Gestalt Community Schools Employee Handbook Thousand Oaks Blvd. Suite 2370 Memphis, TN

Transcription

1 Gestalt Community Schools Employee Handbook 2650 Thousand Oaks Blvd. Suite 2370 Memphis, TN

2 Table of Contents I. Our Company... 3 II. Employee Handbook Overview. 5 III. Voluntary At Will Employment...6 IV. Equal Opportunity Statement...6 V. Policy Against Workplace Harassment 9 VI. Americans with Disabilities Act 10 VII. Policies and Procedures VIII. Confidential information and Intellectual Property.17 IX. Employee Safety.18 X. Attendance & Hours Worked..19 XI. Payroll & Salary Administration XII. Employee Performance & Evaluation...23 XIII. Disciplinary Process 25 XIV. Grievance Process...26 XV. Company Property.30 XVI. Benefits.30 XVII. Leave of Absence XVIII. Purchase Policy and Expense Reimbursement.. 34 XIX. Separation.38 2

3 I. OUR COMPANY HISTORY With public schools failing, families filing for bankruptcy and foreclosure, and businesses leaving a struggling community in Memphis, Tennessee, Derwin Sisnett and Yetta Lewis saw a need for both education and community development. They worked to develop a community-based school that would address both the academic and development needs of the community. In 2008, Power Center Academy opened its doors to 125 sixth-grade students in the Hickory Hill community of Memphis, Tennessee. Nearly three years and 300 students later, Power Center Academy and the community around it began to see early successes through increased achievement scores and the elimination of community blight. In 2011, Derwin and Yetta founded Gestalt Community Schools (GCS), a charter management organization, in order to scale the work they began in Gestalt Community Schools is a system of K-12 college-preparatory charter schools in targeted Tennessee communities. GCS schools provide strong academic outcomes for their scholars through initiatives including meaningful community involvement. GCS catalyzes community leadership to help revitalize the neighborhood as it operates its schools in that community. Instead of debating whether education impacts the community or vice versa, GCS believes that the most effective method to support student achievement is an integration of education and community (a true "gestalt"). MISSION Gestalt Community Schools is a charter management organization that serves K-12 scholars. GCS leverages community assets to empower citizens who will be collegeready, career-ready, and community-ready. VISION Building better communities through education. VALUES Achievement - We strive for excellence in the classroom and in the community. Community - We believe that collaboration is key to personal growth and neighborhood revitalization. Humility - We know that the work we do is bigger than us. We are accountable to our scholars, our peers, and the neighborhoods in which we serve. Innovation - We strive to evolve faster than the world around us. We believe we can be our best only if we are willing to re-evaluate and refine what we do. Zeal - We believe the core of our drive to succeed is derived from our compassion for the communities we serve. CORE COMPONENTS Rigorous project-based curriculum National entrepreneurship curriculum Cutting-edge technology 3

4 Community service projects Financial literacy courses Fine and performing arts program STEM-based curriculum Blended learning instructional model EXECUTIVE LEADERSHIP TEAM The Executive Leadership Team at Gestalt Community Schools is comprised of the Chief Executive Officer, Chief Operations Officer, Chief Academic Officer, and Chief Financial Officer. The Executive Leadership Team is responsible for strategic planning, development and implementation of policies and procedures, and the overall growth and prosperity of Gestalt Community Schools. 4

5 II. EMPLOYEE HANDBOOK OVERVIEW The Gestalt Community Schools Employee Handbook (the Handbook ) has been developed to provide general guidelines about Gestalt Community Schools policies and procedures for employees. It is a guide to assist you in understanding your benefits and obligations of your employment, including Gestalt Community Schools policy of voluntary at-will employment. None of the policies or guidelines in this Handbook are intended to give rise to contractual rights or obligations, or to be construed as a guarantee of employment for any specific period of time, or any specific type of work. Additionally, these guidelines are subject to modification, amendment or revocation by Gestalt Community Schools at any time, without advance notice. The Executive Leadership Team at Gestalt Community Schools, which has delegated authority and responsibility for their administration to the Chief Operations Officer, has established the personnel policies of Gestalt Community Schools. The Chief Operations Officer may, in turn, delegate authority for administering specific policies. Employees are encouraged to consult with Human Resources for additional information regarding the policies, procedures, and benefits described in this Handbook. Gestalt Community Schools will provide a copy of this handbook upon employment. All employees are expected to abide by it. The highest standards of personal and professional ethics and behavior are expected of all Gestalt Community Schools employees. Further, Gestalt Community Schools expects that each employee display good judgment, diplomacy, and courtesy in their professional relationships with members of the Gestalt Community Schools Board of Directors, staff, and the general public. Failure to abide by the terms of these policies may subject employees to discipline, up to and including termination. 5

6 III. VOLUNTARY AT-WILL EMPLOYMENT Your employment with Gestalt Community Schools is a voluntary one and is subject to termination by you or Gestalt Community Schools at will, with or without cause, and with or without notice, at any time. Nothing in these policies shall be interpreted to be in conflict with or to eliminate or modify in any way the employment-at-will status of Gestalt's employees. This policy of employment-at-will may not be modified except by the Executive Leadership Team. IV. EQUAL EMPLOYMENT OPPORTUNITY EMPLOYER Gestalt Community Schools is equal opportunity employer. We do not discriminate against, or in favor of, applicants or employees based upon race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation or any other legally protected status protected under federal, state or local law. Gestalt Community Schools policy regarding equal employment opportunity applies to all aspects of employment, including recruitment, hiring, job assignments, promotion, wage and salary administration, disciplinary actions and terminations. The Chief Operations Officer shall act as the responsible agent in the full implementation and execution of the Equal Employment Opportunity Policy. Gestalt Community Schools will not tolerate any form of unlawful discrimination. All employees are expected to cooperate fully in implementing this policy. Any employee that believes any other employee of Gestalt Community Schools may have violated the Equal Employment Opportunity Policy should report the possible violation to the Chief Operations Officer, or to the Human Resources department as delegated. If Gestalt Community Schools determines that a violation of this policy has occurred, it will take appropriate disciplinary action against the offending party, which can include warnings, suspension or termination. Employees who report, in good faith, violations of this policy and employees who cooperate with investigations into alleged violations of this policy will not be subject to retaliation. Gestalt Community Schools has a no retaliation policy. Any employee who retaliates against another employee for information provided to the Chief Operations Officer or the Human Resources Department for investigation will be subject to disciplinary action, up to and including termination. Title VI of the Civil Rights Act of 1964 Title VI of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, or national origin in programs and activities receiving Federal financial assistance. Specifically, Title VI provides that "no person in the United States shall, on the ground of 6

7 race, color, or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance" (42 U.S.C. Section 2000d). Title VI Coordinator Contact Information Michael McFarland Gestalt Community Schools 2650 Thousand Oaks Blvd. Suite 2370 Memphis, TN Title VI information posters shall be prominently and publicly displayed in common areas at Gestalt Community School locations. Additional information relating to nondiscrimination obligation can be obtained from the Gestalt Community Schools Title VI Coordinator. Non-discrimination information shall be disseminated to Gestalt Community Schools employees annually via the Employee Handbook, which is available through the Employee Portal and via the Gestalt Community Schools website. This information reminds employees of Gestalt s policy statement, and of their nondiscrimination responsibilities in their daily work and duties. All employees of Gestalt Community Schools are provided a copy of the plan through the Employee Handbook and are required to sign an Acknowledgement of Review and Receipt as a condition of their employment. During New Employee Orientation, new employees shall be informed of the provisions of Title VI, and Gestalt Community Schools expectations to perform their duties accordingly. Subcontracts and Vendors All subcontractors and vendors who receive payments from Gestalt Community Schools where funding originates from any federal assistance are subject to the provisions of Title VI of the Civil Rights Act of 1964 as amended. Written contracts shall contain non-discrimination language, either directly or through the bid specification package which becomes an associated component of the contract. Record Keeping: The Human Resource Manager will maintain permanent records, which include, but are not limited to, signed acknowledgements of receipt from the employees indicating the receipt of the Employee Handbook. Copies of Title VI complaints or lawsuits and related documentation, and records of correspondence to and from complainants, and Title VI investigations, will be maintained by the Title VI Coordinator. Title VI Complaint Procedures How to file a Title VI Complaint? The complainant may file a signed, written complaint up to thirty (30) days from the date of the alleged discrimination. The complaint should include the following information: 7

8 - Your name, mailing address, and how to contact you (i.e., telephone number, address, etc.) - How, when, where and why you believe you were discriminated against. Include the location, names and contact information of any witnesses. - Other information that you deem significant. The Title VI Complaint Form may be used to submit the complaint information. The complaint may be filed in writing at the following address: Agency Name: Gestalt Community Schools Contact: Michael McFarland Agency Address: 2650 Thousand Oaks Blvd. Suite 2370, Memphis, TN NOTE: We recommend that all Forms/Information be sent via certified mail that is sent through the U.S. Postal Service. For complaints originally submitted by , an original, signed copy of the complaint must be mailed to the Title VI Coordinator as soon as possible, but no later than 30 days from the alleged date of discrimination. Claim Process All complaints alleging discrimination based on race, color or national origin in a service or benefit provided by Gestalt Community Schools will be directly addressed by Gestalt Community Schools. Gestalt Community Schools shall also provide appropriate assistance to complainants, including those persons with disabilities, or who are limited in their ability to communicate in English. Additionally, Gestalt Community Schools shall make every effort to address all complaints in an expeditious and thorough manner. A letter acknowledging receipt of complaint will be mailed within seven days of receipt of the Complaint. Please note that in responding to any requests for additional information, a complainant's failure to provide the requested information may result in the administrative closure of the complaint. Gestalt will send a final written response letter to the complainant. In the letter notifying complainant that the complaint is not substantiated, the complainant is also advised of his or her right to 1) appeal within seven calendar days of receipt of the final written decision from Gestalt and/or 2) file a complaint externally with the U.S. Department of Education and/or Dept. of Justice Civil Rights Division. Every effort will be made to respond to Title VI complaints within 60 working days of receipt of such complaints, if not sooner. LEP Programs Gestalt Community Schools will take affirmative steps to help LEP students and staff to overcome language barriers so that they can participate meaningfully in each school district s programs. Under Title VI, public schools and LEAs must identify LEP students and provide them educational services so they can learn English-language skills and acquire the knowledge and skills in academic content areas that all students are required to know. 8

9 Similarly, Gestalt Community Schools will ensure that language-minority parents who are not proficient in English receive the same information provided to other parents, in a manner and form they understand. This may include information about their children s program, progress, and disciplinary problems, as well as information about the school s rules, policies, and activities. V. POLICY AGAINST WORKPLACE HARASSMENT Gestalt Community Schools is committed to providing a work environment for all employees that is free from sexual harassment and other types of discriminatory harassment. Employees are expected to show respect to their co-workers and conduct themselves in a professional manner. Gestalt Community Schools has developed a policy against harassment and procedures for employees who have been harassed or have witnessed harassment in the workplace. This policy applies to all work related activities and environments, both inside and outside of the workplace, and includes both social and business activities sponsored by Gestalt Community Schools. The policy against workplace harassment covers all employees, and other individuals who have a relationship with Gestalt Community Schools for which Gestalt Community Schools has the ability to exercise some control over the individual s conduct in places and activities that relate to Gestalt Community Schools work (e.g. directors, contractors, officers, vendors, fellows, volunteers, etc.). SEXUAL HARASSMENT It is the policy of GCS that all employees are responsible for ensuring that the workplace is free from sexual harassment. Because of our strong disapproval of offensive or inappropriate sexual behavior at work, all employees must avoid any action or conduct, which could be viewed as sexual harassment. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexually harassing nature, when: (1) submission to the harassment is made either explicitly or implicitly a term or condition of employment; (2) submission to or rejection of the harassment is used as the basis for employment decisions affecting the individual; or (3) the harassment has the purpose or effect of unreasonably interfering with an individual s work performance or creating an intimidating, hostile, or offensive working environment. OTHER TYPES OF DISCIMINATORY HARASSMENT It is also against Gestalt's policy to engage in verbal, physical or written conduct that offends, or shows hostility or aversion towards an individual because of their race, color, gender, religion, sexual orientation, age, national origin or disability. Discriminatory harassment (1) has the purpose or effect of creating an intimidating, hostile, humiliating, or offensive work environment; (2) has the purpose or effect of unreasonably interfering with an individual s work performance; or (3) otherwise adversely affects an individuals work opportunities. 9

10 REPORTING Any employee who has a complaint of sexual harassment or any other type of discriminatory harassment at work by anyone, including supervisors, co-workers or visitors, should immediately bring the matter to the attention of the Human Resources Department. Possible harassment by others with whom Gestalt Community Schools has a relationship, including vendors, volunteers or parents should also be reported. Alleged violations of this policy may also be reported directly to the Chief Operations Officer. If a supervisor knows of an incident of sexual harassment or any other type of discriminatory harassment, they are required to report it to Human Resources and/or the Chief Operations Officer. All claims of harassment will be thoroughly investigated by Human Resources. Failure to report this information may result in disciplinary action, up to and including termination. If the alleged harasser is a part of the Human Resources department or the Chief Operations Officer, an employee can report the harassment or conduct to the Chief Academic Officer and/or the Chief Executive Operations Officer directly. Gestalt Community Schools will promptly and thoroughly investigate all reports of harassment. We will strive to keep all matters as confidential as practicable. The process will involve interviewing the parties involved and also those parties that may have knowledge relevant to the investigation. If Gestalt Community Schools determines that a violation of this policy has occurred, it will take appropriate disciplinary action against the offending party, which can include warnings, suspension or termination. Employees who report, in good faith, violations of this policy and employees who cooperate with investigations into alleged violations of this policy will not be subject to retaliation. Gestalt Community Schools has a no retaliation policy. Any employee who retaliates against another for information provided to the Human Resources Department or Chief Operations Officer during an investigation will be subject to disciplinary action, up to and including termination. VI. AMERICANS WITH DISABILITIES AMENDMENT ACT (ADAA) Gestalt Community Schools is committed to complying with the Americans with Disability Act and its amendments and will ensure that employment practices are conducted in a non-discriminatory manner. Should employees feel that they require an accommodation, they must get in contact with the Director of Human Resources to discuss their needs. INTERNAL COMMUNICATIONS VII. POLICIES & PROCEDURES 10

11 Employees are responsible for staying up to date on policies, procedures and notices, which have an impact on Gestalt Community Schools. The Charter Management Office ( CMO ) will send out periodic communications to employees providing important announcements, significant accomplishments, and event scheduling. The Human Resources department will periodically send out notices that may have an impact on employee benefits, provide notice of important policy and legal changes, or provide information on training opportunities that may be available OPEN DOOR It is the policy of Gestalt Community Schools to provide each employee with an opportunity to address concerns or ask questions through an open door policy. We encourage you to speak with your immediate supervisor first; however, you are not required to and you may speak with Human Resources or a member of the Executive Team at anytime to address your concerns or questions. BACKGROUND CHECKS All employees are required to undergo a background check as a condition of employment. The employee is responsible for paying the fee for completion of the background check. The required fee will be deducted from the employee s pay during the first pay period. Falsification of employment documents or omission of information by applicants may result in an offer being rescinded or termination of employment. Any Gestalt Community Schools employee charged or convicted of a felony offense must report it to Human Resources within three (3) working days of the charge or conviction. Failure to report such charges or conviction may constitute grounds for immediate termination. An employee charged or convicted of a felony offense may be terminated. Individual cases will be reviewed and appropriate actions will be taken. Any employee who has been charged with abuse against a child and/or selling drugs to a minor child must report it to the Gestalt Community Schools Human Resources department. Failure to report such charges or conviction may constitute grounds for immediate termination. An employee convicted of abuse against a child and/or selling drugs to a minor child may be terminated. Gestalt reserves the right to conduct periodic background checks on employees at any time. Based upon findings from the background checks (nature of felony and/or misdemeanor offense), Human Resources will take appropriate actions up to and including termination. DRUGS AND ALCOHOL Gestalt Community Schools maintains a drug-free workplace. As such, we prohibit the use of non-prescribed drugs or alcohol during work hours. If an employee comes to work under the influence of drugs or alcohol or uses drugs or alcohol during work time, the 11

12 employee will be disciplined in accordance with this policy up to and including termination. We reserve the right to conduct random drug and/or alcohol testing and will also require testing based on reasonable suspicion of all employees. Under Gestalt's drug testing policy, all current and prospective employees must adhere to the drug testing policy. The policy is intended to comply with all state laws governing drug testing and is designed to safeguard employee privacy rights to the fullest extent of the law. Before being asked to submit to a drug test, the employee will receive notice of the request and/or requirements. The employee must also sign a Testing Authorization and Acknowledgement Form confirming that he or she is aware of the policy and employee s rights. If there is a reasonable suspicion that the employee is working while under the influence of an illegal drug or alcohol, the employee will be immediately required to submit to drug/alcohol testing and suspended [with or without] pay until the results of a drug and alcohol test are made available. Any drug testing required or requested by Gestalt will be conducted by a laboratory licensed by the state. All expenses related to the test will be incurred by Gestalt Community Schools. The employee may obtain the name and location of the laboratory that will analyze the employee's test sample by calling the Human Resources Department before the employee is scheduled for testing. If the employee receives notice that the employee's test results were confirmed positive, the employee will be given the opportunity to explain the positive result. In addition, the employee may have the same sample retested at a laboratory of the employee's choice. Retesting is at the expense of the employee. Once the testing is complete and/or once the results of the retest are received, the Executive Leadership Team will review the information and make determinations as to whether the employee has violated this policy. Employee will be disciplined in accordance with this policy up to and including termination. All testing results will remain confidential. Employees must sign a Consent Form prior to the release of results. Test results may be used in arbitration, administrative hearings and court cases arising as a result of the employee's drug testing. Results will be sent to Federal agencies as required by federal law. If an employee declines to submit to either random or reasonable suspicion testing, they will be immediately suspended and they will be subject to immediate termination. NO SMOKING POLICY Gestalt Community Schools recognizes that smoking represents a major health and safety hazard that can have serious consequences for the smoker and nonsmoker alike. Gestalt Community Schools believes that the health and wellness of employees, students, and 12

13 visitors are of primary importance; therefore; smoking and/or the use of all tobacco products are prohibited in all Gestalt Community Schools buildings (school and other facilities) and in Gestalt Community Schools owned vehicles at all times. Smoking and/or the use of tobacco products are prohibited on the grounds during school hours (including evening school programs). SOLICITATION Employees are prohibited from soliciting (personally or via electronic mail) for membership, pledges, subscriptions, collection of money or any other unauthorized purpose anywhere on Gestalt Community Schools premises during work time. Work Time is considered time spent in actual performance of the job duties but does not include lunch period or breaks. Employees are also prohibited from posting, distributing or circulating (on bulletin boards, walls, refrigerators, etc. ) literature or other materials without prior approval of the Director of Human Resources. CONFLICT OF INTEREST Employees of Gestalt Community Schools and the Board of Directors School shall avoid any conflict or appearance of conflict between their personal interests and the interests of the system in dealing with suppliers, customers, and all organizations or individuals doing or seeking to do business with Gestalt Community Schools and/or in dealing with other employees of the Board. Suppliers, customers and organizations shall include, but are not limited to, business firms and corporations; consultants and consulting firms; college and university academic and athletic recruitment programs; university research programs; foundations; and Federal and state government officials. Employees and school board members shall avoid any situation that would result in their having a direct or indirect financial or material interest in firms, corporations or organizations doing business with the system. NEPOTISM No candidate shall be hired for a position where they may report to, or supervise a member of their immediate family. Immediate family is defined as: parent(s), step parent(s), foster parent(s), sibling(s), grandparent(s), spouse {including common law a/o same sex partner}, step child(ren) or ward of the staff member, father-in-law or motherin-law (including parent of same sex partner). Personal relationships with other employees or members of Gestalt Community Schools Board of Directors should be disclosed prior to accepting any offer from the employer. TALENT AND RECRUITMENT Staff members are encouraged to refer friends, family members, and/or former colleagues to positions at Gestalt Community Schools. However, information regarding an applicant and/or the status of their application will not be disclosed. If a current Gestalt Community Schools staff members are invited to participate in the interview process, all information disclosed before, during, or after the candidate's interview should remain confidential. 13

14 We do not discriminate against, or in favor of, applicants or employees based upon race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation or any other legally protected status protected under federal, state or local law. MEDIA RELATIONS Gestalt Community Schools recognizes that from time to time, media personnel will visit the schools and the Charter Management Office ( CMO ). In the event that media personnel visit the schools, employees should immediately get in contact with their school principal. Employees should not speak on behalf of Gestalt Community Schools unless expressly authorized to do so by the Principal. The principal shall notify the Chief Academic Officer and receive approval prior to authorizing and/or speaking on behalf of the school. In the event that media personnel visits the Charter Management Office, employees should immediately get in contact with their supervisor and should not speak on behalf of Gestalt Community Schools unless expressly authorized to do so by the Chief Executive Officer. All requests to document, film, photograph, or record any scholar or staff member of Gestalt Community Schools must be approved by the Human Resources Department. MEDIA RELEASE Throughout the school year, the media may visit our schools to cover special events. Gestalt Community Schools may also wish to use your photograph, voice or work for promotional and educational reasons, such as in publications, posters, brochures and newsletters; on the school s web site, radio station or television; or at community fairs or other special school events. Before your photograph or voice can be used by the media or by the school district, you must give your permission. Upon hire, employees will be provided with a Media Release Form in which employees can opt to allow their photo, voice or work to be used for Gestalt's promotional purposes. MARKETING AND LOGOS The Human Resources Department must approve the use of Gestalt Community School logos on any materials that will be utilized for external purposes. School Principals may approve the use of school logos for the items listed below: Letterhead School memos to scholars and parents School flyers, projects, and posters School apparel SOCIAL MEDIA At Gestalt, we understand that social media can be a fun and an efficient way to share important information with your friends, colleagues, co-workers, students and the general 14

15 public. 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 Principals, Teachers, Non-Instructional and CMO staff who work for Gestalt Community Schools. 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 Gestalt Community Schools, as well as any other form of electronic communication. 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 employee(s) or otherwise adversely affects students, board members, and people who work on behalf of Gestalt Community Schools or Gestalt Community Schools legitimate business community may result in disciplinary action up to and including termination. KNOW AND FOLLOW THE RULES Carefully read these guidelines, Gestalt s Community Schools Employee Handbook, including the Discrimination & Harassment Policy, and 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. From a general standpoint, employees should not engage students of Gestalt Community Schools on social media. Gestalt Community Schools does recognize that in some instances, social media may be used for Gestalt Community Schools business purposes that may involve student communication or involvement. An example would be a teacher utilizing Schoology to track assignments or post school related information. In those instances, employees should discuss the proposed use of social media with their supervisor and the Human Resources Department. BE RESPECTFUL Always be fair and courteous to your fellow employees, students, board members, and people who work on behalf of Gestalt Community Schools. Also, keep in mind that you are more likely to resolve work- related issues 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, 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. 15

16 POST ONLY APPROPRIATE CONTENT Maintain the confidentiality of Gestalt Community Schools trade secrets and private or confidential information. Trades secrets may include information regarding the development of systems, processes, products, know-how and technology. Private or confidential information may include information regarding the medical condition of co-workers or social security numbers of coworkers. Do not post internal reports, policies, procedures or other internal business-related confidential communications. Respect financial disclosure laws. Do not create a link from your blog, website or other social networking site to Gestalt Community Schools website without identifying yourself as an employee of Gestalt Community Schools. Express only your personal opinions. Never represent yourself as a spokesperson for Gestalt Community Schools. If Gestalt Community Schools is a subject of the content you are creating, be clear and open about the fact that you are an employee of Gestalt Community Schools and make it clear that your views do not represent those of Gestalt Community Schools, your co-workers, students, board members and/or people working on behalf of Gestalt Community Schools. An example of the suggested language is as follows: The postings on this site are my own and do not necessarily reflect the views of Gestalt Community Schools. Refrain from using social media while on work time or on equipment we provide, unless it is work-related as authorized by your supervisor or consistent with the company policy. Do not use Gestalt Community Schools addresses to register on social networks, blogs or other online tools utilized for personal use. Gestalt Community Schools has a no retaliation policy. Any employee who retaliates against another for information provided to the Human Resources Department or Chief Operations Officer regarding potential violation(s) of this policy will be subject to disciplinary action, up to and including termination. If you have questions or need further guidance, please contact the Human Resources department. DRESS CODE All employees are expected to be dressed appropriately for the workplace. Employees at the Charter Management Office are expected to wear business casual attire. The Executive Leadership Team may relax the dress code on certain days. School administrators, teachers, and teaching assistants, should be dressed in business casual attire. Male school administrators, teachers, and teaching assistants should wear a tie daily, with the only exception being on Fridays. Female teachers and administrators should wear business casual attire daily, with the only exception being on Fridays. On 16

17 Fridays, teachers and administrators are allowed to wear casual attire, but may not wear jeans unless specifically authorized by school leadership. School custodial staff should wear clean jeans, khakis, or other comfortable pants. Shirts should not contain any printed information that represents violence, inappropriate language, or other offensive material. The following attire is not permitted for any Gestalt Community Schools employee: gym clothes sweat pants flip flops short skits (skirts should be at least knee length) skirts with high splits see-through shirts or pants shorts spaghetti strap shirts fishnet stockings low-cut shirts halter tops tube tops and tube dresses any clothing that is too tight and/or too revealing If an employee wears jeggings, leggings, or tights, the employee must wear a tunic type shirt that is long enough to cover the buttocks and cannot be shorter than 3 inches above the knee. Gestalt Community Schools reserves the right to instruct an employee who is not in compliance with the dress code policy to change their attire. Employees who are asked to change their attire will be required to use their accumulated leave to account for time missed due to violation of the dress code policy. Failure to abide by the terms of this policy may subject employees to discipline, up to and including termination. PARKING All employees are required to park in defined parking spaces. Employees a prohibited from parking in fire zones, no parking zones (where stated or slanted lines across the space), or handicapped spaces (unless decal is present). Any employee who parks in these zones will be subject to towing at their expense. In the event the school receives a fine by the Fire Department, Police Department, Americans with Disabilities, or any other agency for parking violations, the fine will be payroll deducted from the employee in violation. VIII. CONFIDENTIAL INFORMATION AND INTELLECTUAL PROPERTY 17

18 CONFIDENTIAL INFORMATION From time to time, employees of Gestalt Community Schools may come into contact with confidential information, including but not limited to information about Gestalt Community Schools members, suppliers, finances and business plans. Employees are required to keep any such matters that may be disclosed to them or learned by them confidential. Furthermore, an employee for personal gain or to further an outside enterprise must not use any such confidential information obtained through employment with Gestalt Community Schools. INTELLECTUAL PROPERTY Any intellectual property, such as trademarks, copyrights, logos and patents, C3 curriculum, curriculum maps, assessments, and any work created by an employee in the course of employment at Gestalt shall be the property of Gestalt and the employee is deemed to have waived all rights in favour of Gestalt. Work, for the purpose of this policy refers to written, creative or media work. All source material used in presentation or written documents must be acknowledged. IT INFORMATION STORAGE AND SECURITY Employees of Gestalt Community Schools using any storage devices (CD s, USB s, External Drives) must acknowledge that these devices and their contents are the property of Gestalt Community Schools. Furthermore, it should be understood by employees, that company equipment should be used for company business only. Downloading of personal materials on company equipment can be harmful to said equipment and should not be done. IX. EMPLOYEE SAFETY WEAPONS Weapons are not permitted on any property of Gestalt Community Schools. Any employee who has knowledge of or has reason to believe that an employee, student, visitor, volunteer, or member of the community has a weapon on Gestalt Community Schools premises should immediately notify their principal or supervisor. Once notice of an alleged violation of the weapons policy is received, supervisors and/or principals should immediately investigate the validity of the report and if appropriate, get in contact with local authorities. Any violations will result in disciplinary action, up to and including termination. WORKPLACE VIOLENCE AND BULLYING Gestalt Community Schools will not tolerate workplace violence, including physical contact, intimidating or threatening behavior, bullying and/or verbal assault among its employees, visitors, volunteers, students, or members of the community. Any employee who has knowledge of or has reason to believe that an employee, student, visitor, 18

19 volunteer, or member of the community has violated this policy while on Gestalt Community Schools premises should immediately notify their principal or supervisor. Once notice of an alleged violation of the workplace violence policy is received, supervisors and/or principals should immediately investigate the validity of the report and if appropriate, get in contact with local authorities. Any violations will result in disciplinary actions, up to and including termination. PETS Gestalt Community Schools and offices are places of business, and to ensure the safety of our staff, students, vendors, and general public, pets are not welcome during normal working hours. Staff and visitors with seeing-eye dogs are the exception. WORKER S COMPENSATION & UNEMPLOYMENT INSURANCE Gestalt Community Schools maintains workers compensation insurance pursuant to the laws of the State of Tennessee. Employees have the option of utilizing their paid time off to remain in a full pay status during the 7-day waiting period or taking unpaid leave prior to becoming eligible to receive compensation under the workers compensation policy. Employees are required to report any work related injuries to the Human Resources Department, no later than 24 hours after the alleged occurrence. Employees seeking unemployment benefits should get in contact with the Tennessee Department of Labor and Workforce Development. Gestalt Community Schools does not make determinations on eligibility for unemployment benefits. X. ATTENDANCE AND HOURS OF WORK Attendance is a key factor in your job performance. Punctuality and regular attendance are expected of all employees. Excessive tardiness, absences or leaving early will be grounds for discipline up to and including termination. All employees are expected to adhere to attendance provisions as outlined below: PRINCIPALS, DEANS, AND TEACHER ATTENDANCE In an ideal world, all teachers would be present and able to teach each day. Even the most talented and engaged substitute teacher is never as effective as the regular teacher. We know, however, that emergencies arise and that there are times when a substitute is necessary. We want teachers to feel comfortable in taking a sick day or a personal day when it is needed, provided hours are available. We do, however, urge you to schedule all appointments outside the school day whenever possible. The teacher workday is generally from 7:00am to 5:00pm. The expected arrival and departure of teachers, deans and principals are determined by the Principal and the Leadership Team for each location. Principals are expected to arrive at work at least ½ hour prior to the start of the school day. Deans will arrive at their assigned school based on the schedule outlined by the principal. However, the workday is subject to 19

20 modification by the principal of the location in which the employee is assigned. Each teacher must be signed in and secure his/her radio at the designated start time. Teachers will need to be on their assigned duty post each day. All faculty and staff must sign in and out daily. Subject to the provisions of any statutory requirements, teachers, deans and principals are expected to keep their attendance to 97%. Once a teacher, dean or principal s attendance gets below 95%, a written warning, as outlined in the disciplinary process, will be placed in the employee s file. Attendance shall include both absences and late arrivals to work. When teachers or deans need to leave before 5:00 p.m. they must submit a written request to the principal for approval. When teachers or deans leave before 5:00 p.m. they must sign out at the exact time of departure from the school site to ensure that there is proper tracking and coverage for the remaining school hours. Teachers and deans must complete the following steps in order to secure approval for planned and unplanned absence(s): 1. If the leave is planned, teachers and deans should provide at least 2 weeks notice to the principal. a. Send an to your principal outlining your need for leave to include the following information: dates, times and reason for request. b. The principal will approve or decline based on overall school operational needs. Once approved, the absence should be entered into the absence management system so that a substitute (if warranted) can be assigned. 2. For unplanned leave or emergencies, please follow the protocol: a. Please call school principal by 6:00am and enter the appropriate information in the assigned substitute scheduling system. b. Teachers should lesson plans for the substitute by 6:30 am. Lesson plans should be ed to both your principals and deans. Teachers, deans and principals will not be permitted, absent emergent circumstances, to take leave during black out dates which include State Mandated TCAP testing, EOC testing and the day before and after holidays. The Chief Academic Officer may declare other blackout dates based on circumstances that arise during the course of the year. Principals should follow the same practices as outlined for deans and teachers with regards to getting in contact with the Chief Academic Officer and/or Director of Leadership Development, if they have a planned or unplanned absence. Principals, deans, and teachers, should make every effort to speak directly with their supervisor via telephone. If you are unable to reach your supervisor via telephone after 3 attempts, please send an notification to the supervisor with copy to Human Resources and the School Secretary. Texting is not a substitution for a telephone call to the immediate supervisor. 20

21 If a principal, dean, or teacher has been out of work for three consecutive days due to injury or illness, a doctor s statement must be provided upon his/her return to work. If an employee does not provide a return to work note upon his/her return to work, he or she will not be permitted to return to work until such time as a note has been received from their physician. Employees will be required to use personal time off (PTO) to remain in a paid status during their absence. If no PTO is available, they can take, with supervisor approval, the time as leave without pay. If the leave would be covered under the Family and Medical Leave Act, it will be designated as outlined under the Family and Medical Leave policy. If a principal, dean or teacher fails to report to work for 3 consecutive days and fails to notify Gestalt Community Schools, they will be deemed to have voluntarily resigned and they will be terminated from his/her position. NON-INSTRUCTIONAL AND CMO EMPLOYEES Non-instructional employees at the schools should speak with their direct supervisor regarding their hours of work. Office hours at the CMO are generally from 8:00am to 5:00pm. However, CMO employees should speak with their direct supervisor regarding specific hours of work. Any time missed from work must be reported. If the employee is unable to report to work, they must immediately notify their supervisor and must complete the following steps in order to secure approval for planned and unplanned absence: 1. If the leave is planned, employees must provide at least 2 weeks notice to your supervisor. a. Provide an to your supervisor with copy to Human Resources. b. The must include the dates and reason for request. c. The supervisor will approve or decline based on overall operational needs. 2. For unplanned leave or emergencies, please follow the protocol: a. Please call your supervisor by 6:00 am. b. If you are unable to reach your supervisor, you must get in contact with Human Resources. Employees should make every effort to speak directly with their supervisor via telephone. If you are unable to reach your supervisor via telephone after 3 attempts, please send an notification to the supervisor with copy to Human Resources. Salaried and hourly employees will be required to use PTO for all planned and unplanned absences. If a Non-Instructional or CMO employee has been out of work for three consecutive days due to injury or illness, a doctor s statement must be provided upon his/her return to work. If an employee does not provide a return to work note upon his/her return to work, he or she will not be permitted to return to work until such time as a note has been received from their physician. Employees will be required to use personal time off 21

22 (PTO) to remain in a paid status during their absence. If no PTO is available, they can take, with supervisor approval, the time as leave without pay. If the leave would be covered under the Family and Medical Leave Act, it will be designated as outlined under the Family and Medical Leave policy. Non-Instructional or CMO employee fails to report to work for 3 consecutive days and fails to notify Gestalt Community Schools, he or she will be deemed to have voluntarily resigned and will be terminated from his or her position. XI. PAYROLL AND SALARY ADMINISTRATION TIMESHEETS All hourly, non-exempt employees will be required to submit a timesheet weekly. Timesheets are due by the time specified by the Human Resources department. MEAL AND REST PERIODS It is the policy of Gestalt Community Schools that employees who work six (6) hours or more per day must take a minimum of thirty (30) minutes for a lunch period. Lunch periods are unpaid time. Hourly employees must report the specific time for lunch on their timesheet weekly. COMPENSATORY TIME AND OVERTIME Exempt employees are not eligible for overtime or compensatory time. Non-exempt employees are eligible for overtime paid at time and a half. Non-exempt employees must report all hours worked during the pay period. Overtime is based on a 40-hour workweek. Holidays, personal days, and vacation days do not have an impact on the overtime calculation. Only actual hours worked will have an impact on overtime. Your supervisor must authorize all work performed above the standard 40-hour workweek. PAYDAYS All full-time, benefits eligible employees will be paid semi-monthly, on the 15 th and last day of the month. Should either of these dates fall on the weekend or a holiday, payroll will be processed on the preceding business day. Part-time employees, contractors, substitutes and paid fellows will be paid bi-weekly. All employees will be paid via direct deposit. We are unable to accommodate request for payroll advancement. PAYROLL DEDUCTIONS Gestalt Community Schools will provide payroll deductions for employee benefits offered through Gestalt Community Schools via Shelby County Unified School District 22