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Employee handbook
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TABLE OF CONTENTS
PART ONE: Employment Policies
WELCOME ........................................................................................................................1
MISSION STATEMENT ................................................................................................... 3
CORE VALUES ................................................................................................................ 3
ACCREDITATION ............................................................................................................5
EMPLOYEE RELATIONS PHILOSOPHY .................................................................... 6
INTRODUCTORY PERIOD...............................................................................................7
IF YOU HAVE A PROBLEM ...........................................................................................8
EQUAL EMPLOYMENT OPPORTUNITY POLICY ..................................................... 9
HARASSMENT POLICY ................................................................................................10
EVALUATIONS ..............................................................................................................12
PERFORMANCE IMPROVEMENT PALN ………………………………………….. 12
BENEFITS ........................................................................................................................13
PAY....................................................................................................................................13
SALARIED EXEMPT EMPLOYEES AND DEDUCTIONS ..........................................13
HOLIDAYS .......................................................................................................................15
SICK/PERSONAL LEAVE ..............................................................................................15
VACATION ......................................................................................................................18
BEREAVEMENT LEAVE ................................................................................................19
LEAVE OF ABSENCE .....................................................................................................20
FMLA ................................................................................................................................20
VICTIMS OF DOMESTIC VIOLENCE LEAVE ............................................................28
MILITARY LEAVE ..........................................................................................................29
LEAVE FOR CIVIC DUTY ..............................................................................................30
MEDICAL, LIFE, DISABILITY AND DENTAL INSURANCE ....................................30
RETIREMENT SAVINGS PLAN ....................................................................................31
COBRA ………………………………………………………………………………….31
TUITION REIMBURSEMENT ........................................................................................31
TUITION REMISSION .....................................................................................................32
WORKER’S COMPENSATION ......................................................................................32
YEARS OF EMPLOYMENT BONUS .............................................................................32
SUNSHINE FUND ............................................................................................................33
CREDIT UNION ...............................................................................................................33
RULES TO PROTECT US ALL .......................................................................................34
ABSENTEEISM AND TARDINESS ...............................................................................34
CELLULAR/SMART PHONE/PDA’S AND OTHER HAND HELD ELECTRIC
DEVICES ………………………………………………………………………………. 34
CHILD ABUSE REPORTING OBLIGATIONS ..............................................................36
COMMUNICATION AND COMPUTER SYSTEMS SECURITY AND USAGE .........37
PENALTIES FOR VIOLATION OF THE SCHOOL’S COMMUNICATION AND
COMPUTER SYSTEMS SECURITY AND USAGE POLICY ………………………. 41
BUSINESS ETHICS AND CONFLICT OF INTEREST .................................................41
CONFIDENTIALITY........................................................................................................42
CORPORAL PUNISHMENT ...........................................................................................43
CRIMINAL BACKGROUND CHECKS ..........................................................................43
DAMAGE TO PROPERTY ..............................................................................................43
DRUG AND ALCOHOL ..................................................................................................43
FIGHTING, THREATS AND WEAPONS .......................................................................44
FRAUD, DISHONESTY AND FALSE STATEMENTS .................................................44
GENERAL BULLETIN BOARDS ...................................................................................45
GIFTS AND GRATUITIES ..............................................................................................45
HAZING/BULLING/HARRASMENT AMONG STUDENTS ………………………..45
INSPECTION OF PROPERTY .........................................................................................46
INSUBORDINATION ......................................................................................................46
INTERACTION AND COMMUNICATION WITH STUDENTS ..................................46
LEAVING THE BUILDING .............................................................................................48
MISUSE OF PROPERTY .................................................................................................48
OVERTIME .......................................................................................................................48
OUTSIDE EMPLOYMENT ..............................................................................................49
TELEPHONE USAGE ......................................................................................................49
PUBLIC RELATIONS ......................................................................................................49
REFERENCE REQUESTS ……………………………………………………………..50
SLEEPING AND INATTENTION ...................................................................................50
SECURITY ........................................................................................................................50
SMOKING .........................................................................................................................51
SOCIAL MEDIA/NETWORKING POLICIES AND PROCEDURES............................51
SOLICITATION AND DISTRIBUTION .........................................................................53
THEFT ...............................................................................................................................53
TIMEKEEPING PROCEDURES ......................................................................................53
TRANSPORTATION OF STUDENTS ............................................................................54
UNLAWFUL ACTIVITY .................................................................................................54
WHISTLEBLOWER POLICY ………………………………………………………….54
PERSONNEL FILES .........................................................................................................56
DRESS CODE ...................................................................................................................57
KEYS .................................................................................................................................58
MAINTENANCE ISSUES ................................................................................................58
SAFETY (DISRUPTIVE INCIDENTS) ..........................................................................59
SEPARATION POLICIES ................................................................................................61
ACKNOWLEDGEMENT ........................................................................................... 62-63
PART TWO: Faculty Procedures and Policies
ATTENDANCE AT SCHOOL FUNCTIONS ..................................................................64
STAFF DEVELOPMENT DAYS .....................................................................................64
TEACHER WORK DAYS ................................................................................................64
PARENT/TEACHER CONFERENCE DAYS .................................................................64
NOON DISMISSALS ........................................................................................................65
FACULTY MEETINGS ....................................................................................................65
PROFESSIONALISM .......................................................................................................66
AFTER SCHOOL ..............................................................................................................68
ATTENDANCE .................................................................................................................69
CHAPEL COMPANION ...................................................................................................71
MASTER/PHD BONUS ....................................................................................................72
BOARD OF TRUSTEES ...................................................................................................73
BOOKING OF ROOMS ....................................................................................................74
CERTIFICATION .............................................................................................................75
CHAPEL SERVICES ........................................................................................................76
CLASSROOM ENVIRONMENT .....................................................................................78
CLASSROOM EQUIPMENT AND MATERIALS .........................................................79
CLASSROOM MANAGEMENT .....................................................................................80
CLASSROOM PARTIES ..................................................................................................82
CLEANING SERVICES ...................................................................................................83
COLLECTION OF MONEY .............................................................................................84
COMMENDATIONS ........................................................................................................85
COMMUNCATION AND REPORT CARDS ..................................................................86
CORRESPONDENCE .......................................................................................................88
CRISIS MANAGEMENT .................................................................................................89
CUMULATIVE FOLDERS ..............................................................................................90
CURRICULUM .................................................................................................................91
END OF DAY....................................................................................................................92
EXCUSE FROM CLASS ..................................................................................................93
HOMEROOM COORDINATORS ...................................................................................94
HOMEWORK....................................................................................................................95
LESSON PLANS ...............................................................................................................98
LIBRARY AND MEDIA CENTER ..................................................................................99
MARKING AND GRADING .........................................................................................100
NOTICES .........................................................................................................................101
PLANNING PERIODS ...................................................................................................102
PROFESSIONAL DEVELOPMENT AND TRAVEL GUIDELINES ..........................103
PROGRESS NOTICES ...................................................................................................105
RESOURCES ..................................................................................................................106
RETENTION ...................................................................................................................107
SCHOOL HOURS ...........................................................................................................108
STAFF CHILDREN ........................................................................................................109
STANDARDIZED TESTS ..............................................................................................110
SUPERVISION OF STUDENTS ....................................................................................111
TEACHER ASSOCIATES ..............................................................................................112
TEACHERS’ LOUNGE ..................................................................................................113
TEACHING HOURS.......................................................................................................114
TRAFFIC DUTY .............................................................................................................115
TUTORING .....................................................................................................................116
VOLUNTEERS ...............................................................................................................117
WORK FOLDER .............................................................................................................118
Part Three: Faculty Interaction with Students
ACCIDENT AND INJURIES .........................................................................................119
ARTICULATION ............................................................................................................120
BEHAVIOR OUTSIDE THE CLASSROOM.................................................................121
BIRTHDAYS ...................................................................................................................122
EARLY ARRIVAL OF STUDENTS ..............................................................................123
EARLY PICK-UP OF STUDENTS ................................................................................124
EXTENDED DAY...........................................................................................................125
AFTER SCHOOL CARE ................................................................................................126
STUDY HALL.................................................................................................................127
FIELD TRIPS ..................................................................................................................128
FREE PLAY ....................................................................................................................129
LOST AND FOUND .......................................................................................................130
LUNCH TIME .................................................................................................................131
MEDICATION ................................................................................................................132
PRAYER ..........................................................................................................................133
SEPERATED OR DIVORCED PARENTS OF STUDENTS ........................................134
RELEASING A CHILD TO A NON-CUSTODIAL PARENT ......................................134
RELEASING A CHILD TO A RELATIVE OR FRIEND .............................................135
STUDENT SUPPORT TEAM/LEARNING RESOURCE ROOM ………………….. 136
UNIFORMS .....................................................................................................................137
APPENDIX 1*
School Calendar
Calendar Outlining ‘blackout’ dates, staff development and holidays
Floor Plan of School
First Floor
Second Floor
Fire Evacuation Routes
Maintenance Form
Room Request Form/Special Events/A/V Equipment Request Form
Field Trip Request Form/Field Trip Permission Form
Purchase Order Form
Check Request Form
APPENDIX 2*
R.E.A.L. Code of Conduct/Acceptable Use Policy
Teacher/Staff Absence Form/Professional Development Absence Request Form
Special Area Student Information Form
Health Room Pass
Student Injury Report Form
Authorization of Medication Form
Travel Expense Form
Out of Uniform Notice
Interim Progress Report
Notice of After-School Detention Form
APPENDIX 3*
Types of Abuse
*These documents can be found in the printed copy of the employee handbook located in Human Resources Office
Revised 2013 Page 1
WELCOME
Welcome to St. Thomas Episcopal Parish School. We are sure you will find this to be a
very caring and supportive environment. Our school was founded in 1953, and since then,
we have grown from a small Little Learner’s Preschool, to a fully accredited elementary
school servicing three year olds through fifth graders.
We are delighted that you are on our faculty/staff and look forward to a mutually
satisfying relationship. While our first responsibility is to the students at St. Thomas, it is
also very important that our faculty/staff feels valued, productive, and happy. We are
dedicated to continuing what we believe to be an excellent employee relations program.
We will do our best to maintain good work conditions, competitive wages and benefits,
open communications, and employee involvement.
Over the years, St. Thomas has earned a fine reputation. We know that this is a direct
result of the loyalty, commitment and continued efforts of our employees.
This Handbook has been prepared to acquaint you with our School, and to give you a
ready reference to answer most of the questions regarding your employment with us. We
intend for this Handbook to offer two-way communication: what you can expect from us,
and what we expect from you. However, the contents of this handbook constitute only a
summary of the employee benefits, personnel policies, and employment regulations in
effect at the time of publication. This Handbook supersedes all previous handbooks,
policies and practices, which are in any way inconsistent with the contents of this
Handbook. The School reserves the right to interpret the contract of this Handbook.
Finally, this Handbook should not be construed as creating any kind of “employment
contract,” since the School reserves the right to add, change or delete benefits and
policies as it deems appropriate. This is a working document, and changes in policy and
procedure are made only after careful consideration. From time to time amendments will
be issued. If you are in any doubt whether an official change has been made, please check
with the Administration before you take action.
If you are employed under contract with the School, you should refer to your contract
regarding specific terms outlined therein concerning the duration of your employment.
The provisions of this Handbook supplement your duties and responsibilities to the
School as outlined in your contract.
If you are not employed under a contract with the School, this Handbook does not alter
the “at-will” nature of your employment. You have the right to terminate your
employment at any time, with or without cause or notice, and the School has the same
right. Your status as an “at-will” employee may not be changed, except in writing, signed
by the Head of School.
Revised 2013 Page 2
St. Thomas Episcopal Parish School is a church parish school, and as such is an outreach
ministry of the St. Thomas Episcopal Parish.
In order to ensure the orderly operation of the School, the Vestry has established a Board
of Trustees, under the direction of a Chairman. The ultimate responsibility for
St. Thomas Episcopal Parish School resides with the Rector, Wardens, and Vestry of the
Parish of St. Thomas.
The Head of School is in overall charge of the operation of the School and is responsible
to the Rector and the Board of Trustees. Specific areas of responsibility include: finance,
curriculum, general policy, alumni, School personnel, public relations, School
counseling, admissions, discipline, and liaison between the Rector, Vestry, Board of
Trustees, and faculty and staff. While the Head of School may delegate specific areas of
responsibility, in the final analysis, s/he is accountable for carrying out established
policy.
Revised 2013 Page 3
MISSION STATEMENT
St. Thomas Episcopal Parish School is a secure and loving community that nurtures and
challenges children. We teach children to honor God, respect others and themselves, care
for their world, and develop a lasting enthusiasm for discovering and learning.
CORE VALUES
● Episcopal School Values
● Academic, Lifelong Learning
● Inclusive and Diverse Community
● Nurturing Environment for the Whole Child
● Global Citizenship
● Sustainability
CORE VALUE STATEMENTS
Christian Values: As an Episcopal parish school, we honor God through Jesus Christ
and welcome, respect, and celebrate diversity of faith and culture. We integrate spiritual
and ethical values in our children’s lives through participation in daily liturgical services
and by modeling Christian behavior.
The School Community: Our school community consists of teachers, administrators,
clergy, staff, trustees, vestry, parents, and children who care for, support, and
communicate with each other. Our school and church work together as a parish to
transform lives through actions that enhance our relationship with God, with each other,
and with our community.
The Whole Child: We are committed to educating the whole child – intellectually,
spiritually, socially, emotionally, and physically – and in so doing, instilling in our
students a sense of well-being and fulfillment, and a desire to work toward worthy goals.
Life Skills in our Global Community: In this rapidly changing world, we strive to
anticipate the needs of our global community and to give our children a strong foundation
for the future. In addition to reading, writing, math, the sciences, and the arts, we
emphasize creativity and independent thought. We build self-confidence and foster a
lasting enthusiasm for learning by making the educational process a balance of work and
play.
Revised 2013 Page 4
An Atmosphere for Learning: Children thrive in an atmosphere that is affirming. As
they grow older, they need to develop skills for the more competitive atmosphere they
will encounter in life. Cooperative and healthy interaction among students helps them to
develop problem-solving skills and to acknowledge the innate worth of all members of
the community. Our school culture encourages the embracing of challenges and teaches
that failure is an opportunity for growth.
An Integrated Curriculum: Our integrated curriculum meets the needs of differing
learning styles and allows children to develop their own talents and gifts. The curriculum
makes connections among all subject areas, including social sciences, the arts,
performance, and physical activities. Students learn to use technology as part of a rich
learning experience and as an important preparation for their future.
Classrooms and Teachers: Children learn best when placed in classrooms with small
class size, where they can receive individual attention by teachers selected for their
dedication, professionalism, and love for children. Students learn comfortably when they
feel safe and secure and are members of a loving environment.
Citizenship: We teach our students to respect others and themselves, looking beyond
their own needs to those of others. Building on this foundation, our students will be
prepared to be good citizens in their future local, national, and international communities,
and to be responsible stewards of their environment.
A Sustainable Future: We are committed to solid foundational values and principles so
that our school can provide an excellent education for future children. A sustainable
school is built upon high quality leadership from the Board of Trustees, administration,
and faculty; strong reserves; prudent financial policies, including financial aid; and
respect for the world around us.
Revised 2013 Page 5
ACCREDITATION
St. Thomas is accredited by the Florida Council of Independent Schools, the Florida
Kindergarten Council, and is a member of the National Association of Episcopal Schools,
the National Association for the Education of Young Children, and the National
Association of Independent Schools. The Florida Council of Independent Schools and
Florida Kindergarten Council send representatives to the school every five (5) years to
observe and evaluate our programs in order to maintain accreditation. These agencies
have certain standards and policies to which the school must adhere. Every staff member
is responsible for assisting in the preparation of the ‘Self Study’ for these evaluation
visits.
In addition, the Administration encourages all teachers to seek membership in
organizations of professional interest.
Revised 2013 Page 6
EMPLOYEE RELATIONS PHILOSOPHY
We are dedicated to continuing what we believe to be an excellent employee relations
program. We will do our best to maintain good working conditions, competitive wages
and benefits, open communications, and employee involvement.
Over the years, this School has earned a fine reputation in our field. We know that our
reputation is a direct result of the loyalty, commitment and continued efforts of our
employees.
Revised 2013 Page 7
INTRODUCTORY PERIOD
For every new employee, the first ninety (90) days of full-time employment is a trial
period for both you and the School. This period is to allow you to learn about the
School, your job, and your new surroundings. Your Division Head will be available to
answer any questions that you may have.
During this period your job performance, attendance, attitude and overall interest in your
job will be carefully reviewed by your Division Head. The School will then evaluate
your performance and make a decision concerning your continued employment.
If, as a result of an illness or injury, you are absent from work for more than five days
during your Introductory Period, we may choose to extend your Introductory Period as
necessary to give you a fair opportunity to demonstrate your ability to do the job. If your
Introductory Period is extended, you will be notified.
Should an employee's performance become unsatisfactory at any time during this trial
period, the employee will be placed on a Performance Plan or will be subject to
termination.
Revised 2013 Page 8
IF YOU HAVE A PROBLEM
If there is something about your job that is bothering you, let us get it out in the open and
discuss it. We cannot answer your question or solve your problem unless you tell us
what it is we can do.
Our “Problem Solving Procedure” will offer all employees the freedom to discuss
anything they wish with their Division Head. Whenever you have a problem, it can
usually be resolved by following these steps:
1. Any concern should first be discussed with your immediate Division Head. Very
often, your Division Head is in the best position to handle your problem
satisfactorily.
2. If your Division Head cannot solve the problem of if you are not satisfied after
Step 1, you should request to speak to Human Resources.
3. If you still feel the need to speak to other members of management after you have
spoken with your Division Head and Human Resources, we encourage you to
speak to the Associate Head of School.
4. In the event you have a concern, and for personal reasons you cannot follow the
steps in this procedure, you may request to go directly to the Head of School. The
Head of School is available for advice and assistance in solving your problem at
any time.
When you inform us of a concern or problem, we will try to answer you as soon as
possible under the circumstances.
Revised 2013 Page 9
EQUAL EMPLOYMENT OPPORTUNITY POLICY
We are committed to providing equal opportunity in all of our employment practices,
including selection, hiring, promotion, transfer, and compensation, to all qualified
applicants and employees without regard to age, race, color, sex, national origin,
citizenship status, marital status, religion, disability/handicap, or any other protected
status in accordance with the requirements of all federal, state, and local laws, unless a
particular status protected by federal, state, or local laws contradicts the deeply held
religious convictions of the School or the church. If you believe you have been treated
inconsistently with this policy, please immediately report your concern to Human
Resources. You will not be retaliated against for bringing forth a complaint in good faith.
DISABILITY ACOMMODATION
The School is committed to complying with the laws protecting qualified individuals with
disabilities. The School will provide a reasonable accommodation for any known
physical or mental disability of a qualified individual with a disability to the extent
required by law, provided the requested accommodation does not create an undue
hardship for the School and/or does not pose a direct threat to the health or safety of
others in the workplace and/or to the individual. If you require an accommodation to
perform the essential functions of your job, you must notify Human Resources. Once the
School is aware of the need for an accommodation, the School will engage in an
interactive process to identify possible accommodations that will enable the employee to
perform the essential functions of the job.
Revised 2013 Page 10
HARASSMENT POLICY
We do not and will not tolerate unlawful harassment of our employees or students. The
term “harassment” includes, but is not limited to, slurs, jokes, and other verbal, graphic or
physical conduct relating to an individual’s race, color, sex, religion, national origin,
citizenship, age, or disability. “Harassment” also includes sexual advances, requests for
sexual favors, offensive touching, and other verbal, graphic or physical conduct of a
sexual nature.
Violation of this policy will subject an employee to disciplinary action up to, and
including termination.
If you feel that you are being harassed in any way by a coworker, parent, or by an
employee of a vendor/contractor, you must notify one of the individuals designated
below immediately. In addition, if you believe that a student is being harassed in any
way by an employee, parent, student, or by an employee of a vendor, you must notify one
of the individuals designated below immediately. Any such matter will be thoroughly
investigated, and where appropriate, disciplinary action will be taken,
You should also be aware that no Division Head or other member of our administrative
team is authorized to make any employment decision based in any way on an employee’s
submission to or rejection of sexual conduct or advances. No Division Head or other
member of our administrative team 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 Division Head or member of our administrative team. No
Division Head or member of our administrative team may coerce an employee into a
sexual relationship and then reward the employee. No Division Head may take
disciplinary action against an employee or deny a promotion, transfer, award, etc. to an
employee because he or she has rejected sexual advances.
In addition, no faculty member or other employee is authorized to make any academic or
disciplinary decision based in any way on a student’s submission to or rejection of sexual
conduct or advances. No faculty member or other employee has the authority to suggest
to any student that the student’s continued attendance or future advancement will be
affected in any way because the student enters into or refuses to enter into a form of
sexual or other personal relationship with the faculty member or other employee. If you
believe that a Division Head, member of our administrative team, employee, parent,
customer, or vendor/contractor has acted inconsistently with this policy, please
immediately contact either (1) Human Resources, or (2) Head of School.
You will not be penalized in any way or unlawfully retaliated against for making a
good faith report of improper conduct. If you believe you have been retaliated against
for making a good faith complaint of improper conduct, you must immediately report
Revised 2013 Page 11
your concern to one of the persons listed above. Please do not assume that the School is
aware of your problem. You must bring your complaints and concerns to our attention so
that we can resolve them.
Revised 2013 Page 12
EVALUATIONS
All employees will receive at least one annual review. New employees who have been
counseled about performance issues may receive more frequent evaluations, until
performance has improved. Evaluation results will be considered by the School in
determining whether to continue an employee’s employment. The evaluation will take
into consideration all aspects of your performance and responsibilities. Evaluations of
teachers will be conducted by the Head of School, Associate Head of School, and/or
Director of Academics.
PERFORMANCE IMPROVEMENT PLAN (PIP)
The Performance Improvement Plan (PIP) is designed to facilitate constructive discussion
between an employee and his/ her Division Head to clarify the work performance or
behavior to be improved.
The PIP is implemented, at the discretion of the Division Head, when it becomes
necessary to help an employee improve his/ her performance and or behavior. The
purpose of the activities outlined is to help the employee attain the desired level of
performance.
Revised 2013 Page 13
BENEFITS
Pay
Your yearly salary is divided into twenty-four (24) pay periods. All payments are issued
on the 15th
and 30th
of each month. If the pay date should fall on a weekend or holiday,
your paycheck will be issued on the work date closest to the 15th
and the 30th
.
It is required that you have your paycheck deposited directly to the financial institution of
your choice. In that regard, you can elect to have a portion of our paycheck deposited
directly to your savings account, in a tax-sheltered annuity, or other types of accounts.
You may obtain forms and additional information about the direct deposit options from
Human Resources. To participate in direct deposit, you must give Human Resources
avoided personal check. This will give your bank details in order to arrange your direct
deposit.
Faculty receives the first payment of the school year on August 30. Staff receives the first
payment on July 15.
Salaried-Exempt Employees and Deductions
The School treats certain employees as being “salaried-exempt,” meaning among other
things that they are executive, administrative, or professional employees (except teachers)
paid on a “salary basis” who are exempt from the minimum-wage, overtime, and
timekeeping requirements of the federal Fair Labor Standards Act. For purposes of
FLSA compliance, this policy describes what it means to be paid on such a “salary basis”
and describes certain salary deductions which are prohibited or permitted. A complaint
procedure is also provided. Note that this policy does not apply to teachers, even if
teachers are paid on a salaried basis.
General Rule: Being paid on a “salary basis” means that generally the employee
regularly receives a predetermined amount of pay which is not subject to reduction
because of variations in the quality or quantity of work performed. Subject to the
exceptions listed below under Permissible Deductions, such a salaried-exempt employee
will receive the full salary for any workweek in which the employee performs any work,
without regard to the number of days or hours worked. Under this general rule,
deductions from the employee’s predetermined salary will not be made for absences
occasioned by the School or by the operating requirements of the business. (Note: If an
employee does not work for an entire workweek, the employee need not be paid the
salary for that workweek. If an employee is absent for part of a workweek and receives
paid leave for the absence, such leave pay is deemed to be part of the salary payment.)
Revised 2013 Page 14
Permissible Deductions: In the following circumstances, a salaried-exempt
employee’s salary may be reduced:
1. Proportional deductions may be made for whole-day absences due to
personal reasons other than sickness or disability. For example, if an
employee is absent for two whole days to handle personal affairs, the
salary may be reduced for two whole-day absences.
2. Proportional deductions may be made for whole-day absences due to
sickness or disability (including accidents) in accordance with the
School’s policy of providing compensation for loss of salary due to such
sickness or disability. For example, deductions for such full-day absences
may be made when the employee has not yet qualified for benefits under
the sick/disability plan and when the employee has exhausted such
benefits.
3. The School may offset against the employee’s salary any amounts
received by the employee as jury fees, witness fees, or military pay for the
particular workweek. Other than such offsets, salary deductions will not
be made for absences within a workweek caused by jury duty, attendance
as a witness, or temporary military leave.
4. Salary deductions may be made for penalties imposed in good faith for
infractions of safety rules of major significance. Such deductions are for
violations of major safety rules including those relating to the prevention
of serious danger in the workplace or to other employees.
5. Salary deductions may be made for unpaid disciplinary suspensions of one
or more full days imposed in good faith for infractions of workplace
conduct rules. This refers to suspensions imposed pursuant to the
School’s written policy applicable to all employees regarding serious
work-related misconduct.
6. The School may pay a proportionate part of the employee’s full salary for
the time actually worked in the first week of employment or the last week
of employment.
7. When a salaried-exempt employee takes unpaid leave under the Family
and Medical Leave Act (FMLA), the School may pay a proportionate part
of the salary for the time actually worked in the workweek.
Prohibited Deductions/Complaint Procedure. In accordance with the General Rule, the
School prohibits any other kind of salary reductions based upon the quantity or quality of
work performed (i.e. such reductions other than those described under Permissible
Deductions). If a salaried-exempt employee experiences a salary reduction and believes
that it violates this policy, the employee is expected to report this promptly to the payroll
Revised 2013 Page 15
administrator. The employee will not be penalized in any way for making such a
complaint. It is the School’s policy to reimburse the employee for any such improper
salary reduction.
This policy is intended solely to implement FLSA regulatory requirements and is not to
be considered any type of contract.
Holidays
Employees should refer to the School calendar to determine which holidays are observed
each year. All full-time employees will receive recognized School holidays off with pay,
any time they fall on the employee’s regular workday. Employees will be paid as
holiday pay the same number of hours that they generally work on a work day, not to
exceed eight (8) hours. For example, if an employee normally works five (5) hours per
day, he/she will be paid for five (5) hours on a holiday that falls on the employee’s
regular workday. To be eligible for holiday pay, you must have been employed for at
least 90 days and you must work your last scheduled day before the holiday and your first
scheduled day after the holiday.
Sick/Personal Leave – (Revised June 2010)
The School realizes that there are some times when an employee simply cannot be at
work because of personal illness, caring for family members, religious observance and
business matters. To help ensure that illness or personal needs do not affect an
employee’s financial well-being, the School provides a sick/personal leave benefit as a
form of income security for the welfare and protection of employees. Sick/personal leave
is a privilege and a benefit, not a right. Employees are directly responsible for legitimate
use of sick/personal leave. The taking of sick/personal leave under false pretenses is a
serious violation of School policy. An employee’s use of sick/personal leave (excused or
unexcused) may be taken into consideration in the individual’s periodic performance
rating for pay increases, promotion, and continuation of employment.
Eligibility and Rate of Accrual: Effective July 1, 2010, full-time employees will
accrue/earn up to ten (10) sick/personal leave days for the year based at the rate of one
day per month at the end of each month starting with July 30 and through April 30.
Sick/personal leave days should be used before the end of the fiscal year (June 30).
Employees who are hired after July 1 of any year will accrue sick/personal days in the
same way (i.e., one day per month beginning with the 30th
day of the month hired), but
are not eligible to take any sick/personal days until completion of the 90 day Introductory
Period. Therefore, if an employee was hired on September 1, he/she will have accrued
three (3) sick/personal days by December 1 (the 90 day anniversary) and will be able to
take them beginning December 2.
Revised 2013 Page 16
Employees who have worked for the School at least one full year may borrow against the
maximum sick/personal days they will be eligible to earn in any school year (July 1 to
April 30) with the approval from the Head of School. That is, an employee who will be
eligible for ten (10) sick/personal days during the period of July 1 to April 30 could use
those days during the month of September even though the employee will not yet have
accrued the ten (10) days in September. If the employee terminates from the School prior
to April 30, i.e., prior to accruing the ten (10) days, the employee will be required to pay
back any advanced sick/personal leave not earned.
Hourly employees may take sick/personal leave in a minimum of one-hour increments.
For attendance recording purposes of exempt employees, sick/personal leave time will be
counted in half or full day increments.
Sick/personal days do not carry over from year to year. However, for Faculty employees
only (with the exception of any faculty staff that does not require a substitute when
they are absent), the School will pay up to a maximum of five unused sick/personal
leave days per fiscal year, at a rate of $50 a day.
Paid sick/personal leave does not count as “hours worked” for purposes of calculating an
employee’s entitlement to overtime during the week in which sick/personal leave is taken.
Hourly employees will receive a full day’s pay (based on their standard work day) for
each paid sick/personal leave day. Salaried employees will receive their normal salary
for the paid sick/personal leave days taken. For all non-exempt employees and teachers
who exceed the allotted sick/personal leave days, a deduction will be made from his or
her paycheck for those excess days taken. However, for all salaried-exempt
employees, such deductions will be made in accordance with the School’s "Salaried-
Exempt Employees and Deductions" policy. The calculation that is used is as follows:
Employee’s annual salary divided by the number of working school days
in the current school year (subject to change as per yearly school
calendar), then that amount is multiplied by the number of days in excess
of the 10 ten days allowed.
The School reserves the right to require a doctor’s statement if an employee is absent for
more than five days because of illness, whether the absence is pre-arranged or
unforeseeable. Sick/personal leave does not accrue during periods of unpaid absence.
Sick/personal leave days are non-transferable and are forfeited upon separation of
employment regardless of the reason for separation.
Revised 2013 Page 17
Procedures for Authorizing Use of Sick/Personal leave – (Revised on January 2008)
You must submit a “Request Form” at least two weeks prior to your leave date if the
leave is for personal reasons. If you have any unplanned leave due to illness or any other
reason, a request form will be placed in your box and must be completed upon your
return to work. Sick/personal leave will usually not be paid if taken immediately before
or after a holiday, other designated school day off, or when the school has scheduled a
full-school in-service day unless you have received prior approval. It is the responsibility
of the employee to keep track of their days being taken. The employee should make a
copy of the request form so they can keep a record of the days being taken. (Appendix
2)
Absences Covered by Worker’ Compensation Insurance
Absences due to on-the-job injury or illness as defined by the Workers’ Compensation
Act shall not be charged against an employee’s accrued sick/personal leave and the
employee will be entitled to the benefits provided by the Act. However, at the
incapacitated employee’s request, and with the approval of Human Resources, the
employee may be granted accumulated hours of sick/personal leave to supplement
Workers’ Compensation payments being received by the employee to prevent a loss of
income. The combined total of Workers’ Compensation payments and payments for
sick/personal leave granted shall not exceed the employee’s salary at the regular rate.
Lactation Break
The School will provide a reasonable amount of break time to accommodate a female
employee’s need to express breast milk for the employee’s infant child for up to one year
after the birth of the child. The break time should, if possible, be taken concurrently with
other break periods already provided. Non-exempt employees should clock out for any
time taken that does not run concurrently with normally scheduled rest periods, and such
time generally will be unpaid. The School will also make access to a refrigerator
available for the storage of breast milk and will ensure that the break room is both private
and has access to an electrical outlet.
Employees should notify their immediate Division Head or Human Resources to request
time to express breast milk under this policy. The School does, however, reserve the
right to deny an employee’s request for a lactation break if the additional break time will
seriously disrupt operations.
Revised 2013 Page 18
Vacation
All full-time 12-month employees are eligible for paid vacation after each full year of
continuous employment. The length of the vacation depends on your years of service
with the School. On the first day after each year of continuous employment, the School
will place the vacation earned in the employee’s bank. Employees earn vacation
according to the following schedule:
Administrators:
Hired before July 1, 2002 – 4 weeks
Hired after July 1, 2002 – 3 weeks
Staff/Maintenance Personnel:
1-5 years – 2 weeks
After 5 years – 3 weeks
Vacation time is given to employees so that they are better able to perform their jobs
when they return. For this reason, we require employees to take their vacation and we do
not permit employees to take pay in lieu of time off. Vacation days do not accumulate
from year to year and the accrual period ends the last day before your anniversary date.
Thus, any vacation days not used before an employee’s next anniversary date will be
forfeited without compensation. Vacations must be scheduled and approved by an
administrator. Any unused vacation time will be forfeited upon separation of
employment, regardless of the reason for separation.
Vacation requests must be submitted a minimum of one month in advance for
approval from administration. (Appendix 2)
Revised 2013 Page 19
Bereavement Leave
Employees are eligible to receive up to five (5) days paid bereavement leave in the event
they miss regularly scheduled workdays due to the death or funeral of a member of the
employee’s immediate family. Immediate family includes spouse, children, stepchildren,
parents, grandparents, grandchildren, brother or sister, spouse’s parents, and any other
relative residing in the same household. The Head of School may in his/her sole
discretion, approve bereavement leave in the event of a death of other persons with whom
you have close relations.
An employee who is notified of a death in his or her immediate family while at work will
be paid for the remainder of the scheduled hours that day. The five day eligibility for paid
bereavement leave will not commence until the next regularly scheduled work day which
is lost. All time off in connection with the death of one of the above-listed individuals
should be discussed with the Head of School.
Revised 2013 Page 20
Leave of Absence
Employees who have worked for the school at least one continuous year and are not
eligible for Family and Medical Leave, may request a maximum of three (3) months
unpaid leave. However, please note that a leave of absence does not guarantee
reinstatement.
The granting of a leave of absence pursuant to this policy is within the sole discretion of
the School and may be denied based on business needs.
Family and Medical Leave Act Policy
The Family and Medical Leave Act (“FMLA”) provides eligible employees the
opportunity to take unpaid, job-protected leave for certain specified reasons. The
maximum amount of leave an employee may use is 12 or 26 weeks within a 12-month
period depending on the reasons for the leave.
Employee Eligibility
To be eligible for FMLA leave, you must:
1. have worked at least 12 months for the school in the preceding seven years
(limited exceptions apply to the seven-year requirement);
2. have worked at least 1,250 hours for the school over the preceding 12 months;
and
3. currently work at a location where there are at least 50 employees within 75
miles.
Conditions Triggering Leave
FMLA leave may be taken for the following reasons:
1. birth of a child, or to care for a newly-born child (up to 12 weeks);
2. placement of a child with the employee for adoption or foster care (up to 12
weeks);
Revised 2013 Page 21
3. to care for an immediate family member (employee’s spouse, child, or parent)
with a serious health condition (up to 12 weeks);
4. because of the employee’s serious health condition that makes the employee
unable to perform the employee’s job (up to 12 weeks)
5. to care for a Covered Service member with a serious injury or illness related to
certain types of military service up to 26 weeks (see Military-Related FMLA
Leave for more details); or,
6. to handle certain qualifying exigencies arising out of the fact that the
employee’s spouse, son, daughter, or parent is on duty under a call or order to
active duty in the Uniformed Services (up to 12 weeks) (see Military-Related
FMLA Leave for more details).
The maximum amount of leave that may be taken in a 12-month period for all reasons
combined is 12 weeks, with one exception. For leave to care for a Covered
Servicemember, the maximum combined leave entitlement is 26 weeks, with leaves for
all other reasons constituting no more than 12 of those 26 weeks.
Definitions
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 includes an incapacity of more than three full calendar
days and two visits to a health care provider or one visit to a health care provider and a
continuing regimen of care; an incapacity caused by pregnancy or prenatal visits, a
chronic condition, or permanent or long-term conditions; or absences due to multiple
treatments. Other situations may meet the definition of continuing treatment.
A “Covered Servicemember” is a member or veteran of the Armed Forces, including 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. The term “serious injury or illness” means an
injury or illness incurred by the member in the line of duty while on active duty in the
Armed Forces that may render the member medically unfit to perform the duties of the
member’s office, grade, rank, or rating, or one that existed before the beginning of active
duty and was aggravated by service in the line of duty while on active duty. With regard
to veterans, the injury or illness may manifest itself before or after the individual assumed
veteran status.
Revised 2013 Page 22
“Qualifying exigencies” include activities such as short-notice deployment, military
events, arranging alternative childcare, making financial and legal arrangements related
to the deployment, rest and recuperation, counseling, and post-deployment debriefings.
Identifying the 12-Month Period
The school measures the 12-month period in which leave is taken by the “rolling” 12-
month method, measured backward from the date of any FMLA leave with one
exception. For leave to care for a covered servicemember, the school calculates the 12-
month period beginning on the first day the eligible employee takes FMLA leave to care
for a covered servicemember and ends 12 months after that date. FMLA leave for the
birth or placement of a child for adoption or foster care must be concluded within 12
months of the birth or placement.
Using Leave
Eligible employees may take FMLA leave in a single block of time, intermittently (in
separate blocks of time), or by reducing the normal work schedule when medically
necessary for the serious health condition of the employee or immediate family member,
or in the case of a covered servicemember, his or her injury or illness. Eligible
employees may also take intermittent or reduced-scheduled leave for military qualifying
exigencies. Intermittent leave is not permitted for birth of a child, to care for a newly-
born child, or for placement of a child for adoption or foster care. Employees who require
intermittent or reduced-schedule leave must try to schedule their leave so that it will not
unduly disrupt the school's operations.
Use of Accrued Paid Leave
Depending on the purpose of your leave request, you may choose (or the school may
require you) to use accrued paid leave (such as sick leave, vacation), concurrently with
some or all of your FMLA leave. In order to substitute paid leave for FMLA leave, an
eligible employee must comply with the school’s normal procedures for the applicable
paid-leave policy (e.g., call-in procedures, advance notice, etc.).
Maintenance of Health Benefits
If you and/or your family participate in our group health plan, the school will maintain
coverage during your FMLA leave on the same terms as if you had continued to work. If
applicable, you must make arrangements to pay your share of health plan premiums while
on leave. In some instances, the school may recover premiums it paid to maintain health
coverage or other benefits for you and your family. Use of FMLA leave will not result in
the loss of any employment benefit that accrued prior to the start of your leave.
Revised 2013 Page 23
Notice and Medical Certification
When seeking FMLA leave, you are required to provide:
1. sufficient information for us to determine if the requested leave may qualify
for FMLA protection and the anticipated timing and duration of the leave.
Sufficient information may include that you are unable to perform job
functions, a family member is unable to perform daily activities, the need for
hospitalization or continuing treatment by a health care provider, or
circumstances supporting the need for military family leave. You must also
inform the school if the requested leave is for a reason for which FMLA leave
was previously taken or certified.
If the need for leave is foreseeable, this information must be provided 30 days in advance
of the anticipated beginning date of the leave. If the need for leave is not foreseeable, this
information must be provided as soon as is practicable and in compliance with the
school’s normal call-in procedures, absent unusual circumstances.
2. medical certification supporting the need for leave due to a serious health
condition affecting you or an immediate family member within 15 calendar
days of the school’s request to provide the certification (additional time may
be permitted in some circumstances). If you fail to do so, we may delay the
commencement of your leave, withdraw any designation of FMLA leave or
deny the leave, in which case your leave of absence would be treated in
accordance with our standard leave of absence and attendance policies,
subjecting you to discipline up to and including termination. Second or third
medical opinions and periodic re-certifications may also be required;
3. periodic reports as deemed appropriate during the leave regarding your status
and intent to return to work; and
4. medical certification of fitness for duty before returning to work, if the leave
was due to your serious health condition. The school will require this
certification to address whether you can perform the essential functions of
your position.
Failure to comply with the foregoing requirements may result in delay or denial of leave,
or disciplinary action, up to and including termination.
Revised 2013 Page 24
Employer Responsibilities
To the extent required by law, the school will inform employees whether they are eligible
under the FMLA. Should an employee be eligible for FMLA leave, the school will
provide them with a notice that specifies any additional information required as well as
the employee’s rights and responsibilities. If employees are not eligible, the school will
provide a reason for the ineligibility. The school will also inform employees if leave will
be designated as FMLA-protected and, to the extent possible, note the amount of leave
counted against the employee’s leave entitlement. If the school determines that the leave
is not FMLA-protected, the school will notify the employee.
Job Restoration
Upon returning from FMLA leave, eligible employees will typically be restored to their
original job or to an equivalent job with equivalent pay, benefits, and other employment
terms and conditions.
Failure to Return After FMLA Leave
Any employee who fails to return to work as scheduled after FMLA leave or exceeds the
12-week FMLA entitlement (or in the case of military caregiver leave, the 26-week
FMLA entitlement), will be subject to the school’s standard leave of absence and
attendance policies. This may result in termination if you have no other school- provided
leave available to you that applies to your continued absence. Likewise, following the
conclusion of your FMLA leave, the school ’s obligation to maintain your group health
plan benefits ends (subject to any applicable COBRA rights).
Other Employment
The school generally prohibits employees from holding other employment. This policy
remains in force during all leaves of absence including FMLA leave and may result in
disciplinary action, up to and including immediate termination of employment.
Fraud
Providing false or misleading information or omitting material information in connection
with an FMLA leave will result in disciplinary action, up to and including immediate
termination.
Employers’ Compliance with FMLA and Employee’s Enforcement Rights
FMLA makes it unlawful for any employer to interfere with, restrain, or deny the
exercise of any right provided under FMLA, or discharge or discriminate against any
Revised 2013 Page 25
person for opposing any practice made unlawful by FMLA or for involvement in any
proceeding under or relating to FMLA.
While the school encourages employees to bring any concerns or complaints about
compliance with FMLA to the attention of the Human Resources Department, FMLA
regulations require employers to advise employees that they may file a complaint with
the U.S. Department of Labor or bring a private lawsuit against an employer.
Further, FMLA does not affect any Federal or State law prohibiting discrimination, or
supersede any State or local law or collective bargaining agreement which provides
greater family or medical leave rights.
Limited Nature of This Policy
This Policy should not be construed to confer any express or implied contractual
relationship or rights to any employee not expressly provided for by FMLA. The school
reserves the right to modify this or any other policy as necessary, in its sole discretion to
the extent permitted by law. State or local leave laws may also apply.
Military-Related FMLA Leave
FMLA leave may also be available to eligible employees in connection with certain
service-related medical and non-medical needs of family members. There are two forms
of such leave. The first is Military Caregiver Leave, and the second is Qualifying
Exigency Leave. Each of these leaves is detailed below.
Military Caregiver Leave
Unpaid Military Caregiver Leave is designed to allow eligible employees to care for
certain family members who have sustained serious injuries or illnesses in the line of duty
while on active duty. The family member must be a “Covered Servicemember,” which
means: (1) a current member or veteran of the Armed Forces, National Guard or
Reserves, (2) who is undergoing medical treatment, recuperation, or therapy or, in the
case of a veteran, who was a current member of the Armed Forces, National Guard or
Reserves within five years prior to the treatment for which an eligible employee requests
leave; is otherwise in outpatient status; or is otherwise on the temporary disability retired
list, (3) for a serious injury or illness that may render a current member medically unfit to
perform the duties of the member ’s office, grade, rank, or rating. Military Caregiver
Leave is not available to care for servicemembers on the permanent disability retired list.
To be “eligible” for Military Caregiver Leave, the employee must be a spouse, son,
daughter, parent, or next of kin of the covered servicemember. “Next of kin” means the
nearest blood relative of the servicemember, other than the servicemember’s spouse,
parent, son, or daughter, in the following order of priority: blood relatives who have been
granted legal custody of the servicemember by court decree or statutory provisions;
brothers and sisters; grandparents; aunts and uncles; and first cousins; unless the
Revised 2013 Page 26
servicemember has specifically designated in writing another blood relative as his or her
nearest blood relative for purposes of Military Caregiver Leave. The employee must also
meet all other eligibility standards as set forth within the FMLA Leave policy.
An eligible employee may take up to 26 workweeks of Military Caregiver Leave to care
for a covered servicemember in a “single 12-month period.” The “single 12-month
period” begins on the first day leave is taken to care for a covered servicemember and
ends 12 months thereafter, regardless of the method used to determine leave availability
for other FMLA-qualifying reasons. If an employee does not exhaust his or her 26
workweeks of Military Caregiver Leave during this “single 12-month period,” the
remainder is forfeited.
Military Caregiver Leave applies on a per-injury basis for each servicemember.
Consequently, an eligible employee may take separate periods of caregiver leave for each
and every covered servicemember, and/or for each and every serious injury or illness of
the same covered servicemember. A total of no more than 26 workweeks of Military
Caregiver Leave, however, may be taken within any “single 12-month period.”
Within the “single 12-month period” described above, an eligible employee may take a
combined total of 26 weeks of FMLA leave including up to 12 weeks of leave for any
other FMLA-qualifying reason (i.e., birth or adoption of a child, serious health condition
of the employee or close family member, or a qualifying exigency). For example, during
the “single 12-month period,” an eligible employee may take up to 16 weeks of FMLA
leave to care for a covered servicemember when combined with up to 10 weeks of FMLA
leave to care for a newborn child.
An employee seeking Military Caregiver Leave may be required to provide appropriate
certification from the employee and/or covered servicemember and completed by an
authorized health care provider within 15 days. Military Caregiver Leave is subject to
the other provisions in our FMLA Leave Policy (requirements regarding employee
eligibility, appropriate notice of the need for leave, use of accrued paid leave, etc.).
Military Caregiver Leave will be governed by, and handled in accordance with, the
FMLA and applicable regulations, and nothing within this policy should be construed to
be inconsistent with those regulations.
Qualifying Exigency Leave
Eligible employees may take unpaid “Qualifying Exigency Leave” to tend to certain
“exigencies” arising out of the duty under a call or order to active duty of a “covered
military member” (i.e. the employee’s spouse, son, daughter, or parent). Up to 12 weeks
of Qualifying Exigency Leave is available in any 12-month period, as measured by the
same method that governs measurement of other forms of FMLA leave within the FMLA
policy (with the exception of Military Caregiver Leave, which is subject to a maximum
of 26 weeks of leave in a “single 12-month period”). Although Qualifying Exigency
Revised 2013 Page 27
Leave may be combined with leave for other FMLA-qualifying reasons, under no
circumstances may the combined total exceed 12 weeks in any 12-month period (with the
exception of Military Caregiver Leave as set forth above). The employee must meet all
other eligibility standards as set forth within the FMLA policy.
Persons who can be ordered to active duty include active and retired members of the
Regular Armed Forces, certain members of the retired Reserve, and various other
Reserve members including the Ready Reserve, the Selected Reserve, the Individual
Ready Reserve, the National Guard, state military, Army Reserve, Navy Reserve, Marine
Corps Reserve, Air National Guard, Air Force Reserve, and Coast Guard Reserve.
A call to active duty refers to a federal call to active duty, and state calls to active duty
are not covered unless under order of the President of the United States pursuant to
certain laws.
Qualifying Exigency Leave is available under the following circumstances:
(1) Short-notice deployment. To address any issue that arises out of short notice
(within seven days or less) of an impending call or order to active duty.
(2) Military events and related activities. To attend any official military
ceremony, program, or event related to active duty or a call to active duty status
or to attend certain family support or assistance programs and informational
briefings.
(3) Childcare and school activities. To arrange for alternative childcare; to
provide childcare on an urgent, immediate need basis; to enroll in or transfer to a
new school or daycare facility; or to attend meetings with staff at a school or
daycare facility.
(4) Financial and legal arrangements. To make or update various financial or
legal arrangements; or to act as the covered military member’s representative
before a federal, state, or local agency in connection with service benefits.
(5) Counseling. To attend counseling (by someone other than a health care
provider) for the employee, the covered military member, or for a child or
dependent when necessary as a result of duty under a call or order to active duty.
(6) Temporary rest and recuperation. To spend time with a covered military
member who is on short-term, temporary rest and recuperation leave during the
period of deployment. Eligible employees may take up to five of days of leave
for each instance of rest and recuperation.
(7) Post-deployment activities. To attend arrival ceremonies, reintegration
briefings and events, and any other official ceremony or program sponsored by
the military for a period of up to 90 days following termination of the covered
Revised 2013 Page 28
military member’s active duty status. This also encompasses leave to address
issues that arise from the death of a covered military member while on active duty
status.
(8) Mutually agreed leave. Other events that arise from the close family
member’s duty under a call or order to active duty, provided that the school and
the employee agree that such leave shall qualify as an exigency and agree to both
the timing and duration of such leave.
An employee seeking Qualifying Exigency Leave may be required to submit
appropriate supporting documentation in the form of a copy of the covered
military member’s active duty orders or other military documentation indicating
the appropriate military status and the dates of active duty status, along with a
statement setting forth the nature and details of the specific exigency, the amount
of leave needed and the employee’s relationship to the military member, within
15 days. Qualifying Exigency Leave will be governed by, and handled in
accordance with, the FMLA and applicable regulations, and nothing within this
policy should be construed to be inconsistent with those regulations.
Victims of Domestic Violence Leave Policy
Eligible employees may take up to 3 days of unpaid, job-protected leave in any 12-month
period for specified domestic violence situations.
Employee Eligibility: To be eligible for domestic violence leave, you must have worked
for the School for at least three months.
Conditions Triggering Leave: Domestic violence leave can involve one or more of the
following reasons:
1. Seeking an injunction for protection against domestic violence, or
an injunction for protection in cases of repeat violence, dating or sexual
violence;
2. Obtaining mental health counseling or medical care for the
employee or a family or household member to address physical or
psychological injuries resulting from the act of domestic violence;
3. Obtaining services from a victim-services organization, including
but not limited to, a domestic violence shelter or program or a rape crisis
center as a result of the act of domestic violence;
4. Making the employee’s home secure from the perpetrator of the
domestic violence or to seek new housing to escape the perpetrator; or
Revised 2013 Page 29
5. Seeking legal assistance in addressing issues arising from the act of
domestic violence or to attend and prepare for court-related proceedings
arising from the act of domestic violence.
Notice and Certification: When seeking domestic violence leave, you must provide:
1. Advance notice of the need for leave except where you or a family
member is in imminent danger such that notice is not possible.
2. Documentation, if we request, establishing the need for domestic
violence leave.
Usage of Other School Leave Available to Employee: Any available vacation or other
paid time off must be exhausted before domestic violence leave can be utilized.
No Retaliation: Employees who make a bona fide request for leave pursuant to this
policy will not be unlawfully retaliated against for exercising his or her rights under this
policy. However, employees remain subject to the School’s other policies and
procedures.
Military Leave
Employees who require time off work to fulfill military duties will be treated in
accordance with applicable requirements of state and federal law. You are expected to
notify administration of upcoming military duty by providing a copy of your orders as
soon as possible.
Leave for Civic Duty
We encourage each of our employees to accept his or her civic responsibilities. As a
good citizen, we are pleased to assist you in the performance of your civic duties.
Jury Duty
If you are a full-time employee and are called to jury duty by official order during regular
school days, please notify your Division Head immediately so we can plan the
department's work with as little disruption as possible. You must also furnish him/her
with a copy of the official notification to service.
If you are released from jury service before the end of your regularly scheduled shift or
you are not asked to serve on a jury panel, you are expected to report to work if a
reasonable period of time remains in the work day. You must present papers from the
court clerk reflecting the dates you spent on jury duty.
Revised 2013 Page 30
Voting
We want every full-time employee to have the opportunity to vote in every election.
Generally, there will be sufficient time to vote either before or after your scheduled shift.
However, if you foresee a problem getting to the polls, please notify your Division Head
so that arrangements can be made.
Medical, Life, Disability and Dental Insurance
We provide medical, life, disability and dental insurance coverage for employees who
meet the eligibility requirements and who elect coverage. These benefits are provided to
non-teaching employees who are regularly scheduled to work 25 hours or more per week
over a 12 month period; and to Teachers and Associate Teachers who are regularly
scheduled to work 25 or more hours per week during the school year. Coverage
normally begins on the first of the month following 30 days of employment provided
that you have completed all necessary paperwork.
It is your responsibility to notify Human Resources if you desire insurance coverage.
The School currently pays the costs of the insurance premiums as follows:
Medical insurance – 78% of single premium
Life insurance – $50,000
Dental insurance – 100% of single premium for low PPO plan
Disability (short/long term) – 100% of premium
Dependent coverage is also available at the employee’s expense through payroll
deductions.
Our insurance plans are excellent ones. It provides the type of coverage needed to protect
our employees and their families from catastrophic losses due to illness and injury. You
may obtain additional information about our plans through the Human Resources
Department. For specific details concerning eligibility and coverage, please be sure to
consul the insurance contact itself.
We all must recognize that the cost of our insurance plans is based upon how much it is
utilized. Therefore, each of us must work to utilize the cost containment provisions of
the policy. This will help to keep the cost of our health care down and enable us to
continue to provide this very valuable benefit. As with all other policies and benefits, the
School reserves the right to change or eliminate benefits and/or contribution amounts at
any time.
If this policy conflicts with the plan document, the plan documents control.
Revised 2013 Page 31
Retirement Savings Plan
The School provides an excellent retirement savings plan for all employees who have
attained the minimum age and service requirements. Both the employee and the School
contribute to the Plan for each eligible employee. If you were hired full-time after July 1,
2002, you will need to wait one (1) year for the School to contribute six percent (6%), of
gross base salary. Also, once you have completed one year of continuous service, if you
resign and are re-hired in the future, you can rejoin the plan as soon as you are re-hired
on a full-time basis.
All employees are provided Summary Plan Description booklets and other materials as
required by law. As with all other policies and benefits, the School reserves the right to
change or eliminate benefits and/or contribution amounts at any time. You may obtain
additional information regarding the Plan through the Human Resources Department.
Consolidated Omnibus Budget Reconciliation Act – (COBRA)
COBRA requires that most employers sponsoring group health plans offer employees and
their families the opportunity for a temporary extension of health coverage (called
“continuation coverage”) at group rates in certain instances where coverage under the
plan would otherwise end. This notice is intended to inform you, in summary fashion, or
your rights and obligations under the continuation coverage provisions of the law.
If you are an employee of the School, covered by the School’s medical insurance plan,
you have the right to choose continuation coverage if you lose your group health
coverage because of a reduction in your hours of employment or the termination of your
employment for reasons other than gross misconduct on your part. Your eligible
dependents may also have the right to elect and pay for continuation coverage for a
temporary period in certain circumstances where their coverage under the Plan would
otherwise end. If you have any questions concerning your rights under COBRA, please
contact the Human Resources Department.
Tuition Reimbursement
Tuition reimbursement will be provided for education costs incurred by full-time
employees of the School for courses related to their current or anticipated position at St.
Thomas Episcopal Parish School. The reimbursement will be for 75% of the costs of the
employee’s annual courses, not to exceed $750 per employee, per school year. The
tuition reimbursement is contingent on receiving a grade of B or better. The
reimbursement will apply to Florida certification/re-certification, bachelors degree,
masters degree and doctoral degrees.
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Tuition Remission and Other Fees (Revised-February, 2013)
Full-time employees: teachers, associate teachers, administrators, office staff, and
maintenance staff hired after January 31, 2013 will be eligible to receive tuition remission
benefits as described below:
The first child of any full-time employee enrolled as a student of the school will
receive 100% of the cost of annual tuition for such child
The second child of any full-time employee enrolled as a student of the school
will receive 50% of the cost of annual tuition for such child
The tuition remission benefits as described above are limited to one and one half
children per full-time employee. In addition, tuition remission benefits are not
transferable to any other children of the full-time employee.
If you were hired as a full-time employee before February 1st, 2013, this change in policy
will not apply to you.
Workers’ Compensation
We carry Worker’s Compensation insurance for the protection of employees who are
injured while at work. This coverage provided for medical expenses and lost income
from these injuries. Individuals who are hurt on the job, no matter how small or
apparently insignificant their injury, must report the situation to their Department Head
immediately, as there is a time limit within which claims for worker’s compensation must
be filed.
At an employee’s request, and with the approval of Human Resources, the employee may
be granted accumulated hours of sick/personal leave to supplement Workers’
Compensation payments being received by the employee to prevent loss of income. The
combined total of Workers’ Compensation payments and payments for sick/personal
leave grated shall not exceed the employee’s salary at the employee’s regular rate.
Years of Employment Bonus
Once an employee has completed five (5) years of continuous service to the School,
he/she is entitled to a $1,000 employment bonus. Once an employee has completed ten
(10) years of continuous service to the School, he/she is entitled to another $1,000 bonus.
If you require any additional information, please contact the Human Resources
Department. The School reserves the right to discontinue this policy at any time.
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Sunshine Fund
This is a faculty-coordinated endeavor which supports all employees during special times
of joy or distress.
Yearly dues are announced at the beginning of a school year and are payable to the
coordinators.
Volunteers are always needed to help assist with this project. If you know of a member of
staff who would benefit from the attention of the Sunshine Fund, please let one of the
coordinators know.
A responsibility of the Sunshine committee coordinators is to keep the Associate Head of
School informed of all recipients and/or recommendations made.
Credit Union
All employees are eligible to join the Florida Episcopal Diocese Federal Credit Union
and/or the Dade County Federal Credit Union.
Revised 2013 Page 34
RULES TO PROTECT US ALL
This section of your Handbook discusses your responsibilities to the School as an
employee. Please thoroughly familiarize yourself with these policies and apply them in
your work. The result of your effort will be a more efficient, productive and pleasant
atmosphere for you, your co-workers, our parents and students.
We have certain reasonable policies and rules for the conduct of our employees in this
School. Our most important rule is the “rule of reason.” Violation of any of the rules or
policies set forth in this Handbook may lead to discipline, up to an including immediate
termination. Obviously, this list is not all inclusive and there may be other circumstances
for which employees may be disciplined, up to and including immediate discharge. If
you have any questions about School rules or policies, or what we expect of you as one of
our employees, please discuss them with your Division Head.
Absenteeism and Tardiness
Each employee plays an important role in getting the day’s work done. Therefore, each
employee is expected to be at his or her workstation on time each day. Absenteeism or
tardiness, even for good reasons, is disruptive of our operations and interferes with our
ability to satisfy our students’ needs. Excessive absenteeism or tardiness can result in
disciplinary action up to and including termination. Also, an employee who has not
called or reported to work for three consecutive days will be considered no call no
show and will be terminated immediately.
If you are going to be late or absent from work for any reason, you must personally
notify your immediate Division Head or substitute coordinator as far in advance as
possible so proper arrangements can be made to handle our work during your absence.
You should call before 9:00 p.m., if calling at night, or if calling in the morning, between
6:30 a.m. and 7:00 a.m.
Should you become ill during the school day, you must let the substitute coordinator
know, and she/he will arrange to have someone in your classroom.
When absence is due to illness, the School reserves the right to require appropriate
medical documentation.
Cellular/Smart Phones, PDAs, And Other Handheld Electronic Devices
Employees are expected to comply with all School policies when using cellular/smart
phones, PDAs, and other handheld electronic devices while at School or on School-
related business. In the remainder of this policy, these devices are collectively referred to
as “handheld devices.” Excessive use of handheld devices during the workday can
interfere with employee productivity and be distracting to others. A reasonable standard
is to limit personal calls during work time to no more than one per day as needed.
Employees should use these handheld devices on non-work time and ensure that friends
Revised 2013 Page 35
and family members are aware of the School’s policy. In the event of an emergency or
special circumstances (communicated to your supervisor) the School may be more
flexible. The School will not be liable for the loss of handheld devices brought into the
workplace.
Personal Use Of School-Provided Handheld Devices
Where job or business needs demand immediate access to an employee, the School may
issue a School-owned handheld device to an employee for work-related communications.
These handheld devices should be used in accordance with all School policies, including
the School’s Computer and Communications Systems Policy. The School reserves the
right to inspect such devices, including reviewing any messages, texts, photos, images,
searches, and other content, at any time. The School reserves the right to discipline an
employee for inappropriate use and to deduct from an employee paycheck any charges
incurred for an employee’s personal or unauthorized use of the handheld devices.
Recording Devices
To maintain the security of our premises and systems, the School prohibits unauthorized
photography, audio or video recording of its employees, confidential documents,
students, or parents.
Safety Issues For Handheld Devices
No person, including employees, may use handheld devices while driving on campus. In
addition, employees are expected to refrain from using their handheld devices while
driving off campus in connection with their job duties. Safety must come before all other
concerns. Regardless of the circumstances, including slow or stopped traffic, employees
are strongly encouraged to pull over to the side of the road and safely stop the vehicle
before using any handheld device. Under no circumstances are employees allowed to
place themselves or anyone else at risk to fulfill business needs. Employees who are
charged with traffic violations resulting from the use of their handheld devices while
driving will be solely responsible for all liabilities that result from such actions.
Employees who violate this policy will be subject to disciplinary action, up to and
including termination.
Expectations of Teachers and Persons Supervising Students
Teachers and any person supervising students at any time are prohibited from using
handheld devices during any period of supervision, classroom activity, field trip, or other
event in which the employee is responsible for the student’s welfare, unless use of such
device is for emergency or other specially authorized purposes.
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Special Responsibilities For Managerial Staff
As with any policy, administrators, managers, and supervisors are expected to serve as
role models for proper compliance with the provisions above and are encouraged to
regularly remind employees of their responsibilities in complying with this policy.
Child Abuse Reporting Obligations
As educational professionals, we have a responsibility to provide the children we teach
with the opportunity to obtain the best education possible. However, our responsibility
does not end there. We also have a legal responsibility to report child abuse, neglect or
abandonment. This prompts the questions, “how do I recognize and deal with such a
situation when it occurs?” This policy is designed to provide guidelines for reporting
suspected child abuse, neglect, and abandonment.
As we are all aware, child abuse is an extremely serious matter. State statutes require
that all school personnel immediately (within 24 hours) report situations involving
potential child abuse, neglect, or abandonment. The statute contains these definitions:
Abuse – Any willful act or threatened act that results in any physical, mental, or sexual
injury or harm that causes or is likely to cause the child’s physical, mental, or emotional
health to be significantly impaired.
Neglect – When a child is deprived of, or is allowed to be deprived of, necessary food,
clothing, shelter, or medical treatment, or a child is permitted to live in an environment
when such deprivation or environment causes the child’s physical, mental, or emotional
health to be significantly impaired or to be in danger of being significantly impaired.
Abandonment – A situation in which the parent or legal custodian of a child, or in the
absence of a parent or legal custodian, the caregiver responsible for the child’s welfare,
while being able, makes no provision for the child’s support and makes no effort to
communicate with the child, which situation is sufficient to evince a willful rejection of
parental obligations.
If you have any belief, concern, or thought that you have witnessed, heard, or heard
about a situation possibly involving abuse, neglect, or abandonment, you must do the
following:
Contact the Head or Associate Head of School
If you cannot contact either the Head or Associate Head of School, contact
either the Rector or Associate Rector.
The appropriate person will then discuss the situation with you to ensure that the
appropriate reports, if any, are completed.
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In addition, as a part of every employee’s obligation to keep children and our campus
safe, if you have received information reflecting that any person who may regularly or
periodically visit the school’s campus (student, employee, parent, spouse of an employee,
family member, volunteer, or contractor) has engaged in behavior that could constitute
abuse, has been accused, arrested, or convicted of any type of potential abuse or sexual
misconduct toward any other person, you must immediately report such information to
the Head of School.
This sensitive issue must be approached with care and the utmost professional manner.
Conversations with other members of staff are inappropriate. There is NEVER a reason
to discuss your opinions or thoughts about this with other parents.
Working with young children requires that we be extremely circumspect in handling
them. Children attending St. Thomas School must be potty trained. Nevertheless, all
young children have occasional accidents. If a child needs help in the bathroom, be sure
that the door is ajar; hand the child bathroom tissue and let him/her clean themselves.
You will also find children who do not enjoy being touched in any way. These children
shy away from the simplest hug or gestures. Please respect the child’s feelings in these
cases. Also, read ‘Indicators to assist the identification of child abuse’, included in
(Appendix 3).
It is mandatory that every employee take a “Safeguarding your child” class, which is
provided by the Diocese.
Communication and Computer Systems Security and Usage
All electronic communications to, from, or on school premises or at school-related
events, shall reflect the principles upon which the school is founded, in support of its
educational goals. This Communication and Computer Systems Security and Usage
Policy contains guidelines for the use, access, and disclosure of communications using
any type of electronic device (including, among other things, telephone, mail, e-mail,
voice mail, desk and laptop computers, pagers, mobile phones, camera phones, video
cameras, Blackberries, electronic game devices, faxes or facsimiles, Internet and intranet)
sent, received, viewed, or shared by employees using any School-provided
Communication or Computer Systems or other personal electronic devices on campus or
at school-related events (“Systems”). Note that in some cases, use of personal
electronic devices at home or away from campus are covered by this policy where
such communications impact the School, are to/from employees and students,
parents, or third parties, such as communications on the Internet or on social
networking sites.
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Confidentiality and Acceptable Systems Usage
The School’s Systems are intended for School business only. Use of the School’s
Systems for accessing or acquiring information and materials inappropriate to a school
environment is against school policy and is prohibited. All information transmitted or
stored in School Systems (e.g., employee lists, student lists, documents relating to
policies and procedures) is the sole and exclusive property of the School and should be
treated as confidential. Such information may not be disclosed to any person outside of
the School nor may any such information be removed from our premises without the
express permission of the Head of School. Employees are strictly prohibited from
accessing, reading and copying data or information stored in the Systems and from
accessing, reading and copying communication not directed to them without prior
authorization.
All systems messages are school records. The contents of our systems may be
disclosed to the School without your permission. Therefore, you should not assume
that messages and communications are confidential.
Management’s Right to Access Information
Our Computer, telephone, and communication hardware and software Systems have been
installed and are used to facilitate school communications. Although each employee has
an individual password to access these Systems, they belong to the School and the
contents of all communications are accessible by management for any business purpose.
The School reserves the right to periodically monitor your computer, telephone and
communication hardware and software system in order to ensure compliance with this
policy. Employees are strictly prohibited from placing personal passwords on any School
system for the purpose of preventing such monitoring.
Employees should not consider any material transmitted or stored in School systems
to be private.
Personal Use of the School’s Communication and Computer Systems
General Usage - Because personal communications can be accessed without prior notice,
employees should not use School Systems to transmit any messages, or to access any
information, which you would not want a third party to see. Although incidental and
occasional personal use of our Systems is permitted, any such personal use will be treated
the same as all other communications under this Policy. However, employees are at all
times strictly prohibited from downloading information from the Internet for personal
use.
Telephone Usage – The telephone Systems (including voice mail) at the School are the
property of the School and are provided for business or school purposes. The School
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may periodically monitor the usage of the Telephone Systems to ensure compliance with
this Policy. Therefore, employees should not consider their conversations on the
School’s telephone systems to be private.
Cell Phone/Text Messaging – Cell phones and other handheld devices should always be
on vibrate mode (especially in the classrooms) and should only be used for emergency or
other specifically authorized purposes. At no time should you be on a cell phone or text
messaging when you are watching children (i.e. playground, lunch duty, study hall, etc.).
If the need arises and you must take a phone call, please arrange for someone to stay in
your classroom/playground so that you can take the call.
Personal Mail – All mail that is delivered to the School is presumed to be related to
School business. Mail sent to you at the School may be opened by the office personnel
and routed to your department.
Forbidden Use and Content of Communications
You may not use our Systems in any way that may be seen as insulting, disruptive,
offensive, or harmful to morale. Examples of prohibited, non-business purposes include,
but are not limited to, use of the School’s Systems:
1. To convey insensitive, improper, derogatory, insulting, threatening, or
harassing language or remarks, or sexually-explicit messages, cartoons,
jokes, or other potentially offensive material;
2. To send propositions, love letters, or any other message that could be
construed to be harassment or disparagement of others in violation of our
Policy against harassment;
3. To attempt to break into any computer, whether internal or external to the
School, to copy or steal electronic files without permission or to
knowingly cause or aid the spread of computer viruses;
4. To write resumes, junk mail, mass-mailing, or other documents unrelated
to School business or to create and/or forward “chain letters;”
5. For the unauthorized advertisement of services;
6. To run computer games or other personal software during working hours;
7. As a forum for gossip or for personal gain.
Password and Encryption Key Security and Integrity
All Systems passwords and encryption keys must be available to the School at all times.
Additionally, you may not use passwords that are unknown to your
manager, nor may you install encryption programs without first turning over encryption
keys to your manager. Further, employees are prohibited from the unauthorized use of
passwords and encryption keys belonging to other employees in order to gain access to
other employees’ messages. You are responsible for any and all activity occurring on the
School’s Systems under your password.
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Software, Personal Disks and Drives, and Networking and School Equipment
Computer software, whether purchased, developed, or modified by the School, may not
be downloaded, copied reproduced, altered, deleted, or appropriated by employees
without prior School authorization. Any such computer software is the property of the
School and may not be copied or appropriated by employees for personal use during
employment with the School or upon separation. Employees should be aware that the
illegal duplication of computer software may result in the filing of criminal copyright
charges by the owners of the copyrights; copyright infringement is punishable by fines
and/or imprisonment.
The School does not condone the use of “bootleg” or “pirate” software on its Computer
System. The use of such software is grounds for discipline, up to and including
immediate termination. Any employee who becomes aware of the presence of any
“bootleg” or “pirate” software on the School’s Computer System should notify
management immediately. The use of personal disks, drives, or software in the School’s
Computer System without prior authorization is strictly prohibited. Employees are
further prohibited from accessing the School’s Systems from remote locations via modem
and from connecting School Systems to outside systems via modem without prior
authorization. The tech equipment is for the sole purpose for use of and by the school.
No equipment will be loaned off the school premises for personal use. The tech
equipment includes but is not limited to: digital cameras, video cameras, LCD projectors,
overhead projectors. Laptops are not included and may be taken off campus.
Email, short for electronic mail, is any of the various systems that transmit some form of
electronic representation of a page or message from one location to another. It should be
clear that electronic mail cannot be used to harass or threaten others. The School reserves
the right to randomly check e-mail. E-mail messages must not include personal attacks
and should follow the normal rules of appropriate public language. They should not
contain any language or content, which the author would not be willing to share from the
podium at a School meeting. Employees should be made aware that deleted e-mails can
be undeleted.
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Penalties for Violation of the School’s Communication and Computer Systems
Security and Usage Policy
VIOLATIONS OF ANY ASPECT OF THE SCHOOL’S COMMUNICATION AND
COMPUTER SYSTEMS SECURITY AND USAGE POLICY MAY RESULT IN
DISCIPLINE, UP TO AND INCLUDING IMMEDIATE TERMINATION. The School
will also seek civil damages against any employee who appropriates or copies the
School’s property as described in this Policy.
Business Ethics and Conflict of Interest
It is our policy to forbid employees to deal in any other business, which competes with
our School. If you think that there is a possibility that you may have a conflict in this
regard, it is your responsibility to notify your Division Head.
Successful business operations and the reputation of our School are built upon the
principle of ethical conduct of our employees. Our reputation for integrity and excellence
requires careful observance of the spirit and letter of all applicable laws and regulations,
as well as a scrupulous regard for the highest standards of conduct and personal integrity.
The continued success of our School is dependent upon public trust and we are dedicated
to preserving that trust. Employees owe a duty to the School, the parents, students, and
general public to act in a way that will merit their continued trust and confidence. We
comply with all applicable laws and regulations and expects its directors, officers, and
employees to conduct business with the letter, spirit, and intent of all relevant laws and
refrain from any illegal, dishonest, or unethical conduct.
In general, use of good judgment, based on high ethical principles, will guide you with
respect to lines of acceptable conduct. In carrying out your responsibilities, you should
avoid even the appearance of impropriety and should act for the sole benefit of the
School. You should avoid placing yourself in positions in which your personal interests
are, or may be, in conflict with the interests of the School. Examples of areas of potential
conflict of interest are:
(1) Financial Interests: Ownership by the individual directly or indirectly of a
material financial interest in any business or firm from which the School obtains
goods or services or which is a competitor of the School; competition by the
individual, directly or indirectly, with the School in the purchase or sale of
property or any property right or interests; representation of the School by the
individual in any transaction or activity in which the individual, directly or
indirectly, has a material financial interest; any other circumstance in which the
individual may profit, directly or indirectly, from any action or decision by the
School in which he or she participates, or which he or she has knowledge.
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(2) Inside Information: Disclosure or use by the individual of confidential
information about the School, its activities or intentions, for the personal profit or
advantage of the individual or any person.
(3) Conflicting Interest Other than Financial: Representation as a director,
officer, agent, or fiduciary of another School, institution, agency or person in any
transaction or activity which involves this school as an adverse party or with
adverse interests.
(4) Gifts and Favors: Acceptance of gifts or favors from any firm or
individual which does or seeks to do business with, or is a competitor of, the
School under circumstances which imply reasonably that such action is intended
to influence the individual in the performance of his or her duties.
Reporting Obligations:
Where a potential conflict of interest exits, or if a situation arises in which it is difficult to
determine the proper course of action, or if you become knowledgeable about another
person or employee who may be engaging in questionable or illegal conduct, it is your
responsibility to report the situation to one or more of the following persons: your
immediate Division Head, the Human Resources Director, the Business Manager, or the
Head of School. These persons can provide guidance and take such action as may be
appropriate in the best interests of the School.
Compliance with this policy for business ethics and conduct is the responsibility of every
School employee. Disregarding or failing to comply with this standard of business ethics
and conduct could lead to disciplinary action, up to and including termination of
employment.
Confidentiality
Confidentiality needs to be preserved as it relates to the individual student and their
families. Discretion should be used at all times. All written and oral reports about
children are confidential. If you wish to privately discuss a child with the previous
teacher, this is acceptable. Gossip of any kind is destructive and should not take place at
our School. All discussions should take place in a private setting.
Cooperation With Law Enforcement Agencies
The School shall cooperate fully with local, state, and federal law enforcement agencies,
keeping in mind the rights of students and parents/guardians. If you are contacted by a
governmental or law enforcement agency, you should immediately contact the Head of
School.
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Corporal Punishment
Staff members may not use, or threaten to use corporal punishment.
Corporal punishment is defined as striking, hitting, or engaging in punitive bodily contact
with a student.
Courtesy
Courtesy is the responsibility of every employee. Everyone is expected to be courteous,
polite and friendly to our students, parents and fellow employees. No one should be
disrespectful to a student, parent, or employee; use profanity; or engage in any activity
that injuries the image or reputation of our School.
Criminal Background Checks
All employees are subject to the criminal background process. The school will perform
criminal background checks (including fingerprinting checks) on all new employees at
the time of hire. For existing employees, the school will periodically update the criminal
background check. The school will determine, in its discretion, whether the employee’s
background makes him/her fit for employment or continued employment. All employees
must report any arrests or changes to their criminal background to Human Resources
within twenty-four (24) hours of the occurrence so that the school can determine whether
the employee’s status should change. Failure to do so may result in termination of
employment.
In addition, as a part of every employee’s obligation to keep children and our campus
safe, if you have received information reflecting that any person who may regularly or
periodically visit the school’s campus (student, employee, parent, spouse of an employee,
family member, volunteer, parishioner, or contractor) has been arrested or convicted of
any type of an offense reflecting violence, abuse, or sexual misconduct toward any other
person, you must immediately report such information to the Head of School.
Damage to Property
We have made a tremendous investment in our facilities and equipment in order to better
serve our needs and to make your job easier. Deliberate or careless damage to the
School’s property will not be tolerated.
Drugs and Alcohol
We will not tolerate alcohol abuse or the use of other intoxicants and mind-altering
substances, including illegal drugs. The reason for this policy is for the continued safety
and productivity of our employees and students. Our employees may be required to
submit to drug screens, blood alcohol tests, breathalyzer test and medical examinations
under the following circumstances: a) when an employee is suspected of working or
reporting to work with intoxicants or mind-altering substances in his or her system; b)
Revised 2013 Page 44
when an employee suffers an on-the-job injury or is involved in an accident while at
work; c) in connection with a pre-employment screening. The presence of 0.05% alcohol
or the presence of any other intoxicants or mind-altering substances in the body is a
violation of this policy, regardless of when consumption or ingestion occurred. Refusal
of an employee to undergo testing or to cooperate fully with any of these tests is also a
violation of our policy and could lead to disciplinary action up to and including
termination.
Our employees are also prohibited from possessing, using, selling or purchasing any
alcoholic beverages or other mind-altering substances in School vehicles or on School
property. Off-premises possession, use, sale or purchase of mind-altering substances and
off-premise alcohol abuse is also prohibited.
This policy does not prohibit the proper use of medication under the direction of a
physician. However, the misuse or abuse of such drugs is prohibited. Employees who
are taking prescription or nonprescription drugs, which could affect their ability to
perform their job in a safe and efficient manner, must notify their immediate Division
Head of this fact when they report to work.
This policy does not prohibit adults from light drinking at School-related functions, such
as auctions, as long as the employee uses good judgment and students are not present.
Violation of any aspect of the School’s Drug and Alcohol Policy will result in discipline
up to and including immediate termination. In order to determine whether this Policy has
been violated, the School may examine all evidence available to it, including without
limitation, the employee being arrested for alcohol or drug related offenses. In addition,
the School may report use, sale or possession concerns to the civil authorities.
Fighting, Threats, and Weapons
The School has a zero tolerance policy regarding fighting or threatening words or
conduct. We also do not allow the possession of weapons of any kind on School
premises.
Fraud, Dishonesty, and False Statements
Falsification of any application, medical history record, invoice, paperwork, time record,
or any other document is strictly prohibited. If you observe any such violations, please
report them to your Human Resources or the Head of School immediately.
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General Bulletin Boards
We maintain bulletin boards at various locations throughout the School as an important
information source. These bulletin boards are to be used solely to post information
approved by the School regarding School policies, governmental regulations, and other
matters of concern to all employees that are related to the employees’ employment by the
School. Please develop a habit of checking the bulletin boards daily so that you will be
familiar with the information posted there.
Gifts and Gratuities
Employees should never request any personal gift or gratuity from anyone associated
with the School.
Hazing/Bullying/Harassment Among Students
Although we encourage students to participate in School-related athletics, clubs,
associations, organizations and other groups is encouraged, the School prohibits all forms
of hazing. Hazing refers to any activity expected of a student to join or to continue
membership or participation in any group where the activity produces or could be
expected to produce mental, emotional or physical discomfort, humiliation,
embarrassment, harassment, or ridicule to the student, regardless of the student's
willingness to participate. If you are not sure whether something constitutes hazing, then
you need to ask the Administration. Hazing violates Florida law.
Similarly, we also prohibit any type of bullying or harassment type activity among our
students. The School is dedicated to fostering an environment that promotes kindness,
acceptance, and embraces differences among individuals. Harassment includes, but is not
limited to, slurs, jokes, and other verbal, graphic, or offensive conduct relating to race,
religion, color, sex, sexual orientation, national origin, citizenship, or disability. Bullying
includes, but is not limited to, physical or verbal aggression (hitting, kicking, taunting,
teasing, threatening, ridiculing, etc.), relational aggression (harming or threatening to
harm relationships or acceptance, friendship, or group inclusion), emotional aggression
(teasing, threatening, intimidating others). The School also prohibits cyber-bullying
(creating websites, instant messaging, e-mails, using camera phones, or other forms of
technology to engage in harassment or bullying). Any of these types of offensive
conduct can create an uncomfortable School environment.
All School employees are required to immediately report any actual or suspected hazing,
bullying, or harassment activity among the students to the Administration. The failure to
make such a report could result in disciplinary action in accordance with the School’s
disciplinary procedures. When the School administration becomes aware of any actual or
planned hazing, bullying, or harassment activity, the situation will be promptly
investigated. No adverse action will be taken against any person who makes a good faith
report of hazing or suspected hazing activity.
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Inspection of Property
Please use good judgment in what you bring onto the School premises. The School is not
responsible for the theft of one’s personal property. Therefore, you should take care to
ensure that it is properly stored at all times.
In order to protect the safety and property of employees, students, and parents, the School
reserves the right to inspect all areas on school property, school buses, and employees’
personal property, including but not limited to, tool boxes, desks, purses, briefcases,
packages, cabinets, vehicles, cabinets, and electronics (such as computers, laptops,
Blackberries, PDAs, iPhones, iPads, cameras, etc.) brought onto school property, school
buses, or to school sponsored events. Inspection of electronics includes inspection of the
contents, such as emails, texts, photos, images, documents, address books, and any other
information contained within such electronics, including all communications on the
School’s systems from/to an employee’s private email account such as Yahoo, AOL,
etc.). Failure to cooperate with such inspections is a violation of this policy.
Insubordination
We expect every employee to follow the reasonable and lawful instructions of
administrators and other management officials. Failure to do so constitutes
insubordination and may result in immediate dismissal.
Interaction and Communication with Students
The School expects that all employees will act with the highest integrity around the
students of the School. Employees should exercise good judgment and remember that
even the appearance of impropriety could reflect negatively on the School.
As employees of an educational institution, you are held to a higher standard by parents,
students, colleagues, and members of the public. We support and endorse a strict policy
of respect toward students and expect employees to act at all times as adult role models.
In addition, students typically respond better to faculty and administrators and evidence
greater levels of respect when appropriate expectations are established right from the
beginning of the relationship. Therefore, you should ensure that you do not engage in
any interaction or communication that may reflect even the appearance of impropriety or
make students feel uncomfortable in your presence. If you are not sure whether a
particular comment or action may be appropriate, it is far better to avoid the behavior
than risk negative consequences.
The following are examples of inappropriate interactions and communications with
students. This list is not all inclusive and other, similar activities should also be avoided:
Revised 2013 Page 47
Calling students on their cell or at home for non-school related matters;
Encouraging or allowing students to call you by an inappropriate nickname;
Touching students or their clothing in non-professional ways or inappropriate
places, or touching a student with aggression, in frustration, or when you are
highly emotional;
Giving your phone number or asking for other students’ phone numbers for
use in situations other than for legitimate school reasons;
Making too personal comments to students (about their clothing, hair, nail
polish, personal habits, etc.)
Being alone with a student in a room, vehicle, or other area;
Sending e-mails, texts, or writing notes to students of a personal nature;
“Friending” a student on a social networking site;
Giving students rides, except in emergency situations;
Suggesting or permitting students to sit on your lap at any time;
Engaging students to complete personal errands for you;
Discussing the personal affairs of other students or your colleagues;
Using the boys’ or girls’ restroom when any students are present;
Speaking with innuendo to suggest a relationship or sexual subjects;
Flirting;
Visiting students to “hang out” in their hotel rooms when on field trips or
sporting events;
Swearing, making inappropriate sexual, racial/or ethnic comments;
Creating a social networking site and then inviting students to view or
participate in the site;
Telling off-color jokes; and
Dating or engaging in consensual relationships with students.
In addition, employees should never physically move, grab, or touch a student, or grab
something from a student, with aggression or because of frustration. You should never
treat a student with anything less than respect and dignity. If a student does not follow
directions as expected, you should communicate clearly your instructions and, if the
student does not listen or respond appropriately, you should take appropriate action,
which could include any number of responses, such as separating the student from the
group; walking up to the student and ensuring that the student clearly sees you
communicate with him/her; removing the student from the activity; communicating with
the parent after the event; writing a counseling report; etc.
Moreover, if you are an employee who is also a parent of a student at our School, you are
expected to address perceived problems or alleged inequities by other students (bullying,
etc.) in the same way all other parents are to address such actions. Report the problem to
the appropriate administrator. Do not take personal action to address the situation.
We certainly encourage close relationships between faculty and students. However, all
after-school and away from campus contact with students (including transporting students
Revised 2013 Page 48
in a staff member’s vehicle, babysitting, going to dinner, etc.) must first be cleared with
the Head of School in each specific instance.
All employees are responsible for the welfare of our students. If you observe any
employee engaging in any type of inappropriate or questionable behavior with a student,
or violating any aspect of this policy, please report the information immediately to Head
of School, Asst. Head of School or Human Resources. In addition, as a part of every
employee’s obligation to keep children and our campus safe, if you have received
information reflecting that any person who may regularly or periodically visit the
school’s campus (student, employee, parent, spouse of an employee, family member,
volunteer, or contractor) has engaged in behavior that could constitute abuse, has been
accused, arrested, or convicted of any type of potential abuse or sexual misconduct
toward any other person, you must immediately report such information to the Head of
School.
Any employee who engages in behavior that violates this policy or who fails to report
such activity by others will be subject to disciplinary action, up to and including
termination of employment.
Leaving the Building
If you must leave the school property during the day, notify the office when you leave
and when you return. You are required to sign out (name and time of departure), and
initial your return in the log. It is important for the office to know where school personnel
are at all times. In addition, if you should be inadvertently delayed, arrangements can be
made to cover your class.
Misuse of Property
Our policy prohibits the misuse or use without authorization of the equipment, vehicles or
other property of parents, students, vendors, other employees of the School.
Overtime
The School may periodically schedule non-exempt employee’s mandatory after-hours or
weekend work in order to meet School needs. We will attempt to give you as much
advance notice as possible, and we expect that all employees who are scheduled to work
after hours or weekends will be at work, unless excused by their Division Head.
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Outside Employment
It is important that other employment and outside interests do not interfere in any way
with our job at this School. We expect that you will be careful that extra hours of work
do not affect your performance here.
If a second job could create a potential conflict of interest, for example, working for a
competitor, you are expected to discuss the matter with your Division Head, if applicable,
or with the Head of School.
Telephone Usage
Most classrooms have a telephone installed. Each teacher has a voice mailbox which can
be accessed from any telephone. Teachers should check their voice mail regularly. This is
one of the main ways parents will contact you.
If you do not have a telephone in your classroom, you can access your voice mail from
any other phone.
During the teaching day, calls will automatically be put through to your voice mail. This
will ensure minimal disruption to your teaching. Emergency calls will be put through
directly to your class. Should the telephone ring, please answer it.
Use of the classroom telephone by students must be supervised, and teachers should use
their discretion as to when and why a student calls home.
Personal calls should be kept to a minimum.
Public Relations
It is of paramount importance that a positive atmosphere is present at all times in dealing
with the parents and the public. Since our organization is a private school, we must
constantly project the image of a school in which parents would be eager and proud to
have their child enrolled. It is extremely important, also, that employees discuss school
matters positively with parents and other staff members. It is imperative that telephone
calls/e-mails from parents be returned within 24 hours. If at any time during the school
year you feel that you have a legitimate complaint, or would like to discuss policy with
the administration, we hope that you will not hesitate to do so. The administration will
make every effort to ensure that all reasonable needs and desires of employees are met.
You must avoid negative conversation with your colleagues or parents. Talk to your
Division Head or administrator instead.
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Reference Requests
All requests for information about current or former employees must be directed to the
Head of School for handling. Any employee who responds to a reference request without
first obtaining permission from the Head of School will be subject to disciplinary action,
up to and including termination of employment.
Sleeping and Inattention
We expect every employee to be fully alert while on the job to ensure the safety of all
employees and to properly fulfill our responsibilities. Therefore, we cannot tolerate
sleeping or inattention on the job.
Security
Every employee shares the responsibility of school safety. Any dangerous or hazardous
conditions should be reported to the office or to the maintenance personnel immediately.
Unsafe conditions on the playing field, the corridors, in the bathrooms, or classrooms
should be reported immediately.
Our maintenance staff conducts regular inspections of playground equipment and storage
areas to be sure that a proper level of safety is being maintained.
St. Thomas works hard to try to provide a secure environment for the students and the
employees. No school however is immune to problems relating to security. It is necessary
for all school personnel to be aware of strangers on campus, individuals who loiter near
the playground or classrooms, or any other incident that seems suspicious.
No visitors are allowed on our school premises without prior authorization. Workmen in
the building generally come on a scheduled basis and are usually accompanied by one of
our own maintenance staff.
If an individual appears on the premises without identification, or you feel that the person
does not belong, you may consider approaching him/her and asking in a friendly manner
if they need assistance. If the individual is looking for a member of staff or a child, escort
him/her to the school office. If you do not feel comfortable approaching the individual,
simply notify the office. Do not alarm the students, but find a quick and direct way to
relay the information to the office. If you see any unauthorized individuals in the
building, be sure that your students are in your classroom and the doors are locked.
If you see someone engaging in suspicious activity (going through cars, looking through
empty classrooms) notify the office and the police will be called. Do NOT attempt to
physically restrain anyone.
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Smoking
The School is a smoke free campus. Smoking is not permitted anywhere on the campus.
Social Media and Social Networking Policies and Procedures
We understand that social media can be a fun and rewarding way to share your life and
opinions with family, friends and co-workers around the world. However, use of social
media also presents certain risks and carries with it certain responsibilities. To assist you
in making responsible decisions about your use of social media, we have established
these guidelines for appropriate use of social media. This policy applies to all employees
who work for the School.
In an effort to maintain professional relationships with students and parents and
avoid bias, school policy prohibits employees from initiating or accepting invitations
to “friend” recent alumni (students who have graduated within one year), students,
and parents, or other family members of students on any social networking site. Remember that people classified as “friends” have the ability to download and share your
information with others. Employees should have privacy settings set to “only friends”.
Guidelines
In the rapidly expanding world of electronic communication, social media can mean
many things. Social media includes all means of communicating or posting information
or content of any sort on the Internet, including to your own or someone else’s web log or
blog, journal or diary, personal web site, social networking or affinity web site, web
bulletin board or a chat room, whether or not associated or affiliated with the School, as
well as any other form of electronic communication. The same principles and guidelines
found in the School’s policies apply to your activities online. Ultimately, you are solely
responsible for what you post online. Before creating online content, consider some of
the risks and rewards that are involved. Keep in mind that any of your conduct that
adversely affects your job performance, the performance of fellow employees or
otherwise adversely affects students, parents, donors, suppliers, or other people who work
on behalf of the School or the School’s legitimate business interests may result in
disciplinary action up to and including termination.
Know and Follow the Rules
Carefully read these guidelines, and the School’s discrimination, harassment, and other
conduct policies to ensure your postings are consistent with these policies. Inappropriate
postings that may include discriminatory remarks, harassment, and threats of violence or
similar inappropriate or unlawful conduct will not be tolerated and may subject you to
disciplinary action up to and including termination.
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Be Respectful
Always be fair and courteous to fellow employees, students, parents, suppliers or vendors
who work on behalf of the School. Also, keep in mind that you are more likely to resolve
work related complaints by speaking directly with your co-workers or by utilizing our
Open Door Policy than by posting complaints to a social media outlet. Nevertheless, if
you decide to post complaints or criticism, avoid using statements, photographs, video, or
audio that reasonably could be viewed as malicious, obscene, threatening or intimidating,
that disparages fellow employees, students, parents, suppliers or vendors who work on
behalf of the School, that disclose confidential information (such as pricing, medical
information, donations, student disciplinary action) or that might constitute harassment or
bullying. Examples of such conduct might include offensive posts meant to intentionally
harm someone’s reputation or posts that could contribute to a hostile work environment
on the basis of race, sex, disability, religion or any other status protected by law or
company policy.
Be Honest and Accurate
Make sure you are always honest and accurate when posting information or news, and if
you make a mistake, correct it quickly. Be open about any previous posts you have
altered. Remember that the Internet archives almost everything; therefore, even deleted
postings can be searched. Never post any information or rumors about the School,
students, parents, donors, suppliers or vendors or other school’s that you know to be
false.
Post Only Appropriate and Respectful Content
Maintain the confidentiality of the School’s trade secrets and private or confidential
information. Trade secrets may include information regarding the development of
systems, processes, curriculum, know-how and technology. Do not post internal reports,
policies, procedures or other internal School-related confidential communications. Do
not post pictures of students unless you have received approval from your Division
Director and it is on a School sanctioned site. Post only what you want the world to
see. Once you post something it may be available, even after it is removed from the site.
Do not create a link from your blog, website or other social networking site to a School
website without identifying yourself as an employee.
Express only your personal opinions. Never represent yourself as a spokesperson for the
School. If the School is a subject of the content you are creating, be clear and open about
the fact that you are an employee and make it clear that your views do not represent those
of the School, fellow employees, students, parents, donors, suppliers or vendors working
on behalf of the School. If you do publish a blog or post online related to the work you do
or subjects associated with the School, make it clear that you are not speaking on behalf
Revised 2013 Page 53
of the School. It is best to include a disclaimer such as “The postings on this site are my
own and do not necessarily reflect the views of the School.
Employees should also be aware that the School periodically checks such sites and may
determine that off campus behavior violates the School conduct code.
Using Social Media at Work
Refrain from using social media while on work time or on equipment we provide, unless
it is work-related as authorized by your Supervisor, the IT Director or the President. Do
not use your School email address to register on social networks, blogs or other online
tools utilized for personal use.
Retaliation is Prohibited
The School prohibits taking negative action against any employee for reporting a possible
deviation from this policy or for cooperating in an investigation. Any employee who
retaliates against another employee for reporting a possible deviation from this policy or
for cooperating in an investigation will be subject to disciplinary action, up to and
including termination.
Solicitation and Distribution
Solicitation by an employee of another employee during the working time of either
employee for any reason is strictly prohibited. Distribution of advertising materials,
handbills or other literature is prohibited in all working areas at all time. Solicitation and
distribution by non-employees is prohibited on School premises at all times. This
prohibition does not include school-related find-raising projects.
All school, parent, and student handbooks, directories or class lists are solely intended for
the use of St. Thomas staff and families as a resource and convenience to them. Please do
not release or use any of these for business solicitation or political canvassing.
Theft
We do not tolerate theft in any form. In order to protect you, your co-workers, faculty,
our students, and the School, we reserve the right to inspect personal property as outlined
in the Inspection of Property Policy.
Timekeeping Procedures
Unless otherwise notified, each non-exempt employee is required by Federal law and by
this School to keep an accurate record of his or her hours worked each day and each
week. Your Division Head will advise you how you are to record your time on a hand
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written time sheet. We expect you to record on your time record all time that you work
for the School.
Any changes or corrections to your time record must be initialed by you and your
Division Head.
Transportation of Students
When students are transported from St. Thomas to any other destination, the School will
make arrangements with a private bus company. These bus companies are required to
provide proof of adequate liability/collision/accident insurance. Parents are never asked
to provide transportation for students on a class trip.
Teachers, Associates, aides, or School personnel are NEVER authorized to transport
students. If a child is ill and needs to be taken home, a parent or adult listed on the
emergency card will be called. If a child is delayed after school, you should NOT be the
person responsible for taking the child home. Otherwise, in the event of an accident, the
Church, the School, and the teacher, individually, could be held liable.
Unlawful Activity
No employee may engage in any unlawful activity (whether prosecuted or not) either on
or off the job.
Whistleblower Policy
The Code of Business Conduct and Ethics requires all employees to observe high
standards of business and personal ethics in the conduct of their duties and
responsibilities. The School expects all employees to practice honesty and integrity in
fulfilling their responsibilities and to comply with the Code and with all applicable laws
and regulations.
This Whistleblower Policy is intended to facilitate the reporting of violations or suspected
violations of applicable laws or regulations or of any of School’s policies. It is the
responsibility of all employees to report any such violations or suspected violations in
accordance with this Whistleblower Policy.
1. What types of violations or suspected violations are covered by this
Whistleblower Policy?
We strongly encourage the prompt reporting of any of the following violations or
suspected violations: questionable accounting, internal accounting controls, or
auditing matters; violations of local, state, or federal laws or regulations;
violations of the School’s Code of Conduct and Ethics.
2. How do I report a Violation?
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Employees are strongly encouraged to raise their concerns about violations or
suspected violations by submitting them in the form of a complaint to the Head of
School. However, if for any reason an employee is not comfortable speaking to
the Head of School or does not believe the issue is being properly addressed, the
employee may contact, Human Resources or the Chair of the Board of Trustees.
All complaints should be in writing and should include a full statement of the acts
or omissions, along with relevant dates, forming the basis of the complaint. In
addition, the complaint should state that it is being made pursuant to this
Whistleblower Policy.
To facilitate the investigation of the complaint, the complaint should include
contact information for the person making the complaint. Reports of concerns
and investigations pertaining thereto, shall be kept confidential to the extent
possible. However, consistent with the need to conduct an adequate investigation,
complete confidentiality cannot be guaranteed. An employee submitting a
complaint on a confidential, anonymous basis is not required to include contact
information, but should be aware that the nature of the concerns may lead to the
identification of that person as the source of the complaint.
3. How will reported Violations be investigated?
The School will assess every complaint submitted under this Whistleblower
Policy and determine the appropriate next steps, including investigation and
resulting corrective and/or disciplinary actions, if appropriate. Matters reported
internally will be assessed by the Head of School to determine if the allegations
are true, whether the issue is material and what actions, if any, are necessary to
correct the problem. The Head of School will issue a full report of all matters
raised under this policy to the appropriate committee of the Board.
4. Will my employment be terminated if I report a Violation under this
Whistleblower Policy?
This Whistleblower policy is intended to encourage all employees to raise serious
concerns within the School for investigation and appropriate action. With this
goal in mind, the School DOES NOT permit retaliation (for example, disciplinary
action, demotion, or job termination) or discrimination of any kind against any
individual who submits, in good faith, a complaint under this Whistleblower
Policy. Moreover, an individual who retaliates against someone who has reported
a concern in good faith is subject to discipline up to and including termination of
employment. At the same time, employees are expected to act in good faith.
Good faith means that the employee has reasonable grounds for believing the
matter raised is a Violation. Reports made not in good faith will be viewed as a
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serious disciplinary offense and may result in discipline, up to and including
termination of employment. Depending on the circumstances, such conduct may
give rise to other actions, including civil or criminal lawsuits.
5. Who is responsible for this Whistleblower Policy?
The School’s Board of Trustees administers this policy and will review this policy
periodically and make modifications if required or appropriate.
PERSONNEL FILES
Your personnel file is kept by the Human Resources Department. This file contains your
social security number, current address, telephone numbers, employment application,
teaching certification, copies of diplomas and degrees, copies of classroom observation
forms, transcripts from classes, workshops or training sessions you may have attended,
and other information pertinent to your employment at St. Thomas. Please keep all
documents up to date. If you wish to see the contents of your file, an appointment should
be made with Human Resources.
PERSONNEL DATA CHANGES
It is the responsibility of each employee to promptly notify Human Resources of any
changes in personnel data such as:
Mailing address
Telephone numbers
Name and number of dependents
An employee’s personnel data should be accurate and current at all times.
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DRESS CODE
What we wear “speaks”, whether any message is intended or not. Since this is an
educational environment, it seems appropriate for us to consider what we want to
communicate about ourselves, and more importantly, about the School. Teaching is a
profession and professional attire is required at St. Thomas.
The silent language of personal appearance not only projects an image of oneself, but is
also part of the total impression that the School gives to students and parents. It is
incumbent on the employee to set good examples within traditional and conservative
parameters, even where school decorum might conflict with contemporary style.
Appropriate dress, neatness, professionalism, and good grooming are considered essential
for all times when you are on School property or at School-related events. Employees
may not wear jeans, shorts, or warm-up suits, except on designated days.
Male staff should, with the exception of special occasions, wear a collar and tie, or a
School crested shirt (from Apple Uniform). There will be occasions when a jacket should
also be worn.
The following items are NOT allowed:
NO Long Dresses/skirts
NO Jeans/Denim – except on dress down days
NO Capris/Pedal Pushers
NO Leggings
NO Warm up/Jogging suits – except in cold weather
NO T-Shirts
NO Flip Flops
NO Thong sandals
NO Sandals - unless they have a strap around the ankle
NO Sneakers - only with doctor’s note or on field trips
NO Backless/strapless/spaghetti strap shirts
NO Halter tops
NO Visible tattoos
All clothes should be ironed/pressed. Nothing too tight, too short, or too low may be
worn (no cleavage revealed).
Skirts/Dresses: Length of skirt and dresses should fall at the knee or below. Nothing
shorter will be acceptable.
Pants: All pants are to be full length and no more that 1 inch above the ankles. Pants are
to be worn at the waist (no sagging or baggy).
Earrings:
Women – no more than one earring in each ear
Men- no earrings
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Please see Human Resources if you have any questions.
KEYS
Issued keys remain the responsibility of the staff member. If your keys are lost or stolen,
please notify the office. Keys must be returned to the Human Resources upon termination
of employment.
Keys may never be duplicated.
MAINTENANCE ISSUES
Emergencies should be reported to the office. They will liaise with the Head of
Maintenance.
For other work requiring attention, you need to fill out a Maintenance Request form
(Appendix 1) and place it in the Director of Maintenances mailbox.
Expenses for work must be approved by Administration and the Director of Finance &
Operations BEFORE completing the maintenance form.
Any additional requests for help should be directed in writing the Director of
Maintenance. Please do not go directly to the other maintenance staff.
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SAFETY
Disruptive Incidents - The signal for a serious disruptive incident will be an
announcement over the intercom asking for ‘Mr. Blue’ to come to the office. Upon
hearing this signal, teachers will implement the following procedure:
Close and lock all classroom doors.
Keep all students in their classrooms. No student is to leave the room.
If a child is out of the class - in the bathroom, etc. – call office
One person from the custodial staff will report to the office immediately to
assist; the others will lock all vacant classrooms.
An announcement over the intercom will signal the end of the disruption.
Continue to teach class normally.
The office will contact the coach and any teachers that are outside with their
classes and direct them to a safe place
If a disruptive incident occurs in your area, notify the office or another member of staff
immediately.
‘Mr. Green’ is the ‘all clear’, and after this announcement normal activities may resume.
Fire Evacuation Plan - Evacuation routes should be reviewed. (Appendix 1). This
‘path’ must be posted in each classroom, where all teachers and children can see it. Fire
drills are held periodically throughout the year. Be sure you review this procedure with
the children. Teachers are to accompany the children out of the building to the designated
safe area.
Students are to exit the classroom single file. Teachers are to check the room to be sure
all children have left, especially rooms with self-contained bathrooms. The lights and
ceiling fans should be turned off and the door to the classroom closed but not locked.
TEACHERS MUST TAKE THEIR ROLL BOOKS WITH THEM. When the class
reaches the safety point, roll should be taken to be sure all students are present. Hold up
the green card (carefully review the crisis management brochure). Special area teachers
should also follow this procedure.
Assigned staff members will check other common areas to be sure that no child is left
behind. When the ‘all clear’ signal is given, return to your class.
In the event of an actual fire, the teacher should activate the nearest fire alarm station. In
this case after the evacuation, everyone must wait for the fire department to give the ‘all
clear’ signal.
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Severe Lightning/Weather Dismissal will be delayed until it is determined to be safe to walk students to the cars.
Students should pack up and wait in their classrooms. Homeroom teachers will be
notified by the Office when it is safe to continue dismissal.
Rainy Day Holding Areas On rainy days when lightning is not severe, dismissal also needs to be as orderly as
possible. Please bring your students to their designated areas no later than 3:10pm and
stay with them to supervise. Instruct them before you bring them to remain QUIET and
ATTENTIVE so that everyone can hear the name of the students whose parents have
arrived. Students need to leave an aisle for departing students.
Hurricane Protocol If hurricane conditions should develop, or any other natural disaster, St. Thomas School
will follow the same guidelines as the Miami-Dade County Public Schools.
Announcements of this nature can be heard on local radio or television stations. Check
with radio station WIOD, 610 AM for our school information. The schedule for the re-
opening of St. Thomas may vary from public and other private schools. You will be
notified by our One Call System, via phone, cell, email, or personal contact.
In your classroom, all objects are to be moved away from the windows and covered with
plastic. Computers, other electrical equipment and materials should be securely covered,
and where possible moved into your classroom bathroom. Also, unplug the phone.
(See also Crisis Management)
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SEPARATION POLICIE
Notice of Resignation
In the event you choose to resign from your position, we ask that you give us at least two
week notice (or additional notice if specified in your contract). We expect you to take
care of all your outstanding account with the School, leave your office/room in an orderly
condition, and return all School property, including keys, documents, and uniforms prior
to picking up your final paycheck.
Exit Interview
Any employee leaving the School is required to attend an exit interview conducted by
Human Resources. The purpose of the interviews is to determine the reasons for leaving
and to resolve any questions of compensation, insurance continuation, return of School
property, or other related matters.
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Non-Contractual Employee (Staff) Acknowledgment
This will acknowledge that I have received my copy of St. Thomas Episcopal Parish
School’s Employee Handbook and that I will familiarize myself with its contents.
I understand that this Handbook represents the current policies, regulations, and benefits,
and that any and all policies or practices can be changed at any time by the School. The
School retains the right to add, change or delete wages, benefits, policies and all other
working conditions at any time.
I understand that nothing in the Employee Handbook creates or is intended to create a
promise or representation of continued employment and that employment at the school is
employment at-will, that I may be terminated at the will of either the school or myself. I
understand that I have the right to terminate my employment at any time, with or without
cause or notice, and that the school has a similar right. I further understand that my status
as an “at-will” employee may not be changed except in writing signed by the Head of
School. My signature below certifies that I understand the foregoing agreement that at-
will status is the sole and entire agreement between the school and myself concerning the
duration of my employment and the circumstances under which my employment may be
terminated. It supersedes all prior agreement, understandings, and representation
(whether written or oral) concerning my employment with the School.
Signed _______________________________________________
Date _________________________________________________
Print Full Name ________________________________________
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Contractual Employee Acknowledgment
This will acknowledge that I have received my copy of the St. Thomas Episcopal Parish
School Employee Handbook and that I will familiarize myself with its contents.
I understand that this Handbook represents the current policies, regulations, and benefits,
and that any and all policies or practices can be changed at any time by the School. The
School retains the right to add, change or delete wages, benefits, policies and all other
working conditions at any time.
I understand that nothing in this Handbook creates or is intended to create a promise or
representation of continued employment and that my employment at the school is
pursuant to a separate, written employment contract. I further understand that my
employment may be terminated in accordance with the provisions of the contract or,
where they do not conflict, the provisions of this Handbook. I understand that my
contract may not be changed except in writing signed by the Head of School. My
signature below certifies that I understand the foregoing agreement that the separate
employment contract is the sole and entire agreement between the school and myself
concerning the duration of my employment. My signature also certifies that I understand
that, except for the separate written contract I have with the School covering the period
designated in such contract, this manual supersedes all prior manuals, handbooks,
agreement, understanding and representations (whether written or oral) concerning my
employment with the school.
Signed ___________________________________________________
Date _____________________________________________________
Print Full Name ___________________________________________
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Part Two: Faculty Procedure and Policies
ATTENDANCE AT SCHOOL FUNCTIONS
All members of the teaching staff will perform such professional duties as are assigned
from time to time by the Head of School. The Head of School delegates responsibilities
to the Associate Head of School.
There are several times during the year that you will be required to be present at School
functions for example: Staff Retreat, Parent Orientation relevant to your grade, Back-to-
School Night, a Christmas concert or service, Ballet recital and the Fifth Grade
Graduation. In addition, you are encouraged to attend other events in the life of the
School such as certain Parent Education nights, the play and sporting events. These
events are generally scheduled well in advance to give you the opportunity to make any
necessary arrangements.
STAFF DEVELOPMENT DAYS
These days are student free. All staff and faculty are expected to attend workshops
offered on those days.
TEACHER WORK DAYS
Are designed as full work days and are for report card writing, interim reports, lesson
plan and curriculum development, preparing objectives for report cards, working in the
classroom, etc.
PARENT/TEACHER CONFERENCE DAYS
Parent/Teacher Conference Days with noon dismissals for students are for classroom
teachers to conference with parents. On these half days the special area teachers are
expected to engage in work related activities on campus unless an off campus visitation
to another school has been pre-approved.
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NOON DISMISSALS
Noon Dismissals are designed for all faculty and staff members to leave as soon as the
last students leave campus.
FACULTY MEETINGS
Grade school faculty meetings are scheduled on Wednesdays. The meetings begin at 3:30
with some concluding at 4:30 and some at 5:00. Prior notice will be given as to the date
and time. Preschool faculty meetings will be scheduled by the division head and you will
be given notice of date and time. Spanish Department meets on the second Tuesday of
each month during their lunch time and any other Tuesday as needed. All teachers and
associates/aides are expected to attend faculty meetings unless otherwise notified. For
faculty meeting, you will be notified the week of the meeting if you are to attend and the
length of the meeting.
In the event you are unable to attend a faculty meeting, please notify the Head or
Associate Head, and have someone in your grade level be responsible for sharing the
information with you on the following day. If you wish to bring something to the
attention of the staff at one of these meetings, please inform the appropriate person
(Head, Associate Head, or Preschool Director) prior to the meeting.
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PROFESSIONALISM
While it is imperative that we deal with our students in the most professional manner, it is
equally important that we uphold the highest standards in our personal and professional
relationships with each other. Loyalty and support of the School, and each other is crucial
if we are to maintain professional standing and distance with our students and their
parents.
A teacher at St. Thomas will support his/her colleagues in maintaining a school climate
which allows good teaching to prosper:
By contributing to the total educational program of the School according to his or
her abilities and interests;
By enforcing the School’s declared codes of behavior, expectations and standards,
of all students at all times.
Further, teachers are prohibited from discussing any aspect of any student’s progress or
behavior except in the most professional of settings. Exceptions to this would be in a
formal group conference or an approved conference with an outside professional that
would benefit the child. (In this case, a signed release form from the parent would also be
necessary.)
It is imperative that all teachers, associate teachers, and office staff strictly observe
students’ and families’ confidentiality. Confidences should not be shared unless you feel
they jeopardize the child’s health, safety, or well being; and then, only with the
Administration or with the Learning Specialist. Trust and confidentiality are essential
elements in our school/home relationship.
A proper professional distance is imperative in our relationships with parents and
students. While to be effective as teachers and to enjoy our students, we must get close to
them, we cannot allow that closeness to become over-familiarity. If we do so, we run the
risk that our relationships with parents and students will compromise our professionalism.
Such actions, even if merely perceived, can destroy the reputation of an individual as well
as an institution. The best guideline is simply to carry ourselves in such a way that we
never allow a compromising situation to occur, and if in doubt, don’t.
Members of the Board of Trustees who are parents of current students can present a
delicate situation for faculty as we teach their children. The School is best served if Board
Member-parent issues concerning their children are handled the same way as with our
other parents, with dispatch, diplomacy and professionalism. Faculty who are anxious
about such matters or who feel they are in a potentially compromising situation because
of a Board member, are advised to involve an Administrator in a prudent and timely
fashion.
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In house, we could and probably will have professional differences. Likewise, we can
expect to disagree personally. The proper time and place for these differences to be aired
is within our professional environment and never outside. With our assertive and
ambitious parent body, we must be especially careful of confidentialities, judgments of
others or criticisms, implied or explicit. We should be mutually supportive of each other
in public.
You should understand that the right to disagreement carries with it the obligation to
support the School’s policies once they have been formulated.
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AFTER SCHOOL
The School encourages faculty to offer extra help to students from 3:30pm – 4:00pm. If
you are planning to keep a child after school for any reason (extra help or disciplinary),
parents and the front office must be notified in advance. Not only is this a professional
courtesy, but it will also help alleviate traffic problems in the Circle, and extraneous
worry or frustration by parents.
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ATTENDANCE
Teacher
As a professional, you are aware of the importance of your presence in the classroom.
We expect good attendance from the students, and as teachers, we should model the same
behavior. Naturally there are times when we are ill and unable to teach. When this occurs,
you should notify: the Coordinator of Substitutes. If calling at night, please call BEFORE
10:00p.m. or in the morning between 6:15a.m. and 7:00a.m.
Absence: (Personal/Professional) – Personal/Professional requests for leave must be
presented to the Associate Head at least 2 weeks prior to requested dates. In order to
provide teaching continuity for our students, the administration reserves the right to limit
the number of personal/professional leave requests. Please do not request a personal
leave on a black out day.
It is the responsibility of the school to secure a substitute. Please DO NOT make your
own arrangements. Our substitute list contains many well-qualified teachers who are in
demand at other schools, so when possible, please notify Coordinator of Substitutes as
early as possible.
Classrooms should be open no later than 8:00a.m (Fifth - 7:45a.m.). It is important for
you to be on time because students will be in your room and need supervision. If the
situation arises and you are going to be late, please call the office so that we can arrange
to have someone in your classroom when the children arrive.
If you should become ill during the school day, let the office know and the coordinator of
substitutes. We will arrange for someone to cover your class. If you feel unable to drive
home, or have some other serious problem, please let us know and we will assist you.
Student
Student attendance is very important. Accurate records should be kept of days absent or
tardy. You should use the computer program to mark attendance. This must be done
daily before 9:00a.m. – The information logged should reflect attendance as of 8:10a.m.
that day. Attendance information is recorded on the report card each Marking Period, and
again in the cumulative folder at the end of the school year.
Unexcused excessive tardiness is unacceptable. When a student has an excessive number
of absences or tardies, please notify the Administration. It may be necessary to arrange
for a conference with the parents. There is also a place on the report card to indicate if
excessive absences are affecting school work.
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Students are expected to make up work missed when they are absent. Parents of absent
children may request homework assignments to be made available for collection at the
end of that school day (3:15p.m.). Parents have been asked to make this request before
8:30a.m. Please check your voice mail for such messages so the books and assignments
can be ready.
If a student is absent for more than ten (10) days in one Marking Period, an ‘incomplete’
can be issued on the report card until all work is made up to the satisfaction of each of the
student’s teachers. A conference should be scheduled with parents of any student with
total absences exceeding ten (10) days.
Lateness
Students in Preschool – Fourth Grade must be in their classrooms by 8:10a.m. Students in
Fifth Grade must be in their rooms by 8:00a.m. At this time, students not in the
classroom should be marked absent. Students arriving late should not enter your
classroom without a pink slip from the office. At the end of the day, you should amend
the ‘absent’ marking to one reflecting ‘tardy’.
Special Area teachers who receive a pink slip from a student must ensure that it is given
to the Homeroom teacher by the end of that same day. This will allow the Homeroom
teacher to amend their attendance register.
At the conclusion of each Grading Period, the office will print out each student’s
attendance record. Half-day attendance will be allocated for an accumulated four (4)
hours attendance in one day.
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CHAPEL COMPANION
A special privilege for our older students in Fifth Grade is to help the Preschool and
kindergarten teachers with their classes in Chapel. These students should be chosen for
dependability, patience, and responsibility, as well as their interest in helping.
When you need the services of older children for Chapel, PLEASE ensure they return to
their homerooms immediately after the service. Preschool Chapel companions should
accompany the class to the door of the classroom, and then return to their homeroom.
Kindergarten Chapel companions do not need to accompany the kindergarten back to
class, but should return to their homeroom as Chapel is dismissed. It is very helpful to the
older students if you tell them specifically how they can best help you with your students.
If you come to feel the Chapel companion needs as much supervision as the little ones,
speak to a Fifth Grade teacher. If a discussion with the student does not bring about a
change, you will be assigned a different Chapel companion.
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MASTER/PHD BONUS
Any member of our Faculty that has earned a Master/PHD is entitled to receive a onetime
$1,000 bonus added to the employee’s base pay.
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BOARD OF TRUSTEES
Faculty may not communicate with the Board of Trustees on matters to do with
employment conditions or on matters affecting the administration and educational
practice of the school without concurrently informing the Head of School of his/her
desire to do so. Correspondence should only be addressed to the Chairman of the Board,
and the Head of School should receive a copy.
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BOOKING OF ROOMS
It is most important that the venues (Church, ECW, Bedell Room and Rantz Hall) which
are shared with the Parish, or which are available for a variety of uses, are booked
through the correct procedure.
Obtain a room request form from the office, and submit it to the schools Office Manager
(Appendix 1). The office will cross check your booking request with the church office to
ensure no clashes. If you require a special set up of the room, this should be clearly noted
on your booking form.
Please note that the Church is the center of the School’s religious life. It should not be
used for any other purpose without the approval of the Head of School and the Rector. If
such a purpose is accepted, then the conduct of all involved must still show a respect for
the Church’s primary role.
The use of School facilities outside the normal work day must be cleared with the Office
Manager.
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CERTIFICATION
Possession of a permanent Florida Teaching Certificate is encouraged for all teachers at
St. Thomas. We expect our teachers to continually further their education. You are
encouraged and expected to enroll in college level education courses, workshops, and
other in-service training.
As a professional, we encourage you to work toward your certification and/or toward an
advanced degree.
If you need assistance or information, please see one of the Administrators.
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CHAPEL SERVICES
Our Chapel services are a very special part of the day. For many families, it is one of the
most important reasons they chose our school. Chapel services are held each morning.
ALL children are required to attend. Children cannot be excused from regular chapel
attendance. Teachers will accompany their grade to Chapel. Pupils should be thoroughly
familiarized with the procedure and understand the proper attitude and behavior for
entering God’s house and maintaining reverence throughout the service. This should be
reinforced as the school year progresses. The example of faculty here is very important.
Students show respect to their priests, teacher and classmates when they:
- enter and exit the Chapel without talking;
- quietly lower and replace the kneelers;
- gently remove and return the hymnals to their holders;
- sing and participate with enthusiasm.
If a student is habitually late and is missing Chapel, please notify the parents and
Administration.
There is an Order for Daily Morning Chapel booklet that contains all the correct
responses and prayers. Please familiarize yourself with this so you can assist new
children.
Holy Eucharist – Is celebrated approximately once a month. Non-confirmed students
should also approach the altar and receive a blessing.
All members of the wider School community are invited to attend, and communicant
members of other Christian denominations are welcome to receive the Holy Eucharist.
Classroom teachers, teacher associates and special area teachers are required to attend
Eucharist.
Our chapel is the center of the School’s religious life. It should not be used for any other
purpose without the approval of the Head of School and the Rector. If such a purpose is
accepted, then the conduct of all involved must still show a respect for the church’s
primary role.
Chapel services:
Kindergarten, First and Second grades attend Little Chapel on a trimester rotation. For
the first trimester, the Kindergarten students attend “Little Chapel” on Tuesdays, First
grade attends “Little Chapel” on Monday, and Second grade attends on Thursday. The
rest of the week they participate in “Big Church” chapel service. For the second trimester
Kindergarten will attend Little Chapel on Thursday, First grade on Tuesday and Second
Revised 2013 Page 77
grade on Monday. And for the third trimester, Kindergarten will attend Little Chapel on
Monday, First grade on Thursday and Second grade on Tuesday.
While non-homeroom faculty is encouraged to attend daily Chapel, it is expected that
Administration, faculty, and staff will attend the monthly Communion service.
Exiting Chapel
Fifth: Exit down the center aisle FIRST. Upon exiting the south side doors, they will turn
right, follow the path, and proceed to the center stair well.
First Grade and Kindergarten: Follow the Fifth Grade out of the church and follow the
path back to their classrooms.
Third Grade: Exit the pews to the left and leave through the back of the church. Stay on
the RIGHT side of the staircase as they go up.
Fourth Grade: Exit the pews to the right and leave through the back of the church. Stay
on the LEFT side of the staircase as they go up.
Second Grade: Exit the pews to the right and leave through the back of the church
following behind Fourth Grade.
Jr. and Sr. Preschool: When attending Chapel, the Preschool should exit following
immediately behind the Fifth Grade, and preceding the First Grade and Kindergarten.
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CLASSROOM ENVIRONMENT
The environment we provide in the classroom should be attractive, exciting, and well –
organized. It should encourage exploration, curiosity, and investigation. Bulletin boards
should reflect current classroom activities and should be changed frequently. Use as
much student material as possible.
Interested families frequently tour our school. As they walk around, they have the
opportunity to see our classrooms, how our students behave and dress, and a glimpse of
the class-work. This ‘first impression’ should exemplify the exciting learning
environment that our school provides.
Children should be expected to assist in daily classroom chores. Picking up trash and
cleaning desks are appropriate tasks for your students and help to reinforce personal
responsibility.
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CLASSROOM EQUIPMENT AND MATERIALS
St. Thomas provides all necessary textbooks. If you wish to order texts or textbooks, the
order must be approved by the Director of Academics.
At the beginning of the school year, you will issue each child a set of textbooks and
workbooks. Be sure that the School’s name and address are stamped inside each one.
Books may be numbered to make assigning them easy. A student should receive the same
numbered text in all cases. This helps keep track of texts, and makes inventory at the end
of the year easier.
If a textbook or workbook is lost, damaged or defaced, please inform the Director of
Academics as to the replacement cost. The parents will be asked to pay for a replacement,
and a new book issued. During the first week of school, you may choose to have your
students cover their books with easily removable (non-permanent) covers.
Please note, that in some cases replacement texts are no longer available, and every effort
should be made to ensure the longevity of our current supply.
Should you need extra desks or chairs etc., please speak to the Head of Maintenance.
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CLASSROOM MANAGEMENT
There are many different techniques and methods of classroom management. It is
important to find a style that is effective with your students and one with which you are
comfortable. Teachers who are firm, fair, and well-organized, with clear expectations for
their students, and who provide meaningful, thought-provoking activities tend to have
few discipline problems. There is a written R.E.A.L Code of Conduct that spells out
expectations and consequences for students and parents. It is a good place to start when
developing your own classroom management style. CLASSROOM RULES SHOULD BE POSTED FROM THE FIRST DAY OF
SCHOOL. These rules should be enforced UNIFORMALLY and CONSISTENTLY
throughout the year. The R.E.A.L. Code of Conduct is the point of reference. (Appendix
2) It may also be helpful to include a lesson(s) on appropriate student behavior in
Chapel, in the restrooms, at lunch during the first week of school.
You, as the classroom teacher, are responsible for the behavior of your students at all
times, both in and out of the classroom. You are expected to handle day-to-day
behavioral issues. For second through fifth grades, the discipline policy covers all subject
areas. The policy has been designed to: ensure clear and timely communication between
homeroom and Special Area teachers; communicate with parents about any problems
their child may be having in any class; encourage parents to monitor the doing of
homework and use of the assignment book as a means of communication; enable students
and parents to see a uniform and serious approach to all homework, class work, and
behavior; create a comprehensive and ongoing record of behavioral or work habit issues;
ensure that there are no surprises in report card grades or comments.
Strategies should be developed to prevent disruptive behavior and poor work habits. It is
extremely important to establish rules and procedures to be maintained by the students
during structured and unstructured times all through the school day.
Teachers are encouraged to communicate directly with the parent about a child’s
behavior or homework issues. Likewise, teachers should communicate relevant student
information with one another either in person or via the e-mail.
The Dean of Students and the Administrators are available for support and consultation.
Repetitive, or out of the ordinary, situations should be reported immediately to the
Administration. Major issues should be reported to the Dean of School, Head of School
and/or the Associate Head of School who will decide what consequences are appropriate.
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CORPORAL PUNISHMENT IS NEVER TO BE USED!
Cheating
If cheating occurs, it should be dealt with promptly by the teacher. The parents and the
Administration should be notified. Should a second incident occur, the Administration
should immediately be notified.
Supervision
STUDENTS ARE NEVER TO BE LEFT UNSUPERVISED!
If you must briefly leave the classroom, ask a neighboring teacher to supervise your class.
If this is not possible, call the office and someone will be sent to your room. Students are
not to remain inside the classroom while the teacher is out of the room. (If a child is hurt
or injured when left unsupervised, you can be held liable.)
In addition, students are not to remain outside the classroom unsupervised. Furthermore,
parents and/or high school interns should never be placed in the awkward position of
being asked or expected to supervise a class.
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CLASSROOM PARTIES
There are four (4) APPROVED parties held in school for students in First – Fifth
Grades; Christmas, Valentine’s Day, All Saints’ Day, and End of the Year. Any other
“party/event” must be cleared with one of the administrators. Parents who serve as
“Homeroom Coordinators” are responsible for organizing these parties. Parties at each
grade level should be generally similar, so it is very helpful to have the coordinators plan
together. This eliminates the possibility for inequality between classes.
Preschool and kindergarten have some parties in addition to the ones listed above.
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CLEANING SERVICES
Our school uses the services of a cleaning agency. The classrooms are swept and cleaned
each evening. The cleaners empty the trash bins and do only ‘surface’ cleaning. At
various times throughout the year, the floors and carpeting in your classroom will be
cleaned/shampooed or waxed.
If you have a problem with the cleanliness of your room, please submit a Maintenance
Request form, write down the date and the problem and give it to Maintenance Division
Head.
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COLLECTION OF MONEY
For School-Related Purposes
Plans to collect money for any school-related reason should be cleared with one of the
Administrators before they are implemented. There are times during the year when a fund
raising project may necessitate the collection of money. DO NOT LEAVE MONEY IN
YOUR CLASSROOM OVERNIGHT. Generally, you will receive a large envelope from
the office which will be used to keep what you collect each day. This should be turned in
at the end of the day so it can be locked in the school safe. If you choose to participate in
any of the various ‘Book Clubs’ for students, please follow the same procedure.
For Non-School Related Purposes
Some teachers provide personal services to families of the School, including babysitting
and tutoring. In addition, there are times for personal reasons that parents may pay
teachers for personal matters. Please ensure that all such financial transactions occur
outside of the School. The School will not be responsible for any checks or cash
accepted from a parent that relates to a personal transaction between the parent and the
employee. In addition, the Head of School must be informed of all personal services
provided by employees to parents and/or their children in either the parents’ home or the
teacher’s home.
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COMMENDATIONS
Each Friday morning as part of the Chapel service, the Rector reads commendations.
Staff can commend students for their work or attitude in keeping with the theme adopted
for the year.
A week-by-week schedule of grades receiving commendations will be made available.
Names of students receiving commendations should be placed in the folder kept in the
office. You should also give a brief reason why the student is being commended.
Please ensure commendations are lodged before Friday morning. Writing should be neat,
clear, and large print, to enable easy reading.
Parents of students receiving a commendation should be called prior to Friday so they
attend Chapel service, if they choose. A copy of the Commendation should be sent to the
parents.
It is hoped that a student will receive at least one commendation per year.
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COMMUNICATION AND REPORT CARDS
ST. THOMAS EPISCOPAL PARISH SCHOOL COMMUNICATING AND
REPORTING
Our goal is to communicate important and accurate information to the children we teach,
to their parents, and to the middle schools they attend when they graduate from St.
Thomas.
Parent/Teacher Conferences
Regular Parent /Teacher conferences will be scheduled each fall and spring for all St.
Thomas students. These meetings are very important opportunities for both teachers and
parents to communicate with each other about the progress a student is making. We
encourage both parents/guardians to attend whenever possible.
If at any time during the academic school year, you feel that you need to have a
conference with any child’s/children’s parent(s), please call or email them and ask for an
appointment.
Interim Reports
Brief interim reports will be issued two to three times a year for each student. The first
interim report will be given to the parents at the fall conference. The purpose of this
report, halfway through a marking period, is to communicate special information the
teacher feels the parent needs to know about a child’s progress between marking periods.
Additional interims are issued at the discretion of the teacher on an as-needed basis in
order to communicate in writing with the parents. Parents should never ‘discover’ a
serious problem by way of the report card. Keep the parents advised when a problem
surfaces and then reflect the problem(s) on the next interim report.
Report Cards
St. Thomas reports on a trimester system, with three report cards being issued
approximately every twelve weeks to all students from Kindergarten to Fifth grade. The
report card should provide information on students’ academic performance and progress,
their work habits, attitudes, and behavior. No matter what form of grading is used,
grades will come from a variety of sources. Some examples might be teacher
observation, checklists, projects, written assignments, quizzes, and tests, just to name a
few. Academic grades are reported separately from nonacademic factors on our St.
Thomas report card. Academic grades reflect the achievement of intended learning goals
and standards. Nonacademic feedback is based on efforts such as participation or the
quality of a student’s work, while behavior is assessed on factors such as following rules
and positive teamwork.
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Students are evaluated in two different ways, using a performance key or using letter
grades, depending on the grade and the subject:
Performance Key Letter/Percentage Grade
4 = Exceeds Standards A = 90 to 100
3 = Meets Standards B = 80 to 89
2 = Making Progress C = 70 to 79
1 = Needs Improvement D = 60 to 69
X = Not Assessed at This Time E = 59 and Below
Short narratives for each subject area are added to give further enrichment to our
reporting. First through fourth grade classroom teachers write narratives for the 2nd
and
3rd
trimester report cards and fifth grade teachers write them for the 1st and 2
nd trimesters.
Everyone else writes a narrative for all three trimesters.
Preschool progress reports are sent out in January and at the end of the year. These
reports give the parents specific information concerning the academic, social, and
physical development of their child.
Please ensure that you keep in your grade book and student portfolios sufficient
evidence of work and assessments to substantiate marks and grades given.
Standardized Testing/5th
Midterms
Each spring the Stanford Achievement Test is administered to all students in grades one
through five. Teachers and parents can use the information from this test to individualize
learning for all students. Parents will receive a copy of their child’s test scores, reflecting
his or her performance on the test for that year. We consider these scores to be only one
of a number of ways to evaluate a student’s progress during any given year. In addition,
when considering the SAT scores over a period of years, we look for patterns in scores in
order to evaluate how a student performs on this standardized test instrument. St.
Thomas does not publish the individual nor group scores of our students.
Fifth grade students also take midterm exams. This process of using a study guide and
taking a comprehensive assessment is introduced to prepare the students for middle
school.
In the case of absences, other than illness excused with a note from a doctor,
midterms, finals, and SAT exams will not be made up.
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CORRESPONDENCE
All official correspondence should be on School letterhead, and signed by the appropriate
member of staff with title or position of responsibility. A copy must go to the Associate
Head of School.
The highest standards of spelling and syntax should apply to all public documents
bearing the School’s letterhead.
Transcripts, evaluations, and official or unofficial correspondence and documents
regarding a student, past or present, must be organized and given to the Associate Head
of School for approval before distribution. These forms will be mailed from the office.
All correspondence should be copied.
Please ensure all events (special occasions, speakers etc.) are cleared with the Associate
Head of School before information is printed and sent to parents.
Above and near the School’s address on the envelope, staff should initial or write their
name. In case of return, the envelope can be given back to the teacher.
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CRISIS MANAGEMENT
MISSION
To minimize the negative impact of trauma on individuals, the School, and the
community.
EXECUTION
The following basic steps should serve as a guide to meeting our mission in this area:
- The establishment of a staff team capable of dealing with the crisis and
maintaining the daily operation of the School, coordinated by the Head of
School. This team will include the Rector, Chair of the Board of Trustees,
Administrative team (Associate Head of School, Director of Academics,
Preschool Division Head), and any other members of the faculty as deemed
appropriate;
- Crisis management team clarifies facts, determines appropriate action to be
taken;
- Inform faculty and staff of the situation, steps to be taken, and the proposed
timeline;
- Enact management plan and ordinary practices take over.
The Head of School or his/her designate is the only person to make any public statement
regarding the incident, and prepare and release information to faculty, staff, and parents.
In addition, the Head of School will prepare a critical incident report for the Board of
Trustees.
In the event that the Administration should be off campus, the above protocol should be
followed with the Crisis Management team being formed under the Senior Administrator
pro tem.
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CUMULATIVE FOLDERS
A cumulative folder for each child is filed, in a fireproof filing cabinet, in the school
conference room in a locked storage closet. The Director of Admission has the key.
These folders MUST contain:
SAT card that has each year’s SAT (Stanford Achievement Test) scores
SAT full page test reports
report cards and interims
conference reports
Admission testing, and transfer records
Health forms (most recent)
Birth certificate;
Application for enrollment and re-enrollment
Summer reports (if student attended academic camps)
The contents of the cumulative folders are open to inspection by the student’s parents. An
appointment to do so should be made with the Director of Admission.
The teachers may come in any time and look at the cumulative file of a student. If a
teacher wants to see the file immediately just call the office of the Director of Admission
and you will be given the keys to the conference room and storage closet. The records
are never to be taken home or to the classroom. It is suggested that the teacher call
the Director of Admission so the file can be ready for the teacher.
EVERY CHILD MUST HAVE A HEALTH FORM AND IMMUNIZATION RECORD
ON FILE. NO CHILD CAN BE ADMITTED TO ST. THOMAS WITHOUT THESE.
The school nurse is responsible for checking on the health forms.
ALL STUDENTS WHO ARE NEW TO ST. THOMAS must have the original health
form and immunization record or they cannot be admitted to school. This is not a St.
Thomas policy, but is mandated by the state of Florida. After kindergarten, health forms
are updated every other year. If you have any questions about this please contact the
school nurse.
At the end of the each school year, the final report card, Stanford Achievement Test
sheet, and interims are filed in the cumulative record file of each student. The SAT strip
is also pasted on the SAT card.
Accuracy is very important as copies of these records are sent on with t he student when
he/she transfers or graduates. The cumulative folder is a legal document.
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CURRICULUM
It is our responsibility to provide instruction in basic skills as well as a multitude of
enriching experiences to all students. Each individual student and his/her needs must be
considered. We are always interested in improving the curriculum. If you wish to add,
change or extend any parts of it, please discuss your ideas with the Director of
Academics.
Textbook choices and changes need to be discussed and evaluated in a timely fashion.
The Director of Academics will co-ordinate ‘examination copies’ of textbooks,
workbooks or other supplementary materials, and arrange for consultants to come and
demonstrate their use. Our goal is always to find the BEST way to reach every child and
we often find that this takes a variety of approaches as well as materials.
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END OF DAY
The last few minutes of each day should be used to discuss the day’s activities. When
questioned, students usually remember what they did last.
Please be conscientious about dismissing students on time. Children cannot be dismissed
early because they will be unsupervised, and if they are late, the car pool driver has to
circle the parking lot and tie up traffic.
After dismissal, check your room for general neatness. On Fridays, be sure that
everything is put away if your room is used for Sunday school classes. Have the students
place their chairs on top of the desks so the rooms can be easily cleaned.
Teachers will take turns supervising the pick up of students in the parking lot (see Traffic
Duty). No children are ever to be left unsupervised. Children not picked up by 3:25p.m.
should be taken by the teacher on traffic duty up to Study Hall.
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EXCUSE FROM CLASS
Exercise discretion when sending children out of the room to use the restrooms. If you do
not have a bathroom in your class, send students in pairs. Teachers of grades 2-5 should
provide a sign out book. Try to take your entire class to the restrooms in the morning, in
the afternoon and before physical education.
Two (2) other students should accompany a sick child being sent to the Health Room
Consultant.
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HOMEROOM COORDINATORS
In order for all parents, new and current, to have an equal opportunity to serve as a
homeroom coordinator, a form should be completed and returned to the Director of
Parent Relations or the child’s teacher during the first week of school. These forms are
available in the front office, from the Director of Parent Relations or the classroom
teacher.
During the first few weeks of school, the Director of Parent Relations and the classroom
teacher will designate two parents to serve as homeroom coordinators for the coming
school year. Classroom teachers should coordinate across the grade level. The homeroom
parents coordinate the class activities with the other classes of the same grade level. They
also act as liaisons to help with communication. This is an important link between home
and school.
The homeroom coordinators plan holiday parties, schedule class parent participation in
school-wide events, and generally help the class on all special occasions.
Parental participation is a vital and integral part of what makes St. Thomas so special. St.
Thomas parents are involved in many school activities, a number of which are major
fund-raising events. With the faculty and parents working together, a sense of community
is fostered.
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HOMEWORK
Homework Philosophy
At St. Thomas, we believe that there are a number of reasons for giving homework.
Homework is an opportunity to reinforce and practice the skills and to review the
information learned in class. Fluency is often achieved by practicing newly-learned skills
as homework. Regular nightly homework, along with long-term projects, helps children
to develop good work and study habits. Occasionally, homework can be a way of
preparing for something that will be needed in class, such as reading information or
obtaining materials. Getting a quiz or test signed by a parent can also be a homework
assignment. However, students should NEVER be asked to do new work that they have
not yet learned in school.
Effective homework is relevant to the lessons that were taught in class, of a reasonable
length, with clear directions that the student can understand and follow. Giving feedback
to students is an essential part of homework. Homework assignments need to be
reviewed in some way by the teacher, with a partner, or checked from the board.
Students need to know how well they have done on their homework and be given a
chance to correct their mistakes or to revise their work so they learn from the experience.
The corrected work should be rechecked to maximize the educational value of doing
homework for the student. Reteaching needs to occur if it becomes obvious that a student
does not understand the concept or skill done for homework. While much homework is
really a form of formative assessment, and therefore does not need to be graded, it
should always be checked. Not checking students’ homework regularly conveys the
idea that the teacher was just giving the student busywork to do. This is exactly the
opposite of the values of practice, reinforcement, and responsibility that you want to
convey to your students and detracts from the learning experience.
Goals and expectations need to be established by the teacher for the quality of completed
homework. Standards need to be set for what acceptable presentations should look like,
the degree of accuracy that indicates successful effort, the organization of the work, and,
of course, the timeliness with which the work is handed in.
Homework can be differentiated for a student’s learning style. One example might be to
allow a student who has weak handwriting skills to type his/her homework. The amount
of work on a page might be less for a student with a processing issue that results in their
spending too much time doing the regular amount of work. Students reading below grade
level might need easier text material in order to read and extract information successfully.
These ways of differentiating homework are in keeping with the school philosophy of
differentiating instruction for students with different learning styles.
Homework varies, depending on the grade level. However, at St. Thomas we believe that
students need to learn to be responsible for their assignments from the early grades. We
ask parents to provide a suitable environment/time to do homework and to monitor
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whether or not the child completes his/her homework in keeping with the teacher’s
expectations for appearance, organization, and timeliness. Some examples of suitable
help from parents would be clarifying directions, monitoring “on task” behavior, and
gathering/purchasing resources/materials. Parents, if asked, might also help with
planning the homework schedule. Reading with a child, especially in the lower grades, is
a very good thing for a parent to do.
Teachers should encourage parents NOT to correct errors, as you, the teacher, need to see
them. In addition, parents should NOT teach concepts, as the methodology of the
classroom may differ from what the parent learned. Parents should NEVER, of course,
do homework for a child. When parents do homework for a child, the teacher loses a
very valuable tool for determining how well a student is learning concepts or skills. The
child misses the opportunity to develop the skills and habits that lead to positive self-
esteem, organization, and independence.
Communication between school and home is our goal.
Provide parents with weekly feedback and then ask them to sign as a means of
acknowledging having gotten the feedback. Homework is an important way for parents
to monitor the progress of their child’s learning. Children’s progress with mastering
responsibility for completing homework will be assessed on the report card each marking
period. In grades 3 – 5, homework should figure into the final grade a student receives in
an academic subject area. Homework completion, but not accuracy, should figure into
the overall grade. Students who are in danger of having their grade lowered because of
incomplete or late homework assignments should be made aware of this issue
immediately. Communication with the parents of the student should be initiated as soon
as the homework problem occurs, in the form of a homework notice in most cases. Incomplete or late homework assignments should be made up in school or at home at the
earliest possible time. Since completed homework is an expectation, the reward for
doing it should be an intrinsic sense of accomplishment, with no external reward
necessary.
If a student experiences difficulty while doing the work, we ask the parents to ask their
child to explain how they learned the skill in class. If that does not help, then the parent
should stop the child and send a note to the classroom or specific area teacher explaining
the problem. If the work takes well over the allotted time for the grade level, they are
asked to do the same thing, and, together, you need to determine what the issue is that
caused the work to take so long. Communication with the parent is encouraged as you
work as a team to help the child resolve homework issues.
Homework Assignments
Assignments are given Monday through Thursday nights in grades K to 4. Assignments
will be written in assignment books beginning in grade 2. Students in grade 5 can also
find their assignments posted on www.stepsmia.org/hw/. Long-range projects need to be
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planned so that they are done over a period of time and completed in a timely fashion.
Children are encouraged to become actively engaged with their assignment books by
numbering the assignments in the order in which they plan to do them and then checking
them off as they complete each one. Children who have trouble completing their work in
a timely fashion can also write the estimated time they think it will take to complete each
assignment, and, then, when done, can check to see how close they came to estimating
correctly. This is an excellent way of helping students to develop the ability to pace
themselves more accurately.
The following is a general range of homework time per grade level:
Classroom homework:
K – 10 min.
1st – 15 min.
2nd
– 30 min.
3rd
– 45 min.
4th
– 60 min.
5th
– 75 min.
Spanish homework: (included in total amount of classroom homework)
K/1st – no homework
2nd
to 4th
-- 10 min.
5th
-- 10 min.
Spanish homework will be assigned in conjunction with Spanish class time.
Special area teachers:
Homework from special area teachers, given occasionally, will be assigned in
conjunction with their class time.
Homework/Absences
Teachers do their best to supply homework assignments for absent children. However, it
is impossible to project homework too far into the future, as it is often based on what was
taught in class that day. Therefore, the best way for your students to be sure to come
back to school with completed homework is for them to check with other members of the
class to confirm daily assignments.
Children who know in advance that they are going to be absent should have a method of
accessing the homework assignments while they are away, and their books/tablets need to
be available to complete the homework. All missed homework is due when the student
returns to school. In addition, the student should be prepared to make up any missed
quizzes or tests upon their return.
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LESSON PLANS
Teachers are required to develop daily lesson plans for all subjects taught. Plan books are
provided for your use by the school. If you favor a different format, please let the
Director of Academics know.
A copy of your upcoming week’s lesson plans should be given to the Director of
Academics no later than that Monday.
Substitute Folder – This should be on file in the office. It should include your schedule,
class list(s), and sheets outlining safety, dismissal, fire, telephone operation, lunch,
traffic, and study hall duties, in addition to any signals and cue words you use.
Emergency lesson plans should also be included.
Planned absence: Leave work and lesson plans on your desk in the classroom, or with the
coordinator of substitutes.
Unplanned absence: Telephone the Coordinator of Substitutes (See Absences). In
addition, work may be faxed to the attention of the coordinator at (305) 669 9669, or e-
mail to the coordinator. Faxing or e-mailing should be done before 8:00a.m.
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LIBRARY AND MEDIA CENTER
All school classes have a scheduled library period each week. Additional time may be
reserved for research and special projects. Please ensure that a librarian is on duty in the
Library prior to sending children. If you are sending children (in pairs) to work on a
major research assignment, please ensure that you inform the Librarian prior to their visit
of the subject(s) so materials can be made readily available.
To book the Library or Project Room contact the Librarian.
It is helpful and encouraged to have classroom libraries, which include ‘reading for
pleasure’ as a central activity when it is appropriate. Ideas or suggestions for enhancing
the School’s collection should be addressed to the Librarian.
Professional Library – Journals, professional magazines, educational textbooks, and other
related materials are kept in a special section of the Library. The Librarian will help you
locate and check out materials. If you have suggestions for additions to this collection,
please let them know.
For information regarding the ‘Accelerated Reader’ program, please see the Librarian.
Meet regularly with the Librarian to discuss your curriculum so she can provide materials
to support what you are doing.
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MARKING AND GRADING
Our concern at St. Thomas is for the whole child. Our program reflects a student-centered
philosophy, and our focus is on his or her intellectual, social, physical, and spiritual
development.
Marking and Grading
Marking and grading should be considered on three levels:
Pre-assessment (diagnostic)
Takes place prior to instruction and is designed to determine what a student already
knows, can do, or thinks. The feedback from it informs teacher planning/instruction.
Formative Assessment
Designed to determine how well student(s) are learning and how effective the instruction
is. It can be done in class or as homework (some examples are: observation, quizzes,
homework, initial drafts, center work, skill practice, etc.) and should be checked and
recorded but not graded while students are learning. Formative assessment should inform
the direction of /or adjustments to individual or group instruction and should serve to
further motivate the learner. Student work can receive stickers, smiley faces, checks, and
teacher comment as feedback. Whether or not students are consistent about doing their
homework can be factored into their final grade for the trimester in grades 3 to 5.
Summative Assessment
This assessment/evaluation is to be used to provide information about student
achievement at the end of a unit of work. It is designed to provide the
teacher/student/parent with a variety of grades for reporting. Such assessment can be
done in many forms (final drafts, tests, exams, assignments, projects, performances, etc.)
Summative assessment requires the use of quality assessments and accurate record
keeping. All grades do not need to be included or weighted the same. More recent
achievement can be given greater consideration. For tests, rubrics/study guides should be
provided to and used by the students to eliminate the “Gotcha” factor of testing.
Grading Philosophy
At St. Thomas, we grade to the Median, rather than using the average or mean. This
provides more opportunities for success and diminishes the impact of a few stumbles. It
helps reward hard work.
Consider grades carefully for reporting:
Do NOT use zeros indiscriminately;
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Do NOT give extra credit or bonus marks (the goal is to foster a love of learning
and to increase intrinsic motivation);
Do NOT penalize for absences;
Do NOT apply assessment penalties (use alternative consequences) to academic
dishonesty;
Do NOT let a ‘bell curve’ affect grades;
Do NOT include group scores in individual’s grades (group work can be checked
for established criteria without being given a group grade);
Do NOT allow interference during summative assessment;
Do NOT let time limits affect whether or not a student was able to demonstrate
mastery during summative assessments.
NOTICES
Because it is important that parents receive all notices and information concerning their
child and school activities, we have established FRIDAY NOTICE as Notice Day. The
deadline for submitting information for the Weekly Notice is Tuesday at Noon. Also be
aware that the administration has final approval on all of the articles in the Friday
Notices. In efforts to “go green”, St. Thomas has gone paperless and all notices are
emailed to our families as well as on our school website, www.stepsmia.org. Hard copies
of the monthly calendars are available in the office.
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PLANNING PERIODS
Every effort is made to provide each teacher with a planning period during the day. One
or more of these planning periods will coincide with that of the other teachers in your
grade level. You will also have a weekly Grade level meeting with the Director of
Academics. The following are suggested for consideration and accomplishment during
planning periods:
a. Preparing instructional materials;
b. Working on plan books;
c. Grading papers;
d. Preparing tests;
e. Record keeping;
f. Conferring with colleagues, director of academics, grade level team, or
Administrators;
g. Conferring with parents;
h. Reading professional materials.
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PROFESSIONAL DEVELOPMENT AND TRAVEL GUIDELINES
Travel guidelines for Staff Members of the School:
The school dedicates a generous budget to the ongoing professional development of staff.
Should you wish to attend a seminar, workshop, or conference, you should complete the
appropriate form (Appendix 2) supplying relevant information and submit it to the
Administration. An estimate of expenses must be completed before approval can be
given.
You must ensure that supervision plans and teaching materials are organized for the
substitute teacher(s).
After approval, give specific instructions to the Front Office about your travel
accommodations (methods of transportation, hotel accommodation, car rental, time and
date of your departure and return).
Transportation:
- Expectation is to use a personal car where possible. For group trips, a rental
car can be used, typically geared to a low priced rental agency such as
Enterprise, where the School has a corporate rate. Offered auto insurance
should be purchased;
- Mileage reimbursement when using own auto at the standard rate allowed by
the IRS rules. See the Business Office for details.
- Coach fare for airplanes.
Accommodation:
- Hotel – reasonable mid-price range hotel (this will vary depending upon
where the person is going), entertainment expenditures such as wine, gifts, in
room movies, and private telephone calls, etc. will not be reimbursed;
- It is expected that two or more persons (same sex) will share a room;
- Personal credit card can be used to hold the hotel reservation.
Meals:
- The cost of meals will be reimbursed based on the government per diem
tables. Should you not wish to take advantage of meals included in the
conference/seminar cost, the School will not reimburse you for your ‘extra’
meals. No receipts for meals need to be provided. Please see the Business
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Manager before leaving for your conference/seminar to find out your per diem
rate.
Miscellaneous expenses/tips:
- Not to exceed $5.00 per day for expenses such as valet parking, luggage
handling, etc.
Please Note:
- Keep receipts (for cash spent, personal or corporate check/credit card used)
for all conference/workshop-incurred expenditures such as tips, hotel
accommodation, and transportation. Without receipts, there can be no
reimbursement.
- Submit receipts with a Travel Expense Form (Appendix 2) to the Business
Office upon your arrival back at School. Reimbursements are made in five -
ten business days.
On your return to School, you will be asked to give a brief presentation regarding your
workshop/seminar at a faculty meeting. In addition, you will need to write up a one-page
summary of your experiences and give it to the Director of Academics. A folder with all
the summaries will be kept in the Teachers’ Lounge, where all employees may access it.
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PROGESS NOTICES
Notices of unsatisfactory progress of students are available in the office. The parents of
students who are not completing assignments, not studying for tests and therefore doing
poorly, and failing to complete homework assignments, should be sent an unsatisfactory
progress notice. These notices can also be sent home for poor behavior.
A notice should not be the first time a parent is informed of a concern. Please contact the
parents before the notice is sent home. One or both parents should sign these notices.
Teachers must follow up on any unreturned notice with a telephone call.
Unsatisfactory notices are not intended to be sent home for an isolated incident, or
unacceptable performance on one assignment. These are meant to reflect unsatisfactory
progress over a period of time, generally a significant portion of any Marking Period.
In the event that a student shows great improvement and progress in a particular
academic area or behavior, you are encouraged to send home an appropriate notice
recognizing improvement.
Special Area teachers are a valuable resource in assisting the classroom teachers to assess
student progress. For that purpose there is a Special Area Student Information form
(Appendix 2) that should be given to the Special Area teacher for their observations of a
student. These comments can help verify and support concerns you may have about a
student.
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RESOURCES
Please note that school materials and equipment should not be used for non school work.
This includes tutoring for reimbursement.
Laminating – The Librarian is available to help with laminating. As laminating is
expensive, please be discerning about the items you wish to be preserved. Also, please
plan ahead to allow them ample time to assist you.
Photocopy machines – There is one photocopier and one risograph located in the office
work area. If you know in advance that you need photocopies, the front office will help
you complete the job. Students should NOT operate any school machines. Again,
timeliness is important.
Audio Visual Equipment - You must book use of a V.C.R. via the sign-up sheet in the
teachers’ lounge. Projectors, DVD player and cameras are booked via the server. The
A.V. equipment is in great demand, so be sure to have your requests ready as far ahead as
possible. If you have any questions, check with the Director of Technology. Permission
from an Administrator is needed in order to take any A.V. equipment home. Do not give
permission to others to use any school equipment.
Supplies – General stationary supplies are available through the office.
Ordering materials – If you wish to order materials, you must complete a school order
form (Appendix 1), and have the purchase approved by an Administrator BEFORE
arranging the order. If approved, office staff will place the order as soon as possible.
Your order MUST state the correct current catalog, page number, edition, ISBN number,
and price as well as description.
If the request is for something you wish to pick up or purchase immediately, you must
receive approval first from the administration. STAFF MEMBERS WILL NOT BE
REIMBURSED FOR UNAUTHORIZED EXPENDITURES.
St. Thomas enjoys a tax-free status. When purchasing items, please show the store the tax
I.D. certificate. Tax will not be reimbursed for items purchased.
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RETENTION
Before a decision is made to retain a child, a great deal of information is needed. In the
majority of cases, it is a matter of allowing the child to have the ‘gift’ of an additional
year to develop and mature. Your training, experience, and classroom observations are
important factors in arriving at this decision. Very often it is helpful to have the
additional benefit of a written educational evaluation by a qualified professional in that
field. Retention is not the answer in every case, and other solutions are investigated.
At St. Thomas we feel that every child in our school should be academically successful.
When a child needs more time at a particular grade level, then it is our responsibility to
discuss this option with the parents.
Preschool and kindergarten are frequently the grades where this option is most effective.
After kindergarten, other options must be weighed.
Before speaking to the parents about your concerns, you must make an appointment to
discuss this with the Division Head, Head of School, Associate Head, Director of
Academics, and the student support team. In arriving at a final decision, it is vital to have
the support of the parents.
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SCHOOL HOURS
The campus alarm is turned off at 7:00a.m. and reset at 10:00p.m. 7 days a week. The
front office is open from 7:30a.m.-4:30p.m. Aftercare is open until 6:00p.m. Between
7:30a.m. and 8:00a.m. Early Care is available in the Library.
On week-ends and holidays, please check with the front office or administration for exact
time of opening and closing.
For your safety, never be alone on campus. If you are working in your room on the
week-end or evening, keep your door locked.
Teaching hours vary depending on the designated duties of the teachers.
Classroom teachers should be in their rooms no later than 8:00a.m.- 4:00p.m.
Fifth grade teachers at 7:45a.m.
All students are tardy after 8:10a.m.
Some specially assigned teachers are required to be on campus from 7:30a.m.-
3:30p.m. or from 8:30a.m.-4:30p.m. Please see the administration if you have any
questions.
On Fridays: Classroom teachers and those teachers who do not have a specific
assignment may leave at 3:30 (or when the student pick-up has been completed).
At 8:10a.m. an ‘all call’ will be given for classes to move into place for the Pledge of
Allegiance, which will be said at 8:15a.m. Chapel is scheduled to commence at 8:20a.m.
Dismissal times – Jr. Preschool 12:00p.m.
Sr. Preschool 2:00 p.m.
Kindergarten 3:15 p.m.
First – Fifth Grades 3.15p.m.
Some faculty meetings may be designated to end at 5:00.
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STAFF CHILDREN
Many of our employees have children, grandchildren, nieces or nephews, who attend or
visit St. Thomas School. There are many times when it becomes difficult to wear two
hats: teacher and parent. However, your ability to remain objective is extremely
important.
Rules for students apply to all students. It will help your child’s self-esteem to feel that
he/she is treated with the same care and concern as everyone else.
If you feel that your child is having a problem at school, follow the same guidelines you
would expect any parent to follow – make an appointment with the teacher to discuss it.
If you wish to speak to one of the teachers about his/her child, make the same
arrangements you would with any other parent. Find a private time to have a conference
(NOT in the teachers' lounge, and NOT in a group with other staff members) and enlist
the parent’s assistance in solving the problem.
It may be that dialogue with the School can take place with the child’s non-teaching
parent as the first contact.
Staff children are not to be left unsupervised before or after school. If your child becomes
sick during the day, then you need to be home with that child or make arrangements to
have him/her taken home. The office will obtain a substitute.
The faculty lounge is a place where teachers and staff can go to relax, eat lunch, and
meet. It is reserved for you and the church staff. Children are not allowed in the faculty
lounge as they might overhear conversations that would be inappropriate for their ears.
Children in the faculty lounge also restrict the flow of adult communication. Likewise,
areas of the offices and hallways are not the best places for a child. Early morning care is
available at 7:30 a.m. in the Library and extended day care runs through 6:00 p.m. or
until the last non – employee child has been picked up. There is no charge for this
service for school employee’s children. These are the safest, most appropriate places for
children and family members. Should you be involved in a meeting or are detained,
please make arrangements to gather your children no later than 6:00 p.m.
We will try to restrict the flow of parents who come in to the lounge. The vending
machine is for the school/church and staff use only.
If you are going to have young family members or friends visit campus, please seek
permission from the Administration.
These expectations are for your comfort.
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STANDARDIZED TESTS
Each spring, the Stanford Achievement Test is administered to all students in grades one
through five. The SAT 10, an untimed version, is used for ALL students. In addition,
there is a two-week period prior the administration of the test for the practice of test-
taking skills using Scoring High from SRA.
All of the necessary materials and schedules are given to the teachers well in advance of
the actual administration of the test in order to allow them to become familiar with the
materials they will be using. Teachers are encouraged to make notes in the Teacher’s
Edition in order to help facilitate the administration of the test.
Teachers are responsible for following the schedule for the practice and the
administration of the tests, for administering make-up tests, and for using all of the
material in the designated fashion and time-frame. All rules and procedures for
administration prescribed by Pearson Assessment and by St. Thomas must also be
adhered to.
In the case of student absences during SAT week, other than illness excused with a note
from a doctor, SAT exams will NOT be made up. If you or a parent have a question
regarding the making up of a test(s), please discuss it with the Director of Academics.
A copy of the SAT results is mailed home after the testing, and a copy is placed in the
student’s cumulative file.
Special Area teachers are assigned to a specific classroom to help proctor the tests. They
need to observe all of the rules and procedures for proctoring.
SAT results are confidential information and should be discussed ONLY with the child’s
parents or the school administrators. Teachers should use the information from these test
results to better understand the academic strengths and weaknesses of their students in
order to differentiate the teaching/learning in the classroom or in the Learning Resource
Center.
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SUPERVISION OF STUDENTS
Children must be supervised by the classroom teacher or special area teacher at all times
during the day. If an emergency occurs, have another teacher assume this responsibility
or contact the office immediately. Children are NEVER to be unsupervised whether in
the classroom, on the field, or anywhere else on the grounds.
Students are not to remain outside the classroom unsupervised. Parents and/or high
school interns should not be placed in the awkward position of being asked or expected to
supervise a class. Students are not to remain inside the classroom while the teacher is out
of the room. (If a child is hurt or injured when left unsupervised, you can be held liable.)
Special Area Classes – the teacher in that area takes care of issues between children and
all injuries. If a problem arises in transit to the next class, send the students back to the
prior teacher.
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TEACHER ASSOCIATES
Each class in Junior Preschool, Senior Preschool, Kindergarten and First grade has a
Teacher Associate. The Second, Third and Fourth grades share one Teacher Associate.
In addition, a designated Special Area Teacher will be assigned to a Second Fifth grade
teacher several times a week with varying hours to assist with teaching.
It is the responsibility of the Lead classroom teacher to provide direction for the Teacher
Associate and assisting Special Area teachers. All staff members are chosen for their
ability to work with children. They can work with small groups of students inside and
outside, assist with paperwork, and assist with instruction and individual help.
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TEACHERS’ LOUNGE
This area is for the teachers to relax, grade papers, or eat lunch. Often, the lounge is the
place where teachers can confer over a pupil’s progress. For this reason, parents should
not enter the room to discuss issues with you. Should you need to speak to a parent,
please do so outside the lounge.
Likewise, the lounge is not a place for children. Please do not bring students into the
lounge without special arrangements being made. Members of staff whose children attend
the School are asked not to bring their children into the lounge.
Please keep the kitchen area and table clean. If you use the china, please wash it up.
The vending machine is for faculty and staff use only. Please discourage parents from
using the lounge and do not give students permission to use it during or after school
activities.
Food on the table is for everyone’s enjoyment. Please do not eat the food in the
refrigerator unless it is rightfully yours.
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TEACHING HOURS
Teaching hours vary depending on the designated duties of the teachers.
Classroom teachers should be in their rooms no later than 8:00a.m.- 4:00p.m.
Fifth grade teachers at 7:45a.m.
All students are tardy after 8:10a.m.
Some specially assigned teachers are required to be on campus from 7:30a.m.-
3:30p.m. or from 8:30a.m.-4:30p.m. Please see the administration if you have any
questions.
On Fridays: Classroom teachers and those teachers who do not have a specific
assignment may leave at 3:30 (or when the student pick-up has been completed).
Some faculty meetings may be designated to end at 5:00.
At 8:10a.m. an ‘all call’ will be given for classes to move into place for the Pledge of
Allegiance, which will be said at 8:15a.m. Chapel is scheduled to commence at 8:20a.m.
Dismissal times –
Jr. Preschool 12:00p.m.
Sr. Preschool 2:00 p.m.
Kindergarten 3:15p.m.
First – Fifth Grades 3.15p.m.
The length of lessons varies between grades and subjects. Lessons should commence at
the time prescribed. The teacher must ensure that time is allowed at the end of each
lesson for movement to or from classrooms or other areas in the School to take place.
This is a professional courtesy to fellow faculty members as the lateness of students
disrupts their planned lessons.
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TRAFFIC DUTY
Morning drop-off is supervised by the Physical Education and other assigned teachers
and are assisted by the safety patrol and walkers. Special area teachers should assist
unless allocated to other duties. The ORANGE VEST MUST BE WORN WHEN ON
DROP-OFF OR PICK-UP DUTY.
Pick up procedures:
One teacher from each grade level is responsible for traffic duty at the
station where the child is placed in the car (loading zone). Your
responsibility begins at 3:10 at the loading zone. You must wear the
School supplied orange vests.
One classroom teacher from each grade level walks students to
enrichment/sports area and remains until they are picked up.
One teacher from each grade level monitors the student as the await
pick-up.
One teacher from each grade level is responsible for escorting the
students to study hall.
The traffic committee will design the map of the area in which the
students are to be seated quietly while waiting for their names to be
called.
St. Thomas teachers are expected to assist the traffic duty coordinators (usually the
Physical Education staff) at dismissal time. If you are unable to be on duty, it is your
responsibility to arrange a replacement. Do NOT assume that the P.E. staff can do
without you for the afternoon.
When walking children to vehicles please ensure they are always placed in the back seat.
Seat belts should always be worn. Younger children should be placed in a special car
seat.
At noon dismissal and severe weather ALL teachers must be on duty.
Revised 2013 Page 116
TUTORING
There are times when you may feel one of your pupils would benefit from tutoring, and
there may be times that a parent approaches you seeking advice on this matter.
Between 3:30 – 4:00 p.m. is the time designated for teachers to work with students in
their class who need support.
Tutoring arrangements must be discussed and approved by the Head or Associate Head
of School, the Director of Academics, and/or the Special Resource Teacher (Student
Support Team). Teachers should not tutor students they presently teach. Liaison between
the tutor and the classroom teacher is extremely important. No private tutoring may take
place on campus during the summer, weekends, holidays or vacation days. Please make
arrangements to meet your students off campus.
Tutoring for extra compensation must not begin until after 4:00p.m. St. Thomas students
should be given preferential access over others in both assignment and scheduling.
Arrangements with parents must also be made regarding transportation.
Students who are tested by educational consultants and found to have learning disabilities
may need a very specific kind of tutoring. If a parent asks you for a recommendation for
this kind of tutor, please discuss the matter with an Administrator before providing a
name or list of names.
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VOLUNTEERS
At St. Thomas, we are fortunate to have many parents willing to do volunteer work. If a
parent volunteer is working in your classroom, you are responsible for direct instruction.
Before entering your classroom, volunteer parents should check in at the Front Office.
They will receive a stick on badge, which should be worn while they are working with
you. Should an accident occur involving the volunteer, you should report it to the office
immediately.
Any parent who supervises children on an unsupervised basis or who accompany
the class on overnight field trips, MUST complete the criminal
background/fingerprint and drug testing process.
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WORK FOLDER
Every student in your class should have a work folder or portfolio. Be sure to regularly
add samples of work in all subject areas. The folders should be retained throughout the
year in order to provide the opportunity for teachers and parents to evaluate the child’s
overall progress.
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Part Three: Faculty Interaction with Students
ACCIDENT AND INJURIES
If a child is injured, the first priority is to attend to the child’s needs. If the skin is broken,
the student should be sent to the Health Care Room. You will be issued with a supply of
band-aids, and rubber gloves that MUST be worn when administering to a student if
blood or bodily fluids are present. If you are in any doubt about an injury, send the child
to the Health Room. Two (2) other students should accompany the injured student. You
should also complete the Health Room Pass (Appendix 2) and send it with the
accompanying children.
In the case of serious injury notify the schools nurse. Do not attempt to move the child if
movement could intensify or complicate the injury.
ALL ACCIDENTS (student, employee, volunteer, parent or visitor) must be reported to
the office IMMEDIATELY. An accident report form must be filed by the supervising
staff member, or by the adult involved. The School office has copies of this form.
(Appendix 2)
The Health Room Consultant on duty and/or a member of the Administration will
telephone a parent and let him/her know of the injury. Any accident occurring from the
neck up MUST be reported to a parent.
(See also Workers’ Compensation)
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ARTICULATION
When attempting to make decisions about children, it is important to gather as much
information as possible. The Student Support Team, Special Area teachers, teachers of
different grade levels and former teachers of these students can contribute valuable
insight and knowledge. We encourage you to include all resources as you work with each
child.
There is a form available for Special Area teachers to complete regarding their
observations and experiences with students. (Appendix 2)
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APPROPRIATE BEHAVIOR OUTSIDE OF THE CLASSROOM
Appropriate rules for going to the restrooms, drinking fountains, and changing classes
should be established.
Every child is your student at St. Thomas. Do not hesitate to speak to a child who is not
in your class about his/her behavior.
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BIRTHDAYS
Children are called to the altar during the morning Chapel service. There, they receive a
special Birthday Blessing from a priest. Students also have the option of presenting a gift
to our Library/Media Center on their birthday. The Librarian keeps a selection of books
for this purpose. The parent and child can visit the library and make their selection.
Teachers also receive Birthday Blessings in Chapel. However, if you feel strongly that
you do not want your birthday announced, let the office know.
Parents are permitted to send special treats to be shared by the class at a suitable time.
Encourage healthy snacks.
Student birthday parties – Parent sponsored
St. Thomas prides itself on the inclusion of all students at all times. It is therefore
imperative that the following protocol be observed to insure there are no hurt feelings.
a. All the students in the classroom are invited
or
b. All the students in the grade are invited
or
c. All the girls or all the boys are invited.
Invitations may be distributed at School only if the above guidelines are followed.
Exceptions to this inclusion policy would be if a child is having only one or two
classmates to a party.
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EARLY ARRIVAL OF STUDENTS
Students should not arrive at school before 7:30a.m. Those arriving between 7:30a.m. and
8:00a.m. should go to Early Care, which is held in the Library.
Children rostered as Acolytes, Safety Patrol or Walkers, should arrive at the pre-arranged
times in order to prepare for their duties. They are under the supervision of the teacher in
charge.
All other children on the premises between 7:30a.m. and 8:00a.m. must be directed to the
Library.
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EARLY PICK-UP OF STUDENTS
No student is to be dismissed before the scheduled dismissal time by the teacher unless
prior arrangements have been made. Parents need to send a note to the classroom teacher
or call the office if a child is to be dismissed early. If the parent’s note is sent to the
classroom teacher, a copy of the request must be sent to the office to alert them of the
parent’s wish.
When the parent arrives to pick up the child, he/she must go to the office and sign a
check-out book with the date and time, and be issued a pick-up slip. Faculty should keep
the pick-up slip as a record - Special Area teachers should ensure that the pick-up slip is
given to the relevant Homeroom teacher at the end of the day.
Children are never to be sent to the front of the school to wait for a parent.
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EXTENDED DAY
Extended Day activities are published separately. Students can enroll in activities each
term. The Director of Afterschool enrichment activities organizes the Extended Day
timetable.
Students in Junior, Senior Preschool and Kindergarten should be collected from their
classrooms by the activity teachers. First through fifth grade should be collected from the
outdoor lunch area.
When parents collect their children, they must give you a dismissal slip. This is obtained
from the front office sign out desk. Parents should also be asked to sign your attendance
sheet for that day’s activity. The time should also be noted.
Students in Second – Fifth Grades who are not collected after the activity, will be taken
to After Care.
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AFTER SCHOOL CARE
If children are not picked up within ten (10) minutes of the dismissal time, they are to be
taken (not sent) to After School Care or Study Hall. Until the time the child is ‘checked-
in’ to the After School Care/Study Hall personnel, the teacher on traffic duty is
responsible.
Many times, parents will change their plans during the day. Be sure to check your
mailbox and voice mail throughout the day to see if there are any messages regarding
childcare. Please inform the Office of any changes.
Preschool classrooms and several other areas are used for After School Care when the
regular school day is over. At that time, After School Care has the priority use of the
rooms. School programs have priority over other activities such as scouts, social
gatherings, and tutoring etc.
Your classroom may be required for after school enrichment/sports activities. Please be
patient and cooperative.
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STUDY HALL
Second thru Fifth grade will meet in the library. Teachers need to be at study hall at 3:10pm. At 4:10 p.m. the students are escorted to aftercare and signed in. The escorting teacher should remain with the students until they are all signed in or are picked up by the enrichment/sports person.
Revised 2013 Page 128
FIELD TRIPS
It is expected that Field trips be organized at least one month ahead of time. Field trips
should be planned to enhance classroom instruction. Constructive field trips must be
authorized by either the Head or Associate Head, and Director of Academics (Appendix
1). Usually two are planned per grade per year. The classroom teacher, or Special Area
teacher is responsible for clearing the date, and then making arrangements with the
appropriate parties, obtaining chaperones, and collecting a signed permission slip from
each child (Appendix 1). These permission slips are sent home with the Thursday
notices, so classroom teachers must tell the office as soon as a date has been set. The
school secretary will arrange for bus transportation when you notify her of the date.
There MUST be one chaperone responsible for every 10 children.
It is the expectation of the School that these trips are part of the academic program, and
therefore all respective children must attend. If a parent does not want to give permission
for attending a field trip, Administration must be notified. Any child not going on the
field trip should be kept home from school that day.
Teachers must also inform any Special Area teacher, and the Lunch Coordinator, if
his/her schedule will be affected by the field trip. Lesson plans should reflect preparation
of students for the field trip. Children should be reminded of proper behavior and bus
rules prior to the trip.
The school pays for general admission fees on approved field trips for students, teachers
and chaperones.
Expectations of chaperones include but are not limited to:
- ensuring that there is regular, in most cases, daily communication from the
child to parent. If feasible, this will include e-mail from the field trip site to
the parents. Please check that all children have made the required call/e-mail
home;
- consistently and without exception calling the parents in any instance, even
seemingly minor, involving the behavior or health of a student;
- keeping a comprehensive log (senior chaperone, or nurse, or both) of any and
all events involving the behavior or health of students;
- attending a mandatory chaperone review meeting held prior to all overnight
field trips to re-familiarize and re-emphasize existing policies and procedures,
including those mentioned above, and especially protocol for any “non-
standard” or unexpected event. This specific protocol will be identified with
regard to each extended field trip, keeping in mind the individual
characteristics of each, and including behavior expectations, and health and
safety standards.
At no time shall any disciplinary action violate known health or safety standards.
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FREE PLAY
Free play or recess should be scheduled daily (not the same as P.E.), and must be under
the direct supervision of the classroom teacher. This time is not to be used for grading
papers or writing lesson plans. If two classes are using the field for recess, teachers
should position themselves so they can observe and assist. Consideration should be given
to the amount of available space.
Available free space for recess includes sports court, P.E. fields, areas around the Old
Rectory, Nichol’s Playground, lunch area and court yard. Please note that P.E. classes
and lunch have priority of their areas.
Please be considerate of the physical education classes that may be on the field at the
time of your recess. Escort your students on the walkway outside the fence to the far gate
and enter the field near the chickee hut.
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LOST AND FOUND
Encourage children to bring items they find to the office. Lost and found articles are
periodically displayed. Parents are notified of these dates in school notices. Please
encourage parents and students to label all possessions including school uniforms.
The Lost and Found container is located outside the front office.
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LUNCH TIME
Please be on time for lunch duty. Teachers are assigned on a rotating basis to supervise
the students at lunchtime.
Pre-ordered lunches will be distributed from the kitchen or area near the dance room.
Please escort your students. Lunch will be in Rantz Hall during the extreme weather in
the fall. From October to May, lunch will be in the outdoor lunch area. On rainy days
during those months, lunch is usually eaten in the classroom.
A lunch duty roster will be available to the teachers during pre-planning week. It is the
responsibility of the teachers on duty to actively supervise the students.
Children may bring their lunch from home or purchase it from the school lunch program.
Order forms are available online. If a child forgets to bring lunch, a sandwich will be
provided for the child and the parents will be billed. If there is time, allow the students to
call home and the parents can bring the child’s lunch to the office.
The Parent Handbook states that children are not to bring carbonated sodas, fast foods,
glass containers, or candy. Students may purchase milk or water when ordering their
lunches. Parents are encouraged to send nutritious foods that they know the child likes.
Please spot check occasionally to see that students are eating their lunches, especially the
younger ones.
Each student is expected to follow these rules, and respect the rights of others at
lunchtime:
a. Speak quietly;
b. Remain seated until clean up (five minutes before pick-up);
c. Restrooms are to be used before or after lunch only with permission;
d. If you need help, ask the teacher or aide in charge;
e. Clean up
- Throw trash in containers;
- Return to seat and listen for directions;
- All students are responsible for helping to clean up under and
around the lunch tables at the end of the lunch periods.
Teachers:
Must inspect under the tables to ensure all garbage has been placed in the proper
receptacles.
Teachers should assist lunchroom “servers” in anyway.
Bathroom use:
Bathroom passes or a sign-out book should be used. A designated teacher must
monitor the bathroom at all times.
There is a first aid kit and walkie-talkie available in the lunch area for
emergency use.
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MEDICATION
If a child is ill or becomes ill in school, or in After School Care, please contact the Health
Room Consultant on duty until 4:00pm, so that the child can be attended to, and a parent
contacted. Emergency numbers are on file in the office. The Health Room Consultant
will determine when a child will be sent home.
If you are aware that a child has contracted chicken pox, scarlet fever, head lice, or any
other communicable disease, please notify the office.
Staff members are NEVER to dispense medication of ANY kind including over the
counter medicine - this includes Advil and Tylenol. A child is never to receive Aspirin.
When it is necessary for a child to take medication during the school day, the parent and
doctor must complete a permission form for the administration of medication.
Prescription drugs must remain in the original bottle. The medication must be kept in the
Health Room where it will be dispensed to the child by the Health Room Consultant on
duty or one of the office staff, in accordance with the doctor’s directions.
(For Authorization of Medication form, Appendix 2)
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PRAYER
It is the custom at St. Thomas to say a brief prayer, or grace, before lunch. This is usually
done in the classroom before the children line-up. It may also be done at the end of the
class before lunch, especially if this is a special area class.
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SEPARATED OR DIVORCED PARENTS OF STUDENTS
In the event the parents of a student are separated or divorced, they shall provide a
certified copy of any temporary or final order of the court, if any, respecting legal
custody of said student. Upon a request of the non-custodial parent, the School, absent a
proscription contained in the court order, shall have the right to furnish or provide the
non-custodial parent with copies of all status reports which are mailed home and report
cards relating to such student. In these instances, the principal shall advise the custodial
parent of the request and of the fact that such reports will be so furnished or provided.
RELEASING A CHILD TO A NON-CUSTODIAL PARENT
Many of our parents at St. Thomas amicably share the custody of their children.
Occasionally, one parent may wish to prevent the other from seeing their child or taking
him/her out of school. If there is a court order in effect, it is our responsibility to see it is
carried out to the best of our ability. A copy of the court order must be on file in the
cumulative folder and seen by the Head of School. Without a court order, we cannot be
put in the position of judging which parent is right or wrong.
If a parent asks that you not release a child to the other parent, please explain that you are
unable to do this. Teachers cannot prevent a parent from taking a child off the school
premises unless this is decreed by court. If you become aware of a situation with this
potential, discuss it immediately with one of the Administrators.
Revised 2013 Page 135
RELEASING A CHILD TO A RELATIVE OR FRIEND
Frequently parents will designate a relative or friend who will be responsible for picking
up a child after school. A form is sent home in September which asks for the names of
individuals who may be responsible for this duty. These completed forms are kept in the
office. Children are NEVER to be released to an adult without the written permission
from the parent. The authorized adult should report to the office and collect a slip which
is then in turn given to the class teacher.
If you receive a note from a parent regarding a pick-up by someone not originally
designated, please give the office/child care the original letter. A slip is still required
when the adult picks up the child. You should keep a copy of the letter on file.
No person may sign out a child if they are not on the authorization form. Siblings on the
authorization form must be at least 18 years of age.
Revised 2013 Page 136
STUDENT SUPPORT TEAM/LEARNING RESOURCE ROOM
The Student Support Team (SST) is comprised of the Director of the Learning Resource
Room, the parent of the student, the teachers of the student, the Director of Academics,
and the Associate Head of School. Initially, the teacher would meet with the Director of
the Learning Resource Room to discuss the student. When appropriate, a meeting would
be scheduled with the (SST).
The Learning Resource Room (LRC) is staffed by the Director and two Clinicians.
When the LRC is deemed necessary for the student to attend, an Individual Education
Plan (IEP) is written which is specifically designed to address the students learning
issues.
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UNIFORMS
Jr. and Sr. Preschool
Boys:
Navy shorts
Red, blue, or yellow polo shirts (no white polo)
Navy sweat shirt and navy sweat pants for cold weather
Shoes**- Velcro
White socks
Cap or Hat*
Girls:
Plaid coulette shorts (no jumpers)
Red, blue, or yellow polo shirts (no white polo)
Navy sweat shirt and navy sweat pants for cold weather
Shoes**- Velcro
White socks
Cap or Hat*
K-4 grade
Boys:
Navy shorts or navy long pants (no cargo style)
White polo shirt
Navy sweat shirt
Shoes**
Black belt
Cap or Hat*
Girls:
Plaid jumper
White knit polo or Peter Pan Blouse
Navy sweat shirt
Shoes**
White socks
Cap or Hat*
Revised 2013 Page 138
5th
Grade
Boys:
Navy shorts or navy long pants (no cargo style)
Red polo shirt
Navy sweat shirt*
Shoes**
Black belt
Cap or Hat*
Dress uniform:
-Navy sweater vest-crest
-Long sleeve light blue oxford cloth shirt
-St. Thomas tie
-Navy long pants (no cargo pants)
-Navy socks
-Dress penny loafers (black or cordovan)
5th
Grade
Girls:
Skort - Plaid or navy
Red polo shirt
Navy sweat shirt
Shoes**
White socks
Cap or Hat*
Dress uniform:
-Skort or jumper - plaid
-Long sleeve light blue oxford cloth shirt
-Navy sweater vest-crest
-St. Thomas cross tie
-Navy knee length stockings
-Dress penny loafers (black or cordovan)
**Shoes or rubber sole shoes should be low cut and must be solid black or solid white
with no logo. Please, no high tops or platforms. Velcro is to be used only by
Preschool.
Printed t-shirts of any kind are NOT allowed to be worn under the uniform
shirts/blouses.
*Caps/Hats:
Baseball style caps with the St. Thomas logo are the only approved caps to be
worn. Caps are to be worn during all outdoor play including P.E., after school
sports, preschool play and any other times while outside. Sunscreen needs to be
applied daily prior to coming to school.
Revised 2013 Page 139
Acolytes: When the upper school students serve as acolytes, they are to wear
dress penny loafers (black or cordovan).
Cold Weather Attire:
The St. Thomas School sweatshirt or any solid navy blue sweatshirt, sweater or
vest may be worn. Girls may wear solid navy blue or white leggings, tights, or
form fitting leg cover under their uniforms. White turtlenecks are acceptable for
both boys and girls.
In extreme weather ski jackets of any color may be worn, but should be removed
in the classroom. For severe weather, navy blue jackets are appropriate. Sweat
pants are appropriate for junior and senior preschool students only.
Hair:
As part of the uniform code, conservative haircuts are required. Hair should not
be artificially streaked and boys’ hair must not touch the collar of their shirt. The
Head of School shall determine the acceptability of any hairstyle or accessory.
Scouts:
Scouts may wear their uniforms on the day of their meeting.
Nail Polish: No nail polish is allowed.
Jewelry: Girls will be allowed to wear only post or stud earrings. No long dangly
earrings or hoop earrings. For time awareness and management a traditional
watch (not jewelry or toy model) is appropriate. Should your child wear a chain
and religious cross, please keep in mind it may become a safety issue. A small
cross or one that can be tucked in the shirt or blouse when playing is what is
permitted to be worn. Tattoos are not allowed. Jr. and Sr. Preschool
Boys:
Navy shorts
Red, blue, or yellow polo shirts (no white polo)
Navy sweat shirt and navy sweat pants for cold weather
Shoes**(Velcro only)
White socks
Cap or Hat*
Girls:
Plaid coulette shorts (no jumpers)
Red, blue, or yellow polo shirts (no white polo)
Navy sweat shirt and navy sweat pants for cold weather
Shoes** (Velcro only)
White socks
Cap or Hat*
Revised 2013 Page 140
K-4th
Grade
(Please note 4th
graders also wear a dress uniform. Requirements can be
found below.)
Boys:
Navy shorts or navy long pants (no cargo style)
White polo shirt
Navy sweat shirt
Shoes**
Black belt
Cap or Hat*
Girls:
Plaid jumper
White knit polo or Peter Pan Blouse
Navy sweat shirt
Shoes**
White socks
Cap or Hat*
5th
Grade
(Please note 5th
graders also wear a dress uniform. Requirements can be
found below)
Boys:
Navy shorts or navy long pants (no cargo style)
Red polo shirt
Navy sweat shirt
Shoes**
Black belt
Cap or Hat*
Girls:
Skort - Plaid or navy
Red polo shirt
Navy sweat shirt
Shoes**
White socks
Cap or Hat*
4th
& 5th
Grade Dress uniform:
Boys:
-Navy sweater vest-crest
-Long sleeve light blue oxford cloth shirt
-St. Thomas tie
-Navy long pants (no cargo pants)
-Navy socks
-Dress penny loafers (black or cordovan)
Revised 2013 Page 141
Girls:
-Skort- Plaid or navy (5th
grade)
-Jumper- Plaid or Skort- Plaid (4th
grade)
-Long sleeve light blue oxford cloth shirt
-Navy sweater vest-crest
-St. Thomas cross tie
-Navy knee length stockings
-Dress penny loafers (black or cordovan)
**Shoes or rubber sole shoes must be low cut and solid black or solid white with
no logo. Please, no high tops or platforms. For Preschool – Velcro only
Printed t-shirts of any kind are NOT allowed to be worn under the uniform
shirts/blouses.
*Caps/Hats – Mandatory:
Baseball style caps with the St. Thomas logo are the only approved caps to be
worn. Caps are to be worn during all outdoor play including P.E., after school
sports, preschool play and any other times while outside. Sunscreen needs to be
applied daily prior to coming to school.
Acolytes:
When the upper school students serve as acolytes, they are to wear dress penny
loafers (black or cordovan).
Cold Weather Attire:
The St. Thomas School sweatshirt or any solid navy blue sweatshirt, sweater or
vest may be worn. Girls may wear solid navy blue or white leggings, tights, or
form fitting leg cover under their uniforms. White turtlenecks are acceptable for
both boys and girls.
In extreme weather ski jackets of any color may be worn, but should be removed
in the classroom. For severe weather, navy blue jackets are appropriate. Sweat
pants are appropriate for junior and senior preschool students only.
Hair:
As part of the uniform code, conservative haircuts are required. Boys’ hair should
not touch their shirt collar nor be in their eyes. Girls may wear bows or
headbands in the following colors: blue, red, yellow/gold, white or our uniform
plaid. These do not have to be purchased from Apple Uniform.
Scouts:
Scouts may wear their uniforms on the day of their meeting.
Nail Polish: No nail polish is allowed.
Revised 2013 Page 142
Jewelry:
Girls will be allowed to wear only post or stud earrings. No long dangly earrings
or hoop earrings. For time awareness and management a traditional watch (not
jewelry or toy model) is appropriate. A cross worn on a chain can become a
safety issue when children play. Should your child wear a chain and cross please
keep in mind it may become a safety issue. A small cross or one that can be
tucked in the shirt or blouse when playing is what is permitted to be worn.
Water Bottles:
It is mandatory for all children to have a stainless steel, aluminum, Tritan, or
other BPA free flip tops/pop up tops only water bottle everyday while in
school. It will be the child/family responsibility to label the bottle(s) and
maintain its cleanliness.
Backpacks:
Preschool
o No Backpacks
Backpacks will be used by Kindergarten, 1st, 2
nd, and 3
rd grades.
o Size=Most range 16”H x 13”W x 7 ½”D
o Price- May range from $20.00
Rolling backpacks—Only grades 4th
and 5th
will be allowed to have rolling
backpacks.
o The Zuca backpack (the one that looks like a locker) will not be
allowed. They are too big and consume too much room.
o Size- Most are 13"wide. They range from 16"-20" high and from 6"-
9" deep. Most common are 18"H x 13"W x 8"D
o Price- Range from $60.00 up
Personal identification
o Each backpack should be clearly marked with the students name and/or
initials.
o Some companies offer monogramming.
o Color: Any color is acceptable.