2025-2026 Employee Handbook

Employee Handbook

INTRODUCTION

The St. John’s Episcopal Parish Day School Employee Handbook has been designed to acquaint all employees with the School’s personnel policies, procedures, and employee benefits. This handbook is not intended to constitute a legal contract of any kind. Nothing in this handbook or the School’s policies, procedures, rules, or other statements is intended to create a contract between the School and any of its employees. This handbook and the School’s policies, procedures, rules, or other statements do not bind the School to any specific procedures, policies, or plans. Nor do they create any guarantee or entitlement to benefits, working conditions, or privileges of employment; specific policies, procedures, standards, or rules; or a definite term or period of employment.

The School reserves the right to modify, change, withdraw, or terminate any or all such policies, practices, and benefits in whole or in part, at any time, with or without notice. St. John’s will make every attempt to give timely notice of substantive changes in policy.

Employment at St. John’s is at-will, for no definite period, and may be terminated at any time without prior notice. The School remains free to act according to the best judgment of its administration and to change, interpret, withdraw, or add to the policies, principles, standards, and practices described in the handbook at any time without prior notice, consideration, or approval by any employee or employee group. Since employment with the School is at will, either the School or the employees have the right to terminate employment at any time, for any reason, with or without cause, and with or without notice. No supervisor or member of management, except for the Head of School with the consent of the Board of Trustees, has the authority to bind the School to an employment contract for any specific period of time with any employee. The only valid contract for employment for a definite term between the School and any employee must be in writing and signed by the Head of School with the consent of the Board of Trustees.

Employees are required to observe, follow, and comply with the School’s policies, procedures, and rules, including those that are contained in this Handbook. Compliance with the School’s policies, procedures, and rules is a condition of continued employment with the School. Employees are responsible for keeping informed and complying with future changes in the policies, practices, standards, and rules of the School, which will be communicated to employees from time to time. The Handbook applies to all employees of St. John’s, both full-time and part-time, including faculty, coaches, administrators, and staff. The material in this Handbook supersedes all previous St. John’s Episcopal Parish Day School employee handbooks or policies and procedures on the same subject matter.

CORE VALUES

Academic Excellence: St. John’s proudly prioritizes academic excellence, an evolving concept in today’s dynamic world. Never static, the St. John’s curriculum not only prepares its students for future academic success but also builds a platform for students to explore confidently and creatively an ever-changing world of opportunities.

Citizenship: St. John’s is committed to our internal St. John’s family and our surrounding community. This commitment means we are servants to each other after the example of Christ, and we recognize that the blessings we enjoy provide us with the opportunity and obligation to give back.

Diligence: St. John’s fosters an environment in which the simple pursuit of our goals defines success. Initiative, effort, and personal responsibility, once instilled, help St. John’s students overcome any perceived obstacle, building resilience, and empowering the individual to define their own growth.

Inclusiveness: Situated just outside of the heart of downtown Tampa, St. John’s strives to reflect our city’s diverse communities. As an Episcopal school, we seek to cultivate open hearts and open minds, and understand the power of cultural and spiritual inclusivity in our increasingly global environment.

Integrity: St. John’s honors the high ethical standards we set for ourselves and each other, and we lead by example in our lives both inside and outside St. John’s.

EPISCOPAL IDENTITY

St. John’s is an Episcopal Parish Day School and as such has a foundation in the Christian faith. We seek to integrate religious and spiritual formation into the overall curriculum and life of our school community in a way that celebrates the inclusiveness that is the Mission of Episcopal schools. We invite all who attend and work at St. John’s – Episcopalians and non-Episcopalians, Christians and non-Christians, and people of no faith tradition – both to seek clarity about their own beliefs and religions and to honor those traditions more fully and faithfully in their own lives. Above all, we exist not merely to educate, but to demonstrate and proclaim the unique worth and beauty of all human beings as creations of a loving, empowering God.

HISTORY OF ST. JOHN’S EPISCOPAL PARISH DAY SCHOOL

The School was founded in September 1951 by Father C. W. Brickman, then Rector of St. John's Parish, making St. John's the oldest Episcopal school in Central Florida and the second oldest in the state. In 1954, Father George Burchill became the School's first full time Headmaster. He retired in December 1992, after 38 years of service. During the long Burchill tenure, the School became widely known for its academic rigor. School facilities at the Orleans Avenue campus were expanded and enrollment increased accordingly. In the mid-1970s, a small campus on Rome Avenue was purchased and remodeled, providing a separate place for four and five year old kindergarten students.

In 1999, when it was determined that expanding the existing main campus on Orleans Avenue would be difficult at that time, the St. John's Parish Vestry purchased a substantial land parcel on Plant Avenue with two buildings in order to create a separate Middle School campus. A successful capital campaign brought in over $4 million, enough for the land purchase and nearly all the expenses of reconstructing the existing buildings, as well as adding a new gymnasium and classroom annex. The remodeled buildings, including a new chapel, were opened to 5th through 8th grades (Forms VII through X) in August 2001. The gymnasium and classroom annex, including a science laboratory, were opened in the fall of 2002. During the summer of 2004, the Primary School was completely refurbished and doubled in size to accommodate an additional class in pre-kindergarten and kindergarten.

Early in 2000, steps were taken to create the School's first Board of Trustees and to establish a separate non-profit corporation for the School. Corporate ownership of the campuses and facilities was settled on the members of the Parish Vestry. The new Board of Trustees began its service in July 2000. Gordon R. Rode was appointed Headmaster on July 1, 2005. During the 2008-2009 school year, the Board of Trustees developed a plan which increased enrollment from 400 to 600 students. In September 2012, the Board of Trustees revised the Mission and Philosophy of the School and, over the 2013-2014 school year, updated the Strategic Plan to consider academic program, extra-curricular, technology, and facilities needs for the next five years and beyond. Robert S. Stephens was appointed the School’s eighth Head of School, in January 2014. During the 2017-2018 school year, the Strategic Plan was updated by a ten person committee consisting of students, teachers, administrators, parents, and trustees, and the Strategic Plan was approved by the Board of Trustees in March 2018. The newly adopted Strategic Plan included a statement about the school's Episcopal Identity, Core Values, the Mission Statement and Vision Statement, and Strategic Plan Goals & Strategies. Additionally, in March 2018, the Board of Trustees appointed Hugh Jebson as the School's next Head of School beginning on July 1, 2019, and Stuart Work was appointed the School's Interim Head of School for the 2018-2019 school year. Hugh became permanent Head of School on July 1, 2019.

MISSION STATEMENT

St. John’s prepares each of its students for lifelong intellectual and spiritual growth by providing a superior educational experience within a nurturing Christian environment.

PHILOSOPHY

St. John’s develops and nurtures an environment of trust, respect, and recognition of the personal dignity of each individual. A diverse community is valued, and differing experiences and perspectives are encouraged and respected. Any behavior that compromises these standards is unacceptable. Central to the St. John’s educational mission is the opportunity for students to develop their highest potential to learn. Whether in the classroom, on the field, or on the stage, St. John’s students are expected to maintain positive and respectful interactions with their teachers and peers, remain mindful of all School rules, and approach their work with an appropriate seriousness of purpose.

ATTENDANCE AND ABSENCES

Present and On Time: Employees are expected to report for duty at the time(s) designated in the Employee Handbook. Maintenance staff should report at the time agreed upon by their campus supervisor. Except for approved meals or other breaks, all employees are to continue to work until the end of scheduled hours unless earlier released from duty by a supervisor. If employees are absent without notification, or with notification but without an excuse acceptable to St. John’s, they will be subject to disciplinary action, up to and including termination.

Reporting Absence and Tardiness: Employees are required to call, text, or email as soon as possible before they are scheduled to report to work, when they are going to be absent or tardy except:

• When the absence or tardy has been approved in advance; or

• When the absence or tardy is excused pursuant to the school’s policies concerning sick leave, workers’ compensation, or shortor long-term disability.

To report an absence or tardy, employees must call, text, or email their immediate supervisor. If the absence is for a classroom teacher, no less than three hours’ notice is required to help facilitate a substitute. If the immediate supervisor is not available, however, employees must call, text, or email both the respective campus Administrative Assistant and the Executive Assistant to the Head of School. Every effort should be made to first communicate the absence or tardy personally by telephone. Employees may not leave only a voice message. Employees who leave a voice message must also send a contemporaneous email.

Failure to call, text, or email as provided herein will serve as grounds for discipline, up to and including termination, unless the supervisor is satisfied that the failure to call, text, or email was for a reason beyond the employee’s control and was otherwise justified, as determined solely by St. John’s.

If an employee needs to leave during the school day for an unplanned emergency, the employee must speak to the appropriate Division Director or Administrator. If the campus Division Director or Administrator is not available, the employee must speak to the Chief Financial Officer/Chief Operations Officer or Head of School. Leaving a message, sending an email, or text message with any of the individuals listed in this section will not be sufficient.

Pre-Planned Absence: In the event of a half or full day’s pre-planned absence, which is known prior to the start of the school day, the employee must complete the Planned Absence Form and submit it to the appropriate Division Director or Administrator at least two weeks in advance of the absence.

For Administrators: In the event of a qualified half or full day absence (as per the Employee Handbook), the Administrator must complete the Administrator Planned Absence Form and submit it to the Head of School for approval at least two (2) weeks in advance of the requested absence.

For Faculty Members: In the event of a qualified half or full day absence (as per the Employee Handbook), the faculty member must complete the Academic Planned Absence Form and submit it to the appropriate Division Director for approval at least two (2) weeks in advance of the requested absence. In the event a faculty member is absent for any reason, the faculty member must leave the following in the office in advance of the absence: daily duties, class lists, seating charts, and detailed lesson plans. Failure to do so may be grounds for disciplinary action, up to and including termination.

For Staff Member: In the event of a qualified half or full day absence (as per the Employee Handbook), the staff member must complete the Staff Planned Absence Form and submit it to the appropriate Administrator for approval at least two (2) weeks in advance of the absence

No Show: Employees who fail to report to work for three (3) consecutive business days without notifying St. John’s of the absence will be considered as having voluntarily resigned as the result of job abandonment.

Verification: St. John’s may require an employee to establish to its satisfaction that an absence or tardiness was based upon a legitimate reason that may, in the case of sickness or injury, include the presentation of a medical excuse from a health care provider acceptable to St. John’s. If an employee is absent for three consecutive workdays or more, the employee must return to school with the presentation of a medical excuse from a health care provider acceptable to St. John’s.

AUDIO AND VIDEO RECORDING

The audio or video recording by an employee of any workplace conversation, comments, or meeting concerning St John's Episcopal Parish Day School are prohibited, absent prior approval from the Head of School.

BEREAVEMENT LEAVE

Three Bereavement days for the death of an immediate family members are given and are not counted as personal or vacation days. These days may not be carried over, are forfeited if not used, and will not be paid as compensation upon termination of employment.

BENEFITS (SEE APPENDIX A: EMPLOYEE BENEFITS HANDBOOK)

The School provides a comprehensive benefits program to meet the needs of our employees. Details of the program are available in the Employee Benefits Handbook

CAMPUS PARKING

Primary Division: Street parking is available along Watrous and Rome Avenues. Please avoid parking alongside the yellow painted curbs. Please do not block residential driveways.

Lower Division: Street parking is available on the left-hand side of South Orleans between Bayshore and Morrison. Please do not park on the right-hand side of South Orleans during drop off and pick up. There is also parking available along Willow Ave (parallel to Orleans) and Morrison Avenue. Please do not block residential driveways.

Middle Division: The Middle Division Faculty parking is available in the large parking lot at the corner of West Platt Street and Plant Avenue.

CHAPEL

Faculty are expected to attend the chapel service held in their respective divisions.

CHATGPT

In November of 2022, OpenAI released ChatGPT, an Artificial Intelligence (AI) chatbox capable of creating humanlike responses which has captivated nearly all sectors including education. At this time, the Technology Department and Administrative Team at St. John’s is researching the most effective and appropriate ways to utilize this technology. In alignment with our commitments to academic excellence and integrity, we expect that all work that is submitted by students or completed by faculty and staff as part of their professional obligations is their original, authentic work and has not been generated by ChatGPT or any other AI tool.

COMMUNICATIONS AND CONFIDENTIALITY

Parent communication should be timely, accurate, and sensitive to confidentiality. Faculty should make the first communication with each student’s parents a positive one. Faculty and staff must be careful to maintain absolute professional confidentiality about all internal school matters. Information and opinions about students, families, policies, one’s colleague(s), and indeed any school matter are not appropriate for sharing with parents. Parents should receive only evaluative information and assistance for their own children.

If in doubt about a situation, consult first with the Division Director. Faculty with their own children in school are particularly susceptible to pressures. No confidential materials should be left where students or substitutes could see them. Faculty members are expected to return phone calls and emails within 24 hours. Inappropriate communication from a parent should be shared with the Division Director before replying.

Faculty should not allow a spontaneous conversation with a parent to veer into a discussion of students. Email communication is encouraged, and the Division Director should be copied. Faculty and administrators should use their school addresses for all schoolrelated business.

Furthermore, no employee shall disclose confidential information gained by reason of his or her employment or position with St. John’s except as part of the regular duties of the employee, and the employee may not use confidential information for personal gain or benefit.

Responding to Email and Calls: Responding to messages is one of the most important aspects of client relations. No email should ever come into the school and go unacknowledged, even if you are away from school. Please use an appropriate out of the office message when you are away from the School or not able to return incoming messages. Please contact the Division Director for the appropriate out of office reply prior to your absence or unavailability. Please note: teachers are not expected to answer emails during class time or whenever students need your attention. In addition, non-exempt employees are prohibited from reading or responding to email or performing any other work outside of his or her scheduled shift without the express written permission of the Head of School.

CONFERENCES

Conferences with parents may be arranged at any time, and may, at either the teacher’s or parents’ request, include the Division Director and/or the Head of School. Should the parents approach the Division Director and/or Head of School first, the administrator may encourage them to first discuss the issue with the teacher in question.

CONFLICT OF INTEREST AND OUTSIDE WORK

Employees shall not solicit or accept any gift from any person doing business with St. John’s, including any parent of any student, without the prior written approval of the Head of School. No employee may take any other action, including engaging in outside employment, which would create a conflict of interest with employment at St. John’s.

During working hours, it is expected that each employee will devote his or her entire time, effort, and energy to the service of the School. Moreover, employees are not permitted to engage in employment outside of their work for the School absent prior written disclosure to and written approval from the Head of School.

Outside work that is approved by the Head of School will not cause absences, tardiness, or otherwise interfere with the operations of the School. If permission to engage in outside employment is granted, it may be withdrawn at any time if, in the opinion of the Head of School, the responsibilities of the job are inconsistent with or affecting the individual’s responsibilities at St. John’s or for any other reasons.

Notwithstanding, employees are not prohibited from engaging in personal, charitable, or educational activities during non-working hours, provided that such activities do not interfere with their job performance or constitute a conflict of interest.

No employee shall directly or indirectly maintain any outside business or financial interest or engage in any outside business or financial activity which conflicts with the interests of the School, as determined by the Head of School.

Solicitation of parents, other than for the School, is absolutely prohibited and may result in disciplinary action. Employees are prohibited from using the School’s property, supplies, equipment, or other resources for purposes unrelated to work for the School.

Employees must disclose actual or potential conflicts of interest to the Head of School as soon as they become aware of them. Failure to make required disclosures or resolve conflicts of interest in a manner satisfactory to the School may result in disciplinary action.

CRISIS MANAGEMENT MANUAL

The School’s comprehensive Crisis Management Manual deals with emergencies arising from weather, accidents, incidents, medical crises, environmental/civil/criminal/building conditions, and security problems.

Administration, faculty, and staff all have, and are required to review, the Crisis Management Manual regularly, to be able to respond effectively.

DÉCOR OF CLASSROOMS AND OFFICES

Employees may, with the prior approval of their supervisor, place temporary items (posters, photographs, etc.) on the wall(s) of the classroom or office the school has provided the employee for the purposes of conducting the school's business. Any item placed on a wall must be directly related to the academic curriculum and must be age and developmentally appropriate. If necessary, the arbiters of what is and is not age and developmentally appropriate are the respective Division Director and Head of School. Under no circumstances are classrooms or offices to be 'decorated' with any sort of political slogan or image, the insignia of any outside party or organization, or any image the school administration deems inappropriate. Responsibility for seeking guidance on the appropriateness of any item displayed in an office or classroom lies solely with the employee, and failure to adhere to the policy may result in serious disciplinary action.

DEFINITIONS

Administrators: This term includes Administrative Team members and other exempt personnel as designated by the Head of School. Administrators generally receive administrator at-will employment agreements for the period of July 1 through the following June 30, with an Anniversary Date of July 1. Administrators may be entitled to benefits provided they meet the specific eligibility requirements for each benefit.

Anniversary Date: Each employee’s salary or hourly wage is reviewed annually. Changes, if any, to compensation rates are effective for the classification’s anniversary date. Anniversary date is used to measure years of service to determine the vacation benefit for full-time staff employees, and personal day benefit for all full-time employees. Employees hired at the start of their classification’s anniversary date are considered to be in their first year of service until the next anniversary date. Employees hired after the start of their classification’s Anniversary Date are considered to be in their first year of service until the second following Anniversary Date.

Exempt Employee: This term includes all employees who qualify as exempt from the minimum wage or overtime requirements of the Fair Labor Standards Act and Florida law. Such employees include, but are not limited to, those who qualify as exempt executive, administrative, or professional employees. Exempt employees are not entitled to overtime pay.

Faculty: This term includes all exempt employees whose main work assignment is teaching in classrooms. Faculty are generally scheduled to work the period beginning one week before the start of the school year and ending the week after graduation. The faculty work schedule is subject to change by the Head of School. Faculty members generally receive faculty at-will employment agreements for the period from July 1 through the following June 30, with an Anniversary Date of July 1. Faculty members may be entitled to benefits provided they meet the specific eligibility requirements for each benefit.

Non-Exempt Employee: Non-exempt employees include all employees who are assigned a majority of duties that are classified as non-exempt from the minimum wage or overtime provisions of the Fair Labor Standards Act and Florida law. Employees in this category receive overtime pay for work in excess of forty (40) hours in a workweek in accordance with state and federal laws. (See Timekeeping Policy).

Regular Full-Time Employee: A regular full-time employee is defined as an employee who is regularly scheduled for and does work 40 hours per week. Regular full-time employees are eligible for benefits as described in this handbook, provided they meet the specific eligibility requirements for each benefit.

Regular Part-Time Employee: A regular part-time employee is defined as an employee who is regularly scheduled for and does work less than 40 hours per week. Regular part-time employees may be entitled to benefits as described in this handbook, in some cases on a prorated basis, provided they meet the specific eligibility requirements for each benefit.

Staff: This term includes all personnel designated as staff by the Head of School. Staff positions are at-will employment agreements for the period of July 1 through the following June 30, with an Anniversary Date of July 1. Staff may be entitled to benefits provided they meet the specific eligibility requirements for each benefit.

Temporary Employee: A temporary employee is defined as an employee who is hired for work on a temporary, seasonal, or replacement basis. An employee will not automatically change from temporary to regular status merely by working in excess of the period originally expected and designated.

An employee will change from temporary to regular status only if advised of such a change in writing by the School. Such notification will indicate the effective date on which an employee attained or will attain a regular status. Temporary employees are not generally eligible for any School-sponsored benefits but are eligible for legally mandated benefits.

DRESS CODE

Employees are expected to observe professional standards of personal hygiene and are to report to work in clothing that is clean and

considered appropriate for the work to be performed. Items of dress not approved for student use are not approved for employee use. At all times, professionalism and modesty should be amongst the goals when making decisions regarding what to wear to work.

Women must wear a dress, skirt, or dress slacks, and men may wear dress slacks, shirt, and tie. In lieu of a tie, men may wear a blazer and collared dress shirt or a blue, red, or white St. John’s polo shirt. Without going into great detail, no tops with just straps, no blue or other denim of any kind, and no flip-flops are permitted. Teachers of Art, Physical Education, and coaches should wear the appropriate attire necessary to meet the requirements of their job responsibilities.

Employees with body art and/or piercings that the Division Director and/or Head of School deem to be a distraction to learning and/or inconsistent with the mission of the School will be asked to cover/remove them.

The Head of School may also determine the appropriate dress down days and appropriate dress to be worn on workdays when students are not in attendance. The final decision concerning appropriate faculty and staff dress rests with the Division Director and/or Head of School.

DRUG AND ALCOHOL POLICY

St. John’s is dedicated to providing employees with a workplace that is free of drugs and alcohol. Employees who are under the influence of drugs, including alcohol, on the job compromise St. John’s interests, endanger the employees’ own health and safety, and the health and safety of students, and can cause a number of other work-related problems, including absenteeism and tardiness, substandard job performance, increased workloads for coworkers, and behavior that disrupts the educational environment. St. John’s therefore has established a drug-free workplace policy, in accordance with Florida Statutes sections 440.101-.102, with regard to drug testing and the use, possession, distribution, or sale of drugs at work.

The School prohibits the use, sale, distribution, or possession in any form, being under the influence, or having a confirmed positive drug test result of any of the following while on School property, while conducting School business, or while operating a vehicle for the School: (a) illegal drugs including marijuana, designer, counterfeit or synthetic drugs, inhalants, and other drugs or substances which will in any way affect work ability, or safety; (b) drug paraphernalia; or (c) prescription drugs that either have not been prescribed by an authorized medical practitioner for current use or are not prescribed in the amount or for the person in possession of the drugs. A violation of this policy or the refusal to submit to a drug test will result in termination and may result in loss of worker’s compensation medical and indemnity benefits.

For purposes of this policy, “illegal drugs” shall include the unlawful use of legal prescription or over- the counter medications. This policy, however, does not prohibit the possession and proper use of medication lawfully prescribed by your physician, legal under federal law, and taken in accordance with such prescription; however, the School does prohibit the misuse of such prescribed medication.

Employees using drugs at the direction of, and in the manner prescribed by a physician or using over-the-counter medication are required to notify the School if these drugs may impair their ability to perform their job, including, but not limited to, causing dizziness or drowsiness. The School reserves the right to request documentation from the employee’s doctor indicating if the medication will create any limitations on the employee’s ability to perform his or her work.

The School will require employees to submit for testing if they are reasonably suspected to be under the influence of illegal drugs while at work. Here are instances that constitute reasonable suspicion:

• Abnormal behavior.

• Physical evidence of drugs or observation (including odors).

• Patterns of failing to complete a task due to confusion or disorientation.

• Reports from colleagues that an employee admitted to using drugs, was seen using drugs, or was shown to be under the influence at work.

It shall not be a violation of this policy for an employee to consume alcoholic beverages under the legal limit of intoxication as part of an administration-approved St. John’s social function, or in conjunction with business meals or entertainment.

EMPLOYEE CONDUCT

All employees are expected and required to execute St. John’s Mission Statement, and otherwise to meet acceptable performance standards and always adhere to the highest standards of conduct in dealing with parents, students, co-workers, management, and all other individuals at St. John’s and while on St. John’s business. The School retains the right to discipline and/or discharge anyone in violation of these standards for any reason the Head of School, in his sole discretion, deems to be detrimental to the effective and efficient operation of St. John’s, or for any other reason at any time.

EMPLOYEE EXCELLENCE AWARD

The Employee Excellence Award is designed to publicly recognize a very small number of employees each year who through their words and actions consistently go above and beyond in their dedication to the School’s mission and core values through their words and actions. Each award is $2,500. All employees are eligible for the award. Up to four awards may be made each year. Completed nominations must be submitted to the Head of School’s office no later than May 1st

EMPLOYEE OFFERS OF EMPLOYMENT (‘CONTRACTS’) AND PERFORMANCE EVALUATIONS

The school provides each employee a signed and executed copy of their annual offer of employment, as well as a signed copy of the Performance Evaluation. Employees are responsible for keeping their copy of these documents. The school is under no obligation to provide additional copies should the employee lose or misplace the one provided.

EMPLOYEE OPPORTUNITIES OUTSIDE THE CLASSROOM

After School Clubs: The primary purpose of our after-school enrichment program is to expose as many students as possible to high caliber club options while providing employees with opportunities to supplement their incomes. We want St. John’ s to be the first stop for families looking for the children's extracurricular activities. If you are interested in hosting an after-school club, they run in eightweek sessions during Fall, Winter, and Spring. Details are shared with faculty at the start of each school year and questions can be directed to the Summer and Auxiliary Programs Director.

Athletic Coaching: St. John’ s is home to one of the top independent school athletic programs in Tampa and is a result of the dedicated athletes and their coaches. The school fields more than 14 athletic teams for grades five through eight and approximately 90% percent of Middle Division students play on at least one athletic team. Each year, there are often various opportunities to coach one of the Middle Division teams. Interested employees should have background knowledge and/or playing experience in the sport they coach along with the ability to exemplify the philosophy of the Athletic Department through participation, teamwork, unity, commitment, and service to others. Questions regarding coaching can be directed to the Athletic Director.

EMPLOYEES TRANSPORTING STUDENT IN PRIVATE VEHICLES

The school's policy is to not allow employees to transport a student other than their own child to off campus events during or after school hours unless the employee has prior, express written approval to do so from the Head of School.

A request for an exception to the policy because of a unique circumstance must be accompanied with an explanation for the request. St. John’s will then take the request under advisement and consider each request on a case-by-case basis. If any exceptions are made, the employee will be required to execute an Employee Waiver of Liability, without exception. In addition, each parent(s) of any child transported by the employee will also need to sign a Waiver of Liability, without exception.

EMPLOYEES WITH CHILDREN ENROLLED

The School recognizes that when an employee’s child is a student at the School, there is the potential for conflicts of interest and blurring of roles. An employee who is also a parent of a student at the School should remember:

• Interactions with other parents, an employee-parent will always be perceived as representative of the School. An employee-parent should not criticize colleagues to parents or make other statements that would violate the School’s policies.

• Employee-parents should be particularly careful to treat their child’s teachers with respect and courtesy, even when discussing difficult or sensitive matters. It is important to preserve collegial relationships with colleagues even when advocating for your child.

• Employee-parents must maintain the confidentiality of information they learn as employees, and they may not share confidential information with other parents or use such information to benefit their child.

• Employee-parents should remember that they may have a duty to share with the School information they learn in their role as parents. For example, an employee has a duty as a mandated reporter to report suspected abuse or neglect of a School student whether or not information about the abuse is learned while in the role of parent.

Employee-parents who have questions about their dual roles should contact the Head of School for advice and direction.

Employee-parents are expected to:

• Communicate with your child’s teachers in appropriate ways: notes, voice mails, emails, and arranged conferences.

• Put your child in after school care or study hall, or after-school sports if the employee-parents need care for the child; the child should not come to the faculty’s classroom until the faculty member is ready to leave the School for the day.

• Require your child to follow student rules.

• Allow teachers and administrators to treat you as they do other parents.

• Remember that in emergency situations, your child must remain in the care of teachers or other staff members as assigned.

Employee-parents are expected NOT to:

• Allow their child in any area where non-faculty/staff children are not allowed.

• Keep their child with them when they have supervisory, teaching, or activity responsibilities.

• Leave students under his or her supervision to tend to their own child.

• Allow their child to be unsupervised on campus.

• Come into classrooms to pass notes, deliver anything, give hugs, etc. to their child.

• Make, cook, or serve lunches to their child at school.

• Put colleagues on the spot to bend rules.

• Bring their child to faculty meetings, parties, or other non-student events.

• Post anything on the web or social media that the employee accessed through their job (photos, videos, etc.).

EQUAL OPPORTUNITY EMPLOYER

To provide equal employment and advancement opportunities to all individuals, employment decisions at St. John’s Episcopal Parish Day School, Inc. will be based on merit, qualifications, abilities, and experience. St. John’s does not discriminate in employment opportunities or practices on the basis of any characteristic protected by federal, state, or local law. This policy covers all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training. All employees may raise concerns and make reports of discrimination without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to corrective action, up to and including termination of employment.

FACULTY AND STAFF CONTINUING EDUCATION

Continuing education is a top priority at St. John’s Episcopal Parish Day School. Providing funds for continuing education to employees is an investment in their careers, in the organization’s future, and in the continual improvement of instruction delivered to students. The objective of a continuing education policy is to guide educators in spending allocated funds on activities that support school-wide professional goals. The goals of the policy and process are to:

• Build a professional culture of ongoing professional growth and development.

• Empower faculty and staff to develop their own continuing education goals and strategies.

• Engage faculty and staff in the stewardship of school resources by involving them in the funding process

• Ensure funds are available to support division and/or school-wide themed continuing education, as well as individual employees.

Application Process for Funding

Continuing Education Responsibility: As a community representative of lifelong learning, St. John’s faculty and administrators are required to complete and document a minimum of 20 hours (optional: 10 hours for academic support and staff members) of continuing education between July 1 and June 30 of each calendar year.

Completed hours are to be documented by the individual faculty, administrator, or academic support member and provided to the respective Division Director or Head of School who will maintain a cumulative record of hours. A number of these required hours will be aligned with the organization’s designated theme each school year. Beyond these initial hours, faculty and staff are expected to participate in opportunities that increase their skills and enhance their contributions to the organization.

Degree Program Stipulations: Priority in funding will be given to instructional practices that directly impact student outcomes and that assist employees in performing their current, essential job functions. However, limited funding for advanced degree programs may be given to the extent the budget allows. Faculty receiving funding for advanced degree programs may be required to commit to St. John’s beyond the completion of their program or reimburse the funding provided.

Examples of Eligible Continuing Education Activities: Activities and items that may be used to complete the required hours and which may be eligible for continuing education funding include:

• Attendance at seminars and conferences.

• Online courses, webinars, etc. Two resources are: FCIS and ASCD.

• Video presentations (YouTube, etc.).

• Presentations at faculty meetings, seminars, and conferences.

• Participation in educational courses or webinars.

• Advanced degree programs.

Funding Eligibility: All employees are encouraged to seek and participate in free continuing education opportunities. In addition, all full-time employees are eligible to apply for continuing education funding. The School’s budget for continuing education is limited, and our goal is to ensure the broadest and most effective deployment of those resources. The School’s singular goal in funding continuing education is to facilitate continuous improvement and thoughtful change. As such, the key criteria for activities that receive funding are:

• Applicants should explain how the activity would lead to improvement in or enhancement of student learning outcomes.

• The applicant must explain how he or she, when appropriate, will share what has been learned with the relevant colleagues to maximize the effectiveness of the funded activity.

Note: activities for ongoing education will be linked directly to goal setting, either through the Performance Review Model or at the discretion/direction of the respective supervisor (i.e., Division Director).

Reimbursement: Upon satisfactory completion of the training and/or coursework, the employee must provide documentation to support completion and payment to receive reimbursement. Receipts should be submitted no later than a week after the completion of the activity or event.

Steps to apply for Continuing

Education Funds

Step 1: Complete a Continuing Education Funds Application (available from the respective division office)

Step 2: Attach all required documents (registration, cost, travel, etc.)

Step 3: Obtain a signature from the respective Division Director

Step 4: Submit the Continuing Education Funds Application and all required documentation to Diane Scott, who will distribute the application to the committee members.

FACULTY AND STAFF OBSERVATION/EVALUATION

Division Directors may visit and evaluate all faculty classrooms in their division. The Head of School may also randomly visit faculty

classrooms during the school year. Staff members will be evaluated by their immediate supervisor annually.

FAMILY AND MEDICAL LEAVE ACT

The School is committed to compliance with the Family and Medical Leave Act of 1993 (the “FMLA”). The purpose of this policy is to provide employees with a basic understanding of their rights and obligations under the FMLA.

This policy applies to all employees eligible for leave under FMLA. An employee who has been employed at the School for at least 12 months and has worked at least 1,250 hours during the 12-month period preceding the request for leave is eligible for family medical leave. Paid or unpaid absences (including Workers’ Compensation, Short Term Disability, and other paid or unpaid time off) prior to taking FMLA, are not included in the 1,250 work hours.

Basic Leave Entitlement: An eligible employee is entitled to take up to 12 weeks of job protected FMLA for the following reasons:

• To care for the employee’s child after birth, or placement for adoption or foster care within the 12-month period beginning on the date of birth or placement.

• To care for the employee’s spouse, son, daughter, or parent who has a serious health condition. A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity (inability to work) of more than 3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regiment of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.

• For a serious health condition that makes the employee unable to perform the employee’s job.

The 12-month period will be a “rolling” 12-month period measured backward from the date the employee uses any FMLA leave.

Benefits Accrued Before FMLA: Use of FMLA will not result in the loss of any employment benefit that accrued prior to the start of the leave.

Benefits during FMLA: During an employee’s FMLA, the School will maintain health insurance and other group health benefits on the same conditions as if the employee was working subject to applicable plan documents and law. If the employee wants benefits to continue during FMLA, he/she must continue to pay the share of the premiums for those benefits at the same contribution rate as if he/she were an active employee. If any portion of FMLA is paid leave, the employee’s share of the benefit premiums will be paid through automatic payroll deductions. For unpaid FMLA, the employee will be billed and must make payments for his or her share of the premiums on a monthly basis. The School’s obligations to maintain health benefits cease if an employee fails to pay his or her share of premiums for which he or she is billed. The School may be entitled to recoup costs associated with the employee’s unpaid share of premiums when an employee fails to return to work so long as the failure is not due to a serious health condition. Employees do not accrue any other employment benefits during the leave period.

Domestic Violence Leave: As required by state law, St. John’s allows employees up to three days of leave in a 12-month period if the person, a family, or household member is a victim of domestic violence. The leave may be used to:

• Seek an injunction.

• Obtain legal assistance.

• Get medical care or counseling.

• Relocate or make the home safer.

• Seek services from a victims’ rights group, rape crisis center, or shelter.

The “12-month period” will be a rolling 12-month period measured backward from the date the employee uses any domestic violence leave. To be eligible for this leave, which shall be unpaid, an employee must have worked for St. John’s for at least three months. The

employee must provide the School with at least ten days’ advance notice of the leave (except in cases of imminent danger to the health or safety of the employee or of a family member), and must submit documentation, such as a police or medical report, or a court hearing notice, of the act of domestic violence causing the employee to need the leave. In addition, the employee who is taking the leave must already have exhausted available paid leave. All information relating to an employee’s use of domestic violence leave will be kept as internally confidential as possible. The information will be disseminated outside of St. John’s only if St. John’s is required to disclose it by proper subpoena or other legal process. The information will be disseminated outside of St. John’s only if St. John’s is required to disclose it by proper subpoena or other legal process.

Employee’s Responsibilities: Consistent with School’s policy regarding all types of leave, the following conduct is strictly prohibited in relation to FMLA leave:

• Failing to follow the absence requirements when absent.

• Engaging in fraud, misrepresentation, or providing false information to the School or any health care provider.

• Engaging in other employment or any other work activity, whether paid or unpaid, during the leave, without prior written disclosure and approval.

• Failure to comply with the employee’s obligations under this policy.

• Failure to timely return from the leave.

Employees who engage in conduct described above will be subject to loss of benefits, denial, or termination of leave, and corrective action, up to and including, termination.

Holidays during FMLA: Employees will not be paid for holidays that fall during FMLA unless the holiday falls on a day covered by paid time off.

Job Restoration after FMLA: With the exception of certain key employees, employees who cannot perform the essential functions of their job, employees who would pose a significant risk to the safety of other employees, and employees whose employment would have ended for unrelated reasons regardless of the leave, employees who return to work from FMLA leave within or on the business day following the expiration of the leave are entitled to return to their job or an equivalent position with equivalent benefits, pay, and other terms and conditions of employment. Employees who do not return to work upon the expiration of FMLA and who do not have an approved leave extension will be treated as having voluntarily resigned their employment. All entitlements and rights under the FMLA cease at the time of resignation. An employee will no longer be entitled to any further job-restoration rights under the FMLA, and the School will no longer maintain the employee’s group health benefits pursuant to the FMLA. If an employee wishes to return to work prior to the anticipated end of the leave period, he or she is required to give the School a minimum of 2 days’ advance notice of the return, by contacting the Head of School. If an employee’s FMLA leave was for his or her own serious health condition, before returning to work, the employee must provide a fitness-for-duty certification from his or her health care provider.

Designation of key employee status and whether such status will affect the employee’s right to reinstatement will be made at the time the employee requests leave, or at the commencement of leave, whichever is earlier, or as soon as practicable thereafter if such determination cannot be made at that time. However, the highest paid 10% of employees are not guaranteed reinstatement if reinstatement will cost the School substantial and grievous economic injury. In such cases, the School will notify the employee as soon as the determination is made that reinstatement is not available.

Leave Taken Intermittently or on a Reduced Leave Schedule:

FMLA leave for an employee’s own serious health condition, or for the serious health condition of a child, spouse, or parent, or to care for a service member or for a service member’s qualifying exigency, does not have to be taken in a continuous block of time. Instead, when medically necessary, the 12 or 26 weeks of FMLA leave, as applicable, may be taken intermittently or on a reduced leave schedule. Examples of this are requests for intermittent leave to attend weekly medical treatments or physical therapy sessions, or a request for a reduction in the employee’s scheduled workday or workweek for a temporary time to accommodate a recovery from surgery. In all cases, FMLA leave for these purposes may not exceed a total of 12 or 26 weeks, again as applicable, over a 12-month period.

Leave time for the birth of or to bond with a newborn child or newly adopted or placed child is not available on an intermittent or

reduced schedule basis unless specifically approved in writing by the Head of School.

All requests for intermittent or reduced schedule leave must be supported by a fully completed medical certification, which must include a statement by the health care provider or military authority that FMLA leave on an intermittent basis, or on a reduced leave schedule, is necessary and appropriate for the employee, and further stating the probable duration of such leave. If the employee is seeking intermittent or reduced-schedule leave to care for a family member, he or she also must state the nature of the care the employee will provide and submit an estimate of the period over which such care will be provided.

Employees needing intermittent FMLA leave, or leave on a reduced leave schedule, must attempt to schedule their leave so as not to disrupt the School’s operations. In addition, when the need for FMLA leave is foreseeable and based on planned medical treatment, the School may assign an employee taking either of these two types of leave to an alternative position, with equivalent pay and benefits, which better accommodates the employee’s periodic absences. Finally, any exempt employee using intermittent or reduced schedule FMLA leave will have his or her compensation proportionally reduced, to correspond with the amount of time actually worked.

Leave Taken Near the End of a Semester:

If an eligible employee who meets the definition of an “instructional employee” begins leave near the end of the semester, the employee may be required to extend the leave through the end of the semester. The number of weeks remaining before the end of a semester does not include scheduled school breaks, such as summer break, winter break, or spring break. Specifically:

• If the instructional employee begins leave more than 5 weeks prior to the end of the semester, the School may require the instructional employee to continue taking leave until the end of such semester, if:

• The leave will last at least three weeks; and,

• The return to employment would occur during the 3-week period before the end of such semester.

If the instructional employee begins leave less than 5 weeks prior to the end of the semester because of birth, adoption, or placement of a child, to care for a child or parent with a serious health condition, or to care for a covered service member, the School may require the instructional employee to continue taking leave until the end of such semester, if:

• The leave is greater than 2 weeks’ duration; and,

• The return to employment would occur during the 2-week period before the end of such semester.

If the instructional employee begins leave less than 3 weeks prior to the end of the semester because of birth, adoption, or placement of a child, to care for a child or parent with a serious health condition, or to care for a covered service member, and the duration of the leave is greater than 5 working days, the School may require the instructional employee to continue taking leave until the end of the semester.

If the School requires an instructional employee to take leave until the end of a semester, only the period of leave from the start of the absence until the employee is ready and able to return to work shall be charged against the employee’s FMLA leave entitlement.

Medical Certification: If an employee is requesting FMLA leave because of his or her own serious health condition, or the serious health condition of a child, spouse, or parent, or to care for a service member, the employee and the relevant health care provider also must supply adequate medical certification.

A Certification of Healthcare Provider form, available from the Chief Financial Officer/Chief Operations Officer, must be completed fully and submitted when the employee gives notice to the School of his or her need for leave, or as soon as practicable. In most cases, an employee’s failure to provide medical certification within 15 calendar days of giving notice will result in denial of FMLA leave. If an employee provides a certification which is incomplete or insufficient, the employee will be allowed 7 calendar days in which to cure the deficiency.

If the School reasonably doubts the validity of the medical certification provided, the School, at its expense, may require an examination by a second health care provider who it shall designate. Should the opinion of the second health care provider be

conflicting with that of the first provider, the School will require the employee to obtain, at the School’s expense, the opinion of a third health care provider, whose judgment shall be binding and final. The School and the employee jointly shall designate or approve the third health care provider.

Subject to the exception below, medical recertification, at the employee’s expense, is required every 30 days, unless the employee requests an extension of leave, circumstances described by a previous certification have changed significantly, or the School has received information that casts doubt upon the employee’s stated reason for the absence. In such cases, accelerated recertification may be required.

Where an employee has been certified for an original period of leave longer than 30 days in duration, the School will not require the employee to recertify until after the original period has expired, unless the employee requests an extension of leave, circumstances described by the certification have changed significantly, or the School receives information casting doubt upon the employee’s stated reason for the absence. An employee must provide requested recertification within 15 calendar days, unless circumstances make it impracticable to do so despite an employee’s diligent, good faith efforts.

Military Family Leave Entitlements:

Eligible employees whose spouse, son, daughter, or parent is on covered active duty or call to covered active-duty status may use their 12-week leave entitlement to address certain “qualifying exigencies.” Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings. The 12-month period will be a “rolling” 12-month period measured backward from the date the employee uses any FMLA leave.

The FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period. The single 12-month period is measured forward from the date that an employee’s FMLA leave begins. A covered service member is:

• A current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness.

• A veteran who was discharged or released under conditions other than dishonorable at any time during the five-year period prior to the first date the eligible employee takes FMLA to care for the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness. (Note, the FMLA definitions of “serious injury or illness” for current service members and veterans are distinct from the FMLA definition of serious health condition).

Should an employee use FMLA to care for a covered service member and also use FMLA for other 12-week qualifying reasons during the single 12-month period, the employee combined entitlement to FMLA during that 12-month period shall be a total of 26 weeks.

Military Leave: Military leave shall be granted in accordance with applicable state and federal laws.

Pay During FMLA: Under the FMLA, family medical leave generally is unpaid. However, an employee who is taking FMLA must use simultaneously all available paid leave as part of his or her leave entitlement, including any and all paid time off days. Once available paid leave has been exhausted, or if the employee has no paid leave to use in the first instance, all FMLA will be unpaid.

The use or substitution of paid leave time does not extend the 12 or 26 weeks leave period granted by the FMLA.

Qualified Exigency Certification: The first time an employee requests leave because of a qualifying exigency arising out of the actual or impending active-duty status of a military service member, the School will require the employee to provide a copy of the member’s active duty orders or other documentation issued by the military, including the dates of the active duty service. The School also will require the employee to provide a statement of appropriate facts regarding the qualifying exigency for which FMLA leave is required, the estimated duration of the qualifying exigency, and other information as allowed by law.

Reporting While on Leave: If an employee takes leave because of his or her own serious health condition, or to care for a covered child, spouse, or parent, or to care for a covered service member, in addition to providing recertification, the employee may be asked on a monthly basis regarding the status of his or her condition, and/or the employee’s intention to return to work.

Request Leave: Generally, when requesting FMLA, employees must be prepared to provide sufficient information for the School to determine if the leave is covered by the FMLA and the anticipated timing and duration of the leave.

Sufficient information may include the following: whether the employee is unable to perform job functions; whether the employee’s family member is unable to perform daily activities; the need for hospitalization or continuing treatment by a health care provider; whether the leave is for a reason for which the employee previously took FMLA; and the circumstances supporting the need for military family leave. More specifically:

• An employee must provide 30 days’ advance notice to the Head of School of the need to take FMLA when the need for leave is foreseeable.

• When 30 days’ notice is not possible, the employee must provide notice to his or her Division Director, Administrator, or Head of School as soon as practicable and must comply with the School’s normal absence procedures.

• Employees requesting FML will also be required to complete the FMLA Leave Request and Application Form and return it to the Head of School.

Failure to provide timely notice will result in the denial or delay of FMLA, as allowed by law.

The School will notify the employee within 5 business days of the submitted request if his or her request for leave will be designated as FMLA, and will provide the employee with a Notice of Eligibility, Rights, and Responsibilities. In instances where leave is sought by reason of a serious health condition, or for a service member’s qualifying exigency, or to care for a covered service member, however, a designation will not be made until the School additionally has received and reviewed the information contained in the appropriate certification described below.

If an employee did not make the School aware that an absence was attributable to an FMLA qualifying reason and counted as such, he or she must inform the School within 2 business days of returning to work that the absence was an FMLA qualifying leave, and provide a fully executed FMLA certification supporting this contention. In the event this does not occur, the employee’s absence may not be designated as FMLA leave. However, to the extent allowed by law, in the event an absence is for an FMLA qualified reason, the School reserves the right to count it as FMLA leave whether the employee has requested FMLA leave or not.

School’s Commitment: The School will not interfere with, restrain, or deny the exercise of any right provided by the FMLA, nor will it discharge or discriminate against any individual for opposing any practice or involvement in any proceeding relating to the FMLA.

Special Rules for Instructional Employees: An “Instructional Employee” is defined as someone whose principal function is to teach and instruct students in a class, a small group, or an individual setting. This term includes teachers, athletic coaches, driving instructors, and special education assistants such as signers for the hearing-impaired.

The term does not include, and the special rules do not apply to, teacher assistants or aides who do not have as their principal job actual teaching or instructing, nor does it include auxiliary personnel such as counselors, psychologists, or curriculum specialists. It also does not include cafeteria workers, maintenance workers, or bus drivers.

If an eligible employee who meets the definition of an “instructional employee” requests FMLA leave that is foreseeable based on planned medical treatment for the employee, for his or her child, spouse, or parent, or for a covered service member, and the employee would be on leave for greater than 20 percent of the total number of working days in the period during which the leave would extend, the School may require the employee to elect either:

• To take the leave for periods of particular duration, not to exceed the duration of the planned medical treatment. In this case, the entire leave period will count as FMLA leave; or,

• To transfer temporarily to an available alternative position offered by the School for which the employee is qualified, that has equivalent pay and benefits, and better accommodates recurring periods of leave than the regular employment position of the employee.

Leave taken for a period that ends with the school year and begins the next semester is leave taken consecutively, not intermittently. The period during summer vacation when an instructional employee is not required to report for duty is not counted against the employee’s FMLA leave entitlement. Instructional employees who are on FMLA leave at the end of the school year will receive any benefits provided to other employees over the summer break as if they had been working at the end of the school year.

Spousal Rules: If both spouses work for the School, the combined leave shall not exceed 12 weeks in a 12 month period if the leave is taken for the birth of the employee’s child, or to care for the child after birth, for the placement of a child with the employee for adoption or foster care, or to care for the employee’s parent with a serious health condition.

However, if the leave is taken by either spouse to care for the other who is seriously ill and unable to work, to care for a child with a serious health condition, or for his or her own serious illness, then each employee is eligible for 12 weeks of leave. If both spouses work for the School, the combined leave shall not exceed 26 weeks of leave during the single 12 month period described above if the leave is taken to care for a covered service member with a serious injury or illness.

FAMILY HANDBOOK

Every employee is required to review the contents of the Family Handbook.

FIELD TRIPS

Experiential learning trips are an extension of the St. John’s school day and are designed to enrich students' educational experiences. Chaperones play a vital role in ensuring trips are safe, organized, and aligned with the school’s mission and expectations.

If a faculty member wishes to plan a student experiential learning trip, they must obtain the written approval of the Division Director. Once a trip is confirmed, the trip leader must ensure that all chaperones have been identified and communicated to parents before the trip.

General Expectations for Faculty and Chaperones

• Supervision: Adults are expected to actively supervise students at all times. Supervision involves remaining aware of student locations, behaviors, and group dynamics particularly during transitions, meals, and periods of unstructured time. Individuals who are not chaperones or student participants on a field trip will not be permitted to join the field trip at its destination unless they are an approved volunteer. These volunteers must also be authorized by St. John’s to participate in the designated field trip by the division director.

• Professional Conduct: All adults are representatives of the school and are expected to model respectful, responsible behavior. This includes appropriate dress, language, and interactions with students, staff, and members of the public. St. John’s is committed to maintaining a drug- and alcohol-free workplace for its employees. The use of drugs and alcohol is prohibited. Please refer to the Drug and Alcohol Policy for more details.

• Student Accountability: Teachers and chaperones are responsible for consistently monitoring student conduct and enforcing school rules and expectations. Behavior concerns should be documented and reported to the lead teacher or administrator.

• Emergency Preparedness: All faculty and chaperones should be familiar with the trip itinerary, emergency procedures, and student health information. Medical incidents or injuries must be reported immediately to the designated trip leader.

• Communication: Maintain transparent and collaborative communication with other adults on the trip. All parent communication should be directed through the designated school contact, unless otherwise instructed.

Additional Guidelines for Overnight Trips

• Student Safety & Boundaries: Students are not permitted in adult rooms at any time, and adults are never to be alone with a student in a private setting. All interactions should occur in public or group settings.

• Room Checks: At the end of each evening, chaperones must conduct room checks to ensure student safety and accountability. Room checks must be performed in pairs of adults, and should include confirming students are in their assigned rooms and enforcing lights-out expectations.

• Student Room Assignments: Students must remain in their assigned rooms and are not permitted to switch rooms or visit rooms of other students.

• Nighttime Supervision: A designated adult should remain awake and accessible until all students are settled for the evening. Any unusual behavior, illness, or noise should be addressed promptly and reported to the trip leader.

• Adult Lodging: Adults should be housed in separate rooms from students. Room placements should support supervision but uphold appropriate boundaries between students and adults.

• Confidentiality & Care: While overnight trips often reveal unique student needs or vulnerabilities, faculty and chaperones are expected to maintain confidentiality and report any concerns to the appropriate school administrator.

FINANCIAL ASSISTANCE FOR CHILDCARE EXPENSES

The School will provide limited financial support for employees with children ages 0-3 when the child(ren) are enrolled in a licensed child care program. Please see the Chief Financial Officer/Chief Operations Officer for more information.

FLAGS AND EMBLEMS

The only flags or emblems that are to be displayed on school property (classrooms, offices, etc.) are the United States flag, the state flag of Florida, and the Episcopal flag.

FLORIDA COUNCIL OF INDEPENDENT SCHOOLS MASTER IN-SERVICE PROGRAM FOR CERTIFICATION

Teacher Certification Program Director: Ana Ibanez, Director of Primary Division. FCIS enables in-service training for professionals serving FCIS member schools, diagnoses curriculum and training needs, provides information and training, and reports on trends and innovations in education.

Purpose: The purpose of the FCIS Master In-Service Plan is to make available in-service training to those professionals serving FCIS member schools in Florida. Realizing that the acquisition of new skills and the application of these skills have an impact on the education of children, the Master In-Service Plan offers a variety of components in each curriculum area that provide continuous, positive professional growth activities in four areas: knowledge, awareness, skills and attitude. This in-service plan will be the master blueprint to describe FCIS policies and procedures, and the policies and procedures of the Florida Department of Education.

Program Goals, Objectives, and Strategies: The primary goal of the FCIS School District is to provide in-service training opportunities for administrators, teachers, and staff personnel in their member schools. These training opportunities will be designed to develop professional skills, knowledge and attitudes.

There are four Master In-Service Plan training objectives and strategies:

1. To annually diagnose the curriculum and training needs of the member schools of FCIS.

Strategy:Member schools and the FCIS Office will diagnose new training needs and diagnostic/evaluation processes during the annual In-Service Committee meeting based on evaluations submitted as part of the in-service course report.

2. To commit local and state resources to the professional development of all personnel.

Strategy: Member schools and the FCIS Office will be involved in an ongoing program of meetings, training programs, demonstration lessons, and workshops for administrators, teachers, and staff.

3. To provide information and training for administrators, teachers, and staff regarding current issues in education, i.e. child abuse, state laws, changes in state and local regulations, accreditation procedures, etc.

Strategy:The member schools and FCIS Office will offer periodic in-service activities based on need.

4. To commit resources in research-based education, updating member schools regarding trends and innovations in education. Strategy:Pilot programs, demonstration lessons, laboratory classrooms, and “research in classroom” projects will be offered.

Steps for Application and Completion: To successfully provide in-service activities and earn in-service points for their personnel, schools registered at the MIP FCIS web site apply for approval of an in-service activity then complete it after it has occurred.

Step 1: Registration. Register online to provide us with all the data necessary to file this in-service with the Florida Department of Education. During this process you will use drop down menus to connect to your school and to select your role in the school.

• In-serviceCoordinators:As an in-service coordinator, your registration will be pending until verified by the FCIS Office, 813287-2820. If you have assigned another staff person as your school’s local in-service coordinator, this position will also be pending until you verify your assignment with the Director. In-service coordinators are able to apply for in-service activities and access the in- service records of their entire staff, while teachers can access only their own personal records. It is your responsibility to register all your certified teachers or direct your certified teachers to register. Click Register on the Master In-service page on our website: http://mip.fcis.org

• Teachers:If your school is a member of Florida Council of Independent Schools, please register by clicking Register on the Master In- service page on our website: http://mip.fcis.org

Step 2: Application for In-service Activity.

• In-serviceCoordinators:Based on your staff needs and interests, you determine the in-service activities in which they participate. First, review the in-service Components list and the accompanying documents. Then, on the Apply for an In-service Activity form, select your chosen in-service component and complete the application. Use the Submit button when all required fields have been completed. Please do not forget to upload documentation outlining the content and parameters of this in-service activity.

Step 3: Approved Activities.

• In-serviceCoordinators:The FCIS Director of Professional Development approves your activity by assigning an activity number. The submitted application will appear on your individual MIP screen as approved. When applying for an independent study component, teachers keep a log of their hours on the In-service Activity Record. An activity’s status can be saved, submitted, approved, or completed, as indicated on your individual MIP screens.

Step 4: Completion of In-service Activity.

• In-serviceCoordinators/Teachers: Once an in-service activity has been completed by all participants to the satisfaction of the instructor, the following steps are taken:

o Participants evaluate the in-service activity using the Individual Evaluation offline form. The school must keep these completed forms on file.

o In-service Coordinators use the Report Participants form to indicate all staff who successfully completed the in-service activity.

o The In-service Coordinator collates the completed Individual Evaluation offline forms in order to update the Summarize Evaluations form.

o The In-service Coordinator validates the in-service activity completion from his/her MIP Homepage. With this validation of completion, all reported in-service participants receive the in-service points for that activity.

o Participants are able to view their own individual in-service records, while in-service coordinators can view the in-service records of all their school personnel.

Policies and Procedures: All in-service activities must follow guidelines and be approved by FCIS’s Director of Professional Development.

Eligibility: In-service will be made available to both certified and noncertified personnel. Participants who wish to obtain component points for recertification (teachers/instructional support/administrators) must have a Florida Professional Certificate with “active” status. Points can only be earned within the last five years of one’s validity period.

Renewal of Professional Certificate: To renew a certificate as an employed teacher, instructional support member, or administrator,

the following are necessary: Renew online at http://www.fldoe.org/edcert; and, the applicant must renew online and pay the fee.

College Credit: Complete at least six (6) semester hours of college credit or its equivalent.

Earning Credit: There are several ways in which a Professional Certificate may be renewed:

College Credit: Six (6) semester hours of college credit, including at least one (1) semester hour in teaching students with disabilities (SWD), must be earned during each renewal period to renew your certificate.

In-service Points: Complete 120 in-service points. One hundred (100) of those hours may be in educational related/subject areas. Twenty (20) in-service points must be in teaching students with disabilities.

Combination: Complete a combination of college credit and in-service training. One semester hour of college credit=20 in-service points.

Subject Area Test: Take and pass a subject area test specific to the coverage area. One passing numerical score on the subject area test is equivalent to three (3) semester hours of college credit. A subject area test may be combined with either college credit or inservice points to equal the equivalency of six (6) semester hours of college credit.

Credit Transfer Procedures: In-service credit may be transferred to or from the Florida Council of Independent Schools. Credit must be earned during the last 5 years of the validity period of the individual’s certificate.

ProceduralPoints:

1. All in-service components must be from the approved components of the FCIS Master In-service Plan.

2. All program components must be at least two (2) points.

3. One hour of workshop time is equivalent to one master in-service point.

4. All in-service activity must be an FCIS-approved in-service component listed in the Master In-service Plan.

5. Points must be earned during the certification validity period.

6. No specific in-service component (activity) can exceed sixty (60) points.

7. No individual can receive more than sixty (60) points for any one component during any one validity period.

CriteriaforIn-serviceComponents:

1. A professionally qualified individual (group) is to be the organizer and/or consultant.

2. There must be clearly defined objectives and a stated means of evaluation.

3. Activity should have 2/3 actual contact hours and no more than 1/3 independent activity hours.

4. In-service activities must be relevant to subject matter or designed to improve professional competency.

Activitiesnoteligibleforin-servicepointsinclude:

1. Business, committee, or advisory meetings, caucuses, etc.

2. Registration, recordkeeping, etc.

3. Breakfast, lunch, dinner (without speaker)

4. Testing/screening students

5. Chaperoning of students

Master In-service Plan Direction: Appointment of Director. The FCIS Executive Committee will hire or appoint a Director of Professional Development to serve the in-service needs of the FCIS District.

In-service Offerings Review: The Director shall review the in-service offerings for the membership on a yearly basis.

Activity Evaluation: There shall be written evaluation of all workshops and/or in-service programs at the end of such programs by

teachers attending. A summary of such evaluations shall be forwarded to the FCIS Director of Professional Development and made available when requested by the FCIS Executive Committee.

Scheduled Activities: Instructionally sound and administratively necessary activities (faculty meetings/in-service programs) as determined by the school administrator may be assigned to teachers during the school day or in after school in-service programs. The scheduling of these meetings will be at the discretion of each individual member school’s policies.

Member Enrollment: The Director of Professional Development will encourage member school’s enrollment in the local, state, and national in- service programs available through other school districts. It will be the responsibility of the FCIS member school to provide sufficient information concerning the in-service program to the FCIS Director of Professional Development as well as the appropriate in-service number for proper credit. [From: http://mip.fcis.org/]

FLORIDA DEPARTMENT OF EDUCATION LICENSURE

Faculty members interested in gaining or renewing teaching licensure with the Florida Department of Education do so with the understanding that St. John's does not provide funding towards costs associated with a FDOH Teaching License. The cost of renewing or gaining a teaching license with the State of Florida is the responsibility of the employee

HARASSMENT

St. John’s is committed to a work environment in which all individuals are treated with respect and dignity. St. John’s does not and will not tolerate discrimination and harassment based on a protected characteristic under federal, state, or local law. Conduct of this nature is offensive, unprofessional, and sets a poor example for our students and community.

For purposes of this policy, the term “discrimination” refers to an adverse employment action based on any characteristic protected by federal, state, or local law. The term “harassment” includes, but is not limited to, the use of obscene language, name-calling, slurs, jokes, intimidation, or any other verbal, physical, or graphic conduct related to an employee’s protected characteristic. “Harassment” also includes sexual advances, requests for sexual favors, offensive touching, and other verbal, graphic, or physical conduct of a sexual nature.

Specifically with respect to sexual harassment, employees must be aware that no one employed by St. John’s is authorized to make any employment decision based on an employee’s submission to or rejection of sexual conduct or advances. No supervisor has the authority to suggest to any employee that the employee’s continued employment or future advancement will be affected in any way because the employee enters into or refuses to enter into any form of sexual or other personal relationship with the supervisor. No supervisor may coerce an employee into a sexual relationship and then reward the employee. No supervisor may take disciplinary action against an employee, or deny a promotion, transfer, or other job benefit to an employee, because the employee has rejected sexual advances.

Discrimination and unlawful harassment are prohibited. Violation of this policy will subject an employee to disciplinary action, up to and including, immediate discharge.

Harassment Complaints: Any employee who believes that he or she has been the subject of harassment must immediately report the incident to the Division Director, the Chief Financial Officer/Chief Operations Officer, the School Chaplain, or the Head of School.

If a complaint is received by the Division Director, the Chief Financial Officer/Chief Operations Officer, or the School Chaplain, it must be immediately reported to the Head of School. The Head of School will determine who will investigate the complaint promptly. A complaint will be investigated in a confidential manner, to the extent possible.

Upon conclusion of the investigation, the investigator shall report to the Head of School, who will determine appropriate remedial measures and sanctions. Employees found to have engaged in conduct in violation of this policy will be subject to disciplinary action, up to and including, dismissal from employment.

In the event any individual believes that he or she has been the subject of discrimination or harassment by the Head of School, that individual must immediately report the complaint to the Chair of the Board of Trustees and the Board of Trustees will handle the investigation and complaint.

HEALTH INSURANCE

See Appendix A: Employee Benefits Handbook

HIRING POLICY

All applicants will provide transcripts verifying his or her appropriate formal education and references to verify all in-field experience at other schools; as well as references that verify that this employee will be a good fit for St. John’s community, and a collegial member of the school

All applicants will complete a national criminal background fingerprint check and provide results of a drug test. All new employees will complete the Episcopal Diocesan course, “Safeguarding God’s Children,” complete the online course Identify & Report Child Abuse, complete a First Aid/CPR/Bloodborne Pathogen course Grades 1-8 academic employees are required to complete Google Level 1 online course.

In order to avoid conflicts of interest, current members of the Board of Trustees and current members of St. John’s Vestry will be ineligible for employment by the School. The Head of School has the final decision in all hiring at the School.

HOURS OF OPERATION

Academic Employees: Faculty are required to report to work (be on campus and ready to receive students) no later than 7:30 a.m. and should remain at work until 3:30 p.m. unless excused by the Division Director. Faculty and staff meetings may be held afterschool hours. Academic employees are generally scheduled to work the period beginning one week before the start of the school year and ending the week after graduation. Academic employee workdays are those days, as set by the Head of School, when academic employees are expected to be at St. John’s and do not include paid holidays, winter, spring, or summer breaks

Administrator and Staff Employees: Administrator and staff employees are required to report to work no later than 7:30 a.m. and should remain at work until 4:00 p.m. unless excused by their Administrator or the Head of School. Faculty and staff meetings may be held after-school hours.

Maintenance Employees: Maintenance employees should arrive and remain at work at the time agreed upon by their campus supervisor and Chief Financial Officer/Chief Operations Officer Faculty and staff meetings may be held after-school hours.

HUMAN RELATIONS (‘HR’)

Human Relations at St. John’s is the purview of the Executive Assistant to the Head of School and the Chief Financial Officer/Chief Operations Officer. Employees can reach out to either of those individuals regarding:

• Prospective employee application and hiring process.

• New employee onboarding.

• Background, drug testing, and E-Verify clearances.

• Benefits administration.

• Employee Handbook, Family Handbook, and Crisis Management Manual.

• Maintain employee administrative documents.

Please note: Topics related to individual employee concerns regarding any aspect of their employment (and only their employment) with the school are the purview of the direct supervisor of the respective employee. The employee should always reach out to their direct supervisor as the first point of contact. If the matter remains unresolved despite the employees’ best efforts, the employee can meet with the Head of School to discuss their concerns. Every attempt should be made by the involved parties to first resolve any

peer-to-peer conflict before seeking the involvement of the direct supervisor.

Retaliation: Retaliation for discussing an employment concern is strictly prohibited and also should be reported immediately. “Retaliation” is defined as any interference, coercion, restraint, or reprisal against an employee in response to the employee’s complaint, or in response to the employee’s good-faith participation. Retaliation will result in discipline, up to and including, termination.

IMMIGRATION LAW COMPLIANCE

St. John’s Episcopal Parish Day School, Inc. employs only United States citizens and aliens who are legally authorized to work in the United States. To comply with the Immigration Reform and Control Act of 1986, all new employees, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and provide documentation that establishes their identity and eligibility for employment. In addition, all new employees must be processed through the Department of Homeland Security's EVerify system and receive clearance as a condition of employment.

JURY DUTY

Jury duty days are not counted as personal time off days. However, employees are asked to try to reschedule jury duty for vacations or the summer.

LACTATION BREAKS

Upon request, any employee nursing a child will be provided with a reasonable amount of break time for purposes of expressing breast milk, each time the employee has need to express the milk, for up to one year after the birth of the child. The employee will be provided with an appropriate space, other than a bathroom, that is shielded from view and free from intrusion from co-workers and members of the public. Lactation breaks under this policy should, to the extent possible, run concurrently with any other break time available to the employee. For non-exempt employees, if additional time is needed, such additional time shall be unpaid. Employees should make arrangements regarding lactation breaks with their supervisor.

LEAVE

See Appendix A: Employee Benefits Handbook.

LETTERS OF RECOMMENDATION / REFERENCES (EMPLOYEE)

Employment Reference Policy: To ensure that any references concerning a current or former employee’s employment with St. John’s are consistent and based on accurate employment information, all employees are prohibited from providing any employment information regarding former or current employees of St. John’s to any third party, including prospective employers, outside agencies, organizations, and any other person or entity. If you receive any request for employment information about a former or current employee, you must immediately inform the Head of School. The Head of School will verify a former or current employee’s dates of employment, last position held, and final rate of pay.

For purposes of this policy, a request for employment information includes a verbal or written request for:

• A job reference.

• Employment verification.

• Information about an individual’s job performance, attitude, attendance, or employment history.

• Any “off the record” information about an individual.

This list is illustrative only, and not exhaustive. If you receive any request for employment information regarding former or current employees, you must inform the Head of School immediately.

LETTERS OF RECOMMENDATION / REFERENCES (STUDENT)

Individual teachers and administrators regularly complete and submit paper and/or electronic recommendation forms for students applying to high school or another school. These forms are not merely a representation of the student; they are also a reflection on

the teacher writing them, as well as colleagues and the school. Before a recommendation is submitted, it is to be provided to the respective division director to review. A copy of all teacher recommendations will be retained as part of the student's record.

MAINTENANCE REQUESTS

Employees can assist with immediate maintenance needs by emailing the appropriate campus Division Director or Administrator. The Division Director or Administrator will email the maintenance request to workorder@stjohnseagles.org. Employees should not disrupt the maintenance staff daily routine unless it is an emergency. Employees are requested to observe the school environment and send emails about maintenance items in their classrooms, offices, hallways, or common area. Employees are responsible for maintaining neat and organized classrooms and working areas

MEDIA POLICY

A member of the media (reporter, producer, etc.) may contact you for a number of reasons, including to inquire about:

• St. John’s, teachers, or employees.

• Recent, unexpected events such as accidents or injuries, parent or teacher complaints, natural disasters, federal, state, or local regulatory actions, etc.

• General information on a topical story such as concerns or issues specific to the academic community changes to local or state government officials or policies, etc.

• To obtain information or comments about an action or event that could impact our school, faculty, staff, students, or changes in school policies.

Refer all media calls or requests to the Head of School. Do not allow a reporter to pressure you to answer questions. Please also refrain from saying you are not allowed to talk to the media. Instead, inform the reporter: “St. John’s policy is to refer all media inquiries to the Head of School.” The Head of School will coordinate the media response.

The same process described above should be used when a media representative or any other individual is requesting permission to film or photograph any of our facilities. Refer all inquiries to the Head of School. No one will be given access to any St. John’s facility/school for photography or filming without prior approval from the Head of School.

MODIFICATIONS TO SCHOOL PROPERTY

Teachers should limit the use of classroom furniture from outside the school in their classroom. Any wall hanging material should be specifically related to the subject or subjects being taught. All items should be attached to walls with fasteners, such as painter’s tape, that can be removed. Everything on the walls may have to be removed for summer painting.

NAME BADGE AND CENTEGIX ALERT BADGE

Employee name badge and Centegix alert badge are to be worn for the duration of the workday and may be required at certain school sponsored events. If either badge is misplaced, the employee may be required to pay for a replacement badge.

NON-DISCRIMINATION POLICY

St. John’s Episcopal Parish Day School admits students without regard to any characteristic protected by federal, state, or local law to all rights, privileges, programs, and activities generally accorded or made available to students at the School. It does not discriminate on the basis of any characteristic protected by federal, state, or local law in the administration of educational policies, admissions policies, scholarship and loan programs, or athletic and other school-administered programs.

NON-TEACHING RESPONSIBILITIES

In addition to faculty’s primary teaching assignments, there is a need to cover a variety of additional responsibilities associated with students’ non-classroom experiences throughout the school day. Examples are student arrival and dismissal procedures, lunch supervision, general behavioral supervision in hallways and elsewhere, and dealing with emergencies.

ORGANIZATION OF THE SCHOOL

A brief overview of some of the positions within the organization of the School is set forth in this handbook. The purpose is to familiarize employees with the general organization and structure of the School. This section does not contain a full recitation of all the duties and responsibilities of these positions.

Board of Trustees (Board Chair): The School is governed by a Board of Trustees, acting in cooperation with and under the authority of the Rector, Wardens, and Vestry of St. John’s Church. The up to 17 elected and/or appointed members serve up to three-year terms, renewable, with one to three new members seated annually. The Board is responsible for setting the strategic direction and priorities of the School as well as its financial stability. The Board accomplishes much of its work through its standing and ad hoc committees. The standing committees include Development, Facilities, Finance, Executive, the Committee on Trustees, and the ad hoc committees focus on Master Planning, Capital Campaign, Safety and Security, and other any committees created from time to time.

Chief Financial Officer/Chief Operations Officer (CFO/COO): Plans and manages the School’s budgets and finances. The CFO/COO is assisted by the Accounting Assistant. The CFO/COO oversees all aspects of School operations and the maintenance staff to keep the campuses clean, safe, and in good repair.

Director of Design Technology: The Director of Design Technology provides responsive, collaborative, and forward-thinking vision, leadership, and management of technology systems and services to support the mission and vision of St. John’s. This includes planning, developing, organizing, evaluating, and implementation of all applications of technology & professional learning. The Director is assisted by a Technology Support Specialist.

Director of Enrollment Management: Oversees the School’s admission procedures and works with prospective and current parents on all aspects of the admissions process.

Director of Events Management & Alumni Relations: Responsible for events management, establishes the strategic direction of alumni programming & engagement, and executes strategies to increase alumni engagement, fostering a more vibrant and connected alumni community.

Director of Institutional Advancement: Responsible for enhancing the major gifts pipeline based on identified fundraising needs to support St. John’s Strategic Plan and Capital Campaign.

Director of Marketing & Communications: Responsible for compiling, shaping, and distributing information about the School and its programs to both internal and external audiences and making sure the good news of St. John’s is spread as widely as possible. This includes both paper and electronic outlets.

Directors of Primary, Lower, and Middle Divisions: Director of Primary Division is responsible for all aspects of the Primary Division - K(4) and K(5), Director of Lower Division is responsible for all aspects of the Lower Division - Grades 1-4, and Director of Middle Division is responsible for all aspects of the Middle Division - Grades 5-8.

Donor & Parent Relations Coordinator: Coordinates and oversees the long-term and short-term fundraising activities of the School, the Eagles Fund, Parents’ Association, and Dads’ Club.

Head of School: The chief administrative and educational officer of the School. The Head of School has responsibility for all day-today operations of the School and oversight of the program. The Head of School is the one and only employee of the Board of Trustees and works closely with the Board of Trustees to further the mission of the School.

Parents’ Association and Dads’ Club: The Parents’ Association and Dads’ Club exist and operate under the direction of the School. The Parents’ Association, comprised of all parents, organizes committees of volunteers who perform a myriad of services for the

benefit of the students and the School, including supporting significant fundraisers of the School. The Dads’ Club organizes community service efforts in which students learn to give back to our community.

Rector (Father Chris Wood): Leads St. John’s Church. The Rector sits on the Board of Trustees and is the President of the St. John’s Episcopal Parish Day School, Inc., the parent corporation of the School.

OVERTIME PAY AND AUTHORIZATION

All non-exempt employees are required to keep accurate time records of all hours worked, regardless of when and where the work is performed. Employees, including any member of management, are not permitted to instruct another employee to misreport or fail to report any time worked. Falsifying any time record is prohibited and may result in discipline.

When leaving work on the last day of the week, all non-exempt employees must review their time record carefully to see that all hours of work are properly recorded. If there are any changes that need to be made to your time record, non-exempt employees must report this to their supervisor. Employees are certifying the accuracy of the time record by its submission.

Off-the-clock work by a nonexempt employee (engaging in work assignments or duties that are not reported as time worked) is prohibited. Non-exempt employees must report all time worked.

Any possible violations of this policy or any concerns employees have about the accuracy of their wages, including any claim that employees have not been paid for all hours worked, must be reported immediately to the Head of School. Failure to record all time worked is grounds for discipline, up to and including, termination.

Supervisors may schedule overtime or extra shifts when the School deems it necessary. Supervisors will assign overtime to employees in the particular job for which overtime is required. Non-exempt employees are not permitted to work overtime or beyond their scheduled hours without the prior approval of the Head of School, the Chief Financial Officer/Chief Operations Officer, or the employee’s supervisor. Any non-exempt employee working outside of his or her scheduled hours without supervisory approval will be disciplined.

Overtime will be computed based on the number of hours an employee actually works in a given pay week. Pay for time not working such as holiday pay, vacation pay, or paid leave will not be included in hours worked for purposes of computing overtime.

PARKED VEHICLES

St. John’s assumes NO liability for lost or stolen property or damage to any vehicle while it is parked on campus. All employees are required to place the employee parking decal in the lower-left corner on the inside of the windshield any time you park on school property. If the parking decal is misplaced, the employee may be required to pay for a replacement parking decal.

PERSONAL CREDIT CARD CHARGES AND REIMBURSEMENTS

The school retains official credit cards for approved institutional purchases, and expects that in the majority of situations these should be used to make such purchases. There can be rare occasions when an employee must use their personal credit card for approved school purchases. This practice is strongly discouraged. If an employee has no other option but to use their own credit card for an approved school purchase, Head of School prior approval is required for any purchase over two hundred dollars.

PERSONAL ITEMS AT SCHOOL

The school is not responsible for personal items employees elect to bring to the workplace. Employees are discouraged from bringing large personal items (bookcases, chairs, etc.) to school. If an employee elects to bring in a large personal item for their office or classroom, they must seek prior written approval from the direct supervisor before doing so. They may also be required to provide the school with written proof of ownership. No school property is to be removed or offered to another employee without the prior written consent of the Head of School.

PERSONAL RELATIONSHIPS POLICY

To avoid the appearance of any conflict of interest, and to ensure objectivity, St. John’s prohibits personal relationships between employees, unless otherwise approved by St. John’s. A “personal relationship” is defined as a relationship between employees who have or have had a romantic or dating relationship of any kind.

If such a personal relationship develops between employees, it is the responsibility and obligation of the employees involved to immediately disclose the existence of the relationship to the Head of School. Failure to disclose such a personal relationship between employees to the Head of School may result in discipline, up to and including termination of employment.

St. John’s will take steps to try to eliminate any real or perceived conflict of interest because of a personal relationship. Continued employment may be possible, but St. John’s may determine in its sole and absolute discretion that continued employment is not possible to eliminate a real or perceived conflict of interest. If continued employment is approved, St. John’s will ask the individuals in the personal relationship to sign a document acknowledging that their relationship is entirely consensual and free from coercion and harassment.

POLICY COMPLIANCE

Faculty and staff are expected to support all School policies. Debate and criticism of policies should occur in private conversations with the Division Director, Administrator, and/or Head of School. Unless otherwise indicated, all private conversations and employee meeting discussions are confidential.

POLICY AGAINST NEPOTISM

Members of an employee’s immediate family may be considered for employment based on the School’s need and the qualifications they present. Individuals who are related to each other, through birth or marriage, may work at St. John’s. However, relatives, household members, and/or family members may not report directly to another relative, household member, or family member. This policy will be considered when assigning, transferring, or promoting an employee. For purposes of this policy, immediate family includes spouse or partner, parent, child, sibling (brother or sister), any in-laws, aunt, uncle, niece, nephew, grandparent, grandchild, step relatives, and cousins. Household members include anyone residing in the same living space as the employee.

In situations where employees marry or become related, members of the same household, or in a romantic relationship, they shall immediately notify the Head of School to determine whether they can continue in their current positions. Failure to report such information can lead to disciplinary action.

Situations involving employment for summer programs, day camps, and students seeking volunteer community service hours should be reviewed with the Division Director and Head of School prior to these programs starting. Typically, the employee’s child is able to work/volunteer as long as it is not in a program that their parent supervises. However, in certain situations subject to the School’s sole discretion, a relative may be permitted to work under the supervision of their immediate family member during a summer program, day camp, or in connection with community service hours.

POLITICAL ACTIVITY AND EXPRESSION

School employees shall be permitted to engage (including direct volunteer work with a campaign) in political campaigns and other endorsements during non-duty hours. However, they shall not solicit support of any political candidate, partisan or nonpartisan, or support any issues on any referendum matter during regular hours on School property or via use of any School property, to include the employee’s St. John’s email account.

• No employee shall use his/her position in any way to influence or attempt to influence students to support or oppose any candidate, party, or issue.

• Such prohibition shall include, but not be limited to, any form of advocacy or opposition in a classroom or school setting or other school related student-teacher relationship. In other words, it is not appropriate for School employees to reveal, state, and/or advocate for their own personally held opinion and/or belief regarding such topics.

• No employee shall participate in any political activity during the workday. This shall include, but not be limited to, wearing, or displaying at the worksite, signs, buttons, pins, flyers or political advertising, slogans, logos, symbols, or graphics on clothing relating to or that could be interpreted as supporting or opposing any specific political candidates or issues.

• Employees may display bumper stickers of a political nature on their personal vehicles unless the vehicle is being used in an official School capacity. However, keep in mind that while parked on School property, your vehicle is an extension of you as a representative of St. John’s Episcopal Parish Day School, and any displayed slogans, symbols, graphics, etc. should be in good taste and professional.

• Employees shall not use employment titles, props, or any other devices that identify the School in any advertisement or endorsement in a political campaign or for the purpose of promoting a political candidate.

• Any social media or other online content or communication (including websites, blogs, vlogs, etc.) generated either by you or a student that would be inappropriate in the classroom should also be considered inappropriate when shared via social media. Even though you are not “friends” with a student on social media, they (and their parents) can still usually view what you post (dependent upon the privacy settings of your account and individual posts). You are always a representative of St. John’s Episcopal Parish Day School.

• Online content should not ever be graphic or abusive. It should not promote or show excessive or irresponsible use of alcohol, drugs, or any activity illegal to students. The content should not be malicious or reckless.

• Employees should not make any derogatory statements about colleagues, students, or St. John’s Episcopal Parish Day School. Thoughtfully consider your rights and responsibilities prior to posting.

• At no time should School employees claim to be speaking or issuing opinions on behalf of St. John’s Episcopal Parish Day School, except with prior consent from the Head of School. In instances where there could be confusion, they must add a disclaimer stating their views and content are exclusively their own and not representative of St. John’s Episcopal Parish Day School (but it is always better to ask first to make sure!).

PURCHASES

If you need to purchase materials or supplies for your classroom, please submit a purchase order or obtain written approval from the Division Director before making any purchases. This helps manage the budget effectively and ensures that reimbursement is made without any issues.

REPORTING SUSPECTED CHILD ABUSE (FLORIDA STATE CHILD ABUSE HOTLINE)

Florida State Child Abuse Hotline: Legislation requires any individual, especially those employees mandated to report such as anyone who works in a school, who suspects that a child has been abused, neglected, or exploited by any person to report that to the Florida Abuse Hotline. Indications of student abuse and neglect include:

• Apprehensive, frightened, aggressive, or withdrawn.

• Physical abuse.

• Unexplained bruises, welts, burns, fractures, lacerations, or abrasions.

• Neglect.

• Consistent hunger, poor hygiene, inappropriate dress, lack of supervision.

• Unattended physical problems or medical needs.

• Abandonment.

• Sexual Abuse.

• Difficulty in walking, sitting, torn, stained, or bloody underclothes.

• Pain or itching in genital area.

• Bruises or bleeding in external genitalia, vaginal, or anal areas.

• Venereal disease, especially in pre-teens.

• Unwilling to change for PE.

• Withdrawn fantasy or infantile behavior.

• Bizarre, sophisticated, unusual sexual behavior, or knowledge.

• Speech disorders, lags in physical development, failure to thrive.

• Habit disorders (biting), neurotic traits, extreme behavior.

• Overly adaptive behavior, developmental lags.

Any allegations a child was abused or neglected by a caregiver will be investigated by the Department of Children and Families. Allegations of child abuse by someone other than a caregiver will be accepted at the Hotline and immediately electronically transferred to the appropriate local law enforcement agency where the child lives. Suspecting a child is being abused but failing to report it is a felony. Anyone who reports child abuse in good faith shall be immune from prosecution.

If you suspect or know of any child who is being harmed, call the Florida Abuse Hotline at 1-800-962-2873 (TDD 1-800-4535145). If you see a child in immediate danger, call 911. Before calling the hotline, all information should be reported to the Head of School.

RESPONSIBILITY TO REPORT MISCONDUCT AND INVESTIGATE

Faculty and staff members are expected to always conduct themselves professionally. If a faculty or staff member has first-hand knowledge of or has witnessed any violation of any of the policies in this handbook by a faculty or staff member, he or she should communicate to the Head of School in writing. If a faculty or staff member believes that the Head of School has committed an infraction or violated any policy of the School, the person should submit a written report to the Chair of the Board of Trustees. The report should include detailed and factual information about which policy was violated, any documentation, and the grievant name. To the extent practicable and possible, the report, including names of reporting party, and any other names referenced in the report will be kept confidential during the investigation process. The Head of School, or Chair of the Board of Trustees if the complaint is about the Head of School, will determine the appropriate person to investigate the matter. The investigator will examine the facts, begin an internal investigation, and complete the investigation according to Florida’s legal requirements. It is the responsibility of the Head of School to make decisions, including any corrective or disciplinary action, regarding policy violations relative to the operations of the School.

If the matter under investigation involves a violation committed by the Head of School, then the Executive Committee of the Board of Trustees will make decisions, including any corrective or disciplinary action, regarding these policy violations.

Depending on the outcome of the investigation, the materials related to the investigation may be kept on file at the School, but these materials will remain confidential.

SCHOOL EMAIL SIGNATURES

School email signatures are to appear in the standardized format provided by the school and are not to be personalized or altered in any way.

SCHOOL MOTTO (TAGLINE)

EmpoweredtoLead,InspiredtoServe

SEARCH OF PERSONAL PROPERTY

As a condition of employment, St. John’s may conduct a search of any person or property located on its campus or brought to or attending a School event, including any personal property brought to school or any automobile parked on campus. This policy exists for the safety and security of the students and members of the St. John’s community. Additionally, employees should have no expectation of privacy in any St. John’s property used to store, create, or communicate items or data, including but not limited to, lockers, desks, computers, or phones, all of which St. John’s may search at any time and for any reason.

SEVERANCE PAY

St. John’s is under no obligation to pay severance pay when an employee is terminated unless otherwise stated in a mutual contractual agreement executed by duly authorized representatives of the School.

SHARING OF INFORMATION WITH STUDENTS

Employee non-professional information is information about the employee that is not part of their professional duties or obligations. Examples of non-professional information include but are not limited to: information pertaining to an employee’s health, birthdays, marital or relationship status, political views or affiliation, death of a family member or acquaintance, or any other information deemed by the school to be of questionable necessity to the wellbeing of students. Employees are not to share such information with students without the prior written approval of their supervisor. In all circumstances, the school reserves the right to determine whether it is necessary or appropriate for an employee to share information with students. The school also reserves the right to communicate this information.

The sharing of personal contact information (non-SJE email, personal cell phone number, etc.) by a school employee with a current student or students is not appropriate, exposes students, employees, and the school to significant potential risk and liability, and is forbidden. Employees are not to be in possession of current student cell phone numbers or personal email addresses. Furthermore, employees are strongly encouraged to consider the wisdom and appropriateness of providing or receiving such information to or from a former St. John's student while that individual remains a minor. The consequences for violating this policy will be disciplinary action up to the possibility of immediate termination of employment.

SOCIAL MEDIA USE POLICY

The School recognizes that employees and faculty members may use social networking resources for both personal and professional reasons.

Because of the School’s mission and philosophy, and the special relationship school employees and faculty may have with students, alumni, parents, and School supporters, all employees are required to exercise professional judgment and the utmost care when interacting with others on social networking resources and follow the School policies when interacting on social media resources. The

following guidelines provide general parameters for social networking on professional and personal social networking resources but are not all inclusive. If you have any questions about the appropriate use of social networking resources, please ask the Director of Information & Instructional Technology for guidance. If you find a networking tool that you think will be useful in your job, please contact the Director of Information & Instructional Technology.

Postings must comply with all of the School’s policies and procedures, including the harassment and discrimination policy, and policies governing confidentiality and privacy of proprietary information.

Confidential and Proprietary Information: You may not share information that is confidential and proprietary about the School, its students, alumni, or employees. This includes information about donors, Trustees, and any other information that has not been publicly released by the School. If you have any questions about whether information has been released publicly or doubts about the confidential or proprietary nature of any information, speak with your supervisor or the Head of School before releasing information that could potentially harm the school, students, alumni, employees, Trustees, and business associates.

Model Appropriate Behavior: Exercise appropriate discretion when using social networks off duty for personal communications. Remember that your behavior on social networks may be visible to others. Students, parents, alumni, employees, Board members, and others may observe networks. You are required to conduct yourself in a professional manner as a representative of the school. Social networking sites must have clear disclaimers that the views expressed on the site are the author’s alone and do not represent the views of the School.

Model the proper use of their accounts for students, employees will:

• Keep their passwords confidential.

• Immediately take appropriate action if they encounter any obscene, profane, lewd, vulgar, threatening, degrading, or harassing words, phrases, messages, files, or images on the network, the Internet, or a screen.

• Immediately report to appropriate personnel anything misused, broken, or missing.

• Include their real names in every email or other electronic message they send or forward so that readers will be able to identify the person responsible for the message.

• Be polite and treat others with respect and courtesy when using email, chat rooms, and other communication forums.

• Follow all St. John’s policies and all laws regarding copyright and intellectual property.

• Respect and maintain the confidentiality of St. John’s property and information as well as all confidential information regarding students, including not using any identifying student or family information when publishing information outside of St. John’s.

Model the proper use of their St. John’s accounts for students, employees will not:

• Allow another person to use their accounts.

• Use their accounts for any illegal activity.

• Use their accounts to offer or provide any product or service for commercial gain.

• Look at another employee’s personal messages or files unless authorized.

• Post on the Internet personal messages or files without the original author’s consent.

• Post on the Internet anonymous messages, send anonymous email, or use pen names.

• Send or forward email chain letters.

• Try to open, look at, or change the information that controls St. John’s computers, St. John’s network, or any other network unless authorized to do so.

• Make, use, or show any obscene, profane, lewd, harassing, vulgar, inflammatory, threatening, or degrading words, phrases, messages, files, or images.

• Use any program or enter any information that slows, disables, stops, or harms another program, a computer, or the network.

• Store, execute, or transmit programs or files that employee does not legally own.

• Store, execute, and transmit games and similar programs or files, unless the same have an obvious educational purpose.

• Give any information that specifically identifies or would allow one to determine the specific identity of a student in a picture, movie, or sound recording posted on the Internet by the employee.

Monitoring of Social Network Sites: The School may monitor the public content on social networking sites of employees to ensure compliance with this policy.

Other Social Network Participants: Be sensitive to the fact that personal social networking information may be accessed by current or former students/alumni and monitor any posts to your network accordingly. Conversely, be judicious in your postings to all friend sites and act immediately to remove any material from your site that may be inappropriate.

Personal Social Networking with Students/Alumni: Employees are not permitted to initiate or accept personal social network relationship requests with current students, or with former students/alumni under the age of 18. Use professional discretion when social networking with alumni 18 and over.

Privacy Settings and Content: Exercise care with privacy settings and profile content. Content should be placed thoughtfully and periodically reviewed. In addition, know that privacy settings can be changed at any time to limit access to profiles and search ability to content, and changes should be made accordingly. The same principles and guidelines found in the School’s policies apply to employees’ activities online. Ultimately, employees are solely responsible for what they post online.

Professional Use of Social Networking: Employees are required to limit their use of online educational social networking tools for professional use to those approved in advance by the School. New social-networking tools and features are being continually introduced which may or may not be appropriate for employee use.

Time on Personal Social Networking Sites: The School prohibits employees from viewing, posting, or being on social networking sites for personal use during work hours. This activity must take place during your off-duty time.

Use of School Logo and Trademarks: The school logo and trademarks may not be used without prior, written permission from the Head of School. This is to prevent the appearance that you speak for or represent the School.

SOLICITATION AND DISTRIBUTION

Employees may not solicit for non-St. John’s causes during work time. In addition, employees may not distribute non-St. John’s brochures, flyers, or other documents during work time, or in work areas. Non- employees shall not be permitted onto St. John’s property for purposes of solicitation or distribution.

Crowdfunding: St. John’s does not allow crowdfunding, in any manner and on any platform. Employees are prohibited from crowdfunding in relation to their employment or school operation. A violation of this policy may lead to disciplinary action, including the possibility of termination of employment.

SPECIAL EVENTS

All School: Grandparents Day, Blessing of the Animals, Thanksgiving Food Drive, Gasparilla Pirate Invasion, Dads’ Club Service Day, Night of the Arts, Field Day

Primary Division: Halloween Celebration, Celebration of Thanks (K(5), Pajama Drive, Holiday Celebration, Valentine’s Day Celebration, Spring Fling, Kindergarten Move-Up Day, Circus Day

Lower Division: Opening Ceremony, Halloween Celebration, Joint Eucharists (with Middle Division), Christmas Toy Drive, Christmas Pageant, Eagle Book Day, Eagle Cup-Round One, Two, and Three, Project Based Assessments (Grade 4), ERB Testing (Grades 3 & 4), Move Up Day (Grade 4), Awards Ceremony

Middle Division: Opening Ceremony, Fall Dance (Grades 7 & 8), Fall Social (Grades 5 & 6), St. Augustine Trip (Grade 6), Florida Keys Trip (Grade 7), Yosemite Trip (Grade 8), Joint Eucharist (with Lower Division), Science Fair (Grade 5), Holiday Dance (Grades 7 & 8), Gasparilla Childrens Parade Float (Grade 8), Spring Dance (Grades 7 & 8), Spring Social (Grades 5 & 6), Spring Musical, ERB Testing, Regional & State Latin Forums, NJHS/NJCL/SJHS Induction Ceremony, Sports Banquet, Exams, Graduation (Grade 8)

STANDARDS OF CONDUCT IN RELATION TO STUDENTS

As employees of St. John’s Episcopal Parish Day School, we recognize and fully embrace our shared mission to do what is right and good for our students, our School’s most valuable asset. We are committed to providing a safe, caring, and inclusive learning environment for each child. This document is intended to provide guidance to all members of the St. John’s community regarding appropriate interactions between adults and students. It does not serve as an exhaustive list of standards for behavior to cover every potential scenario when interacting with students.

General Principles: We dedicate ourselves to maintaining an environment that fosters and develops each student’s potential. As such, we are reminded that our actions should at all times be above reproach, governed by common sense, and guided with the best interests of the students and the School in mind. Also, we recognize the special responsibilities and duties we have to care for them. We understand and accept fully the trust placed in us by our students and their families. Should any of us be confronted with or made aware of a situation that raises concern about the wellbeing or safety of any member of our community, it is our responsibility to utilize the available resources of the School to address the situation immediately. Accordingly:

• We believe in and promote a culture of dignity, kindness and respect within our community and pledge to respect the dignity and worth of each student.

• We pledge to always put the well-being of students at the forefront, to remain focused on this, and be ready to act on it.

• We acknowledge the inherent imbalance of power that exists in our relationships with students, a dynamic that requires us to maintain appropriate and healthy relationships with them.

Standards of Behavior: The General Principles stated above are meant to serve as a guide on how to act at all times. The following are examples of behavioral standards to help all of us be successful. When interacting with students, whether in person or otherwise, we will at all times:

• Be mindful of the imbalance of power that exists in relations between adults and students and never abuse it.

• Understand that the conduct (positive or negative) of one of us reflects on all of us.

• Acknowledge that we best educate and nurture our students when any biases and prejudices we hold do not sway or influence our relations with them.

• Understand that by introducing and maintaining transparency at the heart of our conduct towards students, we help ensure our relationships with them remain beyond reproach.

• Recognize that appropriate boundaries in our relations with students are best maintained when we retain an appropriate separation between our personal lives and our professional roles and responsibilities.

• Be mindful that as adults we are solely responsible for establishing and maintaining appropriate boundaries in our relations and interactions with students. The wishes or behavior of the student(s) in no way shift(s) or mitigate(s) this responsibility away from the adult(s).

• Model appropriate behavior for students. Any philosophy espousing respect, integrity, responsibility and appreciation for the unique talents and potential of each child will be most meaningful when we firmly adhere in our own behavior to the standards we expect of our students.

STUDENT ABSENCE

Each faculty member will record all student absences and tardies first thing in the morning (and for each Middle Division class) and relay first period absences and tardies to the office. The administrative assistant will compile a complete absentee list and email it to all division faculty and the Division Director by 9:30 a.m. daily. If excused, all work can be made up within a time frame of the number of days missed. If unexcused, only tests may be made up. Grade 8 students are allowed to shadow at their potential high school options. These are excused absences, and all work can be made up.

STUDENT ACCIDENTS AND ILLNESS

There must always be adult supervision of all students in all areas of the School. An accident report must be filled out for all accidents, illnesses, or injuries occurring on campus or school trips or events. Office staff must contact parents if injury occurs to the head, or injury or illness otherwise seems to be of a serious nature. The campus Division Director must also be informed immediately of all accidents, illnesses, or injuries, even if the parents are not notified. All accident reports must be kept in the student’s file.

All Divisions are equipped with protective gloves, gauze, and disposal bags. Anyone exposed to human blood, or any other bodily fluid should wear protective gloves.

TEACHERS PAY TEACHERS

A faculty member who wishes to purchase materials from the Teachers Pay Teachers website and be reimbursed by the school for those resources must first seek the approval of their Division Director to use school funds to do so. It is expected that St. John's faculty use Teachers Pay Teachers infrequently and solely to enhance the children's experience. The Division Director is responsible for ensuring the materials meet these expectations. Any teacher who is reimbursed with school funds for purchases through Teachers Pay Teachers is required to provide their Division Director a copy of all the materials purchased, which become the property of St. John's.

TECHNOLOGY/IT ASSISTANCE

For technology problems or equipment issues, emails should be sent directly to support@stjohnseagles.org.

TERMINATION OR NON-RENEWAL OF EMPLOYMENT

When an individual’s employment with St. John’s is ended by the School, the former employee may only return to any St. John’s campus or event with the prior written approval of the Head of School. Requests by a former employee to visit the school or any school event must be made in writing and directed only to the Head of School.

TIMEKEEPING POLICY

Purpose: The purpose of this Timekeeping Policy is to ensure that employees are compensated correctly for all hours worked. To achieve this, all non-exempt employees are required to accurately record all hours worked. It is imperative for non-exempt employees to abide by this Timekeeping Policy. Failure to meet the timekeeping obligations set forth in this policy may result in disciplinary action, up to and including, immediate termination of employment.

Recording Hours Worked.: Non-exempt employees must clock in and clock out to record their time worked using the time clock at their respective campus. The time clocks are located in the faculty lounge (Primary Division), Parish Hall faculty lounge (Lower Division), and sick room (Middle Division). If there is a problem with a time clock station, please notify Finance Office immediately.

Non-exempt employees must record the time they start work, leave for lunch, return from lunch, and finish work each day using the time clock. Non-exempt employees must not clock in before their scheduled starting time or after their scheduled quitting time, unless they actually have worked during that time. Non-exempt employees must record all hours actually worked. The logical and predictable consequence for repeated failure to fulfill these obligations is disciplinary action.

Non-exempt employees must:

• not clock in until they are ready to begin work;

• clock out for lunch, personal appointments, and personal errands;

• when returning to work, non-exempt employees should not clock back in until they are ready to begin work; and

• clock out immediately at their scheduled departure time when they finish working.

Corrections: Although all time is expected to be recorded accurately, occasional errors may occur. It is the employee’s responsibility to immediately notify their supervisor any time there is a timekeeping error. Employees are responsible for verifying their time records each pay period.

No Off-the-Clock Work: All work performed must be recorded. Non-exemptemployeesareprohibitedfromperforminganywork duties“off-the-clock.”Supervisorsmustnotrequest,require,orimplythatemployeesshouldperformanyworkwithoutproperly recordingtheirtime. Employees who are asked or required to work off-the-clock must immediately notify the Chief Financial Officer/Chief Operations Officer.

Compliance: Each employee is responsible for his/her own time records. It is a serious violation of St. John’s Timekeeping policy to alter, falsify, or tamper with time records; to clock in or out for another employee; or to ask another employee to clock in or out for you, and a serious violation may result in disciplinary action, up to and including, immediate termination of employment.

When employees do not comply with this policy, they interfere with St. John’s ability to properly record and pay for all time worked by its employees as well as meet its obligations under the law. Employees must therefore follow all of the requirements set forth above.

TOBACCO-FREE ENVIRONMENT

St. John’s is a tobacco-free environment. Smoking, including the use of e-cigarettes, vapes, and chewing tobacco are not permitted on any of our campuses or during any school-related or school-sponsored activity or event. Smoking-related odors that are disruptive or offensive to others or may exacerbate allergies are unacceptable in the workplace.

TRAVEL EXPENSES

The school will reimburse employees for reasonable travel expenses incurred while on professional development or other school-related trips (excluding field trips) away from school. All business travel must be supported by and approved by the Head of School in writing prior to the travel. Air travel is reimbursed at lowest available coach rate. Faculty and staff should seek the most economical form of air and ground transportation available. Use of personal vehicles for conference or workshop travel will be reimbursed at the mileage rate recommended by federal guidelines (http://www.gsa.gov/mileage). The school will provide faculty, staff, and administrators with the federal GSA recommended per diem for meals and incidental expenses while on approved travel. Conference attendees should take advantage of meals offered if included. To determine per diem rates, refer to the following website (https://www.gsa.gov/travelresources). (See the Chief Financial Officer/Chief Operations Officer for more information before going on your trip if needed). When exceeding the normal per diem rate because of involvement with a peer group, employees are encouraged to use discretion and respect for school funds.

With prior written approval by the Head of School, employees may be accompanied by a family member or friend. Generally, employees are also permitted to combine personal travel with business travel, as long as time away from work is approved. Additional expenses arising from such non-business travel are the responsibility of the employee.

When travel is completed, employees are required to submit completed travel expense reports within 7 days. Reports must include proper receipts to be reimbursed. Abuse of this business travel expenses policy, including falsifying expense reports to reflect costs not incurred by the employee, can be grounds for disciplinary action, up to and including, termination of employment.

TRAVEL GRANT FUNDING

All employees are eligible to receive a summer travel grant of up to $1,500 in support of an activity (domestic or international) that supports their professional growth and development. Up to five grants will be awarded each year. In order to ensure the broadest availability of professional development funds, travel grant money cannot be combined with money from the professional development budget to support a single event. Exceptions are possible only with the prior approval of the Head of School. Applicants must complete the required form and submit the completed form to the Head of School’s office by January 1st.

TUTORING

Faculty are expected to provide extra help to any student who requires additional learning support. When a faculty member has provided additional support for a struggling student and believes further support in the form of a tutor may be helpful, he or she will notify the respective Division Director. A conference with the child’s parents and the teacher(s) will be held, and educational testing by a professional may be recommended.

The Division Director and/or Head of School, in consultation with the parents, will determine which, if any, of the recommendations and strategies they will implement. Tutoring by a St. John’s faculty member may be among the recommendations. If so, the Division Director and/or Head of School will arrange tutoring with a suitable St. John’s faculty member. The approval of and conditions for this arrangement will be made in writing by the Head of School.

School policy prohibits any St. John’s employees from soliciting families to offer tutoring and prohibits faculty and administrators from tutoring any student they currently teach or any student that is under their guidance, supervision, or direction. Additionally, all other faculty, administrators, and employees of St. Johns are prohibited from tutoring any other St. John’s students (even if they do not teach, supervise, or direct the student) without the express written approval of the Head of School.

USE OF ELECTRONIC DEVICES

Teachers should not use cell phones or electronic devices during class or any time the employee is supervising children. Teachers should be teaching “bell to bell” and/or assisting students during the class period and supervising the students in the hallways while they are passing from one class to another.

USE OF PERSONAL LAPTOPS AND IPADS AT SCHOOL

St. John's provides employees the necessary technology and technology support as part of employment with the school. As such, employees may not bring to school and use their own personal technology (laptop or iPad) in lieu of school-owned and issued equipment. Only school-owned iPads and Laptops are to be used by employees at school. Individual employees are responsible for the safekeeping and state of school-owned technology and may be charged a fee for loss or damage.

USE OF SCHOOL DIRECTORY AND EMAIL

The St. John’s Directory is intended for private use by parents, students, faculty, and staff and is not permitted for private or commercial distribution purposes of any kind. Using this directory or school email to generate any mailing or distribution list without the consent of St. John’s is strictly prohibited. Doing so is in direct violation of the intended use of the directory. Employees are encouraged to contact the Director of Marketing and Communications for assistance. Employees should not use the St. John’s email list for the solicitation of any business outside what relates to the matters and priorities of the School community. Use of the official St. John’s logo on a personal post is prohibited.

USE OF SCHOOL FACILITIES

School facilities may not be used for any non-school purposes without written approval from the Chief Financial Officer/Chief Operations Officer or the Head of School.

USE OF SCHOOL NAME, MASCOT, OR LOGO

The School name, mascot, and logo remain the sole property of St. John's Episcopal Parish Day School. Use of any of the above on clothing or any other materials or goods is strictly prohibited without prior written approval of the Head of School. All items of clothing (spirit wear, school uniform) that include the School name, mascot, or logo must be approved by St. John's and must be produced exclusively by a vendor approved by St. John's.

Only clothing with official school name, mascot, or logo and manufactured by school-approved vendors should be worn to school. Approved vendors are Lands’ End and Educational Outfitters (uniforms), Team Works and Speedline (athletic wear), and Encore Brandz (spirit wear). Please contact your child's Division Director with questions.

USE OF SCHOOL VEHICLES

School vehicles may be used only by school maintenance personnel or other authorized personnel. All accidents which occur when conducting school business must be reported and a completed accident report detailing the accident is to be submitted to the Chief Financial Officer/Chief Operations Officer, no later than the next business day following the accident. Your insurance company must be notified immediately.

The police agency having jurisdiction must be notified immediately unless they are present at the accident/ loss site. A copy of their written report must be obtained and forwarded to the Chief Financial Officer/Chief Operations Officer. If a representative of a law enforcement agency informs you that the accident is not serious enough to warrant their involvement, make a note of whom you spoke with, the date, and time of the conversation.

VISITORS

All parents or visitors should report directly to the School office upon arrival on campus, where they will sign in and receive a visitor badge, which they should wear at all times while on campus. At no time should parents or visitors go directly to classrooms, offices, the deck, or other student areas. Should you see a visitor on campus without the appropriate badge, politely escort them to the front desk to check in Parents and visitors should return to the School office to sign out and return their visitor badge.

FINANCIAL ASSISTANCE FOR CHILDCARE EXPENSES

The School will provide limited financial support for employees with children ages 0-3 when the child(ren) are enrolled in a licensed child care program. Please see the Chief Financial Officer/Chief Operations Officer for more information.

HEALTH INSURANCE

Dental: All full-time employees may participate in the School’s dental insurance plan with Delta Dental. This benefit is paid 100% by the School. Spouses, domestic partners, and children may be included on policies, with the employee paying the premiums (www1.deltadentalins.com)

Employee Assistance Program

St. John’s offers an employee assistance program through Cigna Insurance Company that provides up to 10 face-to-face sessions per issue and unlimited telephonic consultations. This emotional health service is free to every employee and their entire household.

Extension of Benefits: If you have been covered by the group medical insurance program and you leave the School, or if your employment is terminated, you and any covered dependents may be eligible to continue your benefits under an extension of benefits program. This program is in replacement of COBRA in which the School does participate. This program allows an extension of coverage for up to 36 months beyond the coverage termination date. Employees will be contacted by the Episcopal Medical Trust regarding this program.

Flex Spending Plan: All full-time employees may participate in the flexible spending plan managed by TASC. This plan banks pretaxed amounts determined by the employee that can used for either medical or dependent care expenses. The maximum amounts that can be banked change each year as determined by the IRS.

Insurance Waiver Option: If a full-time employee has coverage elsewhere, with their spouse’s policy for example, they have the option to waive the School’s coverage and receive a payment by the School in the amount of $500. The $500 payment will be in the employee’s last paycheck of the school year.

Medical: All full-time employees may participate in the School’s medical insurance group plan with Anthem Blue Cross Blue Shield. The BCBS PPO 90 Plan covers in-network care and is paid 100 percent by the School. The BCBS PPO 100 plans is also available that offers additional coverages. If selected, the School pays the premium up to the PPO 90 amount, and the full-time employee will pay the difference between the PPO 90 and the PPO 100 cost. Spouses, domestic partners, and children may be included on policies, with the employee paying the premiums.

Vision: Vision insurance is included in the medical plan and is provided by EyeMed (eyemedvisioncare.com).

LEAVE

Administrators and Staff

• Administrators and staff receive 10 paid sick leave days per year

• Any employee found to have abused the leave day policy, including providing false information about the reason for leave, will face disciplinary action, including the possibility of termination of employment.

• Administrative vacation time is 4 weeks. Staff vacation time is 2 weeks in the first 5 years of service, 3 weeks for 6 through 10 years of service, and 4 weeks for 11 plus years of service. All vacations must be approved at least 2 weeks prior by the immediate supervisor and the completed request sent to the Business Office.

• Paid vacation leave days should not be used to extend school holidays during the school year, the week prior to Teacher Work Week, first week of school, or the last week of the school year.

• Paid sick/vacation leave days must be taken as half days or full days.

• Paid time off is provided at the sole discretion of the School and is not an entitlement for past and/or future service or for time worked.

• Upon termination of employment, for any reason, the employee forfeits any unused paid time off days and will not be paid compensation for these days.

Bereavement Leave: Three bereavement days for the death of an immediate family members are given and are not counted as personal time off days. These days may not be carried over, are forfeited if not used, and will not be paid as compensation upon termination of employment.

Domestic Violence Leave: See the Employee Handbook.

Faculty: St. John’s places great value and importance on the presence of its employees, especially those who work in the classroom with children during the academic year. As such, leave should be necessary only for illness (the employee or a member of his or her immediate family), or for some highly unusual and unanticipated event that in the sole determination of the Head of School makes absence unnecessary and unavoidable. Faculty receive 10 paid time off days per school year. The following apply to paid leave:

• Of the 10 days, 8 days are provided solely for cases of illness. In addition, employees are provided 2 leave days for any non-health related personal matter(s) should they arrive.

• Personal days may not be used as vacation days.

• Paid leave days must be taken as half days or full days.

• Paid leave days should not be used to extend weekends or school holidays and should not be used in May, if at all possible.

• The use of leave days must be approved by the Division Director two weeks in advance of the leave and the completed request sent to the Business Office.

• Paid time off is provided at the sole discretion of the School and is not an entitlement for past and/or future service or for time worked.

• Any employee found to have abused the leave day policy, including providing false information about the reason for leave, will face disciplinary action, including the possibility of termination of employment.

• Upon termination of employment, for any reason, the employee forfeits any unused paid time off days and will not be paid compensation for these days.

Family and Medical Leave Act: See the Employee Handbook.

Jury Duty Leave: Jury duty days are not counted as personal time off days. However, employees are asked to try to reschedule jury duty for vacations or the summer.

Military Leave: See the Employee Handbook.

LIFE INSURANCE

All full-time employees have life insurance coverage of $50,000. At the expense of the employee, all full-time employees may purchase additional employee and dependent life insurance.

LONG TERM DISABILITY INSURANCE

All full-time employees are provided with long-term disability insurance. Long term disability insurance, provided through AFLAC Insurance Company, begins to pay on the 91st day after onset of catastrophic illness or accident of 66.7 percent of salary up to a maximum benefit of $7,500 a month.

PAID HOLIDAYS – SCHOOL CLOSURES

Month of July (Faculty)

July 4th Independence Day

Martin Luther King, Jr. Day Presidents’ Day (long weekend)

Labor Day

Founder’s Day (long weekend)

Thanksgiving Week

Christmas & New Year’s Holiday

PENSION PLAN

Spring Break

Easter (long weekend)

Memorial Day

Month of June (Faculty)

After one year of service, all employees are eligible to participate in the school’s 403(B) retirement program, managed by TIAA. The School pays an amount equal to five percent of salary directly into the plan. The employee may contribute up to four percent of his or her salary, to be matched by the School.

PET INSURANCE

Pet insurance is available to all employees at a discounted group rate through Nationwide.

REMISSION FOR AFTER SCHOOL PROGRAM AND SUMMER PROGRAMS

Participation in the After School Program is provided at no charge to employee children who are currently enrolled at St. John’s. Participation in Eaglet Camp is provided at no charge to employee children who are currently enrolled at St. John’s. Because of its size, remission is not available for other camps.

SHORT TERM DISABILITY COVERAGE

All full-time employees are provided with short-term disability insurance. Short-term disability insurance, provided through AFLAC Insurance Company, covers 13 weeks (65 days) at 66.7 percent of salary, up to a maximum benefit of $1,500 per week.

TUITION REMISSION

All full-time employees are eligible for a 75 percent tuition remission for one child. Employees can also apply for financial aid for any additional children following the normal procedure.

VACATIONS

See “Leave” above.

WORKERS’ COMPENSATION INSURANCE

Workers’ Compensation insurance provides coverage for an employee who has suffered an injury or illness resulting from job-related duties. Coverage includes medical and rehabilitation costs and lost wages for employees injured on the job. Workers’ Compensation does pay hospital and medical expenses that are necessary to diagnose and treat your injury. It also provides disability payments while you are unable to work (typically, about two-thirds of your regular salary), and may pay for rehabilitation, retraining, and other benefits as well. Should an employee suffer an injury or illness resulting from job-related duties, they should council with the Business Office for understanding and guidance.

In-service Activity

Title / Activity Description (required)

Instructor’s Name

Instructor’s Position

Instructor’s Location

Instructor’s Qualifications

Site Site Name

Site Address

Date

Start Date (required)

End Date (required)

Request for Travel Grant Funding

All St. John’s Episcopal School employees are eligible to receive a summer travel grant of up to $1,500 in support of an activity (domestic or international) that supports their professional growth and development. Up to five grants will be awarded each year. Applicants must complete this form and return it to Diane Scott no later than January 1st Preference in awarding grants will be given to those who are not previous recipients and for events that clearly further the employee's professional growth and development. RecipientsarerequiredtopresenttheiractivityattheopeningofschoolinAugust.

Name of Employee Applying for Funding:

Amount Requested (Up to $1,500):

Will this grant help fund domestic or international travel?

Please provide as much supporting information as you would like in support of your request. Why are you applying for this grant? How will you use the grant, if awarded? Why do you wish to travel to your desired destination? What are your hopes and expectations for the travel funded by the grant? Is your desired travel in anyway connected to professional growth?

Signature of Applicant

Date Submitted

Employee Excellence Award Confidential Nomination Form

The Employee Excellence Award is designed to publicly recognize a very small number of employees each year who through their words and actions consistently go above and beyond in their dedication to the School’s mission and core values through their words and actions. Each award is $2,500. All employees are eligible for the award. Up to four awards may be made each year. Awards are not automatically made for any given year.

Name of Employee being Nominated:

Please use the space below (and additional space if you would like) to share why you feel this individual is deserving of an Employee Excellence Award. Completed nomination forms must be submitted to the Head of School’s office no later than May 1st.

Name & Signature of Person Nominating Date Submitted

Professional Development

“Aprofessionaldevelopmentprogramencourageseducatorstoparticipateinvariousopportunitiestoacquireknowledge, skillsandexpertisenecessaryfordeliveringhigh-qualityeducationalprogramstotheirstudents.”(www.nais.org)

Expectations

St. John’s faculty and administrators are required to complete and document a minimum of 20 hours (optional: 10 hours for academic support and staff members) of continuing education between July 1 and June 30 of each calendar year. In addition to the many resources available online, faculty members are encouraged to actively seek out and attend conferences, workshops, and seminars pertaining to their subject area or grade level. At the request of a Division Director, Administrator, or the Head of School a faculty or staff member may be required to attend specific programs; additionally, administration and staff may be asked by the Head of School to attend specific professional growth activities.

All full-time employees are eligible to apply for continuing education funding. The School’s budget for continuing education is limited, and our goal is to ensure the broadest and most effective deployment of those resources. The School’s singular goal in funding continuing education is to facilitate continuous improvement and thoughtful change. As such, the key criteria for activities that receive funding are:

• Applicants should explain how the activity would lead to improvement in or enhancement of student learning outcomes.

• The applicant must explain how he or she, when appropriate, will share what has been learned with the relevant colleagues to maximize the effectiveness of the funded activity.

Note: activities for ongoing education will be linked directly to goal setting, either through the Performance Review Model or at the discretion/direction of the respective supervisor (i.e. Division Director).

Application Process

Complete the Request for Continuing Education Funds Application and attach all required documents (registration, cost, travel, etc.). Obtain a signature from the respective Administrator or Division Director. Submit the completed application and all required documentation to Diane Scott, Executive Assistant to the Head of School, who will distribute the application paperwork to Hugh Jebson, Head of School, for consideration.

Degree Program Stipulations

Priority in funding will be given to instructional practices that directly impact student outcomes and that assist employees in performing their current, essential job functions. However, limited funding for advanced degree programs may be given to the extent the budget allows. Faculty receiving funding for advanced degree programs may be required to commit to St. John’s beyond the completion of their program or reimburse the funding provided.

Funding

Funding for professional development is available this year from the school’s professional development budget. Please submit a Request for Professional Development Form to Hugh Jebson, Head of School, for approval. Once your professional development request has been approved, please keep a record of your expenditures. To receive

reimbursement, submit all receipts with a completed Travel Reimbursement Form to Frank Quaranda, Chief Financial Officer/Chief Operations Officer

Reimbursement

Upon satisfactory completion of the training and/or coursework, the employee must provide documentation to support completion and payment to receive reimbursement. Receipts should be submitted no later than a week after the completion of the activity or event.

Types of Professional Development Activities

Formal

• Conferences, workshops, seminars

• Continuing education courses

• In-service training

• Observation visits to other schools

• Participation in a professional teachers’ network

• Internships, summer institutes

• Mentoring and/or peer observation and coaching

• One time per school year, participate as a member of a FCIS Accreditation Team Informal

• Professional literature (e.g. journals, books, websites, blogs)

• Professional Membership in educational organizations

• Book or Blog groups

• Peer discussions

• Webinars

Request for Continuing Education Funding

Please attach a flyer, brochure, or events schedule of workshop/seminar and attach it to this request.

Name of Event: Date(s):

Explain how participation will lead to improvement in or enhancement of student learning outcomes.

Explain how you will share what you learn with relevant colleagues at St. John’s.

Registration Cost: Transportation: (TBD*/mile)

Lodging: (TBD*/day) Meals: (TBD*/day)

After your Professional Development request has been approved, please keep a record of your expenditures. In order to process your reimbursement request, the following items MUST be submitted with the Travel Reimbursement Form:

1. Registration form with payment noted.

2. Original itemized receipts stapled to this form (meals, lodging, parking, transportation fare, gas, etc.).

3. Evidence of mileage (Google maps, Mapquest) and/or airline tickets.

4. *For lodging and meal reimbursement amounts, visit https://www.gsa.gov/travel/plan-book/per-diem-rates for current city/state rates. The first & last day of travel is calculated at 75% of meal reimbursement. Meal receipts must show what was ordered. Alcoholic beverages may not be included. The per diem is reduced if meals are included in the program. Use of personal vehicles for conference travel will be reimbursed at the IRS standard mileage rate.

5. The following items are excluded: alcoholic beverages, costs in excess of air coach fare, entertainment, gifts, and expenses for non-employees.

Employee Signature Date

Administrator Signature Date

Travel Reimbursement Form

Date

TOTALS

GRAND TOTAL:

Directions:

After your Professional Development request has been approved, please keep a record of your expenditures. In order to process your reimbursement request, the following items MUST be submitted with this form:

1. *For lodging and meal reimbursement amounts, visit: https://www.gsa.gov/travel/plan-book/per-diem-rates for current city/state rates. The first & last day of travel is calculated at 75% of meal reimbursement. Meal receipts must show what was ordered. Alcoholic beverages may not be included. The per diem is reduced if meals are included in the program. Use of personal vehicles for conference travel will be reimbursed at the IRS standard mileage rate.

2. Registration form with payment noted

3. Original itemized receipts stapled to this form (meals, lodging, parking, transportation fare, gas, etc.)

4. Evidence of mileage (Google maps, Mapquest)

Employee Name & Signature

Administrator Name & Signature

Hugh Jebson, Head of School Signature

Date

Date

Date

PERSONAL TRANSPORTATION

WAIVER AND RELEASE OF LIABILITY, ASSUMPTION OF RISK, AND INDEMNITY AGREEMENT

This Waiver and Release of Liability, Assumption of Risk, and Indemnity Agreement (“Agreement”), executed as of the date below by the undersigned employee identified herein (“Employee,” “I,” “me,” or “myself”), along with the covenants and agreements set forth herein, is hereby provided to St. John’s Episcopal Parish Day School (“St. John’s”), in consideration of and exchange for the following.

For purposes of this Agreement, the term “St. John’s” shall refer to St. John’s Episcopal Parish Day School and its parent company, affiliates, predecessors, successors, subsidiaries, or other related companies, and, with respect to each such entity, all of its past, present, and future officers, directors, owners, trustees, employees, managers, contractors, shareholders, volunteers, members, representatives, assigns, attorneys, agents, insurers, and any other persons acting by, through, under, or in concert with any of the persons or entities listed herein.

1. ELECTIVE PARTICIPATION: Though St. John’s prohibits employees from transporting students of St. John’s in personal vehicles, if I choose to drive any St. John’s student(s) despite the prohibition of doing so, I voluntarily elect to drive the student(s) by making personal arrangements to do so with their parent(s) or legal guardian(s), including without limitation, transportation to and from St. John’s, transportation between St. John’s’ campuses, and transportation for other reasons or activities that may or may be unrelated to the student(s)’ enrollment and attendance at St. John’s (collectively, “Driving Activities”). To be clear, I understand that St. John’s does not authorize any personal transportation arrangements made between parents or legal guardians and employees whereby an employee transports students of St. John’s, and St. John’s is not involved in those personal transportation arrangements, if they exist.

2. RELEASE AND WAIVER OF LIABILITY: Pursuant to Section 744.301(3), FloridaStatutes , if the Driving Activities are deemed or determined to be a commercial activity for purposes of Section 744.301(3), I, for myself, and for my heirs, family, personal representatives, and/or assigns (collectively, the "Releasors"), do hereby in advance release, waive, discharge, and agree not to sue St. John’s from all present and future claims which would accrue to me or any student passenger(s), including death, illness, and property damage resulting from an inherent risk in the Driving Activities. I acknowledge and understand that an "inherent risk" in the Driving Activities means those dangers or conditions known or unknown, which are characteristic of, intrinsic to, or an integral part of, the Driving Activities and which are not eliminated even if the Driving Activities are done with due care in a reasonably prudent manner. I further acknowledge and understand that the term "inherent risk" includes, but is not limited to, the risk that I or others may act in a negligent or intentional manner and contribute to the injury or death of myself or the student(s) or any passengers in a vehicle driven by me. Further, pursuant to Section 744.301(3), FloridaStatutes,if the Driving Activities are deemed or determined to be a noncommercial activity for purposes of Section 744.301(3), I, for myself, and for the Releasors do hereby in advance release, waive, discharge, and agree not to sue St. John’s, from all present and future claims for property damage, personal injury, illness, or wrongful death arising from or relating to my and student passenger(s)’ participation in the Driving Activities to the extent permitted by common law. I understand and agree that St. John’s is not responsible for any injury or property damage whatsoever arising out of the Driving Activities.

3. ASSUMPTION OF RISK: I understand that there are potential dangers incidental to my and student passenger(s)’ participation in the Driving Activities, some of which may be dangerous and which may expose me and student passenger(s) to the risk of personal injuries, illness, property damage, or even death. I understand that these potential risks include, but are not limited to: driving in a vehicle, being transported in a vehicle as a driver or passenger, and other inherent risks posed by driving and being transported in a vehicle, including without limitation, a vehicular accident that results in injury or death. ALL DRIVING ACTIVITIES ARE DANGEROUS ACTIVITIES. I, FOR MYSELF, AND FOR THE RELEASORS, KNOWINGLY AND

VOLUNTARILY ASSUME ALL SUCH RISKS, BOTH KNOWN AND UNKNOWN, EVEN IF ARISING FROM NEGLIGENCE, AND ASSUME FULL RESPONSIBILITY FOR MY AND STUDENT PASSENGER(S)’ PARTICIPATION IN THE DRIVING ACTIVITIES.

4. DEFEND, INDEMNIFICATION, AND HOLD HARMLESS: I agree on behalf of myself, and the other Releasors to defend, indemnify, and hold harmless St. John’s from any and all claims, demands, actions, suits, causes of action, proceedings, costs and attorneys’ fees (including trial and appellate levels), expenses, damages, liabilities, damages to or loss of property, or personal injury or death, or any other losses or damages whatsoever, arising from or relating to my and student passenger(s)’ participation in the Driving Activities, including without limitation, anything related to the Driving Activities, and all related activities.

5. INFORMED CONSENT: I understand that if I voluntarily participate in any Driving Activities with students of St. John’s, the student passenger(s) or I may sustain serious personal injuries, illness, property damage, or even death as a consequence of the actions, inactions or negligence of others, and other risks not known to me or not reasonably foreseeable at this time. I further understand and agree that any injury, illness, property damage, disability, or death that the student passenger(s) or I may sustain by any means is my sole responsibility. St. John’s is not responsible.

6. CHOICE OF LAW / SEVERABILITY: I hereby agree that this Agreement shall be construed in accordance with the law of State of Florida and that this Agreement is intended to be as broad and inclusive as permitted by such law. I further agree that any legal proceedings related to this Agreement shall take place in state or federal court in Hillsborough County, Tampa, Florida. I further agree that if any portion hereof is held invalid, the balance shall, notwithstanding, continue in full force and effect.

ACKNOWLEDGEMENT OF UNDERSTANDING: I am of legal age and am freely signing this Waiver and Release of Liability, Assumption of Risk, and Indemnity Agreement. I have read this Waiver and Release of Liability, Assumption of Risk, and Indemnity Agreement fully, understand its terms and understand that I am giving up substantial rights. I acknowledge that I am signing the agreement freely and voluntarily, and intend my signature to be a complete and unconditional release of all liability to the greatest extent allowed by law.

Print Name of Employee

Signature of Employee Date

PERSONAL TRANSPORTATION

WAIVER AND RELEASE OF LIABILITY, ASSUMPTION OF RISK, AND INDEMNITY AGREEMENT

This Waiver and Release of Liability, Assumption of Risk, and Indemnity Agreement (“Agreement”), executed as of the date below by the undersigned parent or legal guardian (“Parent,” “I,” “me,” or “myself”) of the minor child(ren) identified herein (“Child(ren)”), along with the covenants and agreements set forth herein, is hereby provided to St. John’s Episcopal Parish Day School (“St. John’s”), in consideration off and exchange for the following.

For purposes of this Agreement, the term “St. John’s” shall refer to St. John’s Episcopal Parish Day School and its parent company, affiliates, predecessors, successors, subsidiaries, or other related companies, and, with respect to each such entity, all of its past, present, and future officers, directors, owners, trustees, employees, managers, contractors, shareholders, volunteers, members, representatives, assigns, attorneys, agents, insurers, and any other persons acting by, through, under, or in concert with any of the persons or entities listed herein.

1. ELECTIVE PARTICIPATION: Though St. John’s prohibits employees from transporting students of St. John’s in personal vehicles, if I choose to allow a St. John’s’ employee (“Employee”) to drive my Child(ren), despite the prohibition of doing so, I voluntarily elect to allow the Employee to drive my Child(ren) by making personal arrangements to do so with the Employee, including without limitation, transportation to and from St. John’s, transportation between St. John’s’ campuses, and transportation for other reasons or activities that may be related or unrelated to my Child(ren)’s enrollment and attendance at St. John’s (collectively, “Driving Activities”). To be clear, St. John’s does not authorize any personal transportation arrangements made between Parent and Employee to allow an Employee to transport Child(ren) who are students of St. John’s, and St. John’s is not involved in those personal transportation arrangements, if they exist.

2. RELEASE AND WAIVER OF LIABILITY: Pursuant to Section 744.301(3), FloridaStatutes , if the Driving Activities are deemed or determined to be a commercial activity for purposes of Section 744.301(3), I, for myself, for Child(ren), and for my Child(ren)’s heirs, family, personal representatives, and/or assigns (collectively, the "Releasors"), do hereby in advance release, waive, discharge, and agree not to sue St. John’s from all present and future claims which would accrue to Child(ren) and Employee for personal injury, including death, illness, and property damage resulting from an inherent risk in the Driving Activities. I acknowledge and understand that an "inherent risk" in the Driving Activities means those dangers or conditions known or unknown, which are characteristic of, intrinsic to, or an integral part of, the Driving Activities and which are not eliminated even if the Driving Activities are done with due care in a reasonably prudent manner. I further acknowledge and understand that the term "inherent risk" includes, but is not limited to, the risk that the Employee or others may act in a negligent or intentional manner and contribute to the injury or death of Child(ren) or any passengers in a vehicle driven by Employee. Further, pursuant to Section 744.301(3), FloridaStatutes,if the Driving Activities are deemed or determined to be a noncommercial activity for purposes of Section 744.301(3), I, for myself, for Child(ren), and for the Releasors do hereby in advance release, waive, discharge, and agree not to sue St. John’s, from all present and future claims for property damage, personal injury, illness, or wrongful death arising from or relating to my Child(ren)’s participation in the Driving Activities to the extent permitted by common law. I understand and agree that St. John’s is not responsible for any injury or property damage whatsoever arising out of the Driving Activities.

3. ASSUMPTION OF RISK: I understand that there are potential dangers incidental to my Child(ren)’s participation in the Driving Activities, some of which may be dangerous and which may expose my Child(ren) to the risk of personal injuries, illness, property damage, or even death. I understand that these potential risks include, but are not limited to: being transported in a vehicle as a passenger or driver, and other inherent risks posed by being transported in a vehicle, including without limitation, a vehicular accident that results in injury or death. ALL DRIVING ACTIVITIES ARE DANGEROUS ACTIVITIES. I, FOR MYSELF, FOR MY CHILD(REN), AND FOR THE RELEASORS, KNOWINGLY AND VOLUNTARILY ASSUME ALL SUCH RISKS,

BOTH KNOWN AND UNKNOWN, EVEN IF ARISING FROM NEGLIGENCE, AND ASSUME FULL RESPONSIBILITY FOR MY CHILD(REN)’S PARTICIPATION IN THE DRIVING ACTIVITIES.

4. DEFEND, INDEMNIFICATION, AND HOLD HARMLESS: I agree on behalf of myself, my Child(ren), and the other Releasors to defend, indemnify, and hold harmless St. John’s from any and all claims, demands, actions, suits, causes of action, proceedings, costs and attorneys’ fees (including trial and appellate levels), expenses, damages, liabilities, damages to or loss of property, or personal injury or death, or any other losses or damages whatsoever, arising from or relating to my Child(ren)’s and the Employee’s participation in the Driving Activities, including without limitation, anything related to the Driving Activities, and all related activities.

5. NO REPRESENTATIONS, PROMISES, OR WARRANTIES: St. John’s makes no representations, promises, or warranties whatsoever regarding the Employee or the Employee’s driving credentials and capabilities.

NOTICE TO THE MINOR CHILD’S NATURAL GUARDIAN

READ THIS FORM COMPLETELY AND CAREFULLY. YOU ARE AGREEING TO LET YOUR MINOR CHILD ENGAGE IN A POTENTIALLY DANGEROUS ACTIVITY. YOU ARE AGREEING THAT, EVEN IF THE RELEASED PARTIES (AS DEFINED ABOVE) USE REASONABLE CARE IN PROVIDING THIS ACTIVITY, THERE IS A CHANCE YOUR CHILD MAY BE SERIOUSLY INJURED OR KILLED BY PARTICIPATING IN THIS ACTIVITY BECAUSE THERE ARE CERTAIN DANGERS INHERENT IN THE ACTIVITY WHICH CANNOT BE AVOIDED OR ELIMINATED. BY SIGNING THIS FORM YOU ARE GIVING UP YOUR CHILD’S RIGHT AND YOUR RIGHT TO RECOVER FROM THE RELEASED PARTIES IN A LAWSUIT FOR ANY PERSONAL INJURY, INCLUDING DEATH, TO YOUR CHILD OR ANY PROPERTY DAMAGE THAT RESULTS FROM THE RISKS THAT ARE A NATURAL PART OF THE ACTIVITY. YOU HAVE THE RIGHT TO REFUSE TO SIGN THIS FORM, AND THE RELEASED PARTIES HAVE THE RIGHT TO REFUSE TO LET YOUR CHILD PARTICIPATE IF YOU DO NOT SIGN THIS FORM.

6. INFORMED CONSENT: I understand that if my Child(ren) voluntarily participate in any Driving Activities, my Child(ren) may sustain serious personal injuries, illness, property damage, or even death as a consequence of the actions, inactions or negligence of others, and other risks not known to me or not reasonably foreseeable at this time. I further understand and agree that any injury, illness, property damage, disability, or death that my Child(ren) may sustain by any means is my and my Child(ren)’s sole responsibility. St. John’s is not responsible.

7. CHOICE OF LAW / SEVERABILITY: I hereby agree that this Agreement shall be construed in accordance with the law of State of Florida and that this Agreement is intended to be as broad and inclusive as permitted by such law. I further agree that any legal proceedings related to this Agreement shall take place in state or federal court in Hillsborough County, Tampa, Florida. I further agree that if any portion hereof is held invalid, the balance shall, notwithstanding, continue in full force and effect.

ACKNOWLEDGEMENT OF UNDERSTANDING: I am of legal age and am freely signing this Waiver and Release of Liability, Assumption of Risk, and Indemnity Agreement. I have read this Waiver and Release of Liability, Assumption of Risk, and Indemnity Agreement fully, understand its terms and understand that I am giving up substantial rights. I acknowledge that I am signing the agreement freely and voluntarily, and intend my signature to be a complete and unconditional release of all liability to the greatest extent allowed by law.

Print Name(s) of Child(ren)

Print

Print

of