, whether done during work hours or outside of work. Additionally, participation in social networking activities that can be characterized as non-work related and carried out during a time that an employee is scheduled to be working, can certainly interfere with the employee’s work duties and/or responsibilities and can be cause for appropriate disciplinary action.

Perspectives understand that social networks canbe an important means of communicating with friends and family. However, employees should be aware that anything they post online

may sometimes be accessible to others outside of their “circle.”

In addition to the above, stop and consider the following guidelines before hitting “send” or “post”:

○ Employees may not be “friends” with any Perspectives students. Perspectives strongly discourage employees from being online “friends” or social media acquaintances or connections with parents/guardians.

○ Employees who become aware through social media or otherwise of suspected abuse or neglect of a Perspectives student are expected to make a report to appropriate authorities, including but not limited to DCFS, followed by communication to their immediate supervisor.

○ Blogs and other forms of online discourse are individual interactions, not Perspectives communications. Employees are personally and legally responsible for their communications. When discussing Perspectives-related matters, employees must identify themselves and make it clear that they are speaking for themselves and not on behalf of Perspectives. Where appropriate, use a disclaimer such as: “The postings on this site are my own and don’t necessarily represent Perspectives’ positions, conclusions or opinions.”

○ Adhere to the “common sense” rule outlined above so as to avoid harassing or other prohibited communications with peers, subordinates, and students.

○ Do not discuss or divulge confidential Perspectives information, for example: personal information about students, parents or employees that has not been made public or copyrighted materials. Employees are to consult Human Resources or their supervisor if they have questions about the appropriateness of publishing or disclosing information, concepts or developments related to our business on their site.

○ Employees may respectfully disagree with Perspectives’ actions, policies, etc. However, to the fullest extent authorized by law, Perspectives prohibits any attacks that are unlawfully defamatory, threatening, coercive, or violate Perspectives’ policies prohibiting sexual or other unlawful harassment. Students, parents of students or others connected to Perspectives shall also be treated professionally.

○ Contacts from the media requesting Perspectives information of any kind are to be referred to the Human Resources department.

Generally, what employees do on their own time is their business. However, activities in or outside of work that affect their job performance, the performance of others, or Perspectives’ business interests are a proper focus for scrutiny. In some cases, it may result in disciplinary actions.

Violations

Employees should notify their immediate supervisor or the Human Resources department upon learning of violation of these policies. Employees who violate these policies will be subject to disciplinary action up to, and including, discharge.

■ Acceptable Use Agreement

Policy 3.10 and its components are intended to serve as a guide to the scope of

Perspectives’ authority and the safe and acceptable use of Perspectives’ computers, mobile devices, computer network (local and wide area networks), email, and Internet systems, which are collectively referred to as the Electronic Communication Systems.

Electronic Communication Systems are a part of the business services and instructional program and serves to promote educational excellence by facilitating resource sharing, innovation, and communication. Each employee must submit a signed Acceptable Use Agreement before being granted use of the Electronic Communication Systems.

All users of Perspectives’ Electronic Communication Systems and computers to access the Internet shall maintain the confidentiality of student records. Reasonable measures to protect against unreasonable access shall be taken before confidential student information is loaded onto the network.

The failure of any employee to follow the terms of Perspectives’ Access to Electronic Networks policy will result in the loss of privileges, disciplinary action, and/or appropriate legal action. Employees will be required to sign an “Acceptable Use Acknowledgement” from time to time as a condition of having access to Perspectives’ networks and resources.

3.11 Media Policy

Perspectives has become a significant and very high-profile charter school organization. As a result, Perspectives’ employees are increasingly “in the line of fire” regarding controversial issues. Perspectives respects the strong feelings employees have regarding these issues and values their input and opinions. However, to avoid any unintentional misunderstandings and to protect the image and reputation of Perspectives in the community, employees must always adhere to the following rules:

1. Only the CEO is authorized to speak to the media on Perspectives’ behalf. The only exception to this rule is where an employee receives prior express authorization from the CEO or his/her designer. More specifically, employees who claim to be speaking on behalf of Perspectives is required to obtain approval from the CEO before granting an interview to a newspaper or other media or engaging in any other communication with the media. However, employees continue to have the same rights as all citizens to speak out on matters of public concern to the extent provided by law, as long as they do so without representing themselves as a spokesperson for Perspectives or otherwise implying that they are speaking on behalf of Perspectives.

2. Employees must have the CEO’s explicit approval before using Perspectives’ name in any non-work-related publication or allowing any other organization to use Perspectives’ name as a means of promoting their own agenda. Perspectives’ name is proprietary to the School and must always be treated as such.

3. Employees shall not have so-called “off the record” conversations with the media regarding Perspectives’ business or its alleged positions on controversial issues.

4. If any employee in good faith believes that Perspectives should be taking a strong public position on a particular issue, then he or she should feel free to speak with the CEO. The CEO will then discuss the matter with the Board of Directors, and appropriate members of the management to determine what, if any, appropriate position should be formulated. In all cases, the CEO will make every effort to promptly respond to any such request.

5. However, nothing in this policy precludes employees from discussing terms and conditions of employment about themselves or their fellow employees, such as, for example, wages

and working conditions, provided that they do not represent that they are speaking on behalf of Perspectives (unless authorized to do so).

3.12 Confidentiality

The protection of confidential information is vital to the interests and the success of Perspectives. Such confidential information includes, but is not limited to, the following examples:

● School Student Records.

● Personnel Records.

● Draft Projects and Proposals.

● Research and Development Strategies; and

● Computer Programs and Codes.

Confidentiality of Student Records

Student records must be kept confidential. Student records are defined as any written or recorded information maintained by Perspectives, by which a student may be individually identified, including, but not limited to: information pertaining to the admission, enrollment, academic progress, health, discipline, or disenrollment of a student. This includes student rosters, grades, historical information, health information, family information, emails, etc. Student record information will be kept confidential, unless the student’s parent(s)/guardian(s) has given written permission for disclosure, or such disclosure is otherwise required by law.

3.13 Code of Conduct and Whistleblower Protection Policy

Perspectives is strongly committed to conducting its business lawfully and in accordance with the highest ethical standards. Perspectives is proud of its values and holds itself out to the community as a model for others to follow. To this end, this Code of Conduct and Whistleblower Protection Policy serve to: (1) emphasize Perspectives’ commitment to ethics and compliance with the law. (2) set forth some (but not all) general standards of ethical and legal behavior; (3) provide a reporting mechanism for known or suspected ethical or legal violations; and (4) help prevent and detect wrongdoing.

3.13.1 Scope

This policy applies to all of Perspectives’ employees.

3.13.2 Ethical Standards

A. Conflict of Interest

A conflict of interest exists when a person’s private interests interfere in any way with the interests of Perspectives. A conflict can arise when an employee takes actions or has interests that may make it difficult to perform his or her work for Perspectives objectively and effectively. Conflicts of interest may also arise when an employee receives improper personal benefits as a result of his or her position at Perspectives.

Conflicts of interest may not always be clear-cut, so questions should be directed to an employee’s immediate supervisor, the Vice President of Human Resources or, if circumstances warrant, the CEO. Any employee who becomes aware of a conflict or

potential conflict should immediately bring it to the attention of the Vice President of Human Resources or CEO.

B. Compliance with Laws, Rules, and Regulations

Obeying the law, both in letter and in spirit, is the foundation on which Perspectives’ ethical standards are built. In conducting the business of Perspectives, employees shall be expected to understand and comply with all applicable governmental laws, rules, and regulations. However, if an employee does not feel that he or she has a good grasp of the applicable laws and regulations, then the employee should seek the assistance at the Vice President of Human Resources and up to the CEO, where appropriate.

C. Fraud and/or Significant Accounting Deficiencies

Any Perspectives employee, officer, or director shall promptly bring to the attention of the CEO (or other appropriate authority) any information he or she may have concerning: (a) significant deficiencies in internal controls over financial reporting which could adversely affect Perspectives’ ability to legitimately and accurately record, process, summarize and report financial data or (b) any fraud involving any financial or operational matter anywhere within Perspectives.

D. Reporting Known or Suspected Violations

Perspectives’ employees are required to report all known or suspected violations of this Code of Conduct. Specifically, employees should:

Talk to the appropriate person in the organization about any known or suspected illegal or unethical behavior. If the employee is uncomfortable speaking with this person, then the employee can follow the chain of command to seek resolution all the way to the Board Chair. No retaliatory action of any kind will be permitted against anyone making such a report, and Perspectives will strictly enforce this prohibition.

Note, reporting known, or suspected illegal or unethical behavior is not optional, it is required. Similarly, all employees are required to cooperate in internal investigations of misconduct. Any failure to report a violation or to withhold information related to a violation will result in discipline up to and including discharge. Any violation of this Code that also constitutes a violation of law may result in criminal penalties and civil liabilities for the offending employee.

Any violation of this Code of Conduct will result in discipline up to and including discharge. Any violation of this Code that also constitutes a violation of law may result in criminal penalties and civil liabilities for the offending employee.

REMEMBER ALL EMPLOYEES MUST REPORT SUSPECTED ILLEGAL OR UNETHICAL BEHAVIOR. EMPLOYEES WHO MAKE SUCH A REPORT WILL BE PROTECTED FROM ANY RETALIATION FOR DOING SO. HOWEVER, KNOWINGLY FILING OR OTHERWISE MAKING A FALSE REPORT OR CLAIM MAY BE SUBJECT TO DISCIPLINE UP TO AND INCLUDING TERMINATION

3.14 Personal Relationships at Work

It is Perspectives’ policy not to become involved in the private lives of its employees. However,

personal relationships that are or could be harmful to job performance, the working conditions of others, business relationships, or Perspectives’ reputation, will not be tolerated. Perspectives has developed a policy on personal relationships at work in order to maintain employee morale and the integrity of all working relationships, to avoid reduced effectiveness at work, and to avoid the existence or appearance of favoritism or sexual harassment.

Managers and supervisors are prohibited from participating in any dating, romantic, or sexual relationships with employees who directly report to him or her, or anyone whom the manager/supervisor has any input with regard to hiring, discipline, promotion, evaluation, or duty assignment. The policy also applies to immediate family members, including an employee’s spouse, civil union partner, child, mother, father, sibling, mother-in-law, father-in-law, sister-in- law, brother-in-law, daughter-in-law, son-in-law, grandparent, grandchild, aunt, uncle, first cousin and any other members of the employee’s household. That is, immediate family members may not directly supervise each other or have input into personnel decisions affecting immediate family members.

Violation of any of these guidelines may be grounds for immediate action, up to and including termination.

Where employees are potentially subject to violation of this policy, they must immediately disclose the potential violation to management and/or Human Resources. Perspectives will then take all action possible to avoid the potential violation. However, where less extreme correction is not possible, one of the affected employees may be asked to leave employment with Perspectives.

3.15 Gifts at Work

Perspectives understands that recognition of special days are a natural part of a strong working relationship with one’s colleagues. However, gifts at work can cause stress for employees who do not observe those traditions or who do not have the resources to provide material gifts on a regular basis. Perspectives asks that employees remain sensitive to these differences when deciding how to recognize holidays or events.

Gifts to one’s colleagues or supervisors are never mandatory. If an employee does decide to give a personal gift to another employee, Perspectives will not be able to reimburse that cost. Employees are encouraged to keep any gifts at work minimal.

3.16 No Solicitation

To avoid interference with work, no employee is permitted to distribute or post literature, pamphlets, circulars, etc., on the premises in any working area, at any time. Employees are also prohibited from soliciting other employees for any purpose during working time. (Working time does not include scheduled rest breaks or meal breaks.) Such solicitation is prohibited if either the person doing the solicitation or the person being solicited is on work time, as defined above.

Non-employees may not solicit for any purpose or engage in the distribution of literature of any kind on Perspectives’ premises, unless required by law. (The school premises include any school owned, leased, managed, or controlled buildings, worksites, and/or parking lots.)

3.17 Use of Perspectives Vehicles

All employees planning to operate a Perspectives vehicle, transport students in one’s own vehicle,

or rent a car on Perspectives business, must produce, and maintain a valid driver’s license and insurance and have record of such on file with the Human Resources department.

Drivers must be aware of and follow all rules and regulations required by the state or municipality in question. Any citations (both parking and moving) are the sole responsibility of the operator, absent extenuating circumstances. Any expenses incurred as a result of failure to observe all municipal, state or federal regulations will also be the responsibility of the operator. Any expenses incurred as a result of the negligence of the operator are also the sole responsibility of the operator.

Employees are subject to Perspectives’ drug and alcohol policy at all times they are in or using Perspectives vehicle.

If an accident occurs on the employee’s personal time, the employee can be liable for payment to Perspectives of the insurance deductible for any claims that may need to be filed if the employee is found to be at fault. Payment may be made by means of payroll deductions, which the employee will be expected to authorize to the maximum extent permitted by law. There may be additional consequences for incidents occurring in Perspectives vehicles on personal time, including discipline (as explained below) and possible personal liability to third parties or Perspectives for damages, etc. Violations of this policy, including accidents which are attributable to employee fault in whole or in part, will result in discipline up to and including discharge.

3.17.1 Transportation of Students

Perspectives addresses the transportation needs of its students in the manner set forth in its Charter by means including, but not limited to: coordinating with Charter School Authorizer to provide transportation for any students with disabilities who have Individualized Education Programs (“IEPs”) in which transportation is required; participating in the state’s Parent/Guardian State Pupil Transportation Reimbursement Program; providing Chicago Transit Authority reduced fare permits or cards to students based on income qualifications; assisting parents/guardians in the development of car pool plans; and/or working with students and their parents/guardians to highlight the best routes to and from school via public transportation, expressways and streets.

Staff members are discouraged from transporting students in private vehicles. If use of a private vehicle is the only feasible method of travel, use of a private vehicle is acceptable under the following conditions:

● The total number of passengers is 10 or fewer.

○ This number must include the driver and every effort should be made for an additional adult to be in the vehicle so that no staff member is alone with students.

● The private vehicle must be a motor vehicle designed to carry no more than 10 passengers (including the driver), with functioning seatbelts for each person.

● Transportation of students or staff in 15-passenger vans is expressly prohibited.

● No more passengers (including the driver) may be transported in the private vehicle than the vehicle was designed to carry.

● Any person requesting to transport students in a private vehicle must receive prior written approval from the principal and the parents/guardians of the students being transported.

● The principal shall ensure that any driver of the vehicle holds a valid driver’s license, and liability insurance of $300,000 for a vehicle manufactured to transport up to six passengers or $500,000 for a vehicle manufactured to transport more than six passengers.

○ If an additional adult will be accompanying the trip but not driving, this documentation is not required for that additional adult.

○ The Supervisor of the Staff member must provide a photocopy of the driver’s license and insurance documentation and provide it to Human Resources.

3.18 Use of Cell Phones While Driving

Safety must come before all other concerns. Employees whose job responsibilities involve regular or occasional driving and who receive a cell phone for business use should refrain from using their cellular phone (e.g., cell phone, smart phone, I-Pad, etc.) while driving. Regardless of the circumstances, including slow or stopped traffic, Perspectives strongly encourages employees to pull off to the side of the road and to safely stop the vehicle before placing or accepting a call. State law prohibits texting and driving. If acceptance of a Perspectives-related call is unavoidable and pulling over is not an option, employees are required to keep the call short, use hands-free options only, refrain from complicated, stressful, or emotional discussions, and keep their eyes on the road. (However, in some municipalities, use of cell phones while driving is unlawful, even with a handsfree option; and, in such areas, employees are expected to obey the law and totally refrain from all cell phone usage while driving.) When speaking on the cellular phone, employees must always inform the person to whom they are speaking that they are driving while speaking to them.

Under no circumstances may an employee ever make or accept text messages, send, or respond to emails, take notes, or look up a phone number when using a cellular phone while driving. If there is a passenger in the vehicle, ask that person to dial the phone number, as long as all confidentiality rules can be maintained. Special care should be taken in situations where there is traffic or inclement weather or when driving in an unfamiliar area. Employees are prohibited from using cellular phones while driving or at any point while the vehicle is in operation, including but not limited to while waiting at a stop light, for personal (i.e., non-Perspectives-related) reasons.

Employees whose job responsibilities do not specifically include driving as an essential function, but who are issued a cell phone for business use, and employees who may on occasion choose to use a personal cell phone for business purposes, are also expected to abide by the provisions above. Under no circumstances are employees allowed to place themselves or others at risk in order to fulfill business needs.

3.19 Job Reference Policy

Perspectives understands that employees may need to submit requests for letters of recommendation or job references. All requests for letters of recommendations and job references, whether by phone or in writing, must be sent to the Human Resources department for response.

Nothing herein prohibits an employee from providing a personal reference. But if such reference is made, it cannot be on Perspectives’ or any school-related letterhead and must state clearly that it is a “personal reference and does not reflect the opinions or beliefs of Perspectives Charter School.”

Please understand that it is considered a major violation of Perspectives’ policy to provide an unauthorized reference, which may lead to serious discipline up to and including termination.

4. Compensation

4.1 Pay Schedule

Employees are paid by check or direct deposit every two weeks. Pay periods will end on Saturday and pay dates will be the following Friday.

4.2

Pay Practices

Perspectives strives to pay all employees competitively, fairly, and equitably. Employee compensation is based on funding, cost of living indexes, experience, education, certification, and market data from other charter schools and public schools and relevant degrees.

Perspectives uses a pay-for-performance philosophy. The factors that allow Perspectives to afford annual pay increases are many – including public revenue, success in fundraising, enrollment, and our ability to contain non-personnel costs. Perspectives compensation programs are subject to the approval of our board of directors, and increases cannot be guaranteed from year-to-year.

Other compensation in the form of stipend payments may be earned at Perspectives through special assignments such as after school activities or athletics. For these payments employees have an additional stipend account in Perspectives payroll system. There can be no guarantee of these assignments, and they are generally provided to interested employees who have the strongest qualifications for them. Stipends may be pension eligible.

Request for Expense Reimbursements for travel-related and personal expenses are submitted on an Expense Reimbursement form. This form must be accompanied by supporting documentation including the original itemized receipt. The Reimbursement form must be signed and approved by the personnels direct supervisor.

4.3 Overtime Pay

Hourly employees are entitled to overtime pay after working more than forty (40) hours in a workweek (Holidays and other time off do not count as hours worked). Prior approval from a supervisor is required before any employee works overtime. Failure to obtain prior approval is considered a work rule violation and employees who do not obtain prior approval may face disciplinary action. The overtime rate for hourly employees is one and one-half times the regular hourly rate in excess of forty regular hours during any workweek.

Salaried non-exempt employees who actually work in excess of forty (40) hours in a workweek week, will receive for that week, in addition to their regular salary, overtime premium pay calculated at the rate of one and one-half times the employee’s regular hourly rate multiplied by the number of hours worked in excess of 40 hours worked. Approval for overtime work is required as set forth in the above paragraph.

Salaried exempt (exempt) employees do not receive overtime pay.

4.4 Deferred Pay

The salary for school-based positions is calculated so that base pay is earned and paid over the forty-four (44) weeks of the school year, for a 10-month period. Employees may elect to have their base pay spread over a fifty-two (52) week, or 12-month period, considered “deferred pay.” If an employee chooses to participate in deferred pay, a portion of his/her biweekly earnings will be deferred so that Perspectives will continue to pay the employee during the two summer months. This means a portion of the employee’s biweekly pay will be deferred, or put aside, for consistent pay during the summer weeks.

If a deferred pay employee leaves during the middle of the school year, they will be paid out the amount of earnings withheld during the year. If an employee separates from Perspectives and has been overpaid in relation to their actual earnings, they will be required to repay the balance.

4.5 Non-Deferred Pay

Employees may choose to enroll in a non-deferred payment schedule. If an employee chooses to elect a non-deferred payment schedule, they will be compensated as it is earned. Employees on a non-deferred pay schedule who begin at the start of a school year will receive paychecks over the course of a 10-month period, which equates to twenty-two (22) paychecks for the year.

Employees who begin after the start of the school year or employees who take an unpaid leave of absence and return during the school year will automatically be enrolled in a non-deferred pay schedule.

4.5

Final Pay

Upon separation of employment from Perspectives Charter Schools employee’s final payment will include a final deferred payment (if applicable), and any accrued / unused vacation.

4.6 Inclement Weather and Unscheduled Closing of Schools

It is the policy of Perspectives Charter Schools to remain open during most periods of inclement weather. However, where extraordinary circumstances warrant, Perspectives reserves the right to close its facilities. Thus, employees are encouraged to check email or consult with their supervisor to find out if a facility is open or closed on a given day. The Chief Executive Officer or his/her designee will make a decision by 6:30 a.m. during periods of such inclement weather and communicate this to employees via email. Schools will also institute phone trees.

If an employee is unable to report to work on a regular attendance day and the facility is open, normal call-in procedures must be followed, and sick/vacation pay will be taken accordingly.

If the facility is announced to be closed on a given day:

● Exempt-level staff will receive their regular pay, but non-teaching exempt staff may be expected to work remotely. Additionally, exempt staff may be required to make up inclement weather closings at another point in the school year. This will not be considered an additional workday for the purposes of exempt employee pay.

● Non-exempt (hourly) staff will typically not receive regular hourly pay for the closure if no

work is done. However, if their supervisor requires work to be completed during closure, the employee will be compensated for the hours that he/she worked. Non- exempt (hourly) staff may be required to make up inclement weather closings at another point in the school year. At the discretion of the CEO, all non-exempt (hourly) staff may be paid for the closure day.

4.7 Timesheets

Hourly employees and salaried non-exempt employees must complete timesheets on a daily basis each week. Time sheets must indicate the time an employee arrived and departed each day, in order to comply with FLSA regulations. Regular hours should be calculated by the employee and overtime hours calculated and approved by the supervisor and recorded on the timesheet. Even non-approved overtime must be recorded on the timesheet.

Full-time hourly and salaried non-exempt employees work an eight-hour day, in addition to a twenty-minute unpaid lunch break scheduled in coordination with their direct supervisor.

Salaried exempt employees do not receive overtime pay. These employees MUST record all time off as is taken, in order to accurately maintain time records.

4.8 Direct Deposit

Perspectives Charter School requires direct deposit of paychecks in any bank accepting electronic transfers. Employees may enroll in Direct Deposit online via the employee self-service system or may contact the Human Resources department for the Direct Deposit paper form. Employees not enrolled in Direct Deposit will receive their paycheck via US Mail to the home address on file with Human Resources. In addition, when updating bank account information in Paycom, both the standard Paycom account and the Stipend account must be updated if the staff member is pensionable.

4.9 Annual Pay Increases

Perspectives is committed to attracting and retaining the most highly qualified and committed staff. An employee’s salary is normally reviewed on an annual basis and may be adjusted at that time.

Pay increases will take three distinct factors into account:

1. Inflation and the general level of salary increases within our industry.

2. Market benchmarks for comparable positions

3. Employee performance

Perspective does not guarantee annual pay increases. Pay increases are discretionary, will be determined solely by Perspectives’ management, and are based on the greater budget landscape, student enrollment, and fundraising.

4.10

Annual Performance Review

Perspectives strives to provide employees with ongoing feedback and support in reaching their fullest potential. Perspectives uses both formal and informal evaluation and performance measurement tools throughout the year.

Perspectives is committed to providing employees with guidance, support and feedback and expects employees to be self-reflective and seek continuous improvement. For most positions, a

formative and summative performance review will be conducted annually. These reviews will explore all aspects of an individual’s performance and accomplishments. In addition, reviews will evaluate the employee’s adherence to A Disciplined Life®. The review process may be used to inform decisions regarding compensation, promotions, and professional development.

4.11 Salaried Basis Policy (Regarding Exempt Employees)

It is Perspectives’ policy to comply with the salary basis requirements of state and federal law. Deductions from pay are permissible when a salaried exempt employee: is absent from work for one or more full days for personal reasons other than sickness or disability; for absences of one or more full days due to sickness or disability if the deduction is made in accordance with a bona fide plan, policy or practice of providing compensation for salary lost due to illness; to offset amounts associates receive as jury or witness fees, or for military pay; for penalties or unpaid disciplinary suspensions of one or more full days imposed in good faith; for infractions of safety rules of major significance; or for workplace conduct rule infractions. Also, an employer is not required to pay the full salary in the initial or terminal week of employment, or for weeks in which an exempt employee takes unpaid leave under the Family and Medical Leave Act. In these circumstances, either partial day or full day deductions may be made.

If an employee believes that an improper deduction has been made to his/her salary, h/she should immediately report this information to Perspectives’ Human Resources and payroll departments for resolution.

Reports of improper deductions will be promptly investigated. If it is determined that an improper deduction has occurred, the employee will be promptly reimbursed for any improper deduction made. In accordance with the FLSA, instructional employees such as teachers are exempt from the salary basis test.

4.12 Gift Cards

Perspectives has observed an increase in the frequency of purchase and use of gift cards as awards for various purposes. The IRS has fairly strict and narrow guidelines on the taxability of gift certificates and gift cards given to employees. Therefore, any gift certificates and gift cards given by Perspectives to any employee need to be itemized, both as to amount and purpose, and the itemization needs to be provided to payroll for purposes of determining taxability and Perspectives’ reporting obligations.

4.13

Advance Pay

For employees who receive pay in advance of work performed, the employee will be required to repay the advanced pay upon leaving Perspectives’ employment or by setting up a payment plan. Perspectives also has the option of sending any underpayment to a collection agency.

5. Benefits

Perspectives is committed to providing employees with a comprehensive and competitive benefits package. Perspectives realizes that each individual has different needs as they relate to benefits and have strived to provide options to employees whenever possible.

Please note that benefits such as insurance, 403(b) and other third-party programs are described in separate plan descriptions. This section of the Handbook contains general descriptions, which are not intended to provide all details of the benefit plans. Employee rights under the third-party benefit plans can only be determined by referring to the official plan documents which are available from the Human Resources department. Please note that, with regard to all insurance benefits offered by Perspectives, the terms and conditions of those benefits are governed by the insurance plan in effect at the time in question.

Also note that Perspectives reserves the right, in its sole discretion, to amend, modify or terminate, in whole or in part and of the benefits described below.

5.1 Insurance Coverage

All insurance coverage offered by Perspectives is available to employees working 30 hours per week or more. Eligibility for insurance is the first day of the month following hire. Insurance benefits terminate on the last day of the month in which the employee last worked. For non- returning deferred pay employees who resign or are terminated at the completion of the school year, insurance will continue until the last paycheck for the school year. Perspectives reserves the right to offer, at its sole option, to expend coverage to the beginning of the next school year,

5.1.1 Medical, Dental, Vision Insurance

Employees pay a portion of the cost of health insurance coverage for eligible employees; employees pay the remaining amount for their coverage. Employees also may add dependents if they are eligible, as defined by the current benefit plan document, at an additional monthly cost to the employee.

If a spouse can obtain coverage through their own employer, that spouse is not eligible for coverage under Perspectives’ health insurance coverage plans, In order for a Perspectives’ employee to cover his or her spouse on Perspectives’ Health insurance plan, the spouse must obtain an attestation of no coverage available from their employer’s plan. Perspectives has a form to be used for this purpose,

Perspectives also offers employees access to a group dental insurance plan and vision insurance plan. Employees who enroll in the dental or vision plans must pay 100% of the insurance premium. Perspectives pays for all related administrative fees.

To be covered under any of Perspectives’ insurance plans, the employee will be required to complete electronic forms on the employee self-service system. The employee will receive instructions from the Human Resources department on accessing this system and completing forms. The accurate and timely completion of these electronic forms and other eligibility requirements are the responsibility of the eligible employee. Additionally, please note that the eligibility requirements for insurance and the extent of coverage are governed solely by the terms of whatever insurance plans are in effect at any given time. The benefits information and summary booklets are available on-line in the employee self Service system. The information available fully describes the health benefits, eligibility requirements, and information on deductibles, co-payments, etc. Should employees have any questions regarding insurance or need further information, please contact the Human Resources department.

Perspectives holds an open enrollment each year for changes in enrollment status, currently effective September 1st. The timeframe for open enrollment is subject to change. During open enrollment, employees may make changes to their insurance elections, which may include new enrollment, termination of benefit coverage, addition or subtraction of a dependent, changes between HMO, PPO and HSA.

No changes can be made to health insurance enrollment status at other points during the year unless there is a qualifying event. Examples of a qualifying event include, but are not limited to birth, marriage, death, change is spouse’s employment status.

Immediately following a qualifying event, employees have a 30-day window to make any changes to their health insurance enrollment status unless a longer period is required by law or plan document.

Additional information regarding plan design, rules and rights are available from the Human Resources department.

5.1.2 Life Insurance

Perspectives provides a group term life insurance policy of $50,000 to all employees who work 30 hours per week or more. This policy is at no cost to the employee.

5.1.3

Long-Term and Short-Term Disability

Perspectives provides long and short-term disability insurance to all employees who work 30 hours per week or more. This coverage is at no cost to the employee.

Short-term disability insurance generally provides 60% (this is 60% of the employee’s gross salary and this amount is subject to taxes) of an Employee’s weekly salary for up to 12 weeks of disability. Short-term disability benefits commence on the eighth day of disability. Whether an employee qualifies as disabled and the number of weeks of disability insurance coverage is based on the treating physician’s recommendation and the approval of the insurance company.

Long-term disability insurance generally provides 60% (this is 60% of the employee’s gross salary and this amount is subject to taxes) of an employee’s monthly salary up to a maximum benefit of $5,000 per month. Long-term disability benefits commence on the 91st day of disability absence. Whether an employee qualifies for such coverage is determined by the insurance company in conjunction with the treating physician, and in accordance with the terms and conditions of the insurance plan.

However, please note that, as with all of the insurance benefits offered by Perspectives, the terms and conditions of these benefits may change and are governed by the insurance plans now in effect.

Information regarding plan design, rules and rights is available from the Human Resources department.

5.1.4 Flexible Spending Accounts

Flexible Spending Accounts provide employees with important tax advantages that can help pay for health care and dependent care expenses on a pre-tax basis. By anticipating the family’s health care and dependent care costs for the next year, the employee can actually lower his/her taxable income. Flexible Spending Accounts run on a Plan year basis. Unused flexible spending dollars left unused at the end of a Plan year or following termination of employment are forfeited in accordance with the Plan document and law.

5.1.5 Health Reimbursement Arrangement (HRA)

In order to help employees offset the cost of the medical deductible, Perspectives offers an HRA. Once an employee has met their responsibility of the deductible and coinsurance, Perspectives reimburses employees enrolled in the HRA for additional covered cost up to the maximum amount of $6,000 for employee only coverage and $12,000 for employee + 1 or more.

5.1.6 Workers’ Compensation/Accidents and Injuries

Perspectives provides Workers Compensation Insurance in accordance with Illinois Workers Compensation laws. If an employee is injured while at work, the employee should immediately (or as soon as possible) notify his/her direct supervisor and complete an Incident Report, available from Human Resources. The supervisor will assist in the coverage of the injured employee’s job duties.

If the injury is emergent in nature, call 911 for medical attention.

If the injury is non-emergent, please seek medical attention immediately.

Prior to returning to work, an employee will be required to provide a release to return to work from his or her treating physician. FMLA leave will run concurrently with Workers’ Compensation time off work. Use of paid sick leave is optional. Perspectives prohibits retaliation against any employee who, in good faith, seeks Workers' Compensation benefits.

Specific information regarding Workers Compensation Insurance is posted in the staff lounge and the office, or from the Human Resources department.

5.1.7

403(b) plan

Perspectives offers a voluntary 403(b) plan and Roth IRA plan to employees. Contact information and brochures are available from the Human Resources department.

Perspectives will make a matching contribution, dollar for dollar, to the plan up to 4% of base salary for employees of Perspectives who participate in the 403b plan who are not participants in the Chicago Teachers Pension Fund.

5.1.8 Chicago Teachers Pension Fund

Perspectives contributes the first 4% of the required 9% contribution on behalf of all employees who are members of the Chicago Teachers’ Pension Fund (“CTPF”). This contribution is made in addition to the contributing member’s base salary. Employees who participate in CTPF may elect to participate in the 403(b) plan non-matching program.

5.2 Professional Development

Perspectives encourage all employees to seek out professional development opportunities in their quest for professional growth. To this end, Perspectives allows staff to take up to three (3) fully paid Professional Development days at the beginning of each fiscal year.

Professional development must be approved by the employee’s direct supervisor. Approval will be at the discretion of the employee’s supervisor; however, work performance of the requesting employee and available funding will be considered. Please note that Professional Development days do not accumulate from one school year to the next and are not paid out upon separation from Perspectives.

Perspectives also offers a variety of internal and external professional development. Employees are encouraged to reach out to their supervisor for further details and opportunities.

5.3 Paid Vacation Leave

Perspectives Paid Vacation Leave is designed to provide employees with a generous amount of time off and to comply with the Chicago Paid Leave and Paid Sick Leave and Safe Leave Ordinance (“Ordinance”) and the Cook County Paid Leave Ordinance, where applicable use of this paid vacation time must be approved at least seven (7) days in advance by the appropriate supervisor. Unless specified herein, in a written contract, or a written guidance from the CEO, the terms and conditions of accumulation, use, payment and maintenance of paid vacation leave shall comply with the Ordinance or the Cook County Paid Leave Ordinance, if more beneficial to the employee and any rules and regulations or such Ordinance. Use of vacation time must be coordinated in advance with the employee’s immediate supervisor. Vacation days may be used in either whole day or half day increments subject to requirements of the Ordinance and its rules and regulations. Perspectives has the right to designate certain periods during which the employee may not take vacation or require the employee to reschedule the vacation due to staffing needs. Perspectives strongly encourage school employees to take vacation when school is not in session.

Upon termination of employment, employees will be paid for unused accrued vacation days in accordance with State law and Ordinance. Vacation may not be used in lieu of notice.

5.3.1 Vacation Days for 52 Week Full-Time Staff

For full-time, 52-week staff, the number of vacation days accrued by each employee is determined by the employee’s length of service as of his or her full-time employment anniversary date. All accrued vacation days must be used in the twelve-month fiscal year in which they were earned, as vacation days will reset at the end of each fiscal year. Unused vacation days will carry over, currently 16 hours, pursuant to the Ordinance.

Vacation accrues for each month the employee works, in accordance with the table below. Even though vacation time is accrued as the employee works, the employee’s eligible Annualized Vacation Days for the fiscal year, based on the table below, will be available for use at the start of each fiscal year (July 1). However, any vacation time taken before it is accrued is considered “borrowed” and is subject to repayment when the employee’s employment ends with Perspectives Charter Schools. The difference between “borrowed” and accrued time must be repaid at the end of the employee’s employment. In order to use vacation time in advance of when it has accrued, the employee will be required to sign a repayment agreement with Perspectives prior to using the days.

Staff Category

5.3.2

Vacation Days for 52 Week Part-Time staff.

All vacations for 52 Week Part-time employees will be prorated based on scheduled hours. For example, if an employee works 20 hours per week (50% Full-time Equivalent) the employee is entitled to 50% of the paid leave detailed in the table above in section 5.3.1. This will be calculated for each part-time employee on an individual basis by dividing the number of regularly scheduled weekly work hours by 40. All other provisions for use of accrued vacation apply.

5.3.2.1 Vacation Days for 44 Week staff

All vacation for 44 Week employees will be granted at the beginning of the fiscal year in the amount of five (5) days for the fiscal year (pro-rated for part-time employees based on scheduled hours or mid-year start.) If unused at the end of the fiscal year, employees may be paid for a maximum of two (2) days. Any days beyond two (2) left unused will be forfeited

and no longer eligible for use or compensation. This will be calculated for each part-time employee on an individual basis by dividing the number of regularly scheduled weekly work hours by 40. All other provisions for use of accrued vacation apply.

5.3.3 Sick Time (52- week and 44-week full-time and part-time staff only)

Any sick leave days accumulated prior to July 1, 2024, are grandfathered as Special Accumulation Sick (“SAS”). They are not subject to the Ordinance or any other local sick leave law. As such, they will not be paid out upon termination. When using sick leave, employees must follow Perspectives’ rules with regard to notice and order of leave (e.g., Perspectives may require the use of SAS days only after the Ordinance days are exhausted).

Post July 1, 2024, the provision of Sick Time is meant to comply with the Ordinance. Unless specified herein, in a written contract, or a written guidance from the CEO, carry- over and other terms and conditions of use of sick leave shall be in accordance with the Ordinance and its rules and regulations. All call in and notification requirements for use of leave apply. Perspectives reserves the right to seek all documentation allowable under the Ordinance and its rules and regulations.

All 52-week and 44-week full-time employees will accrue five (5) sick days each during the fiscal year in accordance with the accrual formula set forth by the Ordinance and its rules and regulations. Employees may carry sick days over to subsequent years and may accumulate a maximum of ten (10) days (80 hours for full-time) that have been previously carried over from year to year in the employee’s sick time bank.

Perspectives reserves the right, at its discretion, to require a doctor’s certification or other documentation relating to the use of sick days.

Employees may use sick leave due to:

● Personal illness or injury.

● Personal medical appointment.

● Illness or injury of the employee’s child or stepchild, domestic partner, sibling, parent or stepparent, grandparent, grandchild, or in-law.

● Medical appointment of the employee’s child or stepchild, domestic partner, sibling, parent or stepparent, grandparent, grandchild, or in-law.

During high volume request periods, decisions will be made to approve based on a combination of factors and not all requests may be approved. A pattern of absences that is detrimental to work performance (taking days before or after holidays off, calling off sick when a time off request was denied in advance, or going over the allotted leave amount into unpaid time) may be subject to disciplinary action.

Unless the need for use is immediate due to illness or injury, use of sick leave must be coordinated in advance with the employee’s immediate supervisor. Perspectives has the right to designate certain periods during which employees may not take planned sick leave or may require employees to reschedule due to staffing needs.

Should an employee need to take sick leave it is the employee’s responsibility to:

1. Speak with the immediate supervisor.

2. Request the time off in the employee self-service system in payroll.

3. Ensure proper coverage for any professional duties that must take place during your absence. For example, teachers will be required to provide lesson plans.

Sick leave benefits are intended solely to provide income protection in the event of illness or injury and may not be used for any other absence.

Unused sick leave benefits will not be paid to employees while they are employed, in lieu of actual time off, or upon termination of employment. The purpose, requirements, scheduling, and all other terms of the leave are governed by applicable local and State law.

Sick time may not be taken at the end of employment to extend the employment period.

Any employee who has exhausted all available paid leave, SAS, and sick leave under the Ordinance who is absent from work shall not be entitled to compensation for that day. Such a day is considered a “Dock Day.” Dock Days are strongly discouraged and can lead to discipline.

5.3.4 52-Week Employees Holidays and Scheduled School Holidays

Perspectives recognizes eleven scheduled school holidays, as follows:

● New Year’s Day

● Martin Luther King, Jr. Day

● Memorial Day

● Juneteenth

● July 4th

● Labor Day

● Thanksgiving Day

● Day after Thanksgiving

● Christmas Day

5.3.5 44-Week Employees Holidays and Scheduled School Holidays

● New Year’s Day

● Martin Luther King, Jr. Day

● Memorial Day

● Juneteenth

● July 4th

● Labor Day

● Day Before Thanksgiving

● Thanksgiving Day

● Day after Thanksgiving

● Christmas Day

● Spring Break

● Winter Break

Should one of these holidays fall on a Saturday, it will be celebrated on the preceding Friday. Should one of these holidays fall on a Sunday, it will be celebrated on the following Monday.

The school calendar will be published at the beginning of every school year, and the calendar will clearly indicate the scheduled school holidays. 44 Week Full-Time and PartTime employees do not work when there is a scheduled school holiday, but they maintain their full salary for that week.

Full time 52 Week employees will receive holiday pay for the above-listed holidays, as well as an additional two “floating holidays”. The two Floating Holidays are flexible in order to recognize and honor the fact that different days are particularly meaningful to the diverse staff at Perspectives. Holidays will be scheduled through mutual and timely agreement between employee and supervisor (school-based staff will not be able to select days when school is in session). 44 Week staff are only eligible for the holidays indicated in the school calendar.

5.3.6

Maternity/Paternity Leave

In accordance with the Family Medical Leave Act, childbirth, adoption, and medically related conditions due to pregnancy/childbirth are causes for use of sick leave. Perspectives provides one week of paid leave to all employees for the birth or adoption of a child. In addition, new parents (mothers and fathers) may use any accrued sick or vacation days for maternity/paternity leave.

Perspectives currently carries short-term disability insurance, which provides up to 60% of an employee’s weekly salary up to 12 weeks of disability. Under our current contract, childbirth is usually covered for six weeks for mothers who have given birth (five weeks of short-term disability and one week covered by Perspectives which is the one week of sick time that all new parents receive). Please note: The actual weeks of short-term disability coverage an employee receives for leave are dependent on the treating health care provider’s approval and disability carrier. (Note that, as with all benefits offered by Perspectives, these terms and conditions are subject to change and are governed by the insurance plan when in effect.)

In accordance with the Family Medical Leave Act policy described below, any paid leave for which an employee qualifies under our policies runs concurrently with unpaid Family and Medical Leave.

Nothing above is meant to interfere with an employee’s rights under the Pregnant Workers Fairness Act.

5.3.7

Bereavement

Pursuant to the Family Bereavement Leave Act, any employee eligible for leave under the Family and Medical Leave Act is also eligible for up to ten (10) working days of unpaid leave in the event of the death of a “covered family member,” which includes an employee's child, stepchild, spouse, domestic partner, sibling, parent, mother-in-law, father-in-law,

grandchild, grandparent, or stepparent. Additionally, this leave applies to an employee's absence from work due to a miscarriage, failed adoption, failed fertility treatment, and other similar circumstances as defined within the Family Bereavement Leave Act. The purpose, requirements, scheduling, and all other terms of the leave are governed by the Family Bereavement Leave Act.

Requests for bereavement leave should be made to the employee’s supervisor with as much advance notice as possible. Leave in this section is to work in coordination with the Paid Bereavement available to employees and not in addition to.

Individuals may request paid time off for three (3) days for the death of an immediate family member as described above Additional forms of unpaid bereavement leave may also be available pursuant to law, including but not limited to the Child Extended Bereavement Leave Act (820 ILCS 156/1 et seq.) Requests should be made to Human Resources. Any bereavement leave must be submitted to and approved by the Human Resources department, which will record it in Paycom.

5.3.8 Jury Duty

The first four days of Jury Duty will be paid at the employee’s full salary. Proof of Jury Duty service must be submitted to Human Resources in order to receive pay for those days.

5.3.9 Blood and Organ Donation Leave

A full-time employee who has been employed by Perspectives for at least six (6) months may, upon obtaining approval from the Human Resources department, take up to one (1) hour paid leave every fifty-six (56) days to donate blood and up to ten (10) days of paid leave in any 12-month period to donate an organ. Such leave must be requested at least five (5) days in advance of the planned absence by submitting a written request to the Human Resources department. The employee shall cooperate with the Human Resources department to schedule this leave in a manner that is least disruptive to the school. The Human Resources department may request verification that the employee used the time requested to donate blood or for an organ donation.

5.3.10

Voting Leave

If an employee is eligible to vote at any popular election, the employee is encouraged to vote before normal working hours or at the end of the working day. If voting at those times is not possible, the employee may leave work for up to two (2) hours between the time of the opening and the closing of the polls. The employee must request the voting time off from the employee’s supervisor prior to the day of the election. The supervisor may determine the actual hours that the employee may leave to vote. Non-exempt hourly employees will generally not be paid for any hours not worked. The only exception would be those employees whose work hours begin less than two hours after the polls open AND end less than two hours before the polls close. In short, only those employees who, due to their scheduled work hours, would not have two hours to get to the polls would be entitled to up to two paid hours for the purpose of voting

5.3.11 School Visitation Leave

Employees who have been employed by Perspectives for at least six (6) consecutive months and work at least twenty (20) hours per week, may take a total of eight (8) hours of unpaid leave during any school year to attend school conferences and classroom activities of their children, if the conference or activity cannot be scheduled during non- working hours. No more than four hours of leave may be taken in any one day. The employee must use all available paid time off and other available leave (except sick leave) for school visitation before being eligible for unpaid school visitation leave. Before arranging attendance at the conference or activity, the employee must provide Perspectives with a written request for school visitation leave at least seven (7) days in advance of the time it will be taken; however, in emergency situations, no more than twenty-four (24) hours’ notice is required. Employees have to consult with their supervisors to schedule the leave so as not to unduly disrupt Perspectives’ operations. As a condition of being granted school visitation leave, employees have to provide a verification statement (in accordance with and as defined by applicable Illinois law) from the school within two working days of the school visitation, if requested by Perspectives.

5.4 Unpaid Leave Policies

5.4.1

Extended Leaves of Absence

Occasionally it may be necessary for an employee to be absent from his/her job for an extended period of time. Perspectives understands the occasional need for such an absence. However, extended absences can cause confusion in work scheduling and the need for replacements. Therefore, employees are urged to request extended leaves of absence only when they are clearly necessary. All extended leaves of absence are generally unpaid, unless the employee qualifies for short- or long-term disability benefits or other paid leave as described in this Handbook

Requesting a Leave:

Employees who are absent or expect to be absent from work for more than five. (5) consecutive workdays will need to request a leave of absence. All requests for leave of absence must be submitted to the employee’s supervisor or directly to the Human Resources department in writing at least thirty (30) days in advance of the start of the leave. A delay in submitting this request could result in a delay in the start of the leave. The employee will be notified if the leave request is approved. Employees are required to make an effort to schedule a leave so as not to disrupt School operations. If the leave is due to an emergency or is otherwise not foreseeable the employee must provide notice as soon as practicable. During the leave, the employee may be required to report periodically on the employee’s status and intention to return to work.

An employee shall not be granted a leave of absence for the purpose of seeking or taking employment elsewhere, working elsewhere or operating a private business. Unauthorized work while on a leave of absence could result in disciplinary action, up to and including discharge.

Return or Extension of Leave:

Any extension of time for an employee’s leave of absence must be requested in writing at least two days prior to the scheduled date of return to work, together with written documentation to support the extension. An employee’s failure to either return to work on the scheduled date of return or to apply in writing for an extension prior to that date will be considered to be a resignation of employment effective as of the last date of the approved leave.

If the employee’s leave of absence is related to a medical condition, the employee will be required to provide medical certification that they are able to perform the essential functions of the job, with or without reasonable accommodation, before returning to work.

A leave of absence will not affect the continuity of employment. The employee’s original date of employment remains the same for seniority purposes. However, the employee will not accrue any benefits, including paid time off, during the period of unpaid leave.

The maximum time on a leave of absence, all types combined, and including all extensions, is a maximum of three (3) months in a rolling twelve (12) month period, or the time period necessary to comply with the Americans with Disabilities Act, if applicable, whichever is longer. If an employee requires an extension beyond three (3) months due to a disability and/or handicap, Perspectives encourages the employee to contact the Human Resources department, who will be happy to meet with to discuss the request and any possible reasonable accommodations. Such requests are handled on a case-by-case basis to assess and consider individualized circumstances.

Coordination of Leaves/Benefits:

The following rules explain how the time off policies and certain insurance benefits are coordinated:

● All leaves of absence that an employee may qualify for at the same time are to be taken at the same time.

● All time missed from work that qualifies for both Workers’ Compensation and FMLA will be counted toward the employee’s twelve (12) weeks of FMLA.

● If an employee otherwise qualifies for Workers’ Compensation benefits, the employee shall collect such payments at the same time as FMLA.

● If an employee otherwise qualifies for other types of paid-time-off programs, such as paid vacation days, sick days or maternity/paternity paid leave, the employee must substitute those paid days for any unpaid FMLA and/or NonFMLA Medical or Personal Leave. This means that the employee must take such paid-time-off at the same time as unpaid FMLA and/or Non-FMLA Leave.

5.5 Family and Medical Leave of Absence (“FMLA”) Policy

1. Basic Entitlement. If an employee has been employed by Perspectives for at least twelve (12) months (considering all time worked within the past seven (7) years) and has worked at

least 1,250 hours during the 12-month period preceding the start of the leave, the employee is eligible for up to a total of twelve (12) work weeks of unpaid leave during any rolling twelve (12) month period for one or more of the following reasons:

a. Because of the birth of the employee’s child and in order to care for such child (within 12 months after the birth of the child),

b. Because of the placement of a child with the employee for adoption or foster care (within 12 months of the placement of the child),

c. In order to care for the employee’s spouse, child, or parents if they have a “serious health condition”,

d. Because of a “serious health condition” that makes the employee unable to perform the functions of the employee’s job, or

e. Because of any “qualifying exigency” (as defined by the Secretary of Labor) arising out of the fact that the employee’s spouse, child, or parent is deployed on active duty in a foreign country (or has been notified of an impending call or order to active duty) in the Armed Forces.

2. Serious Health Condition. For purposes of this policy, “serious health condition” shall be defined in accordance with applicable law and regulations but “generally” means an illness, injury, impairment, or physical or mental condition that involves one of the following:

a. Hospital Care. Inpatient care in a hospital, hospice, or residential medical care facility, including any period of incapacity relating to the same condition, Absence Plus Treatment. A period of incapacity of more than three full consecutive calendar days (including any subsequent treatment or period of incapacity relating to the same condition), that also involves either:

i. Treatment two (2) or more times (within 30 days and provided the first visit takes place within seven (7) days of the first day of incapacity) by a health care provider, by a nurse or physician’s assistant under direct supervision of a health care provider, or by a provider of health care services under orders of, or on referral by, a health care provider; or

ii. Treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of the health care provider (first visit to health care provider must take place within seven (7) days of the first day of incapacity).

b. Pregnancy. Any period of incapacity due to pregnancy, or for prenatal care.

c. Chronic Conditions Requiring Treatment. A chronic condition which: requires at least two.

i. (2) periodic visits for treatment per year by a health care provider, or by a nurse or physician’s assistant under direct supervision of a health care provider; which condition continues over an extended period of time; and may cause episodic rather than a continuing period of incapacity.

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

e. Multiple Treatments (non-chronic conditions). Any period of incapacity to receive multiple treatment (including any period of recovery therefrom) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that would likely result in a period of incapacity of more than three (3)

full consecutive calendar days in the absence of medical intervention or treatment.

3. Qualifying Exigency Leave. Eligible employees (as defined above) are entitled to take up to twelve (12) weeks of unpaid FMLA leave for any qualifying exigency arising out of the fact that a covered military member is on active duty or called to active-duty status. The leave described in this paragraph is available during a 12-month rolling period and may be taken on an intermittent or reduced leave schedule basis. The employee will be required to provide a copy of the covered military member’s active-duty orders or other documentation issued by the military that indicates that the military member is on active duty or call to active-duty status in support of a contingency operation and the dates of the covered military member’s active-duty service. Eligible employees may take all twelve (12) weeks of his/her FMLA leave entitlement as qualifying exigency leave or the employee may take a combination of twelve weeks of leave for both qualifying exigencies leave and leave for a serious health condition (as defined above).With respect to a Qualifying Exigency Leave:

a. A “covered military member” means the employee’s spouse, son, daughter, or parent who is on active duty or called to active-duty status in any foreign country in any of the Armed Forces, including a member of the National Guard or Reserves.

b. A “qualifying exigency” includes the following broad categories: (a) short notice deployment; (b) military events and related activities; (c) childcare and school activities; (d) financial and legal arrangements; (e) counseling; (f) rest and recuperation; (g) post deployment activities, including reintegration activities, for a period of 90 days following the termination of active duty status; and, (h) additional categories that are agreed to by the employer and employee within this phrase.

c. The phrase “son or daughter” is defined as the employee’s biological, adopted, or foster child, stepchild, legal ward, or child for whom the employee stood in loco parentis, of any age for qualifying exigency leave, who is on active duty or called to active-duty status who is of any age. (Note: This definition is different from other sections of this FMLA policy).

d. A “parent” means a biological, adoptive, step or foster father or mother, or any other individual who stood in loco parentis to the employee when the employee was a son or daughter, but it does not include “parents in law”.

4. Military Caregiver Leave. Perspectives’ employees employed for at least twelve (12) months, and who have worked at least 1,250 hours during the 12-month period preceding the start of the leave, who work at or report to a work site which has fifty (50) or more Perspectives employees within a 75-mile radius of that work site, and are a spouse, child (of any age for military caregiver leave), parent or next of kin of a Covered Service member, as defined below, are entitled to a total of twenty-six (26) workweeks of unpaid leave during a single 12month period to care for the Covered Service member (including twelve (12) workweeks for any other FMLA qualifying reason). The leave described in this paragraph shall only be available during a single 12-month period beginning as of the date the leave commences and ending 12 months after that date (and any unused amounts are forfeited).

Military Caregiver Leave may be permitted more than once if necessary to care for a different Covered Service member (or the same Service member with multiple or subsequent injuries or illnesses) up to a combined total of twenty-six (26) workweeks in a twelve (12) month

period. However, the employee’s total available leave time in any single 12-month period generally may not exceed a combined total of twenty-six (26) workweeks (including FMLA time off taken for any other reason); except as provided under the FMLA regulations. The employee will be required to timely submit the completed paperwork provided and available from our Human Resources department as a condition of receiving approved Military Caregiver Leave; except as provided under the FMLA regulations. NOTE: the 12-month computation period for this type of leave differs from the other types of FMLA leave.

With respect to Military Caregiver FMLA Leave:

a. “Covered Service member” means a member of the Armed Forces, including a member of the National Guard or Reserves, who (i) is undergoing medical treatment, recuperation, or therapy, (ii) is otherwise in outpatient status, or (iii) is otherwise on the temporary disability retired list, for a serious injury or illness; or is a veteran (discharged for other than “dishonorable” reasons) who was on active duty at some point in the five (5) year period prior to the date when the medical treatment, recuperation or therapy for a serious injury or illness that necessitates the Caregiver’s leave).

b. “Outpatient status” means the status of a member of the Armed Forces assigned to a military medical treatment facility as an outpatient or a unit established for the purpose of providing command and control of members of the Armed Forces receiving medical care as outpatients.

c. “Next of kin” means the nearest blood relative of that individual (regardless of age) other than an employee’s spouse, son, or daughter. Employees are required to provide confirmation of the relationship upon request. The Service member may designate the blood relative who is considered his/her next of kin; otherwise, the following order generally will apply: blood relatives granted custody by law, brother/sister, grandparents, aunts/uncles, and then first cousins.

d. “Serious injury or illness” means an injury or illness incurred by the Service member in the line of duty on active duty in the Armed Forces (or existed before the beginning of the Service member’s active duty and was aggravated by service in the line of duty) that (i) may render the Service member medically unfit to perform the duties of the member’s office, grade, rank or rating, or (ii) in the case of a veteran Service member, that manifests itself before or after the member became a veteran.

5. Spouses Employed by Perspectives. If an employee’s spouse also works for Perspectives and both employees become eligible for a leave under paragraphs 1a. or 1b. above, or for the care of a sick parent under paragraph 1c. above, the two employees together will be limited to a combined total of twelve (12) workweeks of leave in any rolling 12-month period. In addition, if married employees both become eligible for a leave under the Military Caregiver Family Leave provision above or under a combination of the Service member Family Leave provision, paragraphs 1.a., 1.b. and 1.e. above, or to care for a parent with a serious health condition, the employees together, generally, will be limited to a combined total of twenty-six (26) workweeks of leave in any single 12-month period, but if the leave taken by the employees includes leave described in paragraphs 1a. through 1e. above, that leave shall be limited to a combined total of twelve (12) workweeks of leave in any rolling 12month period.

6. Medical Certification. If an employee requests leave under paragraphs 1.c., 1.d. or under the

Military Caregiver Leave provision above, Perspectives may ask the employee to submit a completed medical certification form or an Invitational Travel Order or Authorization from the Department of Defense (for Military Caregiver Leave) to Human Resources before the leave can be approved. The medical certification form or Invitational Travel Order or Authorization must be submitted no later than 15 days after a request has been made by the Perspectives. In conjunction with providing a medical certification form as it pertains to the leave under paragraph 1.d. above (leave to care for the employee’s own serious health condition), Perspectives may give the employee a job description setting forth the essential functions of the position for the employee’s health care provider to review in conjunction with completing the medical certification form. If a medical certification form for leave under paragraphs 1.c. or 1.d. is deemed to be incomplete or insufficient, Human Resources will specify in writing what information is missing. The employee will then have seven (7) days to provide the requested information.

a. For leave under paragraphs 1.c. or 1.d., the employee will be required to submit a new medical certification form for each leave year for a medical condition(s) that lasts longer than one year. Additionally, the employee is required to submit a recertification of an ongoing condition every six (6) months in connection with an absence where the duration of the condition is described as “lifetime” or “unknown”.

b. At its discretion, Perspectives may require a second medical opinion and periodic recertification to support the continuation of a leave under paragraphs 1.c. or 1.d. If the first and second opinions differ, a third opinion can be obtained from a health care provider jointly approved by both the employee and Perspectives (unless the employee accepts the second opinion as determinative).

7. Intermittent Leave. If certified as medically necessary for the serious health condition of either the employee or the employee’s spouse, child or parent (Paragraphs 1.c. and 1.d., above), or to care for a Covered Service member if the employee is a spouse, child, parent or next of kin to the Covered Service member (Paragraph 3, above), leave may be taken on an intermittent or reduced leave schedule. Intermittent leave also may be taken if the employee qualifies for leave because of a qualifying exigency as described in Paragraph 1.e., above, subject to the submission of a certification prescribed by the Secretary of Labor. An employee taking leave to care for a newly born or newly placed child may only take intermittent leave with the written consent of his/her supervisor and Human Resources (unless such leave is due to a serious health condition of the mother or child).

a. If leave is requested on an intermittent basis, Perspectives may require that the employee transfer temporarily to an alternative position which better accommodates recurring periods of absence or to a part-time schedule, provided that the position offers equivalent pay and benefits. Further, if the employee requires leave intermittently or on a reduced leave schedule for planned medical treatment, the employee must make a reasonable effort to schedule the treatment so as not to disrupt Perspective's operations.

8. Light Duty Work Assignments. While voluntarily performing in a light duty capacity while on FMLA leave, that time does not count against the employee’s 12-week FMLA allotment. In effect, the employee’s right to restoration is held in abeyance during the period of time the employee is performing in a light duty capacity (or until the end of the applicable 12- month FMLA leave year if longer).

9. Notification and Reporting Requirements. All requests for leaves of absence must be submitted to the employee’s supervisor or the Human Resources Manager at least thirty.

a. (30) days in advance of the start of the leave, except when the leave is due to an emergency or is otherwise not foreseeable. If the leave is not foreseeable, the employee must provide notice as soon as “practicable,” which generally means either the same day or the next business day that the employee learns of the need for leave, in the absence of any unusual circumstances. A delay in submitting an FMLA leave request may result in a loss of FMLA protections and/or a delay of the start of the leave. The employee’s supervisor will forward the request to the Human Resources Manager for approval.

b. The employee must respond to Perspectives’ questions relative to the leave request so that Perspectives can determine if the leave qualifies for FMLA protection. Failure to do so may result in loss or delay of FMLA protections. If the employee is seeking leave due to a FMLA-qualifying reason for which Perspectives has previously granted an FMLA- protected leave, the employee must specifically reference the qualifying reason or need for FMLA leave at the time of the request to be away from work. It is not sufficient to simply “call in sick” without providing additional information which would reasonably cause Perspectives to believe the absence/time away from work may qualify as an FMLA qualifying event. In all cases in which the employee is seeking leave under this policy, the employee shall provide such notice to Perspectives consistent with Perspectives established call-in procedures so long as no unusual circumstances prevent the employee from doing so. Failure to comply with the call-in procedures may result in a delay or denial of FMLA protected leave.

c. Employees must make an effort to schedule leave so as not to disrupt business operations. During the leave, the employee may be required to report periodically on the employee’s status and intention to return to work. Any extension of time for the leave of absence must be requested in writing prior to the scheduled date of return to work, together with written documentation to support the extension. The employee’s failure to either return to work on the scheduled date of return or to apply in writing for an extension prior to that date will be considered to be a resignation of employment effective as of the last date of the approved leave. Employees on leave for their own serious health condition must provide fitness-for-duty releases from their health care provider before they will be permitted to return to work. The employee’s maximum time on a leave of absence, all types combined, and including all extensions, cannot exceed a total of twelve (12) weeks in a rolling twelve month period, unless the employee is a spouse, child, parent, or next of kin on leave to care for a Covered Service member, in which case the leave can last for up to twenty-six (26) workweeks in a single twelve (12) month period.

d. An Employee shall not be granted a leave of absence for the purpose of seeking or taking employment or working elsewhere or operating a private business. Unauthorized work while on a leave of absence will result in disciplinary action, up to and including discharge.

e. A leave of absence will not affect the continuity of an employee’s employment. The employee’s original date of employment remains the same for seniority purposes. However, the employee will not accrue any benefits during the period of leave.

10. Employee Benefits During Family and Medical Leave of Absence. An employee will be permitted to maintain health and dental insurance coverage for the duration of the leave

under the same conditions’ coverage would have been provided if the employee had remained actively at work. However, the employee must make arrangements for the continuation of and payment of insurance premiums before the leave status begins. If the employee does not return to work after the leave, or if the employee fails to pay the employee’s portion of the premiums, the employee will be required, to reimburse Perspectives for the costs and expenses associated with insurance during the leave to the extent allowed by the FMLA.

11. Return From a Family and Medical Leave. If an employee returns from leave on or before being absent for twelve (12) workweeks in a rolling twelve (12) month period or twenty-six (26) workweeks during a single twelve (12) month period if under the Service member Family Leave provision, the employee will be restored to the same or to an equivalent position to the one held when the leave started. Of course, the employee has no greater right to reinstatement or to other benefits and conditions of employment than if the employee had been continuously employed during the FMLA leave period. In determining whether a position is “equivalent,” Perspectives would look at whether the position had substantially similar terms and conditions of employment and whether the position entails similar duties, skills, efforts, responsibilities, authority, privileges and status.

a. If the leave was due to the employee’s own serious health condition, the employee will be required to submit a fitness-for-duty certification from the treating health care provider in accordance with Perspectives’ normal policies and practices applicable to other leaves of absence, certifying that the employee is able to resume work and perform the essential functions of the job (either with or without a reasonable accommodation). A list of the essential job functions will be made available to the employee for compliance with this requirement prior to Perspectives designating the leave as FMLA leave. If a reasonable job safety concern exists, the employee also may be required to provide a fitness for duty certification up to once every 30 days before returning from an intermittent or reduced schedule FMLA leave related to the employee’s own serious health condition. Generally, a returning employee will be permitted to return to work within two (2) business days of Perspectives’ receipt of a valid fitness for duty release.

b. If an employee fails to return to work at the expiration of an approved Family and Medical Leave without authorized or otherwise good cause, it will be considered to be a resignation of the employee’s employment with Perspectives. Likewise, an employee on FMLA leave who provides notice of their intent not to return to work upon expiration of a leave will lose their entitlement to FMLA leave and related benefits.

12. Key Employees. Certain highly compensated key employees may be denied reinstatement when necessary to prevent “substantial and grievous economic injury” to Perspectives’ operations. A “key” employee is a salaried Employee who is among the highest paid 10% of Employees at that location, or any location within a 75-mile radius. Employees will be notified of their status as a key employee, when applicable, after they request Family and Medical Leave.

13. Coordination with Other Policies. Employees must substitute any accrued paid vacation days, personal time, and sick days (if they otherwise qualify) for unpaid leave under this policy, and any such paid time off must be taken concurrently with Family and Medical Leave.

If an employee otherwise qualifies for disability pay, the employee will collect it at the same time as on unpaid Family and Medical Leave.

a. Further, if the employee otherwise qualifies for any other type of leave of absence, the employee must take that leave at the same time as the Family and Medical Leave. All time missed from work that qualifies for both Family and Medical Leave, and for workers’ compensation, will be counted toward the Family and Medical Leave. To receive any type of paid time off benefit while on FMLA leave, the employee is required to meet Perspectives’ conditions for taking the paid leave (although Perspectives may in its discretion waive any procedural requirement for the paid leave in appropriate circumstances).

14. Anti-Retaliation Provisions. Be assured that no retaliation will be taken or tolerated against any employee who exercises his/her rights under our FMLA policy. If an employee believes they have been the victim of any discrimination or retaliation under this policy, they are encouraged to contact Human Resources so that the matter can be promptly investigated and remedied as appropriate.

15. Nothing in this policy is meant to confer anything in addition to the FMLA and its regulations. As such, any ambiguity or nonconformity with law will default to the FMLA.

5.6 Non-FMLA Medical Leaves

Employees who become medically unable to work due to an illness or injury, and who do not qualify for an FMLA Leave, may still qualify for an extended non-FMLA Medical Leave.

To qualify for a Non-FMLA Medical Leave, the employee must submit to Human Resources certification from the treating health care provider verifying the employee’s medical condition, the need for the leave, and the length of time the employee will be unable to work. Also, as a condition of the Non-FMLA Medical Leave, the employee must grant Perspectives the right to verify the medical condition on a periodic basis during the leave of absence. Nothing in this section is meant to confer any right to a continued leave of absence.

Return From a Non-FMLA Medical Leave - In granting a Non-FMLA Medical Leave, employees should understand that it is not possible to guarantee that a job will be available upon return (however, Perspectives will follow the requirements of the Americans with Disabilities Act, where applicable). At the end of a Non-FMLA Medical Leave, the employee will only be reinstated if the employee submits a fitness-for-duty certificate from the treating health care provider, and there is a job available for which the employee is qualified to perform at that time. This policy will be applied on a case-by-case basis to assess and consider individual circumstances.

Continuation of Insurance - If an employee otherwise qualifies, the employee may continue health insurance coverage during a Non-FMLA Medical Leave under the terms of a federal law called COBRA, by paying the entire premium on a timely basis. The employee must make arrangements for insurance continuation by submitting the COBRA election form within the prescribed period of time. Failure to pay the insurance premium on time could result in cancellation of coverage. If an employee’s insurance is canceled either because the employee chose not to continue coverage during the leave or because of non-payment of the premium, the availability of health insurance may be restricted or limited under the federal law commonly known as HIPAA.

5.7 Personal Leaves

Employees may request an unpaid Personal Leave of Absence of up to twelve (12) weeks per year. Employees must use all accrued sick time prior to going on a Personal Leave of Absence. There must be a legitimate need for Personal Leave, and such leave should not interfere with departmental operations. Each request for a Personal Leave of Absence will be considered on an individual basis. Whether to grant Personal Leave, and the duration of the leave, is at management’s discretion, taking the reason for the leave and the urgency of the employee’s situation into consideration.

Return From a Personal Leave - In granting a Personal Leave of Absence, employees should understand that it is not possible to guarantee that a job will be available upon return. At the end of a Personal Leave, an employee will only be reinstated if there is a job available for which the employee is qualified at that time.

Continuation Of Insurance - If the employee chooses to continue group health insurance during a Personal Leave, the employee may do so by paying the entire insurance premium due at the beginning of each month, in accordance with the terms of COBRA. Failure to pay the premium on time could result in cancellation of coverage. If insurance is canceled, either because the employee chose not to continue coverage during the leave or because of non-payment of the premium, the availability of health insurance may be restricted or limited under the federal law commonly known as HIPAA.

5.7.1 Military Leave

Should an employee’s employment with Perspectives be interrupted by active military duty or by reserve training obligations, Perspectives will grant a military leave of absence and reinstatement rights in accordance with all applicable federal and state laws. Such leave is unpaid unless differential pay is required by law. An employee has to give Perspectives advance notice of the upcoming military leave (unless it would be unreasonable to do so). At the end of a military leave, the employee may be able to return to Perspectives, subject to applicable federal and state laws.

5.7.2 Illinois Family Military Leave

In recognition of the country’s service members, Perspectives offers a period of leave for employees who are parents and spouses of service men and women called to extended military service. If an employee’s spouse, son, or daughter has been called to military service for a period exceeding thirty (30) days pursuant to the orders of the Illinois Governor or U.S. President, the employee may be eligible for leave under the Illinois Family Military Leave Act. To be eligible, the employee must have been employed by Perspectives for at least twelve (12) months and at least 1,250 hours of service during the twelve (12)-month period immediately preceding the start of the leave.

Leave under the Illinois Family Military Leave Act can be taken for up to thirty (30) days. The leave may be taken in consecutive, periodic, or partial day absences during the period in which the employee’s family member’s military unit has been mobilized and is preparing to leave its base to prepare for combat.

The employee must provide certification from the relevant military authority verifying your

eligibility as the spouse or parent of an individual called to military service of greater than thirty (30) days.

Notice

If the leave requested consists of five (5) or more consecutive workdays, the employee should provide Human Resources notice of at least fourteen (14) days in advance of the start of the leave, when possible. Leave of shorter duration requires notice to Human Resources as soon as practicable.

Return from a Family Military Leave

If an employee returns to work at the end of a permitted leave period, the employee will be restored to the same or to an equivalent position to the one held when the leave began. Of course, the employee has no greater right to reinstatement or to other benefits and conditions of employment than if the employee had not been on leave.

Employee Benefits During Family Military Leave

An employee will be permitted to maintain health insurance coverage for the duration of the leave under the same conditions’ coverage would have been provided if the employee had remained actively at work. However, the employee must make arrangements for the continuation of and payment of insurance premiums before going on leave status.

5.7.4 VESSA Leave (for matters involving domestic violence)

Perspectives will allow an employee who is a victim of a crime of violence, including domestic or sexual violence or who has a family or household member who is a victim of a crime of violence, including domestic or sexual violence to take up to a total of 12 weeks of unpaid leave from work during any rolling 12-month period under the Victims Economic Security and Safety Act (VESSA) for the reasons stated in the Act and subject to the restrictions and exceptions provided in the Act. Any employee who desires to leave pursuant to this policy must complete, sign, and submit an application and related documents to the Human Resources department. Perspectives will protect the confidentiality of documentation and information provided as part of a VESSA leave as provided for under Illinois law.

Eligibility

Generally, to be eligible for VESSA leave the employee must either be a victim of domestic violence or a family or household member of such a victim. Leave may be taken for the following reasons:

● To seek medical attention or treatment.

● To seek psychological counseling.

● To obtain victim services.

● To relocate for reasons of safety.

● To seek legal assistance; and/or

● To participate in a related court proceeding.

Leave Time

Employees who need to take a leave of absence under VESSA should speak with HR to discuss the length and schedule of the leave. If an employee is applying for VESSA leave for a condition that also qualifies for FMLA leave, the leave time will also count as FMLA leave and will run concurrently with FMLA leave. Otherwise, the VESSA leave time will be in addition to FMLA time off.

Notice Required

The employee must provide the supervisor with advance notice (at least forty-eight (48) hours) of the intention to take the leave if the employee had advance notice of the need for the time off. If such notice is not possible, the employee must notify management as soon as is practicable.

Certification Required

If an employee is eligible for VESSA leave and seeks to use it, the employee must provide HR with certification (a sworn statement) that: (a) states that the employee or a family member is a victim of a crime of violence, including domestic or sexual violence or who has a family or household member who is a victim of a crime of violence, including domestic or sexual violence; and, (b) includes the reason(s) for taking the leave. In addition to the sworn statement, the employee also must provide corroborating information to support the need for the leave, such as documentation prepared by a victim services organization, attorney, clergy member, medical or professionals who provided assistance to the victim; police or court records; or other corroborating evidence. The supporting documentation may be submitted as it becomes available. Certification must be provided within a reasonable time (generally no later than 15 days) following the request by the Vice President of Human Resources or the employee’s supervisor.

Employment and Benefits

Time off that is approved under this policy is unpaid, and the time spent on VESSA leave will not be considered or counted as “time worked” for the purposes of accruing or earning employment benefits. However, the employee will be permitted to maintain health insurance coverage for the duration of the leave under the same conditions’ coverage would have been provided had the employee remained actively at work. If the employee fails to return from VESSA leave, for reasons other than the continuation or recurrence of domestic violence, the employee is required to repay the premiums that Perspectives paid on the employee’s behalf while on leave.

Upon return from VESSA leave, the employee is entitled to restoration to the position of employment or to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment.

5.8 Pregnancy Accommodations and Nursing Mothers

Illinois law requires employers to provide reasonable accommodations to women on account of pregnancy, childbirth, or medical or common conditions related to pregnancy or childbirth. Essentially, for reasonable accommodation purposes, employers must treat pregnancy and pregnancy-related conditions “like a disability.” In addition, the recently signed Pregnant Workers Fairness Act (PWFA) is a new law that requires covered employers to provide “reasonable

accommodations” to a worker’s known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an “undue hardship.” The PWFA applies only to accommodation.

Perspectives will provide a requested reasonable accommodation to a pregnant applicant or employee (full-time, part-time, or probationary), absent a showing of undue hardship. Reasonable accommodation may include more frequent bathroom breaks, assistance with heavy work, a private space for expressing milk, or time off to recover from pregnancy. Employees may reject accommodation offered by Perspectives at their discretion.

Perspectives does not discriminate because of pregnancy or retaliate against an employee due to a request for reasonable accommodation. For more information regarding these rights, download the Illinois Department of Human Rights fact sheet from their website at https://www2.illinois.gov/DHR/.

Illinois law also provides guidance regarding break time and locations for nursing mothers to express breast milk while in the workplace. Supervisors, colleagues, and co-workers should be supportive, respectful, and sensitive to an employee’s choice to nurse. Perspectives will provide suitable private locations and reasonable break time for employees to express breast milk. Perspectives prohibits discrimination against and harassment of nursing employees who exercise their rights under this policy.

Employee Handbook

I, (print name), have read and fully understand the policies and procedures contained in the 2024-2025 revision of the Perspectives Employee Handbook including but not limited to, the Acceptable Use Agreement set forth in section 3.10.7 of the Handbook; and the Code of Conduct and Whistleblower Protection Policy set forth in the entirety of section 3.13 (encompassing the Ethical Standards) of the Handbook and will abide by such policies and procedures contained therein. I understand that the terms of this Handbook may be amended, modified, or deleted at any time during my employment.

Employee Signature

Date

This Form must be returned to the Human Resources department by _, 202_.