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RESPONSETOTHESCHOOLDISTRICTOFTHECITYOFYORKS

REQUESTFORPROPOSALSFOREXTERNALPROVIDERSOF
EDUCATIONALSERVICES

Appendix7:
HumanResourcesDocuments
Organizationalchartandleadershipjobdescriptions
Leaderbackgrounddocuments(e.g.bioorresume)
Employmentpolicy(e.g.evaluationrubric,dispute
resolution)documents
Boardpolicy(e.g.codeofconduct&conflictofinterest)
documents

Governing Board
CSUSA Executive Team
CSUSA Support Center
Regional Director
of Education
Regional Support
Team
Curriculum Specialists
Special Education
Coordinator
Business Manager
HR Coordinator
Facility Director
IT Coordinator
School Principals
School Staff
City of York School District
Proposed Organizational Structure
JON HAGE
Founder and CEO Charter Schools USA
From his service in the U.S. Army to his creation of Charter Schools
USA (CSUSA), Jon Hages personal life and professional career have
been dedicated to service, leadership and creating systemic change.
Mr. Hage founded CSUSA in 1997 as a concept designed to impact
the nations education system. Today, CSUSA is one of the fastest
growing and largest school management companies in the United
States. CSUSA employs approximately 5,000, educates nearly
50,000 students and is responsible for 58 schools in seven states.
According to state and federal performance standards, CSUSA is a
high-performing network serving a more diverse set of students than
the nation as a whole.
Mr. Hage is recognized by many in the education eld as an innovator
who is on the forefront of educational reform. In 2012, Mr. Hage was
named the Floridian of the Year by Florida Trend Magazine. This
recognition stems from his unique approach to education that is
based on choice, student achievement and parental involvement.
At every CSUSA school, parent involvement is required, active
citizenship is emphasized and high performing teachers are rewarded.
Mr. Hage formerly served honorably in the United States Army, Army
National Guard and Army Reserves as a commissioned ocer in the
U.S. Special Forces. Mr. Hage earned his Bachelors degree from the
University of Colorado and his Masters Degree from Georgetown
University. He resides in Ft. Lauderdale, FL with his wife Sherry and
their four children.
SHERRy HAGE
Chief Academic Ocer
Sherry Hage is a seasoned educator who built her career on the
frontlines of education in the classroom. A teacher for 17 years, Mrs.
Hage served in the elementary and middle schools for the Broward
County Public School District. Today, she serves as the Chief
Academic Ocer for CSUSA.
During her time with Broward Public Schools she also served in the
curriculum department as a teacher on special assignment.
Her time as a teacher has impacted her role with CSUSA. Mrs.
Hage has a strong understanding of the balance between educators
and students. During her time with CSUSA she has aligned the
CSUSA Educational Model and the Student Information System
with Sunshine State Standards to ensure that the combination is
innovative and stimulating for the teacher and the student.
She is a keen supporter of educators, believing in their ability to
guide and move all students to higher levels of performance and
prociency, serving as a model for high academic achievement.
Mrs. Hage has also served as an adjunct professor at the Florida
International University and earned her masters degree in Education
from the University of Maryland.
RICHARd GARCIA
Chief Financial Ocer
Richard Garcia has more than 25 years of domestic and international
experience in established and entrepreneurial companies. Prior to
CSUSA, Garcia was the CFO for the entertainment giant Ion Media
Networks. Ion owns and operates the nations largest broadcast
television station group reaching more than 94 million television
households. Prior to this, Garcia was the controller of DirecTV
Latin America LLC, a satellite television provider based in Fort
Lauderdale. Garcia spent the rst ten years of his career working for
the international accounting and auditing rm of Deloitte.
Garcia made the jump to CSUSA in 2011. He is a CPA and a graduate
of Florida International University.
RICHARd pAGE
Executive Vice President of Development
As Executive Vice President of Development, Mr. Page oversees
the companys growth strategy by identifying markets and working
with stakeholders to develop new schools across the United
States. Under his leadership CSUSA has grown from 1 state (FL)
with little national presence to currently operating in 7 states
and a national industry leader. Mr. Page has also been the Vice
President of Operations for CSUSA where he oversaw school
facilities, maintenance, contract management, enrollment &
marketing, information technology, governance, and planning and
communications. Prior to joining CSUSA, Mr. Page was the COO
and CFO for a land development/resort operations company in
the Florida panhandle. He also spent six years in the management
consulting industry working for Bearing Point (formerly KPMG
Consulting) as a Manager in the State of Florida government
practice with lead responsibility for Health and Human Services.
Mr. Page started his career as an employee with the State of Florida
performing various roles primarily related to economic forecasting
and health care reform. Mr. Page holds Bachelors and Masters
degrees in Economics from Florida State University and is a Certied
Public Account.
DEBBIE VON BEHREN
Executive Vice President of Strategy
Debbie Von Behren is Executive Vice President of Strategy for
Charter Schools USA. Her professional career spans three decades
and includes elementary, secondary and post secondary education
as well as strategic planning, organizational development and
executive leadership. Prior to joining CSUSA, she was co-founder
and president of a successful strategic planning and organizational
development consulting company. As president, she led her rm in
many successful engagements in the US, Canada, South and Central
America, Europe and Asia. Clients included Dell, Hewlett Packard,
Nike Global Retail, Disney, Sun Trust Banks, The City of Coral
Springs, Florida, Florida Division of State Parks and many other world
class organizations.

Ms. Von Behren received her Bachelors degree in Education from
Florida Bible College and subsequently taught elementary, middle
and high school. After completing advanced degree work at the
University of Central Florida in Organizational Development and at
Rollins Colleges Master of Liberal studies, Ms. Von Behren became
an adjunct professor at Valencia Community Colleges School of
Business and Industry.
BILLY MILLER
Vice President of Education
Talent Acquisition & Development
Billie Miller joined the Education Team of Charter Schools USA in
2010 after serving six years as principal of Coral Springs Charter
School, a high performing 6-12 school. Ms. Miller served as the
Senior Director overseeing school leadership until fall of 2013 when
the new Talent Acquisition & Development Department was formed.
Ms. Miller and her team are responsible for recruiting, training and
developing quality talent for our CSUSA schools. Prior to coming
to CSUSA, Ms. Miller served as a teacher, school administrator and
district administrator for Broward County Schools for over 30 years.
ROBIN SANDLER
Vice President of School Operations
Robin Sandler joined CSUSA in 2006 as the principal of Keys Gate
Charter School and the Keys Gate Charter High School. Her success
as a principal aorded her the opportunity to open the Renaissance
Charter School at Coral Springs and the Renaissance Charter School
at University. A lifelong educator, Sandler began her career as a
special education teacher in the NYC public school system before
serving as a principal for the Long Island School District. Mrs. Sandler
holds a Bachelors degree in elementary education, a Masters
degree in special education and certication in administration and
supervision, all from the City University of New York.
SCOTT WOODREY
President - Red Apple Development
Scott Woodrey joined Red Apple Development during the
summer of 2008, with over 20 years of experience in acquisition
and development. As President of Red Apple Development LLC,
Woodrey oversees land acquisition, entitlement, development,
construction and maintenance of school facilities. Woodrey brings
extensive experience in planning, design, and project management
for new construction. Prior to joining Red Apple Development,
Woodrey spent nine years as a division president for a Fortune 400
developer. Woodrey holds a bachelors degree in nance and is a
state certied general contractor.
JIM LONERGAN
Vice President - Red Apple Development
Jim Lonergan is the Vice President of Development for Red Apple
Development, LLC. Jim began his Development & Construction
career with Lennar Homes in 1985 and was Vice President of
Construction there. Jim is a Florida State Certied General
Contractor. Jim has over 25 years of experience in site acquisition,
development, and construction. Jim joined Red Apple in 2010 and
became Vice President in 2013.
Job Description
Principal
Job Title: PRINCIPAL
Reports to: Vice President of Education
Job Code: 410X00
Revision Date: 01/2009
JOB PURPOSE
Serves as the site based leader of the school. Responsible for implementing and
managing the policies, regulations, procedures and CSUSA curriculum, to ensure all
students have a safe learning environment and receive instruction that meets or exceeds
CSUSA standards. Responsible for leading curriculum content and course development,
program evaluation, extracurricular activities, personnel management, financial
management, facilities operations, emergency procedures, and resource scheduling.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Serves as Educational Leader of the School
x Develops and coordinates educational programs in accordance with CSUSA and
state standards and guidelines.
x Supervises the guidance program to enhance individual student education and
development.
x Leads school-level planning of processes to ensure development,
implementation, and evaluation of all school programs and activities.
x Supervises the instructional programs of the school, ensures lesson plans are
evaluated and observes classes on a regular basis to encourage the use of a
variety of instructional strategies and materials consistent with CSUSA guidelines
and procedures.
x Requests and allocates supplies, equipment and instructional material as
required in CSUSA guidelines and procedures.
x Formulates student personnel policies within CSUSA guidelines.
x Approves and provides supervision to school student activity programs.
x Provides regular opportunities for students to celebrate success in instructional
programs and extracurricular activities
Serves as Chief Administrator of School
x Plans, organizes, and directs implementation of all school activities.
x Works to achieve/sustain 100% of projected student enrollment capacity.
x Establishes and promotes high standards and expectations for all students and
staff for academic performance and responsibility for behavior.
x Maintains a professional rapport with students and staff.
x Operates school within approved budget ad follows budgetary guidelines.
x Delegates authority to responsible personnel to assume responsibility for the
school in the absence of the principal.
x Tours school frequently to monitor safety, security and effectiveness of school
programs.
x Plans and directs building maintenance.
Job Description
Principal
x Supervises all operations involving the management of the school including
school funds, payroll, purchases, inventories and office operations.
x Prepares and submits the schools budgetary requests and monitors
expenditures.
x Prepares or supervises the preparation of reports, records, lists and all other
paperwork required or appropriate to the schools administration.
x Plans and supervises fire drills, emergency readiness programs and ensures a
safe school environment.
x Directs preparation and maintenance of class schedule, cumulative records and
attendance reports.
x Ensures personnel and student records are complete and secure.
x Ensures compliance with Federal, state, and local regulations and policies.
x Communicates with supervisor regularly about the needs, successes, and
general operation and performance of the school.
x Supervises and establishes schedules and procedures for the supervision of
students in non-classroom areas, including before and after school, and student
pick-up and drop-off areas.
x Completes in a timely fashion all records and reports as requested by CSUSA.
x Manages and administers CSUSA workers compensation program.
x Follows policy for the schools Abuse posting requirements.
x Adheres to statutory, regulatory and company hiring guidelines, including
completing background checks for all school personnel, contacting references
and verifying employment history.
Supervises and Develops Staff
x Motivates staff to achieve school objectives.
x Communicates with staff and is responsive to their workplace-related needs.
x Evaluates performance of staff and provides ongoing performance feedback.
x Counsels staff regarding inappropriate behavior or violation of CSUSA policies
and/or practices.
x Adheres to Human Resources policies and practices. Notifies appropriate
CSUSA personnel of serious employee violations.
x Maintains a productive and positive employee climate.
x Selects and hires school staff, including teachers and school-based support staff.
x Adheres to statutory, regulatory and company hiring guidelines, including policies
and procedures for background check and employment history verification.
x Ensures the annual re-appointment process of staff is completed timely and
within budget.
Communicates with Stakeholders
x Communicates regularly with parents, seeking their support and advice, to create
a cooperative relationship to support the students in the school.
x Establishes and maintains relationships with colleges, community organizations
and other SCUSA schools to promote the school.
x Confers with teachers, students, and parents concerning educational and
behavioral issues in school.
x Maintains a positive, cooperative, and mutually supportive relationship with
CSUSA, parents and community.
x Confers with Board Members and responds appropriately to issues that arise
Job Description
Principal
x Represents school and SCUSA at community functions.
x Uses effective presentation skills when addressing students, staff, parents, board
member and the community.
x Articulates the schools vision, values, and goals and models those values.
x Attends special events held to recognize student achievement, attends school
sponsored activities, functions and athletic events.
x Promotes school in community.
**MAY PERFORM OTHE DUTIES AS ASSIGNED**
DISCLAIMER
The above statements are intended to describe the general nature and level of work
being performed by people assigned to this job. They are not intended to be an
exhaustive list of all responsibilities, duties and skills required of personnel so classified.
SKILLS AND KNOWLEDGE
1. Demonstrated ability to lead people and get results through others.
2. Ability to think ahead and plan over a 1-2 year time span.
3. Ability to organize and manage multiple priorities.
4. Problem analysis and problem resolution at both a strategic and functional level.
5. Collaborate to establish and manage the schools budgets and resources, including
negotiating variances and related reporting.
6. Employee training and development.
7. Strong customer and student orientation.
8. Establish excellent interpersonal skills between all constituents: being courteous,
professional, and helpful; Oral (including presentations), Written, Interpersonal
(active listening), Negotiating and Influencing.
9. High performance teams and a strong team player.
10. Strong track record for analyzing complex problems/issues, identifying patterns and
recommending creative solutions.
11. Broad conceptual perspective and forward-thinking on business issues and their
long-term impact on the business unit, the finance function and the firm. Ability to
systematically analyze complex issues and data.
12. Proactive and takes initiative. Thinks creatively. Drives projects to completion.
Insists on highest level of quality.
13. Detailed knowledge of Federal, State, and local requirements for K-12 schools and
charter school law preferred.
JOB REQUIREMENTS
x Masters degree (MA) from an accredited college or university or equivalent.
x Florida Professional Certification in Educational Leadership.
x 2 - 5 years relevant experience (in school administration preferred) and/or training.
x Experience in student instruction.
x Computer literacy skills; proficient in Windows, MS Word, Excel, Outlook,
PowerPoint; Student Information System (SIS).
x Equivalent combination of education and experience.
x Such alternatives to the above requirements as CSUSA may find appropriate and
acceptable.
PHYSICAL DEMANDS
Job Description
Principal
x No physical exertion required.
x Required to sit and/or stand for long periods of time.
x Light work: Exerting up to 20 pounds of force occasionally, and/or up to 10
pounds of force as frequently as needed to move objects.
WORK ENVIRONMENT
The work environment characteristics described here are representative of those an
employee encounters while performing the essential functions of this job. Reasonable
accommodations may be made to enable individuals with disabilities to perform the
essential functions.
The noise level in the work environment is moderate. Noise level may rise during periods
of high student traffic.
TERMS OF EMPLOYMENT:
x Salary and benefits shall be paid consistent with CSUSA salary and benefit
policy. Length of the work year and hours of employment shall be those
established by Charter Schools USA.
x This document does not create an employment contract, implied or otherwise,
other than an at will relationship.
FLSA OVERTIME CATEGORY:
Job is exempt from the overtime provisions of the Fair Labor Standards Act (FLSA).
EVALUATION:
Performance will be evaluated in accordance with Charter Schools USA Policy.
DECLARATION
Human Resources retains the sole right and discretion to make changes to this job
description. Any employee making changes unauthorized by the CEO or the Senior
Director of Human Resources will be subject to disciplinary action up to and including
termination.
Job Description
Assistant Principal
Job Title: ASSISTANT PRINCIPAL
Reports to: Principal
Job Code: 410X00
Revision Date: 01/2009
JOB PURPOSE
Assist the principal in providing school-wide leadership so as to promote the educational
development of each student and to ensure the effective operation of the assigned
school.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Serves as Educational Leader of the School
x Assists the principal in establishing and maintaining an effective learning climate in
the school.
x Assists the principal in the overall administration of the school.
x Serves as principal in the absence of the regular principal.
x Assists the principal in the design and implementation of programs, based on current
educational theory and research, to meet the specific needs of the school and its
students.
x Facilitates and evaluates, in assigned departments, the CSUSA-approved
instructional program in a manner designed to maximize the cognitive and affective
progress of each student.
x Assists the principal in the acquisition and utilization of instructional supplies,
equipment and textbooks for the school.
x Assists the principal in facilitating services for all students in the school including, but
not limited to, those with special needs.
x Participates, as requested, in school-level activities to design educational philosophy
and goals which maximize student growth.
x Assists the principal in overseeing the facility and grounds of the assigned school
and makes recommendations about short-range and long-range needs.
x Assists in the development of a schedule which maximizes the educational program
for students and utilizes district resources to their greatest advantage.
x Assists the principal in conducting an on-going assessment of the educational
program in the assigned school, including the strengths and areas in need of
improvement; the analysis of test results, attendance records, discipline reports;
feedback from students, staff, administrators and parents; and other formal and
informal data.
Serves as Administrator of School
x Evaluates staff in assigned departments in accordance with state law and regulation,
and CSUSA policy and practices.
Job Description
Assistant Principal
x Assists the principal in the recruiting, screening, recommending and assigning of
school staff. Is familiar with hiring statutory laws and state regulations.
x Assists the principal in the orientation of new staff in accordance with state law and
regulation as well as CSUSA policy and procedures.
x Assists the principal in generating and maintaining personnel records, reports and
documentation as required by state and federal law and regulation as well as by
CSUSA policy and procedures.
x Works to achieve/sustain 100% of projected student enrollment capacity.
Student Management
x Maintains high standards of student conduct and enforces discipline as necessary,
according due process rights of the students
x Establishes and publishes guidelines for proper student conduct in keeping with state
law, CSUSA policy and school practices in cooperation with the principal
x Attends school-related activities and events to oversee student behavior and
achievements
x Generates and maintains accurate discipline records
x Works with students, staff, parents, law enforcement officials and others in the
implementation of student behavior codes in cooperation with the principal
Communicates with Stakeholders
x Assists the principal in promoting on-going, two-way communications with relevant
audiences (i.e., students, staff, parents, community residents) to enhance the
educational program provided by the school.
x Assists the principal in utilizing the resources of the school and community to
enhance the educational program
x Serves as a member of such committees and attends such meetings as directed by
the principal and/or Superintendent
**MAY PERFORM OTHER DUTIES AS ASSIGNED**
DISCLAIMER
The above statements are intended to describe the general nature and level of work
being performed by people assigned to this job. They are not intended to be an
exhaustive list of all responsibilities, duties and skills required of personnel so classified.
Job Description
Assistant Principal
SKILLS AND KNOWLEDGE
1. Demonstrates enthusiasm and commitment toward the job and the mission of the
company; supports the companys values in the strategic areas of academic
excellence, operational performance, superior culture, and financial health and
growth, as outlined in the Employee Handbook.
2. Demonstrated ability to lead people and get results through others.
3. Establishes excellent interpersonal skills between all constituents: being courteous,
professional, and helpful; demonstrates high level of interpersonal skills to handle
sensitive and confidential situations. Position continually requires demonstrated
poise, tact and diplomacy.
4. Work and interact with individual at all levels of the organization.
5. Think ahead and plan over a 1-2 year time span.
6. Ability to organize and manage multiple priorities.
7. Ability to consistently be at work, to arrive on time, to follow instructions, to respond
to management direction and solicit feedback to improve performance.
8. Looks for ways to improve and promote quality and demonstrates accuracy and
thoroughness. Strives to research, evaluate and implement best practices.
9. Ability to work with large amounts of data, to interpret data, to detect errors, and
prepare reports.
10. Strong customer and student orientation.
11. Proactive and takes initiative. Thinks creatively. Drives projects to completion.
Insists on highest level of quality.
JOB REQUIREMENTS
x Masters degree (MA) from an accredited college or university or equivalent.
x Florida Professional Certification in Educational Leadership.
x 2 - 5 years relevant experience (in school administration preferred) and/or training.
x Experience in student instruction.
x Equivalent combination of education and experience.
x Such alternatives to the above requirements as CSUSA may find appropriate and
acceptable.
WORK ENVIRONMENT
While performing the responsibilities of this position, the work environment
characteristics listed below are representative of the environment the employee will
encounter:
x Usual school working conditions.
PHYSICAL DEMANDS
x No physical exertion required.
x Travel within or outside of Florida.
x Light work: Exerting up to 20 pounds of force occasionally, and/or up to 10
pounds of force as frequently as needed to move objects.
Job Description
Assistant Principal
TERMS OF EMPLOYMENT
x Salary and benefits shall be paid consistent with CSUSA salary and benefit
policy. Length of the work year and hours of employment shall be those
established by Charter Schools USA.
x This document does not create an employment contract, implied or otherwise,
other than an at will relationship.
FLSA OVERTIME CATEGORY
Job is exempt from the overtime provisions of the Fair Labor Standards Act.
EVALUATION
Performance will be evaluated in accordance with Charter Schools USAs policy.
DECLARATION
Human Resources retains the sole right and discretion to make changes to this job
description. Any employee making changes unauthorized by the CEO or the Senior
Director of Human Resources will be subject to disciplinary action up to and including
termination.
Page 226 of 428


Position Description



Position Title: Dean of Students
Reports to: Principal


JOB PURPOSE

Responsible for developing and enhancing elective courses, afterschool college preparation programs and
workshops, and parent involvement networks. Responsible for ensuring the overall security, safety, and
wellbeing of students and staff, and assists the Principal in the implementation of CSUSA policies and school
oversight.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Education Responsibilities
Ensures teachers are organized, manage their time well and cover proper curriculum and cover proper
curriculum conforming to State and CSUSA mandates.
Conducts 3-minute walk through; reports non-compliance to Principal.
Ensures teachers follow curriculum maps to maximize high assessments test scores.
Works with Principal, Assistant Principal and Lead Teachers to observe and evaluate designing and planning
of instruction, execution of education, classroom environment.
Informs teachers of expectations prior to observing/evaluating. Uses announced and unannounced
evaluations.
Debriefs each observation/evaluation with a post conference.
Ensures classroom teachers are using Personal Learning Plans (PLP) which personalize instruction and
differentiate CSUSA schools from district schools.
Ensures teachers meet with students individually.
Conducts PLP training and checks PLPs quarterly.
Supervises the setting of grade level goals for teachers who set classroom goals.
Analyzes data from formative and summative assessments throughout the school.
Works with Leadership Team to set annual school goals based on previous years data.
Analyzes benchmark data.
Checks grade books to ensure correct input of grades.
Monitors that teachers are using assessment data for targeted and differentiated instruction.
Visits classrooms regularly; provide coaching on classroom management.
Serves as liaison with Corporate Education to advises of what is effective in the classroom.
Provides professional development/coaching on research based instructional strategies.

Operations
Assigns teachers to arrival and dismissal duties; creates, posts and updates schedules.
Creates schedules so that specialized teachers are scheduled properly.
Creates schedule and assigns specialist teachers for special area schedule to ensure teacher coverage of PE,
Music, Art, Spanish, Computer, Library.
Dean of Students
04/2011

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Position Description


Designs schedule to create common planning time so that classroom teachers can attend grade level cluster
meetings.
Balances schedule so that special teachers have equally distributed planning time.
Designs schedule so that gifted and talented students have time for key activities and have a variety of
specialized teachers.
Places students to ensure students are with appropriate teacher.
Checks cumulative files for learning problems to ensure student is in correct learning environment.
Oversees and monitors progress reports and report cards before distribution date to ensure completeness and
accuracy.
Oversees, interviews, arranges and orients substitute teachers to ensure smooth transition for substitute and
students.

Discipline
Investigates problems of disciplinary nature, documents information and reports findings and decisions to
the appropriate individuals.
Reports on investigations of offenses committed by students
Investigates referrals where student or school property is stolen or reported missing.
Works closely with the school guidance counselor, principal and local law enforcement agencies and make
referrals as appropriate.
Recommends appropriate sanctions including detentions, campus service, suspensions and referrals to the
Principal for appropriate action.
Makes periodic tours of campus to ensure that school and school board policies are being enforced.
Assists with the enforcement of school/state attendance policies.
Counsels students and parents where behavioral problems are involved.
Assists with the supervision of organized student gatherings and see that all equipment is operative
Coordinates school bus supervision before and after school.
Coordinates the student lunchroom and work duty assignments.
Assists with the supervision of students detained after school hours for disciplinary reasons
Provides information to the principal regarding teachers' effectiveness in classroom management and pupil
control.
Ensures school code of conduct is enforced consistently.
Participates in school based leadership opportunities (i.e.: team meeting, lead teacher meeting, etc).
Convenes scheduled meetings with Guidance Counselors and Principal to discuss individual cases and the
well-being of the student body.

**MAY PERFORM OTHER DUTIES AS ASSIGNED**




DISCLAIMER

Dean of Students
04/2011

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Position Description
The above statements are intended to describe the general nature and level of work being performed by people
assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills
required of personnel so classified.
SKILLS AND KNOWLEDGE
Demonstrates enthusiasm and commitment toward the position and the mission of the company; support the
companys values in the strategic areas of academic excellence, operational performance, superior culture,
and financial health and growth, as outlined in the Employee Handbook.
Possesses strong time management & organizational skills and the ability to prioritize effectively and
complete work with little supervision within agreed timeline.
Has the ability to establish and maintain effective working relationships with teachers, students, parents, the
community, and administrative staff. Is sensitive to corporate needs, employee goodwill, and the public
image, as unique situations present themselves.
Possesses excellent interpersonal skills and displays such between all stakeholders: being courteous,
professional, and helpful.
Possesses excellent communication skills: Oral (including presentations), Written, Interpersonal (active
listening), Negotiating and Influencing.
Has the ability to be at work consistently, to be on time, to follow instructions, to respond to management
direction and to solicit feedback to improve performance.
Demonstrates proficient experience with Microsoft Office (Word, Excel, PowerPoint), Student Information
System (SIS) and email communications.
Looks for ways to improve and promote quality and demonstrates accuracy and thoroughness.
Strives to implement best practices and positive character education consistently.
Has the ability to demonstrate flexible and creative management of disciplinary issues.
Has the ability to provide a supportive role to the principal.
JOB REQUIREMENTS
Bachelors degree (BA) from an accredited college or university or equivalent.
Possession of valid teaching certification (as appropriate).
Minimum of one (1) to three (3) years successful teaching experience (may include Student Teaching
Internship experience).
Equivalent combination of education and experience.
Command of grades/subject specific content and theoretical knowledge of learning theory, including
motivation, reinforcement, evaluation and feedback techniques.
Understanding of and commitment to company values.
Successful results of criminal and employment background check.
Effective instructional delivery techniques and excellent communication skills.
Adherence to the requirements of the Code of Ethics for the Education Profession.
Such alternatives to the above requirements as CSUSA may find appropriate and acceptable.
WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while
performing the essential functions of this job. Reasonable accommodations may be made to enable individuals
with disabilities to perform the essential functions.
The noise level in the work environment is moderately quiet except during periods of heavy student activity.
Dean of Students
04/2011
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Position Description






PHYSICAL DEMANDS
Agility and ability to quickly move in a school environment where children are present.
Exposure to weather and other elements, including rain, heat, wind, humidity plus bus and student drop
off traffic,
Light work: Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force as
frequently as needed to move objects.

TERMS OF EMPLOYMENT
Salary and benefits shall be paid consistent with CSUSAs salary and benefit policy. Length of the work year
and hours of employment shall be those established by Charter Schools USA.

FLSA OVERTIME CATEGORY
J ob is exempt from the overtime provisions of the Fair Labor Standards Act.

EVALUATION
Performance will be evaluated in accordance with Charter Schools USAs Policy.

DECLARATION
The Charter Schools USA Human Resources Department retains the sole right and discretion to make changes
to this job description. Any employee making changes unauthorized by Human Resources Department will be
subject to disciplinary action up to and including termination.
Dean of Students
04/2011

4
i


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D
R
A
F
T
ii
2012 will be a significant year and an important year for each
of us as we are tested and called upon to deliver our best.

It will be a year of CHALLENGE. We have chosen a path
that will be difficult because we have accepted the
responsibility to reach more students in more communities
than ever before. From inner city Chicago, to turnaround
schools in Indiana, we have stepped up to embrace the
challenge of growth.

Courage will be necessary. We have long since learned that
doing what is right for kids invites attaches and opposition.
We are part of reforming K-12 education in this country.
Those invested in the status quo will resist and those of us
committed to real change must stand up and never stand down. We must be courageous
enough to fight for the children who need us most, to try new methods that free teachers
to focus on student learning, and continually innovate as the requirements for what
students need in the future evolves.

Every day will require our COMMITMENT. The work we are doing is not easy but it is
worthy of our hard work and dedication. Each child that enters our schools deserves our
very best. As we build into the life of a child we will provide the hope that comes from a
solid education rooted in a moral foundation and we will prepare the next generation of
Americans. As we do our jobs well, we will bolster the strength of our great nation.

We will:

! CHALLENGE ourselves to be the best and to constantly learn and grow
! Be COURAGEOUS in facing the inevitable roadblocks
! COMMITT ourselves to greatness

We will transform our organization, our schools, our students, and ourselves. Ultimately,
we will transform K-12 education in America.

Sincerely,




Jonathan K. Hage
President & CEO Charter Schools USA



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LMLC?MLn1 A1 WlLL" ............................................................................................................ 2
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MlSSlCn S1A1LMLn1 .................................................................................................................. 2
vlSlCn S1A1LMLn1 ..................................................................................................................... 2
vALuLS ........................................................................................................................................ 2
CLn CCMMunlCA1lCnS & CLn uCC8 CLlC? ...................................................................... 2
roblem Solvlng rocedure ..................................................................................................... 2
SuCCLS1lCnS ............................................................................................................................. 3
u8LlC MLulA CLlC? ................................................................................................................. 3
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LCuAL CC81unl1? ................................................................................................................. 3
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lMMlC8A1lCn LAW CCMLlAnCL .............................................................................................. 6
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L8lC8MAnCL ........................................................................................................................... 6
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kLLlnC ?Cu8 llLLS u 1C uA1L ............................................................................................... 8
CCnlluLn1lAL1? Cl L8SCnnLL llLLS ...................................................................................... 8
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lC8MAL LvALuA1lCnS ............................................................................................................... 8
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8LSlCnA1lCn .............................................................................................................................. 9
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Cu8 LxLC1A1lCnS .................................................................................................................. 10
LxAMLL Cl CCnuuC1 nC1 L8Ml11Lu ................................................................................. 11
ulSClLlnA8? AC1lCn ............................................................................................................... 12
S1AnuA8u ALA8AnCL Anu u8LSS CCuL ............................................................................. 12
SCPCCL Lnvl8CnMLn1 ........................................................................................................... 12
ClllCL Lnvl8CnMLn1 (CorporaLe or oLher Lhan schools) ....................................................... 12
8uSlnLSS CASuAL u8LSS CCuL (for Casual lrldays/Summer Casual) ...................................... 13
ln1L8nAL Anu Lx1L8nAL CuS1CML8 SL8vlCL ....................................................................... 14
SL8vlCL S1AnuA8uS ................................................................................................................. 14
1o help provlde a good presenLaLlon: ................................................................................... 14
1o be rellable ......................................................................................................................... 14
1o provlde reassurance ......................................................................................................... 14
1o show empaLhy .................................................................................................................. 14
Pandllng CusLomer roblems ................................................................................................ 13
1elephone CourLesy .............................................................................................................. 13
8uSlnLSS CCnuuC1 .................................................................................................................. 13
CSuSA's CCuL Cl 8uSlnLSS CCnuuC1 .................................................................................... 13
CCnlLlC1S Cl ln1L8LS1 ........................................................................................................... 13
CCnlluLn1lALl1? ...................................................................................................................... 16
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SAlL1? ....................................................................................................................................... 20
CommunlcaLlons ....................................................................................................................... 21
WC8kL8S' CCMLnSA1lCn lnSu8AnCL .................................................................................. 21
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CCMAn? LCulMLn1 Anu vLPlCLLS .................................................................................... 22
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lnLerneL ..................................................................................................................................... 26
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SLCu8l1? ................................................................................................................................... 27
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vlslLors ln Lhe Workplace .......................................................................................................... 27
vlolence ln Lhe Workplace ........................................................................................................ 27
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Work Schedule ...................................................................................................................... 30
CverLlme ................................................................................................................................... 30
LMLC?LL 8LlL88AL 8CC8AM .............................................................................................. 30
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lnsLrucLlonal 10 monLh employees pald over 12 monLhs ......................................................... 31
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uuraLlon of Leave ...................................................................................................................... 37
8equesLs for Leave .................................................................................................................... 37
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-.!/012)!-0.
"U11ING S1UDLN1S IIkS1 8 U11ING LCLL
IIkS1"
AL CharLer Schools uSA (CSuSA") our focus and
commlLmenL ls uLLlng SLudenLs llrsL." We recognlze
LhaL ln order Lo do LhaL we musL supporL Lhe
professlonals who gulde and lnsLrucL our sLudenLs and
make a poslLlve dlfference every day ln Lhe llves of
young people.

1herefore, we are commlLLed Lo creaLe a work
envlronmenL LhaL fosLers a producLlve learnlng
envlronmenL, an envlronmenL where Leachers can
Leach, learners can learn and people wlll flnd meanlng
and saLlsfacLlon ln Lhelr careers.

CSuSA ls a famlly of commlLLed professlonals sLrlvlng
Lo provlde a hlgh quallLy educaLlon Lo Lhousands of
sLudenLs. 1he pollcles and guldellnes ln Lhls handbook
are deslgned Lo supporL our mlsslon.
!5% )5"6+%6 785''$, 279 )5':8%
lounded ln 1997, CharLer Schools uSA ls one of Lhe
oldesL, largesL and fasLesL-growlng educaLlon
managemenL companles ln Lhe unlLed SLaLes.
8ecenLly, AdvancLd awarded CSuSA Lhe flrsL SouLhern
AssoclaLlon of Colleges and Schools (SACS) dlsLrlcL
accredlLaLlon for an educaLlon managemenL company.
We successfully manage hlgh performlng prlvaLe and
munlclpal schools for pre-klndergarLen Lhrough grade
12. We asslsL corporaLlons, governmenL enLlLles,
developers and nonproflL agencles wlLh all phases
of school deslgn, plannlng, developmenL, flnanclng,
consLrucLlon, operaLlons and currlcula. We've also
been lnsLrumenLal ln pushlng forward leglslaLlve
processes LhaL have furLhered educaLlon reform Lo
help all sLudenLs galn a hlgh quallLy educaLlon.

Whlle we are proud of our awards, we belleve our
greaLesL accompllshmenLs are galnlng a 93
plus saLlsfacLlon raLe from parenLs and achlevlng a
dlsLrlcL A" academlc average for Lhe lasL 6 years from
Lhe ueparLmenL of LducaLlon. AL CharLer Schools uSA,
we always puL sLudenLs flrsL ln every declslon we
make. 1haL phllosophy, along wlLh a cerLlfled and
dedlcaLed sLaff has placed CharLer Schools uSA as a
leader ln educaLlon managemenL naLlonally.

A8CU1 CUk nAND8CCk
CSuSA ls focused Lo provlde you wlLh lnformaLlon
abouL worklng condlLlons, employee beneflLs, and
some of Lhe pollcles affecLlng your employmenL. ?ou
should read, undersLand, and comply wlLh all
provlslons of Lhe Pandbook. lL descrlbes many of your
responslblllLles as an employee and ouLllnes Lhe
programs developed by CSuSA Lo beneflL employees.
lL ls our deslre Lo creaLe a safe and meanlngful work
envlronmenL LhaL ls conduclve Lo boLh personal and
professlonal growLh, Lo recognlze lndlvldual
conLrlbuLlon, and Lo make open, dlrecL and personal
communlcaLlon a parL of our organlzaLlon.

?our Pandbook summarlzes CSuSA's personnel
pollcles and plans LhaL are now ln effecL and
conLrolllng. lL ls lnLended only as a guldellne and ls
cerLalnly noL all-lncluslve. We welcome and encourage
any suggesLlons you may have for lmprovlng your
work envlronmenL and any aspecL of our pollcles.
CSuSA's managemenL speclflcally reserves Lhe rlghL Lo
amend Lhe pollcles conLalned hereln aL lLs sole
dlscreLlon wlLh or wlLhouL noLlce Lo CSuSA employees.

1hls Pandbook conLalns rules, regulaLlons and general
lnformaLlon regardlng CSuSA. 8ead your Pandbook
carefully. ?ou wlll be requlred Lo slgn a 8ecelpL of
Pandbook, AcknowledgemenL of AL-Wlll LmploymenL
and ulsclalmer of ConLracL." Whlle you wlll recelve an
overvlew of Lhe maln polnLs of Lhe handbook durlng
orlenLaLlon, you are expecLed Lo read and undersLand
your Pandbook ln lLs enLlreLy. lease ask your School
AdmlnlsLraLor/ueparLmenL Manager for an
explanaLlon lf you have any quesLlons.

8evlslons, AddlLlons and ConfldenLlallLy
no employee handbook can anLlclpaLe every
clrcumsLance or quesLlon abouL a pollcy. As
CSuSA conLlnues Lo grow, Lhe need may arlse and
CSuSA reserves Lhe rlghL Lo revlse, supplemenL, or
resclnd any pollcles or porLlon of Lhe Pandbook as
CSuSA deems approprlaLe, aL lLs sole and absoluLe
dlscreLlon. 1hese provlslons supersede all exlsLlng
pollcles and pracLlces.

Some of Lhe sub[ecLs descrlbed here are covered ln
deLall ln offlclal pollcy or beneflL documenLs. ?ou
should requesL and refer Lo Lhese oLher documenLs for
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speclflc lnformaLlon slnce Lhls Pandbook only brlefly
summarlzes Lhose beneflLs. lease noLe LhaL Lhe Lerms
of Lhe wrlLLen lnsurance pollcles or beneflL plan
documenLs are conLrolllng.

lease LreaL Lhls Pandbook and Lhe lnformaLlon ln lL as
confldenLlal. no porLlon of Lhls Pandbook should be
dlsclosed Lo oLhers, excepL CSuSA employees and
Lhose afflllaLed wlLh CSuSA whose knowledge of Lhe
lnformaLlon ls requlred ln Lhe normal course of
buslness.
LMLCMLN1 "A1 WILL"
?our employmenL wlLh CSuSA ls aL-wlll", whlch
means LhaL you volunLarlly enLered lnLo lL and are free
Lo reslgn aL wlll" aL any Llme, wlLh or wlLhouL cause.
Slmllarly, CSuSA may LermlnaLe Lhe employmenL
relaLlonshlp aL wlll" aL any Llme, wlLh or wlLhouL
noLlce, cause or reason. Should you be employed
wlLhln a sLaLe oLher Lhan llorlda, Lhe laws of LhaL sLaLe
wlll be followed.

NCNL CI 1nL CLICILS Ck GUIDLLINLS CCN1AINLD
IN 1nIS LMLCLL nAND8CCk CkLA1LS LI1nLk AN
LkkLSS Ck IMLILD CCN1kAC1 WI1n kLGAkD 1C
1nL SLCIIIC CLICILS CCN1AINLD IN 1nIS
LMLCLL nAND8CCk. 1nIS LMLCLL nAND8CCk
DCLS NC1 CkLA1L A CCN1kAC1 CI LMLCMLN1.

no represenLaLlve of CSuSA, oLher Lhan Lhe CLC, has
any auLhorlLy Lo enLer lnLo any employmenL
agreemenL for any speclfled perlod of Llme.

As a condlLlon of employmenL, employees wlLh access
Lo senslLlve company lnformaLlon are requlred Lo slgn
a non-compeLe and/or employmenL agreemenL as
deLermlned by CSuSA.
MISSICN AND VISICN
We have developed a mlsslon and vlslon Lo help us
achleve our goals and uphold our values. 1hls mlsslon
guldes employees on how we do buslness and how Lo
make declslons when faced wlLh cholces.
MISSICN S1A1LMLN1
CSuSA deslgns, develops and operaLes hlgh
performlng publlc schools wlLh an:

unwaverlng dedlcaLlon Lo sLudenL
achlevemenL.
unyleldlng commlLmenL Lo eLhlcal and sound
buslness pracLlces.

rovldlng a cholce for communlLles, parenLs, sLudenLs,
and professlonals LhaL fosLer educaLlonal excellence ln
Amerlca.
VISICN S1A1LMLN1
We wlll be one of Lhe premler educaLlon companles ln
Lhe world. Cur domlnanL brand and ablllLy Lo drlve
sLudenL success wlll creaLe unprecedenLed demand.

CommunlLles wlll peLlLlon us Lo develop a
school ln Lhelr area.
All of our schools wlll be fully enrolled wlLh
walLlng llsLs.
Cur superlor capablllLles wlll allow us Lo be a
caLalysL Lo spawn new synerglsLlc buslness
unlLs and companles, whlch wlll conLlnue Lo
fuel our growLh and geographlc reach.
We wlll make a poslLlve dlfference Lo mllllons
of sLudenLs worldwlde.
VALULS
Students - A sLudenL cenLered organlzaLlon
n|gh Standards - CuallLy and professlonallsm
Integr|ty - PonesLy, loyalLy, and personal
accounLablllLy
I|sca| kespons|b|||ty - 8ulldlng a susLalnable,
long-Lerm lnvesLmenL ln Lhe fuLure
Learn|ng - ConLlnual lmprovemenL and
lnnovaLlon
eop|e - Lmpowerlng people wlLh courage,
LalenL and vlslon
1eamwork - arLnershlp and fosLerlng a
respecLful, famlly aLmosphere
Comm|tment - A llfe of purposefulness Lo a
greaLer cause. Clvlng back and maklng a
dlfference
Accountab|||ty - 1o have dlsclpllned processes
and requlred ouLcomes
CLN CCMMUNICA1ICNS & CLN DCCk CLIC
Cur experlence has shown LhaL when employees deal
openly and dlrecLly wlLh School
AdmlnlsLraLors /ueparLmenL Managers, Lhe work
envlronmenL can be excellenL, communlcaLlons can be
clear, and aLLlLudes can be poslLlve. We belleve LhaL
CSuSA amply demonsLraLes lLs commlLmenL Lo
employees by respondlng effecLlvely Lo employee
concerns.
rob|em So|v|ng rocedure
We reallze LhaL mlsundersLandlngs and dlfferences of
oplnlon someLlmes develop ln Lhe dally work
slLuaLlon. Should a problem or concern arlse, Lhe
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followlng problem solvlng procedure wlll asslsL wlLh lLs
resoluLlon:
ulscuss your problem or concern wlLh your
School AdmlnlsLraLor/ueparLmenL Manager,
who wlll llsLen and lnvesLlgaLe or make
recommendaLlons as Lo how your problem
mlghL be resolved. We encourage you Lo Lry Lo
resolve such maLLers Lhrough open dlscusslon
wlLh your School AdmlnlsLraLor/ueparLmenL
Manager.
lf you are uncomforLable Laklng your concern
Lo your School AdmlnlsLraLor/ueparLmenL
Manager, or lf Lhey do noL help you Lo your
saLlsfacLlon, you can Lake your concern
dlrecLly Lo Lhe nexL level of managemenL or Lo
Puman 8esources.

8y brlnglng any dlssaLlsfacLlon or complalnL of any
naLure ouL lnLo Lhe open, mosL problems can be
lmproved, lf noL resolved. We wlll work Lo resolve
problems ln Lhe besL lnLeresL of boLh you and CSuSA.
SUGGLS1ICNS
lf you have any suggesLlons or ldeas LhaL you feel
would beneflL CSuSA, we would encourage you Lo Lell
us abouL Lhem. We are always looklng for suggesLlons
LhaL lmprove meLhods, procedures, and worklng
condlLlons, reduce cosLs, or errors, and beneflL Lhe
Company and lLs employees.

Lmployees who make suggesLlons, whlch are used Lo
subsLanLlally beneflL Lhe Company and lLs employees,
mlghL (aL Lhe sole dlscreLlon of CSuSA) be consldered
for a one-Llme appreclaLlon award.
U8LIC MLDIA CLIC
lL ls Lhe pollcy of CharLer Schools uSA Lo communlcaLe
wlLh Lhe medla ln Lhe followlng manner:

AL Lhe school level Lhe employee who recelves Lhe
call, or ls vlslLed ln person by a member of Lhe medla,
ls Lo conLacL Lhe prlnclpal's offlce lmmedlaLely. AL LhaL
Llme Lhey wlll ln Lurn refer Lhe conLacL Lo our ubllc
8elaLlons llrm or CorporaLe Cfflce.

AL Lhe CorporaLe Cfflce locaLlon Lhe employee who
recelves Lhe call, or ls vlslLed ln person by a member
of Lhe medla, ls Lo engage a member of Lhe execuLlve
Leam.

under nC clrcumsLance should any employee glve a
sLaLemenL, or answer quesLlons Lo any member of Lhe
medla, unless glven permlsslon and dlrecLlon by an
LxecuLlve 1eam Member or Lhe ubllc 8elaLlons llrm.

Medla ls deflned as any broadcasL sysLem, l.e. 8adlo,
1elevlslon, newspaper, eLc.
LMLCMLN1 CLICILS
AND kCGkAMS
LUAL CCk1UNI1
CSuSA ls an equal opporLunlLy employer. ln order Lo
provlde equal employmenL and advancemenL
opporLunlLles Lo all lndlvlduals, employmenL declslons
aL CSuSA wlll be based on merlL, quallflcaLlons, and
ablllLles. CSuSA does noL unlawfully dlscrlmlnaLe ln
employmenL opporLunlLles or pracLlces on Lhe basls of
race, color, rellglon, sex, pregnancy, naLlonal orlgln,
clLlzenshlp, age, veLeran sLaLus, dlsablllLy, or any oLher
characLerlsLlc proLecLed by law. CSuSA wlll noL
unlawfully dlscrlmlnaLe agalnsL any quallfled
employee or appllcanL on Lhe basls of a physlcal or
menLal dlsablllLy.

All supervlsory personnel shall, ln adverLlslng and
posLlng [ob opporLunlLles, make reasonable efforLs Lo
ensure LhaL Lhe lnformaLlon regardlng Lhose [ob
opporLunlLles ls properly and effecLlvely dlssemlnaLed
lnLernally wlLhln Lhe organlzaLlon. All adverLlsemenLs
shall sLaLe ln clearly dlsLlngulshable Lype LhaL CSuSA ls
an Lqual CpporLunlLy Lmployer."

When opporLunlLles for [ob advancemenL occur and
persons who are already employed by Lhe Company
are quallfled Lo flll such poslLlons, Lhe [ob posLlng
process and selecLlon procedure shall allow all
quallfled employees Lo apply and be consldered for
Lhe advancemenL opporLunlLy.

lL ls Lhe responslblllLy of all supervlsory personnel Lo
see LhaL Lhls pollcy ls conLlnued ln lLs full splrlL and
lnLenL.

lf you wlLness or experlence any form of
dlscrlmlnaLlon, or lf you have quesLlons concernlng
Lhls pollcy, you should lmmedlaLely noLlfy your School
AdmlnlsLraLor/ueparLmenL Manager or Puman
8esources. lf you belleve lL would be lnapproprlaLe Lo
dlscuss Lhe maLLer wlLh your supervlsor wlLh whom
you work, you may bypass LhaL lndlvldual and reporL lL
dlrecLly Lo Lhe nexL hlgher level of managemenL or
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Puman 8esources. 8eporLs wlll be lnvesLlgaLed, and
approprlaLe correcLlve acLlon wlll be Laken.
ComplalnLs wlll be handled confldenLlally, excepL as
necessary for lnvesLlgaLlon and resoluLlon. 1hls pollcy
prohlblLs reLallaLlon, harassmenL or oLher adverse
acLlon belng Laken agalnsL you because of maklng a
complalnL of dlscrlmlnaLlon, asslsLlng ln an
lnvesLlgaLlon, opposlng dlscrlmlnaLlon, or oLherwlse
exerclslng rlghLs proLecLed by law.
NCN DISCkIMINA1ICN ] nAkASSMLN1
CSuSA ls commlLLed Lo malnLalnlng a work
envlronmenL ln whlch all lndlvlduals are LreaLed wlLh
respecL and dlgnlLy. ln keeplng wlLh Lhls commlLmenL,
we wlll noL LoleraLe harassmenL of our employees by
anyone, lncludlng supervlsors, co-workers, vendors, or
cllenLs of Lhe Company. ParassmenL ln employmenL ls
prohlblLed, boLh ln Lhe workplace and off Lhe
premlses, lncludlng aL soclal acLlvlLles conducLed or
sponsored by Lhe Company. Puman 8esources has
overall responslblllLy for Lhls pollcy and malnLaln
reporLlng and monlLorlng procedures. Lmployees'
quesLlons or concerns should be referred Lo Puman
8esources. ApproprlaLe dlsclpllnary acLlon may be
Laken agalnsL any employee wlllfully vlolaLlng Lhls
pollcy.
nAkASSMLN1 DLIINLD
ParassmenL ls deflned as verbal, physlcal, or vlsual
conducL whlch:

1. uenlgraLes or shows hosLlllLy or averslon Loward an
lndlvldual because of hls/her proLecLed sLaLus, or LhaL
of hls/her relaLlves, frlends or assoclaLes.
2. Pas Lhe purpose or effecL of creaLlng an
lnLlmldaLlng, hosLlle or offenslve worklng
envlronmenL.
3. Pas Lhe purpose or effecL of unreasonably
lnLerferlng wlLh an lndlvldual's work performance.
4. CLherwlse adversely affecLs an lndlvldual's
employmenL opporLunlLles.

rohlblLed harassmenL lncludes, buL ls noL llmlLed Lo,
eplLheLs, slurs, [okes, emalls, negaLlve sLereoLyplng,
LhreaLenlng, lnLlmldaLlng, or hosLlle acLs LhaL relaLe Lo
any proLecLed sLaLus. rohlblLed harassmenL also
lncludes wrlLLen or graphlc maLerlal LhaL ls placed on
walls, bulleLln boards, or elsewhere on Lhe premlses,
or clrculaLed ln Lhe workplace. ParassmenL can conslsL
of unwelcome conducL wheLher verbal, physlcal, or
vlsual, LhaL ls based upon a person's proLecLed sLaLus,
such as gender, color, race, ancesLry, rellglon, naLlonal
orlgln, age, physlcal handlcap, medlcal condlLlon,
dlsablllLy, marlLal sLaLus, veLeran sLaLus, clLlzenshlp
sLaLus, or any proLecLed personal characLerlsLlc. 1he
Company wlll noL LoleraLe prohlblLed or unlawful
harassmenL.

Sexual harassmenL deserves speclal menLlon.
unwelcome sexual advances, requesLs for sexual
favors, and oLher physlcal, verbal, or vlsual conducL
based on gender can consLlLuLe sexual harassmenL,
parLlcularly when:
Submlsslon Lo Lhe conducL ls an expllclL or
lmpllclL Lerm or condlLlon of employmenL.
Submlsslon Lo or re[ecLlon of Lhe conducL ls
used as Lhe basls for an employmenL declslon.
1he conducL has Lhe purpose or effecL of
unreasonably lnLerferlng wlLh an lndlvldual's
work performance or creaLlng an lnLlmldaLlng,
hosLlle, or offenslve worklng envlronmenL.

Sexual harassmenL may lnclude, buL ls noL llmlLed Lo
Lhe followlng:
8epeaLed unwelcome requesLs for a romanLlc
relaLlonshlp
LxpllclL sexual proposlLlons, sexual lnnuendo,
suggesLlve commenLs.
Sexually orlenLed klddlng" or Leaslng,"
pracLlcal [okes," [okes abouL gender speclflc
LralLs.
loul or obscene language or gesLures.
ulsplay or clrculaLlon ln Lhe workplace of
sexually suggesLlve ob[ecLs or plcLures
(lncludlng Lhrough emall).
hyslcal conLacL, such as paLLlng, plnchlng, or
brushlng agalnsL anoLher's body.

CSuSA requlres LhaL all lncldenLs of dlscrlmlnaLlon,
harassmenL or reLallaLlon be reporLed, regardless of
Lhe offender's ldenLlLy or poslLlon. lndlvlduals who
belleve Lhey have wlLnessed or experlenced conducL
LhaL Lhey belleve ls conLrary Lo Lhe Company's
harassmenL or dlscrlmlnaLlon pollcy or who have
concerns abouL such maLLers should flle Lhelr
complalnLs wlLh Lhelr lmmedlaLe School
AdmlnlsLraLor/ueparLmenL Manager, nexL level of
managemenL, or Puman 8esources. lndlvlduals should
noL feel obllgaLed Lo flle Lhelr complalnLs wlLh Lhelr
School AdmlnlsLraLor/ueparLmenL Manager flrsL
before brlnglng Lhe maLLer Lo Lhe aLLenLlon of one of
Lhe oLher Company's deslgnaLed represenLaLlves
ldenLlfled above.
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kCCLDUkLS ICk CCMLAIN1S
1he Company's pollcy ls Lo lnvesLlgaLe all such
complalnLs Lhoroughly and prompLly. 1o Lhe exLenL
pracLlcable, Lhe Company wlll keep complalnLs and
Lhe Lerms of Lhelr resoluLlon confldenLlal. lf an
lnvesLlgaLlon conflrms LhaL a vlolaLlon of Company
pollcy has occurred, Lhe Company wlll Lake correcLlve
acLlon, lncludlng such dlsclpllne up Lo and lncludlng
lmmedlaLe LermlnaLlon of employmenL as ls
approprlaLe.

CSuSA prohlblLs reLallaLlon agalnsL any lndlvldual who
makes a good-falLh reporL of dlscrlmlnaLlon or
harassmenL or parLlclpaLes ln an lnvesLlgaLlon of such
reporLs. 8eLallaLlon agalnsL an lndlvldual for reporLlng
harassmenL or dlscrlmlnaLlon or for parLlclpaLlng ln an
lnvesLlgaLlon of a clalm of harassmenL or
dlscrlmlnaLlon ls ln vlolaLlon of Lhls pollcy and, llke
harassmenL or dlscrlmlnaLlon lLself, wlll be sub[ecL Lo
dlsclpllnary acLlon up Lo and lncludlng LermlnaLlon.

All Company employees are responslble for helplng Lo
assure LhaL we avold harassmenL. lf you feel LhaL you
have experlenced or wlLnessed conducL conLrary Lo
Lhls pollcy you have an obllgaLlon Lo lmmedlaLely Lake
advanLage of Lhls complalnL procedure. lL ls lmporLanL
Lo lmmedlaLely reporL any complalnL raLher Lhan leL
Llme sllp by or leL Lhe slLuaLlon escalaLe. 1he more
Llmely Lhe reporLlng Lhe more effecLlve Puman
8esources can be aL resolvlng Lhe slLuaLlon.

Larly reporLlng and lnLervenLlon have proven Lo be Lhe
mosL effecLlve meLhod of resolvlng acLual or percelved
lncldenLs of harassmenL. 1herefore, whlle no flxed
reporLlng perlod has been esLabllshed, CSuSA sLrongly
urges Lhe prompL reporLlng of complalnLs or concerns
so LhaL rapld and consLrucLlve acLlon can be Laken.

1he avallablllLy of Lhls complalnL procedure does noL
preclude lndlvlduals who belleve Lhey are belng
sub[ecLed Lo harasslng conducL from prompLly
advlslng Lhe offender LhaL hls or her behavlor ls
unwelcome and requesLlng LhaL lL be dlsconLlnued.

lf an employee maklng a complalnL does noL agree
wlLh lLs resoluLlon, Lhe employee may appeal Lo Lhe
Company's LxecuLlve vlce resldenL.
AMLkICANS WI1n DISA8ILI1ILS AC1 CLIC
S1A1LMLN1
1he Company ls commlLLed Lo complylng wlLh all
appllcable provlslons of Lhe Amerlcans wlLh
ulsablllLles AcL ("AuA"). lL ls Lhe Company's pollcy noL
Lo dlscrlmlnaLe agalnsL any quallfled employee or
appllcanL wlLh regard Lo any Lerms or condlLlons of
employmenL because of such lndlvldual's dlsablllLy or
percelved dlsablllLy so long as Lhe employee can
perform Lhe essenLlal funcLlons of Lhe [ob. ConslsLenL
wlLh Lhls pollcy of nondlscrlmlnaLlon, Lhe Company
wlll provlde reasonable accommodaLlons Lo a quallfled
lndlvldual wlLh a dlsablllLy as deflned by Lhe AuA, who
has made CSuSA aware of hls or her dlsablllLy,
provlded LhaL such accommodaLlon does noL
consLlLuLe an undue hardshlp on Lhe Company.

Lmployees wlLh a dlsablllLy who belleve Lhey need a
reasonable accommodaLlon Lo perform Lhe essenLlal
funcLlons of Lhelr [ob should conLacL Puman
8esources. CSuSA encourages lndlvlduals wlLh
dlsablllLles Lo come forward and requesL reasonable
accommodaLlon.

rocedure for 8equesLlng an AccommodaLlon
Cn recelpL of an accommodaLlon requesL, Puman
8esources and/or your supervlsor wlll meeL wlLh you
Lo dlscuss and ldenLlfy Lhe preclse llmlLaLlons resulLlng
from Lhe dlsablllLy and Lhe poLenLlal accommodaLlon
LhaL Lhe Company mlghL make Lo help overcome
Lhose llmlLaLlons.

1he AuA does noL requlre Lhe Company Lo make Lhe
besL posslble accommodaLlon, Lo reallocaLe essenLlal
[ob funcLlons, or Lo provlde personal use lLems (l.e.,
eyeglasses, hearlng alds, wheelchalrs eLc.).

An employee or [ob appllcanL who has quesLlons
regardlng Lhls pollcy or belleves LhaL he or she has
been dlscrlmlnaLed agalnsL based on a dlsablllLy
should noLlfy Lhe Puman 8esources ueparLmenL. All
such lnqulrles or complalnLs wlll be LreaLed as
confldenLlal Lo Lhe exLenL permlsslble by law.
ALICAN1 kLILkLNCL AND 8ACkGkCUND CnLCkS
1o ensure LhaL lndlvlduals who [oln CSuSA are well
quallfled and have a sLrong poLenLlal Lo be producLlve
and successful, lL ls Lhe pollcy of CSuSA Lo check Lhe
employmenL hlsLory, references and credenLlals of all
appllcanLs.

Llkewlse, as a condlLlon of employmenL, a release Lo
conducL a background check ls requlred. Lxamples
lnclude: drlvlng records, crlmlnal background,
flngerprlnLlng, cerLlflcaLlon checks, ulsLrlcL LLhlcs
CommlLLee, eLc.
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rovldlng 8eferences for lormer Lmployees
Cnly Lhe Puman 8esources ueparLmenL ls auLhorlzed
Lo respond Lo lnqulrles for reference checks for
currenL or former CSuSA employees. 8esponses Lo
such lnqulrles wlll be llmlLed Lo employmenL
verlflcaLlon (conflrmaLlon of [ob poslLlon and daLes of
employmenL.) CSuSA ls noL responslble for any
personal or buslness reference made by an employee
on behalf of CSuSA or regardlng anoLher employee.
IMMIGkA1ICN LAW CCMLIANCL
Lach new employee, as a condlLlon of employmenL,
musL compleLe Lhe LmploymenL LllglblllLy verlflcaLlon
l-9 lorm and presenL documenLaLlon esLabllshlng
ldenLlLy and employmenL ellglblllLy. 1hls pollcy ls ln
compllance wlLh Lhe lmmlgraLlon 8eform and ConLrol
AcL of 1986. lormer employees who are rehlred musL
also compleLe Lhe form lf Lhey have noL compleLed an
l-9 wlLh CSuSA wlLhln Lhe pasL Lhree years, or lf Lhelr
prevlous l-9 ls no longer reLalned or valld.
1ranslLlon and Lransfer of employees Lo oLher
subsldlarles musL comply wlLh local regulaLlons. ln Lhe
case of relocaLlon Lo CSuSA subsldlary, Lhe
employmenL relaLlonshlp wlll change Lo adhere Lo
local regulaLlons, pollces/procedures and Lhe
compensaLlon and beneflLs of LhaL locaLlon.
Lmployees wlLh quesLlons or seeklng more
lnformaLlon on lmmlgraLlon law lssues are encouraged
Lo conLacL Puman 8esources. Lmployees may ralse
quesLlons or complalnLs abouL lmmlgraLlon law
compllance wlLhouL fear of reprlsal.
CkILN1A1ICN LkICD
newly hlred employees, and any currenL employees
who have been Lransferred, promoLed or reasslgned
Lo a new poslLlon, are employed wlLh Lhe
undersLandlng LhaL Lhelr flrsL 90 days ln Lhelr new
poslLlon are consldered Lo be an orlenLaLlon perlod.
1hls orlenLaLlon perlod provldes an opporLunlLy for
boLh you and CSuSA Lo evaluaLe each oLher and Lo
deLermlne Lhe deslrablllLy of conLlnulng Lhe
employmenL relaLlonshlp. uurlng your flrsL 90 days ln
your new poslLlon your [ob performance wlll be
observed by your AdmlnlsLraLor/Manager Lo ensure
[ob compaLlblllLy.
uurlng Lhls Llme, you wlll be provlded wlLh Lralnlng
and guldance from your School AdmlnlsLraLor or
ueparLmenL Manager. under approprlaLe
clrcumsLances, your orlenLaLlon perlod may be
exLended. AddlLlonally, as ls Lrue aL all Llmes durlng an
employee's employmenL wlLh Lhe Company,
employmenL ls noL for any speclflc Llme and may be
LermlnaLed aL wlll, wlLh or wlLhouL cause or reason
and wlLhouL prlor noLlce.
AL Lhe end of Lhe orlenLaLlon perlod, you and your
School AdmlnlsLraLor/ueparLmenL Manager may
dlscuss performance. rovlded Lhe [ob performance ls
saLlsfacLory" aL Lhe end of Lhe lnLroducLory perlod,
you may conLlnue ln your employmenL as an aL wlll
employee. 1he orlenLaLlon perlod does noL represenL
a guaranLee or conLracL of employmenL for 90 days or
any oLher perlod of Llme and all aspecLs of
LmploymenL-AL-Wlll" wlll conLlnue Lo apply.
LkICkMANCL
1he resulLs LhaL CSuSA achleves are deLermlned by
how we perform - as lndlvlduals, Leams, and as a
company. 1he ways we focus our efforLs, use our
LalenLs, manage our Llme and work LogeLher wlll
deLermlne our success. We emphaslze Lhe lmporLance
of ongolng communlcaLlon beLween you and your
AdmlnlsLraLor/Manager abouL your performance,
progress Loward [ob expecLaLlons, resulLs and any
developmenL or needs LhaL you may have.
?ou and your School AdmlnlsLraLor/ueparLmenL
Manager are sLrongly encouraged Lo dlscuss [ob
performance and goals on an lnformal, day-Lo-day
basls. AddlLlonal formal performance evaluaLlons are
conducLed Lo provlde boLh School
AdmlnlsLraLor/ueparLmenL Managers and employees
Lhe opporLunlLy Lo dlscuss [ob Lasks, ldenLlfy and
correcL weaknesses, encourage and recognlze
sLrengLhs, and dlscuss poslLlve, purposeful approaches
for meeLlng goals.
1he performance of all new employees ls generally
evaluaLed accordlng Lo Lhe schedule assoclaLed wlLh
your poslLlon. lor 10-monLh lnsLrucLlonal, 12-monLh
school admlnlsLraLors, or non-lnsLrucLlonal employees,
you are revlewed afLer 90 days, durlng Lhe flrsL
semesLer and aL Lhe end of Lhe school year. AfLer your
flrsL year of employmenL, your performance wlll be
formally evaluaLed on an annual basls. ?our
opporLunlLy Lo conLlnue employmenL and your pay
lncrease for Lhe followlng school year wlll be
dependenL on your overall performance. lor
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12-monLh corporaLe employees, your performance
revlews are afLer Lhe flrsL 90 days and Lhen annually,
usually aL Lhe end of each calendar year.

?our aLLendance and dependablllLy ls an lmporLanL
parL of your overall performance. Lxcesslve
absenLeelsm could lead Lo dlsclpllnary acLlon and
affecL your performance raLlng.
GCAL SL11ING
Cne of Lhe mosL lmporLanL aspecLs of Lhe
erformance ManagemenL process ls goal seLLlng. ln
Lhls process, you and your School
AdmlnlsLraLor/ueparLmenL Manager meeL ln a hlghly
parLlclpaLlve manner Lo:
updaLe your descrlpLlon of [ob duLles and
responslblllLles so lL reflecLs Lhe currenL
requlremenLs and prlmary [ob conLenL.
MuLually agree upon and esLabllsh wrlLLen
SMA81 (speclflc, measurable, aLLalnable,
relevanL and Llme bound) goals LhaL clearly
deflne whaL ls expecLed by you.
Lnsure LhaL lndlvldual goals are compaLlble
wlLh Lhose of Lhe work unlL and Lhe Company
as a whole. Coals should be allgned wlLh Lhe
Company and School SLraLeglc lan.
negoLlaLe agreemenL on a welghLlng for each
goal as a means of prlorlLlzlng whaL ls
lmporLanL.
LsLabllsh measures and sLandards LhaL clarlfy
how you wlll know lf LargeLs are belng
achleved.
Agree on performance Lracklng and feedback
requlremenLs necessary for self-managemenL
or monlLorlng progress.

?ou should revlslL and where approprlaLe, reesLabllsh
goals wlLh your AdmlnlsLraLor aL Lhe beglnnlng of Lhe
school year and/or wlLh your Manager no less Lhan
quarLerly.

AL lLs sole dlscreLlon, CSuSA may award merlL based
pay ad[usLmenLs ln an efforL Lo recognlze Lruly
superlor employee performance. 1he declslon Lo
award such an ad[usLmenL ls dependenL upon
numerous facLors, lncludlng Lhe lnformaLlon
documenLed by Lhls formal performance evaluaLlon
process.
CU1SIDL LMLCMLN1
CSuSA does noL llmlL an employee's acLlvlLles durlng
non-worklng hours unless Lhose acLlvlLles lnLerfere
wlLh or are ln confllcL wlLh Lhe performance of hls/her
[ob, or creaLe a confllcL of lnLeresL.
kCMC1ICNS AND 1kANSILkS
lL ls our deslre Lo provlde employees wlLh
opporLunlLles for growLh and advancemenL. CSuSA
aLLempLs Lo flll many of lLs [ob openlngs wlLh quallfled
candldaLes from wlLhln Lhe neLwork whenever
posslble. lnLernal candldaLes may be ldenLlfled by
managemenL selecLlon or Lhrough responses Lo [ob
posLlngs.

A promot|on ls a move from one poslLlon Lo LhaL of
greaLer responslblllLy, elLher wlLhln Lhe same
deparLmenL or Lo a new deparLmenL or faclllLy.

A transfer ls a move from one deparLmenL or faclllLy
Lo anoLher ln Lhe same or slmllar poslLlon. 1hls ls also
referred Lo as a laLeral move.

1o be consldered for a promoLlon wlLhln your currenL
deparLmenL you musL have compleLed
90 days of employmenL ln your currenL poslLlon, be
performlng saLlsfacLorlly, noL have any dlsclpllnary
acLlons agalnsL you, and meeL Lhe mlnlmum
requlremenLs for Lhe poslLlon for whlch you are
applylng.

1o be consldered for a promoLlon or Lransfer Lo
anoLher deparLmenL or faclllLy you musL have
compleLed one (1) year of employmenL ln your currenL
poslLlon, be performlng saLlsfacLorlly, noL have any
dlsclpllnary acLlons agalnsL you, and meeL Lhe
mlnlmum requlremenLs for Lhe poslLlon for whlch you
are applylng. LllglblllLy crlLerla are seL based on Lhe
requlremenLs of Lhe [ob and aL Lhe dlscreLlon of
CSuSA.

lf you are lnLeresLed ln promoLlon or Lransfer
opporLunlLles, lL ls your responslblllLy Lo apply for Lhe
poslLlon openlng before Lhe deadllne shown on Lhe
[ob posLlng.
1. Apply for poslLlon onllne Lhrough CSuSA's
lnLernal Career CenLer
(www.charLerschoolsusa.com/employmenL)
2. Co Lo P8 or your 8uslness
AdmlnlsLraLor/8ookkeeper and requesL a
1ransfer 8equesL lorm.
3. CompleLe Lhe form and Lake lL Lo your
rlnclpal/ueparLmenL Manager for slgnaLure
and approval.
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8
4. Cnce your rlnclpal or ueparLmenL Manager
has slgned lL Lhey wlll submlL lL dlrecLly Lo
CSuSA for conslderaLlon.

ConslderaLlon wlll be glven based on Lhe lndlvldual's
skllls, educaLlon, experlence and quallflcaLlons and wlll
be ln adherence Lo CSuSA's pollcy of equal
employmenL opporLunlLy.
LMLCMLN1 kLCCkDS
CSuSA malnLalns employmenL records on each
employee. ?our employmenL appllcaLlon and all oLher
records LhaL requlre speclflc lnformaLlon abouL you
become parL of your employmenL record. lnformaLlon
submlLLed on Lhe employmenL appllcaLlon and oLher
employmenL forms ls sub[ecL Lo verlflcaLlon by Lhe
Company. lf Lhe Company deLermlnes you have
provlded false or mlsleadlng lnformaLlon, you may be
sub[ecL Lo dlsclpllnary acLlon up Lo and lncludlng
LermlnaLlon.
kLLING CUk IILLS U 1C DA1L
CSuSA malnLalns a personnel flle on each employee.
1he purpose of Lhls flle ls Lo allow us Lo make
declslons and Lake acLlons LhaL are personally
lmporLanL Lo you, lncludlng noLlfylng your famlly ln
case of an emergency, calculaLlng lncome Lax
deducLlons and wlLhholdlngs, and paylng for
approprlaLe lnsurance coverage. AlLhough we cannoL
llsL here all of Lhe Lype of documenLs we keep ln your
personnel flle, examples lnclude: slgned offer leLLer,
coples of cerLlflcaLlon (lf appllcable).

We do noL keep medlcal records or work ellglblllLy
forms ln your personnel flle. 1hose are kepL
separaLely. ?our personnel flle ls physlcally kepL by Lhe
Puman 8esources ueparLmenL aL CSuSA's corporaLe
offlce.

lf you have any quesLlons abouL your personnel flle,
conLacL Lhe Puman 8esources ueparLmenL aL (934)
202-3300.
CCNIIDLN1IAL1 CI LkSCNNLL IILLS
8ecause Lhe lnformaLlon ln your personnel flle ls by lLs
naLure personal, we kepL Lhe flle as confldenLlal as
posslble. We allow access Lo your flle only on a need-
Lo-know basls.

lease Lnsure your lnformaLlon ls up-1o-uaLe
8ecause we use Lhe lnformaLlon ln your personnel flle
Lo Lake acLlons on your behalf, lL ls lmporLanL LhaL Lhe
lnformaLlon ln LhaL flle ls accuraLe. lease updaLe
your records Lhrough CSuSA Lmployee Self Servlce
Lnglne aL hLLps://porLal.adp.com. Lnsure LhaL you
updaLe whenever any of Lhe followlng changes occur:

?our name
?our malllng address
?our phone number
?our dependenLs
1he number of dependenLs you are
deslgnaLlng for lncome Lax wlLhholdlng
?our marlLal sLaLus

1he name and phone number of Lhe lndlvldual whom
we should noLlfy ln case of emergency.
/%W:%Y:*V H'P6 <LM$'QL%*+ /%8'6T,

LmploymenL records are Lhe properLy of CSuSA, and
access Lo Lhe lnformaLlon Lhey conLaln ls resLrlcLed.
Cenerally, only supervlsors and managemenL
personnel of CSuSA who have a leglLlmaLe reason Lo
revlew lnformaLlon ln a flle are allowed Lo do so.
Loulslana Lmployees should reference Lhe followlng
hyperllnk for addlLlonal lnformaLlon: Loulslana
8evlewlng ?our LmploymenL 8ecords.

WlLh reasonable advance noLlce, employees may
revlew Lhelr own employmenL records ln CSuSA's
offlces and ln Lhe presence of an lndlvldual appolnLed
by CSuSA Lo malnLaln Lhe flles. 8ecords deemed Lo
conLaln senslLlve or confldenLlal lnformaLlon could be
excluded from Lhe revlew. lf you wlsh Lo revlew your
employmenL records, conLacL Puman 8esources Lo
schedule a flle revlew.
ICkMAL LVALUA1ICNS
lL ls Lhe responslblllLy of Lhe employee Lo reLaln coples
of Lhelr formal evaluaLlons aL Lhe Llme Lhey are
conducLed for fuLure reference. lf coples are needed
you wlll need Lo submlL a formal wrlLLen requesL vla e-
mall Lo Lhe Puman 8esources ueparLmenL.
SLAkA1ICN IkCM 1nL CCMAN
Lvery Company employee has Lhe sLaLus of employee
aL wlll," (as appllcable by sLaLe law ln whlch you work)
meanlng LhaL no one has a conLracLual rlghL, express
or lmplled, Lo remaln ln Lhe Company's employ unless
Lhey enLer lnLo a wrlLLen conLracL slgned by Lhe
resldenL and CLC of Lhe Company. 1hls means Lhe
Company or an employee may LermlnaLe hls/her
employmenL, wlLhouL cause, and wlLh or wlLhouL
noLlce, aL any Llme for any reason. no School
D
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AdmlnlsLraLor/ueparLmenL Manager or oLher
represenLaLlve of Lhe Company (excepL Lhe CLC or hls
deslgnee) has Lhe auLhorlLy Lo enLer lnLo any
agreemenL for employmenL for any speclfled perlod of
Llme, or Lo make any agreemenL conLrary Lo Lhe
above.
kLSIGNA1ICN
lf you declde Lo leave CSuSA for anoLher poslLlon, we
wlsh you well. lease noLlfy your School
AdmlnlsLraLor/ueparLmenL Manager ln wrlLlng abouL
your plans. We would llke Lhe opporLunlLy dlscuss
your reslgnaLlon before flnal acLlons ls Laken. CSuSA
ofLen flnds durlng Lhls conversaLlon LhaL anoLher
alLernaLlve may be beLLer, however afLer full
conslderaLlon you declde Lo leave please glve us Lwo
(2) weeks' noLlce. 1hls wlll glve us Llme Lo calculaLe
your flnal paycheck and accrued overLlme, unused
1C pay, and any oLher money LhaL we may owe you.
1hough CSuSA requesL Lwo (2) weeks' noLlce we may
requesL earller reslgnaLlon lf Lhe clrcumsLances
requlre.

?ou musL reLurn all company properLy ln good
condlLlon. All equlpmenL, access cards, company lu,
keys, and any oLher company properLy ls Lo be
surrendered Lo your School
AdmlnlsLraLor/ueparLmenL Manager prlor Lo leavlng
your faclllLy. 1here may be a deducLlon from your
flnal paycheck for lLems noL Lurned ln.
IC8 A8ANDCNMLN1
CSuSA expecLs all employees Lo reporL Lo work on
Llme, for all scheduled work hours and for Lhe
duraLlon of Lhe accepLed poslLlon seL forLh ln Lhe
LxpecLaLlons and SLandards secLlons of your Lmployee
Pandbook. lf you are absenL from work for Lhree
consecuLlve scheduled workdays wlLhouL glvlng
proper verbal or wrlLLen noLlce dlrecLly Lo your School
AdmlnlsLraLor or ueparLmenL Manager, you are
advlsed LhaL CSuSA wlll conslder Lhls an abandonmenL
of your [ob, and your employmenL wlll be LermlnaLed.
lf you are absenL from work for Lhree consecuLlve
scheduled workdays wlLhouL glvlng proper noLlce Lo
your School AdmlnlsLraLor/ueparLmenL Manager, you
are advlsed LhaL Lhe Company wlll conslder Lhls an
abandonmenL of your [ob, and your employmenL wlll
be LermlnaLed.
LxlL lnLervlew
ln addlLlon, employees separaLlng from CSuSA may be
asked Lo parLlclpaLe ln an exlL lnLervlew and provlde
any consLrucLlve commenLs and suggesLlons on
lmprovlng worklng condlLlons. 1hls lnLervlew may Lake
place on your lasL day and/or a survey may be senL Lo
your home vla Lhe lnLerneL. We appreclaLe recelvlng
your candld oplnlon of your employmenL wlLh us.
A DkUG IkLL WCkkLACL
CSuSA prohlblLs Lhe followlng:
8eporLlng Lo work under Lhe lnfluence of
alcohol or lllegal drugs or subsLances,
lncludlng Lhe lllegal use of prescrlpLlon drugs.
8elng lnLoxlcaLed whlle on Company premlses.
1he sale or purchase of alcohollc beverages on
Company premlses or whlle performlng
company buslness, excepL ln connecLlon wlLh
Company auLhorlzed evenLs and gaLherlngs.
Worklng under Lhe lnfluence of prescrlpLlon or
nonprescrlpLlon drugs LhaL could lmpalr
[udgmenL or moLor funcLlons and place
persons or properLy ln [eopardy.

ossesslon of paraphernalla used ln connecLlon wlLh
Lhe use of any drug ls evldence of vlolaLlon of Lhls rule.
A drug means an ampheLamlne, a cannablnold,
cocalne, phencyclldlne (C), a halluclnogen,
meLhaqualone, an oplaLe, a barblLuraLe, a
benzodlazeplne, a synLheLlc narcoLlc, a deslgner drug
or a meLabollLe of any of Lhese subsLances. non-
prescrlbed use of prescrlpLlon medlcaLlon ls also
prohlblLed. Lmployees may be LesLed for any and all of
Lhese drugs.

As a parL of our pollcy prohlblLlng reporLlng Lo work or
worklng wlLh Lhe presence of drugs, drug LesLlng may
be requlred. 1he Company musL and wlll conducL drug
LesLs under Lhe followlng clrcumsLances:
lor an employee whose conducL creaLes a
reasonable susplclon of lmproper use or
possesslon of drugs.
lor an employee sub[ecL Lo regular flLness-for-
duLy medlcal examlnaLlon.
lor an employee prevlously glven a drug-
relaLed suspenslon or a leave of absence for
prohlblLed drug use. Such LesLs wlll be
conducLed on a quarLerly, seml-annual, or
annual basls for up Lo Lwo years LhereafLer.
Cn a random, unspeclfled basls.
lor an employee sufferlng a reporLable
accldenL and any oLher parLles assoclaLed wlLh
Lhe accldenL. lf an employee refuses Lo be
LesLed, he/she wlll be sub[ecL Lo suspenslon or
dlsmlssal.

D
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8efusal Lo cooperaLe ln Lhe drug LesLlng procedure wlll
resulL ln LermlnaLlon of employmenL.
INVLS1IGA1ICN - SI1L INSLC1ICNS
CSuSA reserves Lhe rlghL Lo access and lnspecL all
Company owned or managed areas. uesks, lockers,
compuLers, cablneLs, drawers, eLc., are provlded for
Lhe convenlence of employees and may be searched
aL any Llme Lo Lhe exLenL consldered necessary by
managemenL. lease cooperaLe wlLh us on Lhls
maLLer, as lL ls done for your proLecLlon. CSuSA also
reserves Lhe rlghL Lo search employee properLy on
Company properLy, such as handbags, lunch boxes,
brlefcases, lapLops, and employee cars on Company
properLy. CSuSA may, buL ls noL requlred Lo, obLaln
Lhe employee's consenL when properLy belonglng Lo
or used by an employee ls Lo be searched.

Where posslble, Lhe employee wlll be noLlfled of Lhe
search and should be presenL. 1he search should be
carrled ouL ln prlvacy, buL wlLh a supervlsory wlLness.
CSuSA shall have Lhe rlghL Lo conducL a search lf Lhere
ls reasonable susplclon Lo belleve LhaL a vlolaLlon of
Lhls pollcy has occurred.
<=><)!9!-0.7 9.1
7!9.19/17
A11LNDANCL AND UNC1UALI1
1o malnLaln a safe and orderly work envlronmenL,
CSuSA expecLs you Lo be rellable and Lo be puncLual ln
reporLlng for scheduled work. AbsenLeelsm and
Lardlness place a burden on oLher employees and on
CSuSA. ln Lhe rare lnsLances when you cannoL avold
belng laLe Lo work or are unable Lo work as scheduled,
you should noLlfy your School
AdmlnlsLraLor/ueparLmenL Manager as soon as
posslble ln advance of Lhe anLlclpaLed Lardlness or
absence.
CALL-IN kCCLDUkL
lf lL ls necessary for you Lo be laLe or absenL for any
reason, you are responslble for followlng Lhe call-ln
procedure for your work Leam or deparLmenL. Whlle
call-ln procedures vary by deparLmenL and locaLlon,
Lhere are some general requlremenLs LhaL are
unlversal Lo all employees:
?ou should Lelephone your School
AdmlnlsLraLor/ueparLmenL Manager before
your sLarLlng Llme, lf posslble.
lf you are unable Lo make Lhe call because of a
medlcal condlLlon, Lhen you should have a
person make Lhe call for you and you should
personally conLacL your School
AdmlnlsLraLor/ueparLmenL Manager aL your
earllesL opporLunlLy.
lf you cannoL reach your School
AdmlnlsLraLor/ueparLmenL Manager when
you call, speak wlLh Lhe person deslgnaLed by
your deparLmenL/school.
lL ls your responslblllLy Lo make conLacL wlLh
your supervlsor or deslgnee.
rovlde an explanaLlon of why you are golng
Lo be laLe or absenL and when you expecL Lo
reLurn Lo work. Also leave a phone number
where you can be reached.
lf approprlaLe, provlde an updaLe on any
pendlng work asslgnmenLs LhaL may need Lo
be handled ln your absence. ?our School
AdmlnlsLraLor/ueparLmenL Manager may
need Lo reschedule/redlsLrlbuLe your work
acLlvlLles whlle you are absenL. SeL Lhe
approprlaLe ouL of offlce" reply for lncomlng
e-malls.
School based employees are requlred Lo follow Lhelr
locaLlon's call-ln procedure. lL ls your responslblllLy Lo
ensure LhaL proper noLlflcaLlon ls glven. lallure Lo do
so wlll sub[ecL you Lo dlsclpllnary acLlon up Lo and
lncludlng LermlnaLlon.

oor aLLendance and excesslve Lardlness are
dlsrupLlve. LlLher may lead Lo dlsclpllnary acLlon, up
Lo and lncludlng LermlnaLlon.
WCkk kULLS AND S1ANDAkDS
Work rules and sLandards regardlng employee
behavlor are necessary ln any company for Lhe
company's efflclenL operaLlon and for Lhe beneflL and
proLecLlon of Lhe rlghLs and safeLy of all. CSuSA ls no
excepLlon. 1hls secLlon of your Pandbook summarlzes
some of our expecLaLlons and work rules. 1he
followlng llsLs are by no means all-lncluslve.
CUk LkLC1A1ICNS
We expecL our employees Lo be honesL, rellable and
consclenLlous ln meeLlng Lhe responslblllLles of Lhelr
[ob, and Lo perform all duLles compeLenLly,
professlonally, and responslbly. ln order Lo meeL Lhese
expecLaLlons, you musL undersLand and ablde by Lhe
sLandards LhaL govern [ob conducL. 1he followlng are
examples of expecLaLlons LhaL CSuSA has and some of
Lhe responslblllLles you musL observe:
D
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Comply wlLh all of CSuSA's pollcles,
procedures, safeLy and securlLy guldellnes.
Learn your [ob and perform lL Lo Lhe besL of
your ablllLy - efflclenLly, accuraLely, and
safely.
1ake lnlLlaLlve Lo excel ln your [ob and
cooperaLe wlLh your work Leam. LeL us know
your ldeas for lnnovaLlon and lmprovemenL.
Speak up when you have problems, concerns
or complalnLs.
8eporL Lo work on Llme. CLhers depend on
you.
When you wlll be absenL from work, or unable
Lo arrlve on Llme, follow Lhe call-ln procedure
for your work Leam.
1reaL all cllenLs, vlslLors, parenLs, sLudenLs,
and co-workers wlLh respecL and courLesy.
rovlde Lhe hlghesL level of servlce Lo all
cllenLs.
lollow and respecL managemenL's dlrecLlon
concernlng [ob-relaLed maLLers.
MalnLaln Lhe confldenLlallLy of proprleLary and
confldenLlal Company and cusLomer
lnformaLlon
resenL a professlonal, neaL, and clean
appearance approprlaLe Lo your work
slLuaLlon.
8eporL Lo managemenL any vlolaLlons of Lhe
Company's pollcy, uneLhlcal or lllegal conducL
by co-workers, cllenLs or vendors.
8efraln from offenslve or undeslrable
behavlor or conducL.

LkAMLL CI CCNDUC1 NC1 LkMI11LD
ln general, conducL LhaL lnLerferes wlLh operaLlons,
brlngs dlscredlL Lo CSuSA, or ls offenslve, ls noL
LoleraLed. 1he followlng are examples of conducL noL
permlLLed. Such conducL wlll sub[ecL Lhe lndlvldual
lnvolved Lo dlsclpllnary acLlon up Lo and lncludlng
LermlnaLlon.
lallure Lo meeL performance sLandards and
fulflll [ob requlremenLs.
8efusal Lo follow managemenL's lnsLrucLlons
concernlng a [ob-relaLed maLLer
(lnsubordlnaLlon).
unsafe pracLlces or unsafe performance of
any [ob.
Leavlng Lhe workplace durlng worklng hours
wlLhouL auLhorlzaLlon.
unauLhorlzed use of Company or cusLomer
asseLs, lncludlng equlpmenL, properLy,
lnformaLlon, and funds.
lmproper use or dlsclosure of proprleLary
and/or confldenLlal Company or cusLomer
lnformaLlon.
vlolaLlon of CSuSA's Code of 8uslness ConducL
(as ouLllned ln Lhls Pandbook under a
separaLe secLlon).
1hefL, mlsuse or wlllful desLrucLlon of
Company properLy and/or of anoLher
lndlvldual's properLy.
Parasslng, sexually or oLherwlse, anoLher
employee, buslness assoclaLe and/or
cusLomer, or falllng Lo reporL harassmenL.
lmproper, unprofesslonal, and/or LhreaLenlng
behavlor or language whlle on Company
properLy or Company buslness.
Lylng Lo employees, AdmlnlsLraLor/Manager
or cllenLs.
lallure Lo reporL any knowledge of LhefL or
oLher acLlvlLles noL ln Lhe besL lnLeresL of
CSuSA.
Any acLlon LhaL ls or can reasonably be
expecLed Lo be deLrlmenLal Lo CSuSA or lLs
repuLaLlon.
Any vlolaLlon of CSuSA's subsLance abuse
pollcy.
vlolaLlon of Company safeLy or securlLy
pollcles or procedures
uellberaLely lnLerferlng wlLh Lhe operaLlons of
Lhe Company.
lalslfylng any Company record or reporL,
lncludlng appllcaLlons for employmenL, Llme
sheeLs and cllenL records.
ossesslon of flrearms, weapons, ammunlLlon
or exploslves on Company properLy or whlle
on Company buslness.
ArresL or convlcLlon of a crlme. "

"!"" $%&'()$$* +$,-+.'$** (/ 01$ 2(3 (+ &(*404(5 )(6
1('. %6*0 -34.$ 3) 71$ 8(.$ (/ 9014:* -5. 01$
;+45:4&'$* (/ ;+(/$**4(5-' 8(5.6:0 (/ 01$ 9.6:-04(5
;+(/$**4(5 45 <'(+4.- *4%4'-+ +$=64+$%$50* >40145 01$
*0-0$ 45 >14:1 )(6 >(+?@ !* *6:1A -'' $%&'()$$* %6*0
+$&(+0 -''B-5) -++$*0* 0( 01$4+ 4%%$.4-0$
!.%454*0+-0(+BC-5-,$+ D(+ .$*4,5$$E >40145 FG 1(6+*
D(+ -* *((5 -* -''(>$. 3) 01$ :4+:6%*0-5:$B&('4:$E@
<-4'6+$ 0( +$&(+0 -5 -++$*0 >40145 FG 1(6+* D(+ -* *((5
-* -''(>$. 3) 01$ :4+:6%*0-5:$B&('4:$E %-) '$-. 0(
4%%$.4-0$ 0$+%45-04(5@

D
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1hese examples are lllusLraLlve of Lhe Lypes of
behavlor LhaL are noL permlLLed aL CSuSA, buL are noL
lnLended Lo be all-lncluslve. CLher Lypes of behavlor or
conducL could also lead Lo dlsclpllnary acLlon up Lo
and lncludlng lmmedlaLe LermlnaLlon. ?ou are
expecLed Lo comply wlLh all Company pollcles and
procedures and all sLandards of conducL.
DISCILINAk AC1ICN
CSuSA seeks Lo resolve performance and conducL
problems ln Lhe mosL poslLlve and consLrucLlve
manner posslble. We belleve our employees are
responslble lndlvlduals lnLeresLed ln worklng LogeLher
Loward common goals. When slLuaLlons arlse whlch
warranL dlsclpllnary acLlon CSuSA wlll uLlllze
correcLlve acLlon Lo deal wlLh Lhe mlsconducL.

lmproper conducL or lmproper work performance,
regardless of wheLher covered by Lhe speclflc rules of
conducL above, may be grounds for dlsclpllnary acLlon
ln Lhe [udgmenL of Lhe Company.

ulsclpllnary acLlon may range from verbal, wrlLLen or
flnal warnlngs Lo suspenslon or lmmedlaLe
LermlnaLlon, dependlng upon Lhe facLs of Lhe
parLlcular case and Lhe employmenL hlsLory of Lhe
employee lnvolved.
S1ANDAkD ALAkANCL AND DkLSS CCDL
As a CharLer Schools uSA employee, common sense ln
your personal appearance musL be exerclsed durlng
hours ln whlch you represenL Lhe organlzaLlon. ?our
dress, groomlng and personal cleanllness conLrlbuLe
Lo Lhe morale of all employees and affecL Lhe
company's lmage Lo lnLernal and exLernal cllenLs. As
such, you are expecLed Lo avold lnapproprlaLe aLLlre
and presenL a clean, neaL, and professlonal
appearance. Cleanllness of Lhe physlcal person
conslsLenL wlLh Lhe malnLenance of good healLh and
Lo avold offenslveness Lo oLhers ls mandaLory.

lnapproprlaLe aLLlre ls ldenLlfled as any lLem of
cloLhlng LhaL causes a dlsLracLlon Lo oLher employees,
causes a break ln Lhe normal flow of Lhe classroom or
offlce envlronmenL, or creaLes an unsafe slLuaLlon for
Lhe [ob belng done (l.e., employees who work ln areas
LhaL requlre cllmblng, llfLlng, and kneellng should
conslder Lhe safeLy facLor and wear cloLhlng LhaL ls
compaLlble wlLh Lhe [ob funcLlon Lhey are
performlng).

uue Lo Lhe naLure of our buslness, where some
employees work ln Lhe school envlronmenL whlle
oLhers work ln an offlce envlronmenL, good [udgmenL
and dlscreLlon are expecLed when selecLlng work
aLLlre.
SCnCCL LNVIkCNMLN1
lf your school requlres wearlng a unlform
ensure lL ls clean and pressed. Lmployee
unlforms musL lnclude approved school logo
shlrLs and blouses and proper fooL wear.
All oLher employee unlform requlremenLs are
deLermlned by Lhe rlnclpal / AdmlnlsLraLor.
lf your school does noL wear a unlform follow
Lhe dress code below.
Wear fooLwear LhaL are closes Loe flaLs or
have low heels (and have a sLrapped back),
preferably non-skld soles. uo noL wear hlgh
heels, dress sandals, fllp-flops or open Loes.
1hls ls a safeLy requlremenL and wlll be
enforced by your admlnlsLraLor.
CIIICL LNVIkCNMLN1 (Corporate or other than
schoo|s)
lf you are vlslLlng a school you wlll need Lo
follow Lhe same pollcy for fooLwear (see
school envlronmenL above).
lollow Lhe dress code below.

1able 1 reflecLs examples of do" recommendaLlons
for corporaLe and school-based employees. When ln
doubL, please refer Lo 1able 1 or ask your supervlsor
for guldance.

ln[urles susLalned whlle noL ln compllance wlLh dress
code and oLher CSuSA pollcles may be denled workers
compensaLlon coverage.
1able 1
DLSCkI1ICN
uresses and SklrLs (approprlaLe lengLh)
SulLs and Slacks
8louses / shlrLs, ShlrLs wlLh pockeL logo of CSuSA or
School
8lazers, vesLs
SkorLs (ln buslness sulLable fabrlcs)
uress shoes or sLrapped sandals (offlce envlronmenL
only)
8uslness SLyle panLs sulLs for women
khakl or uockers" sLyle panLs

1able 2 reflecLs examples of don'L" recommendaLlons
for corporaLe and school-based employees. When ln
D
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doubL, please refer Lo 1able 1 or ask your supervlsor
for guldance.

1able 2
DLSCkI1ICN
Shaggy, un-kepL halr
un-kepL Sldeburns / MusLaches / 8eards
Mohawk sLyle, exLreme splked halr
unnaLural halr Lones / sLrands (l.e., blue, vloleL, plnk,
green, brlghL yellow, magenLa) eLc
vlslble 8ody !ewelry ln unllkely places such as Lhe
Llp, 1ongue, Lyelld, Lyebrow, nosLrll, nose, eLc.
Lyelld, Lyebrow, nosLrll, nose, eLc.
uenlm !eans or uenlm labrlcs
Plklng 8ooLs
lllp flop fooLwear or Lhong sandals
ShorLs / SweaL SulLs
SLlrrup panLs / Legglngs
SweaL ShlrLs/ !ogglng SulLs (excepL coaches, L)
lorm-llLLlng / 8eveallng Apparel
8are shoulders / 1ank-1ops / Low-CuL CarmenLs
SpagheLLl-SLrap CarmenLs wlLhouL Cver-ShlrLs
8are Mldrlff CuLflLs / ShlrLs 1led aL Lhe WalsL
CharacLer/AdverLlsemenLs coverlng shlrL's
fronL/back
8aseball sLyle Caps / PaLs / (unless you are a .L.
Coach)
1-ShlrLs / Muscle ShlrLs
LxpllclLly vlslble undergarmenLs
SLalned / Wrlnkled / lrayed CloLhlng
vlslble 1aLLoos (Sexually LxpllclL, vlolenL, Macabre)
8USINLSS CASUAL DkLSS CCDL (for Casua|
Ir|days]Summer Casua|)
Casual dress durlng Lhe Summer Sesslon or on Casual
lrldays offers a welcome alLernaLlve Lo Lhe formallLy
of LradlLlonal buslness aLLlre. erlodlcally, CSuSA
employees may wear llghLer, cooler and more casual
and relaxed aLLlre Lhan ls normally requlred durlng
buslness hours, whlle conLlnulng Lo pro[ecL a
professlonal lmage as company represenLaLlves. lor
many employees, LradlLlonal buslness aLLlre may
slmply remaln a more favored opLlon durlng Lhe
Summer Sesslon or on Casual lrldays.

ln locaLlons where unlforms are requlred ln Lhe
performance of employee's duLles, Lhe Casual
uress Code does noL apply and unlforms musL be
worn durlng Lhe workday all year round.

noL all-casual cloLhlng ls approprlaLe for Lhe offlce.
Casual buslness wear means clean, neaL, professlonal
cloLhlng. lL ls never approprlaLe Lo wear sLalned,
wrlnkled, frayed, or reveallng cloLhlng Lo Lhe
workplace. lf you are conslderlng wearlng someLhlng
and you are noL sure lf lL ls accepLable, choose
someLhlng else or lnqulre flrsL.

LlsLed below ls a general overvlew of accepLable
casual buslness wear as well as a llsLlng of some of Lhe
more common lLems LhaL are noL approprlaLe for Lhe
offlce. Cbvlously, nelLher group ls lnLended Lo be all-
lncluslve. 8aLher, Lhese lLems should help seL Lhe
general parameLers for proper casual buslness wear
and allow you Lo make lnLelllgenL [udgmenLs abouL
lLems LhaL are noL speclflcally addressed.

1able 3 reflecLs examples of do" recommendaLlons
for Summer 8uslness Casual for corporaLe and school-
based employees. When ln doubL, please refer Lo
1able 1 or ask your supervlsor for guldance.

1able 3
DLSCkI1ICN
Casual uresses and SklrLs (approprlaLe lengLh)
SulLs and slacks (lf represenLlng Lhe company or
resenLlng)
8louses/shlrLs, ShlrLs wlLh pockeL logo of CSuSA or
School
Colf ShlrLs
Loafers and deck shoes
llaLs or sandals (Cfflce LnvlronmenL only)

1he same uon'Ls apply Lo Summer 8uslness Casual
(see Lable 2)

8ody lerclng, !ewelry, Palr, Make-up and 1aLLoos
lL wlll be a vlolaLlon of Lhls ollcy for an employee Lo
aLLend work or any company-sponsored evenL or
funcLlon held wlLh any vlslble body plerclng, excepL for
earrlngs on Lhe ears, all oLher body plerclng
[ewelry/lLems musL be removed and noL concealed.

lL wlll also be a vlolaLlon of Lhls ollcy for any
employee Lo have hls or her halrcuL or worn ln such a
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manner, or colored ln such a manner, ln an exLreme
fashlon such LhaL Lhe AdmlnlsLraLor/Manager, wlLhln
reasonable exerclse of hls or her dlscreLlon,
deLermlnes lL ls so dlsLracLlng or dlsrupLlve LhaL lL
lnLerferes wlLh Lhe orderly educaLlonal and work
process.

8y way of lllusLraLlon only, and noL by way of
llmlLaLlon, examples of unaccepLable halr color or
sLyle would be exLremely garlsh unnaLural colors,
exLreme splked halr and slmllarly unusual and
dlsLracLlng halrsLyles.

lurLher, lL wlll be a vlolaLlon of Lhls ollcy for an
employee Lo wear makeup LhaL ls noL wlLhln Lhe
accepLable sLandards for Lhe school or work
communlLy such LhaL Lhe School
AdmlnlsLraLor/ueparLmenL Manager deLermlnes lL ls
so dlsLracLlng or dlsrupLlve LhaL lL lnLerferes wlLh Lhe
orderly educaLlonal and work process.

lf a poLenLlal confllcL ls ldenLlfled, Lhe employee wlll
be encouraged Lo ldenLlfy approprlaLe soluLlons such
as Lhe removal of excess [ewelry, coverlng of LaLLoos,
eLc. School AdmlnlsLraLors/ueparLmenL Managers wlll
be responslble for answerlng quesLlons and resolvlng
lssues relaLed Lo Lhls pollcy on a case-by-case basls Lo
ensure unlque clrcumsLances are approprlaLely
consldered.

School AdmlnlsLraLors/ueparLmenL Managers have
flnal auLhorlLy Lo declde lf body plerclng, [ewelry, halr,
make-up and LaLLoos comply wlLh CSuSA's uress
pollcy. 1he goal of CSuSA ls muLual cooperaLlon.
IN1LkNAL AND Lk1LkNAL CUS1CMLk SLkVICL
CharLer Schools uSA's mlsslon ls Lo deslgn, develop
and operaLe hlgh performlng publlc schools. Superb
cusLomer servlce ls everyone's responslblllLy and
every employee musL be able Lo dellver on Lhls
conslsLenLly. 1hls may lnclude cllenLs, parenLs,
communlLy, boards, and oLher sLakeholders.

rovldlng excellenL cusLomer servlce should be aL Lhe
hearL of everyLhlng you do. 1hls means we expecL Lhe
followlng from each of our employees:
LsLabllsh and malnLaln effecLlve relaLlonshlps
wlLh cllenLs, and work Lo galn Lhelr LrusL and
respecL.
Always acL wlLh cllenLs/sLudenLs ln mlnd.
Work LogeLher (as a Leam) Lo supporL
cusLomer-focused goals and sLraLegles.
Lxceed cusLomer expecLaLlons aL every
cusLomer Louch-polnL.
Work Lo obLaln flrsL-hand cusLomer
lnformaLlon and use lL for lmprovemenLs ln
work producLs and servlces. 8e dedlcaLed Lo
meeLlng Lhe expecLaLlons and requlremenLs of
your lnLernal and/or exLernal cllenLs.

8emember . you are a represenLaLlve of CSuSA. 1o
Lhe sLudenL and parenL, ?Cu are CSuSA.
SLkVICL S1ANDAkDS
CSuSA esLabllshed servlce sLandards for employees
use Lo lnLeracL wlLh sLakeholders (co-workers,
parenLs, sLudenLs, boards) and vendors. CSuSA
expecLs LhaL each employee provlde excellenL servlce
Lo all Lhey come ln conLacL wlLh. We know LhaL our
parenLs have a cholce when lL comes Lo Lhelr chlld's
educaLlon and superlor servlce along wlLh academlc
excellence are Lhe Lwo maln deLermlnlng facLors
parenLs use Lo make Lhelr declslon. 8elow ls a llsL of
behavloral sLandards we expecL from each employee.
1o he|p prov|de a good presentat|on:
Standards
- use 10/3 CreeLlng
- Speak flrsL and lasL
- use lnLenLlonal verbal such as please, Lhank you, eLc.
- Lveryone plcks up Lrash as Lhey see lL lylng around
1o be re||ab|e
Standards
- Lmployees wlll use Lhe LLAu Lechnlque (LlsLen,
LmpaLhlze, Apologlze, uo someLhlng or dlrecL Lo
someone who can) Lo deal wlLh angry or upseL
parenLs/cusLomers)
- All faculLy and sLaff wlll know Lhe answers Lo Lhe Lop
10 quesLlons asked abouL Lhelr school
1o prov|de reassurance
Standards
- never Lalk abouL a sLudenL, supervlsor, employmenL
lssue, anoLher employee or negaLlve school
lnformaLlon ln Lhe presence of a parenL/cusLomer
1o show empathy
-All employees wlll use NICL (neuLrallze Lhrough a
poslLlve beglnnlng, lmmedlaLely emphaslze,
CourLeously explaln, Lmphaslze your deslre Lo help)
Lechnlque when Lhey have Lo decllne a
parenL/cusLomer requesL
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nand||ng Customer rob|ems
?our [ob brlngs you lnLo conLacL wlLh many people,
lncludlng boLh lnLernal and exLernal cllenLs. ulfflculL
slLuaLlons and complalnLs may arlse regardless of how
flexlble, energeLlc or frlendly you may Lry Lo be!

Always LreaL cllenLs and buslness guesLs ln a
courLeous, respecLful manner. When a cllenL has a
quesLlon or complalnL, glve Lhe maLLer your
lmmedlaLe aLLenLlon. Look aL complalnLs as an
opporLunlLy Lo correcL problems, lmprove cusLomer
servlce, and ulLlmaLely ralse cusLomer saLlsfacLlon. lf
you ever feel you cannoL properly handle a problem or
dlfflculL slLuaLlon, refer Lhe cllenL Lo your
AdmlnlsLraLor/Manager or a hlgher member of
managemenL.
1e|ephone Courtesy
1elephone courLesy ls essenLlal Lo malnLalnlng our
favorable buslness repuLaLlon. ?our Lelephone
manners are a dlrecL reflecLlon on Lhe Company and
your professlonallsm. 1herefore, please use proper
Lelephone manners - be pollLe, helpful and servlce-
orlenLed on Lhe phone aL all Llmes.

We also ask LhaL you Lry Lo reLurn Lelephone calls as
prompLly as posslble, even lf you haven'L obLalned an
answer for a cllenL. LeL Lhe cllenL know you are
worklng on hls/her lssue. ConLlnually communlcaLe
Lhe sLaLus of your progress ln resolvlng Lhe lssue Lo
Lhe cusLomer.
8USINLSS CCNDUC1
1he successful buslness operaLlon and repuLaLlon of
CSuSA ls bullL upon Lhe prlnclples of falr deallng and
eLhlcal conducL of our employees. Cur repuLaLlon for
lnLegrlLy and excellence requlres careful observance of
Lhe splrlL and leLLer of all appllcable laws and
regulaLlons, as well as a scrupulous regard for Lhe
hlghesL sLandards of conducL and personal lnLegrlLy.

1he conLlnued success of CSuSA ls dependenL upon
our cllenLs' LrusL and we are dedlcaLed Lo preservlng
LhaL LrusL. Lmployees owe a duLy Lo CSuSA's cllenLs
and fellow employees Lo acL ln a way LhaL wlll merlL
Lhe conLlnued LrusL and confldence of Lhe publlc.

1he sLandards and expecLaLlons ouLllned ln CSuSA's
Code of 8uslness ConducL are lnLended as a gulde Lo
maklng Lhe rlghL cholce. When faced wlLh a
compllcaLed slLuaLlon, lL ls ofLen dlfflculL Lo declde
where Lhe eLhlcal paLh lles. ?ou have a responslblllLy
Lo ask quesLlons, seek guldance, reporL suspecLed
vlolaLlons, and express concerns regardlng compllance
wlLh Lhe Code and relaLed procedures.
CSUSA's CCDL CI 8USINLSS CCNDUC1
unlawful and uneLhlcal buslness ls of parLlcular
concern Lo CSuSA because Lhey undermlne employee
and cusLomer LrusL. CSuSA's Code of 8uslness lncludes
Lhe followlng prlnclples:
ConfllcLs of lnLeresL: ?ou musL conducL
yourself ln a manner LhaL avolds confllcLs of
lnLeresL and LhaL upholds Lhe Company's
buslness repuLaLlon.
ConfldenLlal naLure of Work: keep
proprleLary and personnel lnformaLlon Lo
yourself and avold compromlslng your
lnLegrlLy.
lraud ulshonesLy and Crlmlnal ConducL:
lraud, dlshonesLy and crlmlnal conducL by
employees wlll noL be LoleraLed.

CCNILIC1S CI IN1LkLS1
Lmployees have an obllgaLlon Lo conducL buslness
wlLhln guldellnes LhaL prohlblL acLual or poLenLlal
confllcLs of lnLeresL. 1hls pollcy esLabllshes only Lhe
framework wlLhln whlch CSuSA wlshes Lhe buslness Lo
operaLe. 1he purpose of Lhese guldellnes ls Lo provlde
general dlrecLlon so LhaL employees can seek furLher
clarlflcaLlon on lssues relaLed Lo Lhe sub[ecL of
accepLable sLandards of operaLlon. ConLacL Lhe v of
llnance, Sr. ulrecLor of Puman 8esources or Lhe CCC
for more lnformaLlon or quesLlons abouL confllcLs of
lnLeresL.

An acLual or poLenLlal confllcL of lnLeresL occurs when
an employee ls ln a poslLlon Lo lnfluence a declslon
LhaL may resulL ln a personal galn for LhaL employee or
for a relaLlve as a resulL of CSuSA's buslness deallngs.
lor Lhe purposes of Lhls pollcy, a relaLlve ls any person
who ls relaLed by blood or marrlage, or whose
relaLlonshlp wlLh Lhe employee ls slmllar Lo LhaL of
persons who are relaLed by blood or marrlage.

no presumpLlon of gullL" ls creaLed by Lhe mere
exlsLence of a relaLlonshlp wlLh ouLslde flrms.
Powever, lf employees have any lnfluence on
LransacLlons lnvolvlng purchases, conLracLs, or leases,
lL ls lmperaLlve LhaL Lhey dlsclose Lo an offlcer of
CSuSA as soon as posslble Lhe exlsLence of any acLual
or poLenLlal confllcL of lnLeresL so LhaL safeguards can
be esLabllshed Lo proLecL all parLles.

D
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ersonal galn may resulL noL only ln cases where an
employee or relaLlve has a slgnlflcanL ownershlp ln a
flrm wlLh whlch CSuSA does buslness, buL also when
an employee or relaLlve recelves any klckback, brlbe,
subsLanLlal glfL, or speclal conslderaLlon as a resulL of
any LransacLlon or buslness deallngs lnvolvlng CSuSA
(whlch ls sLrlcLly prohlblLed).
CCNIIDLN1IALI1
?our poslLlon aL CSuSA may provlde you wlLh access
Lo confldenLlal lnformaLlon. 1he release of confldenLlal
lnformaLlon and/or Lrade secreLs, wheLher lnLenLlonal
or unlnLenLlonal, can ln[ure Lhe Company flnanclally
and compeLlLlvely. ConfldenLlal lnformaLlon lncludes,
buL ls noL llmlLed Lo, Lhe followlng examples:
new meLhods and maLerlals research
endlng pro[ecLs and proposals
roprleLary producLlon processes
8esearch and developmenL sLraLegles
1echnologlcal daLa
1echnologlcal equlpmenL and proLoLypes
lnsLrucLlonal meLhods
SLraLeglc lan
SLudenL/Lmployee lnformaLlon
laclllLles proLoLype

All Company records and lnformaLlon relaLlng Lo Lhe
Company or lLs cllenLs are confldenLlal and employees
musL, Lherefore, LreaL all maLLers accordlngly. no
Company or Company relaLed lnformaLlon, lncludlng
wlLhouL llmlLaLlon, documenLs, noLes, flles, records,
oral lnformaLlon, compuLer flles or slmllar maLerlals
(excepL ln Lhe ordlnary course of performlng duLles on
behalf of Lhe Company) may be removed from Lhe
Company's premlses wlLhouL permlsslon from Lhe
Company.

AddlLlonally, Lhe conLenLs of Lhe Company's records or
lnformaLlon oLherwlse obLalned ln regard Lo buslness
may noL be dlsclosed Lo anyone, excepL where
requlred for a buslness purpose. Lmployees musL noL
dlsclose any confldenLlal lnformaLlon, purposefully or
lnadverLenLly (Lhrough casual conversaLlon), Lo any
unauLhorlzed person lnslde or ouLslde Lhe Company.
Lmployees LhaL are unsure abouL Lhe confldenLlal
naLure of speclflc lnformaLlon musL ask Lhelr
AdmlnlsLraLor/Manager for clarlflcaLlon raLher Lhan
dlscloslng poLenLlally confldenLlal lnformaLlon Lo peers
or oLhers ln an efforL Lo obLaln clarlLy.

Any breach of confldenLlallLy wlll be Laken very
serlously and may sub[ecL you Lo LermlnaLlon and
posslbly legal acLlon. Cnce agaln, lf you are unsure lf
someLhlng ls confldenLlal, or lf you have any quesLlons
regardlng your responslblllLles ln deallng wlLh
confldenLlal maLerlals, speak wlLh your School
AdmlnlsLraLor/ueparLmenL Manager.
Invent|ons, ropr|etary k|ghts and Non-Compete
Agreement
As an employee of CSuSA you may be requlred Lo slgn
an AgreemenL LhaL addresses such Lhlngs as
lnvenLlons, roprleLary 8lghLs and non-CompeLlLlon as
a condlLlon of employmenL. ?ou should read Lhls
AgreemenL carefully for addlLlonal lnformaLlon
regardlng your responslblllLles Lo proLecL Lhe
Company's proprleLary lnformaLlon. Lmployees who
lmproperly use or dlsclose Lrade secreLs or
confldenLlal buslness lnformaLlon wlll be sub[ecL Lo
dlsclpllnary acLlon, up Lo and lncludlng LermlnaLlon of
employmenL, even lf Lhey do noL acLually beneflL from
Lhe dlsclosed lnformaLlon.
Iraud, D|shonesty, and Cr|m|na| Conduct
CSuSA wlll comply wlLh all appllcable laws and
regulaLlons and expecLs lLs dlrecLors, offlcers, and
employees Lo conducL buslness ln accordance wlLh Lhe
leLLer, splrlL, and lnLenL of all relevanL laws and Lo
refraln from any lllegal, dlshonesL, or uneLhlcal
conducL.

A. Accurate 8ooks and kecords
All employees musL record and reporL lnformaLlon
accuraLely and honesLly. 1hls lncludes reporLs of Llme
worked, buslness expenses and oLher buslness relaLed
acLlvlLy.

CSuSA's flnanclal sLaLemenLs and Lhe records on
whlch Lhey are based musL always accuraLely and
falrly reflecL Lhe acLlvlLles and LransacLlons of Lhe
Company ln accordance wlLh generally accepLed
accounLlng prlnclples and Lhe Company's accounLlng
and flnanclal pollcles. no undlsclosed or unrecorded
corporaLe funds or asseLs shall be esLabllshed for any
purpose, nor should Company funds be placed ln any
personal or non-corporaLe accounL. no employee shall
make an enLry on Lhe Company's books and records
LhaL lnLenLlonally hldes or dlsgulses Lhe Lrue naLure of
a LransacLlon.

8. Cr|m|na| Conduct
Crlmlnal conducL by employees wlll noL be LoleraLed,
and such conducL may resulL ln crlmlnal or clvll legal
acLlon. Crlmlnal conducL lncludes, buL ls noL llmlLed Lo:
D
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1hefL, mlsuse or abuse of Company, employee
or cusLomer properLy, lncludlng Lelephone,
compuLer, or mall resources.
vlolence or LhreaLs of vlolence
8rlbery or exLorLlon lnvolvlng CSuSA's asseLs
or operaLlons

ln slgnlng Lhe AcknowledgemenL for Lhls Pandbook,
you cerLlfy your agreemenL Lo ablde by Lhls Code of
8uslness ConducL. ln addlLlon, Lhls Code requlres LhaL
you musL agree Lo reporL any confllcLs of lnLeresL and
any vlolaLlons of Lhe Code of 8uslness ConducL Lo a
member of Lhe Puman 8esources or a member of
managemenL.
VICLA1ICNS
ln general, Lhe use of good [udgmenL, based on hlgh
eLhlcal prlnclples, wlll gulde you wlLh respecL Lo llnes
of accepLable conducL. ln slLuaLlons where lL ls dlfflculL
Lo deLermlne Lhe proper course of acLlon, Lhe maLLer
should be dlscussed openly wlLh your lmmedlaLe
School AdmlnlsLraLor/ueparLmenL Manager and, lf
necessary, wlLh Lhe CLC for advlce and consulLaLlon.

Compllance wlLh Lhls pollcy of buslness eLhlcs and
conducL ls Lhe responslblllLy of all employees. Any
employee who vlolaLes CSuSA's Code of 8uslness
ConducL or falls Lo reporL a vlolaLlon by anoLher
employee wlll be sub[ecL Lo dlsclpllnary acLlon up Lo
and lncludlng LermlnaLlon.
NLC1ISM
llorlda SLaLuLe 1002.33 requlre full dlsclosure of Lhe
ldenLlLy of all relaLlves employed by a charLer school
who are relaLed Lo such charLer school's owner,
resldenL, chalrperson of Lhe governlng board of
dlrecLors, governlng board member, prlnclpal,
asslsLanL prlnclpal, or any oLher person employed by
such charLer school who has equlvalenL declslon-
maklng auLhorlLy. 1herefore, all requesLs by a charLer
school Lo hlre a relaLlve musL be pre-approved by Lhe
CSuSA vlce resldenL of LducaLlon for school based
employees and Lhe resldenL and CLC for CorporaLe
employees. 1hls pollcy excludes corporaLe CSuSA
personnel. lor Lhe purpose of Lhls pollcy, Lhe Lerm
relaLlve" means faLher, moLher, son, daughLer,
broLher, slsLer, uncle, aunL, flrsL cousln, nephew,
nlece, husband, wlfe, faLher-ln-law, moLher-ln -law,
sLepfaLher, sLepmoLher, sLepson, sLepdaughLer,
sLepdaughLer, sLepbroLher, sLepslsLer, half-broLher, or
half-slsLer.

CSuSA also lncludes domesLlc parLners or Lhose
lnvolved ln romanLlc relaLlonshlps ln Lhls pollcy. 1o
avold a confllcL of lnLeresL, Lhls pollcy also requlres
charLer schools Lo dlsclose Lo, and obLaln pre-approval
by CSuSA CLC/CCC Lo conducL buslness wlLh vendors
assoclaLed wlLh relaLlves, domesLlc parLners or
romanLlcally lnvolved persons of such charLer school.
Any employee recommendlng a vendor or buslness Lo
a charLer school musL dlsclose and geL pre-approval ln
compllance wlLh Lhls pollcy, and Lhe resldenL and
CLC musL slgn all conLracLs or commlLmenLs.
LkSCNAL kLLA1ICNSnIS
Whlle our company has famlly relaLlonshlps,
consenLlng romanLlc or personal relaLlonshlps
beLween an AdmlnlsLraLor/Manager and an employee
may aL some polnL lead Lo unhappy compllcaLlons and
slgnlflcanL dlfflculLles for all concerned, Lhe employee,
Lhe AdmlnlsLraLor/Manager and Lhe Company.
Accordlngly, Lhe Company sLrongly dlscourages such
relaLlonshlps and any conducL (such as daLlng
beLween an AdmlnlsLraLor/Manager and an
employee) LhaL ls deslgned or may reasonably be
expecLed Lo lead Lo Lhe formaLlon of a romanLlc or
personal relaLlonshlp.

8y lLs dlscouragemenL of romanLlc and personal
relaLlonshlps, Lhe Company does noL lnLend Lo lnhlblL
Lhe soclal lnLeracLlon (such as lunches or dlnners or
aLLendance aL enLerLalnmenL evenLs) LhaL are or
should be an lmporLanL parL or exLenslon of Lhe
worklng envlronmenL, and Lhe pollcy arLlculaLed
above ls noL Lo be relled upon as [usLlflcaLlon or
excuse for a AdmlnlsLraLor/Manager's refusal Lo
engage ln such soclal lnLeracLlon wlLh employees.

lf a romanLlc or personal relaLlonshlp beLween an
AdmlnlsLraLor/Manager and an employee should
develop, lL shall be Lhe responslblllLy and mandaLory
obllgaLlon of Lhe AdmlnlsLraLor/Manager Lo prompLly
dlsclose Lhe exlsLence of Lhe relaLlonshlp Lo Puman
8esources. 1he employee may make Lhe dlsclosure as
well, buL Lhe burden of dolng so shall be upon Lhe
AdmlnlsLraLor/Manager.

Culdellnes and ueLermlnlng lacLors
lor Lhe purposes of Lhls pollcy, a personal relaLlonshlp
ls any lnLlmaLe relaLlonshlp exlsLlng beLween a
member of CSuSA's managemenL and any employee
wlLhln hls/her chaln of command. A managemenL
Leam member" ls deflned as any exempL employee
classlfled as an offlcer, AdmlnlsLraLor/Manager,
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offlclal or supervlsor. lnLlmaLe personal
relaLlonshlps" may be manlfesLed as paLLerned
assoclaLlons wlLh selecL lndlvlduals of Lhe work group,
romanLlc affalrs, eLc.

upon belng lnformed or learnlng of Lhe exlsLence of
such a relaLlonshlp, Lhe Company's managemenL may
Lake all sLeps LhaL lL, ln lLs dlscreLlon, deems
approprlaLe. AL a mlnlmum, Lhe employee and
AdmlnlsLraLor/Manager wlll noL LhereafLer be
permlLLed Lo work LogeLher on Lhe same maLLers
(lncludlng maLLers pendlng aL Lhe Llme dlsclosure of
Lhe relaLlonshlp ls made), and Lhe
AdmlnlsLraLor/Manager musL wlLhdraw from
parLlclpaLlon ln acLlvlLles or declslons (lncludlng, buL
noL llmlLed Lo, hlrlng, evaluaLlons, promoLlons,
compensaLlon, work asslgnmenLs and dlsclpllne) LhaL
may reward or dlsadvanLage any employee wlLh
whom Lhe AdmlnlsLraLor/Manager has or has had
such a relaLlonshlp.

ln addlLlon, and ln order for Lhe Company Lo deal
effecLlvely wlLh any poLenLlally adverse consequences
such a relaLlonshlp may have for Lhe worklng
envlronmenL, any person who belleves LhaL he or she
has been adversely affecLed by such a relaLlonshlp,
noLwlLhsLandlng lLs dlsclosure, ls encouraged Lo make
hls or her vlews abouL Lhe maLLer known Lo Puman
8esources.

1hls pollcy shall apply wlLhouL regard Lo gender and
wlLhouL regard Lo Lhe sexual orlenLaLlon of Lhe
parLlclpanLs ln a relaLlonshlp of Lhe klnd descrlbed.

CSuSA hlghly dlscourages lnapproprlaLe personal
relaLlonshlps ln Lhe workplace and Lherefore, lmposes
employee awareness of Lhe poLenLlal rlsk lnvolved
regardlng such relaLlonshlps. unforLunaLely, ln some
cases, workplace romances can lead Lo poor
[udgmenL, breaches of Lhe Code of LLhlcs, losL
producLlvlLy, poor employee morale, sexual
harassmenL clalms and even workplace vlolence. lL ls
emphaslzed LhaL CSuSA's pollcy agaln sexual
harassmenL ls one of zero Lolerance. ln Lhe evenL LhaL
a consensual romanLlc relaLlonshlp beLween
employees of CSuSA develops ln Lhe workplace Lhey
are held sLrlngenLly accounLable Lo revlew CSuSA's
non ulscrlmlnaLlon / ParassmenL pollcy on page 09,
Lhe Code of LLhlcs for LducaLlon rofesslonals and
undersLand Lhe consequences of fallure Lo follow
Lhose pollcles, as well as, Lhose seL forLh ln Lhls
Lmployee Pandbook.
SCCIAL NL1WCkkING CLIC AND
GUIDLLINLS:
LlecLronlc CommunlcaLlons and Soclal neLworklng
SlLes
o||cy Statement
1hls Soclal Medla ollcy ls deslgned Lo proLecL Lhe
prlvacy, confldenLlallLy, buslness lnLeresLs and
repuLaLlon of CSuSA and our currenL and poLenLlal
employees, supporLers and cusLomers. arLlclpaLlon ln
soclal medla LhaL affecLs your [ob performance, Lhe
performance of oLhers, or CSuSA's buslness lnLeresLs
ls a proper focus for company pollcy.

1he same prlnclples and guldellnes LhaL generally
apply Lo Lhe acLlvlLles of employees also apply Lo
employee acLlvlLles ln soclal medla and any oLher form
of onllne publlshlng.

When you are parLlclpaLlng ln soclal neLworklng, you
are represenLlng boLh yourself and CSuSA. lL ls noL
our lnLenLlon Lo resLrlcL your ablllLy Lo have an onllne
presence. We belleve soclal neLworklng ls a very
valuable Lool and conLlnue Lo advocaLe Lhe
responslble lnvolvemenL of all CSuSA employees ln
Lhls medlum. Whlle we encourage Lhls onllne
collaboraLlon, we would llke Lo provlde you wlLh a
company pollcy and a seL of guldellnes for approprlaLe
onllne conducL.

All school admlnlsLraLors, faculLy and sLaff shall use
cauLlon and good [udgmenL when uslng elecLronlc
communlcaLlons and soclal neLworklng slLes.

CSuSA prohlblLs communlcaLlons relayed Lo currenL
sLudenLs vla elecLronlc communlcaLlons such as
LexLlng, lacebook, and all oLher soclal neLworklng
medlums. All communlcaLlons Lo sLudenLs should be
conducLed vla SlS, be professlonal ln naLure and Lhey
should be relaLed Lo a sLudenL's academlc progress or
school acLlvlLy.

Any lnformaLlon posLed on or communlcaLed Lhrough
a soclal neLworklng slLe (lncludlng chaL rooms) shall
noL brlng dlsfavor, embarrassmenL or condemnaLlon
Lo any employee, sLudenL or any member of CSuSA.
ueflnlLlons
1. Soclal Medla - 8logs, mlcro-blogs, wlkls, soclal
neLworks (lncludlng, buL noL llmlLed Lo, lacebook,
MySpace, 1wlLLer, Llnkedln), blogs, and any oLher
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publlc webslLes on Lhe lnLerneL, soclal bookmarklng
servlces, user raLlng servlces and any oLher onllne
collaboraLlon, sharlng or publlshlng plaLform, wheLher
accessed Lhrough Lhe web, a moblle devlce, LexL
messaglng, emall or any oLher exlsLlng or emerglng
communlcaLlons plaLform.

2. Soclal Medla ulsclosures - 8log posLs, blog
commenLs, sLaLus updaLes, LexL messages, posLs vla
emall, lmages, audlo recordlngs, vldeo recordlngs or
any oLher lnformaLlon made avallable Lhrough Soclal
Medla. Soclal Medla ulsclosures are Lhe acLual
communlcaLlons a user dlsLrlbuLes vla soclal medla,
usually by means of Lhelr soclal medla accounL.
o||cy Gu|de||nes:
1. 1he use of Soclal Medla for personal acLlvlLy by
employees durlng an employee's work hours ls
expressly prohlblLed. 1hls lncludes Lhe use of school
compuLers and /or personal devlces (such as cell
phones and lads) Lo access and/or posL on soclal
medla neLworks.

2. Cnly Lhose persons offlclally auLhorlzed by CSuSA
may use Soclal Medla Lo speak on behalf of CSuSA.

3. CSuSA and lLs employees have a rlghL Lo Lhelr
personal prlvacy. Lmployees are prohlblLed from
maklng Soclal Medla ulsclosures or uLlllzlng Soclal
Medla ln any way LhaL could vlolaLe CSuSA's, or any of
lLs employee's, rlghL Lo prlvacy. Lxamples of Lhe
foregolng lnclude, buL are noL llmlLed Lo, Lhe
dlsclosure of prlvaLe facLs abouL CSuSA employees,
any facLs abouL Lhe operaLlons of CSuSA, any
lnformaLlon Lo whlch Lhe dlscloslng parLy does noL
have lawful access, or any lnformaLlon galned Lhrough
unauLhorlzed means.

4. Lmployees are resLrlcLed from dlscloslng or ln any
way dlscusslng vla Soclal medla Lhe deLalls of any
CSuSA acLlvlLy or buslness deallngs ln whlch Lhey have
been, or wlll be lnvolved.

3. Lmployees, speclflcally Leachers and
admlnlsLraLlve sLaff, are prohlblLed from uslng Soclal
Medla Lo conLacL, connecL or communlcaLe wlLh or
forward lnformaLlon or phoLographs Lo any sLudenL aL
a CSuSA afflllaLed school.

6. Lmployees are resLrlcLed from ldenLlfylng by name
ln Soclal Medla, any oLher employees, sLudenLs of any
school for whlch CSuSA provldes managemenL
servlces, or any of CSuSA's cusLomers, parLners or
suppllers. uo noL posL any flnanclal, confldenLlal,
senslLlve or proprleLary lnformaLlon abouL CSuSA or
any of our sLudenLs, faculLy, admlnlsLraLlve sLaff or
employees.

7. Lmployees are prohlblLed from uslng Soclal Medla,
or maklng Soclal Medla ulsclosures, for evaluaLlng Lhe
performance of CSuSA or any of lLs employees,
buslness parLners or vendors or from expresslng any
oLher oplnlons conLrary Lo Lhe buslness lnLeresLs of
CSuSA. Speak respecLfully. uo noL engage ln name-
calllng or behavlor LhaL wlll reflecL negaLlvely on your
or CSuSA's repuLaLlons.

8. Soclal Medla should noL be used for lnLernal
buslness communlcaLlons among fellow employees.
Lmployees are resLrlcLed from uslng exLernal blog or
oLher Soclal Medla Lo publlcly alr Lhelr dlfferences or
oplnlons. 8eware of commenLs LhaL could reflecL
poorly on you and Lhe company. Soclal medla slLes are
noL Lhe forum for venLlng personal complalnLs abouL
supervlsors, co-workers, or Lhe company.

9. uo noL posL phoLos or obscenlLles LhaL can damage
boLh your repuLaLlon as well as LhaL of CSuSA. As a
CSuSA employee, be aware LhaL you are responslble
for Lhe conLenL you posL and LhaL lnformaLlon remalns
ln cyberspace forever. use prlvacy seLLlngs when
approprlaLe. 8emember, Lhe lnLerneL ls lmmedlaLe
and noLhlng posLed ls ever Lruly prlvaLe nor does lL
explre.

10. lf you see unfavorable oplnlons, negaLlve
commenLs or crlLlclsm abouL you or CSuSA do noL Lry
Lo have Lhe posL removed or send a wrlLLen reply LhaL
wlll escalaLe Lhe slLuaLlon. lorward Lhls lnformaLlon Lo
your admlnlsLraLor or forward an e-mall Lo Lhe Ms.
Wllda Malara, Puman 8esources CenerallsL -
LducaLlon ueparLmenL aL,
wmalara[charLerschoolsusa.com and Lhe approprlaLe
correcLlve acLlons shall be lmplemenLed accordlngly.

11. CSuSA LrusLs and expecLs employees Lo exerclse
personal responslblllLy whenever Lhey make Soclal
Medla ulsclosures. lf you are posLlng Lo personal
neLworklng slLes and are speaklng abouL [ob relaLed
conLenL, ldenLlfy yourself as a CSuSA employee and
use a dlsclalmer and make lL clear LhaL Lhese vlews are
noL reflecLlve of Lhe vlews of CSuSA. 1he oplnlons
expressed on Lhls slLe are my own and do noL
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necessarlly represenL Lhe vlews of CharLer Schools
uSA."

12. Many slLes llke Llnkedln" blur Lhe llnes beLween
buslness and personal. keep Lhls ln mlnd and make
sure Lo have a balance of lnformaLlon LhaL shows boLh
your professlonal and personal sldes.

13. 8e respecLful of oLhers. ParassmenL, eLhnlc slurs,
personal lnsulLs, derogaLory remarks, raclal or
rellglous lnLolerance and any oLher form of behavlor
prohlblLed ln Lhe workplace ls also prohlblLed ln Soclal
Medla and ln Soclal Medlal ulsclosures. 1hlnk of whaL
you say onllne. SLlck Lo Lhe facLs, Lry Lo glve accuraLe
lnformaLlon and correcL mlsLakes rlghL away.

14. When posLlng Lo soclal medla slLes, be
knowledgeable, lnLeresLlng, and honesL and add value.
CSuSA's ouLsLandlng repuLaLlon ls a dlrecL resulL of
our employees and Lhelr commlLmenL Lo uphold our
core values of uLLlng SLudenLs llrsL, lnLegrlLy, Plgh
SLandards, 1eamwork, AccounLablllLy and Lxcellence.

13. uo noL lnfrlnge on copyrlghLs or Lrademarks. uo
noL use lmages wlLhouL permlsslon and remember Lo
clLe where you saw lnformaLlon lf lL dld noL orlglnaLe
wlLh you.

16. 8e aware LhaL you are noL anonymous when you
make onllne commenLs. lnformaLlon on your
neLworklng proflles ls publlshed ln a very publlc place.
Lven lf you posL anonymously or under a pseudonym,
your ldenLlLy can sLlll be revealed.

17. lf conLacLed by Lhe medla refer Lhem Lo Lhe CSuSA
MarkeLlng ueparLmenL.

CSuSA may monlLor conLenL ouL on Lhe web and
reserves Lhe rlghL Lo remove posLs LhaL vlolaLe Lhls
pollcy. lf you have any quesLlons or concerns abouL
Lhls pollcy or a speclflc posLlng ouL on Lhe web, please
conLacL Ms. Wllda Malara, Puman 8esources
CenerallsL - LducaLlon ueparLmenL, vla e-mall aL
wmalara[charLerschoolsusa.com.
ena|t|es
lallure Lo comply wlLh Lhls Soclal Medla ollcy may
resulL ln:
a. ulsclpllnary acLlon, up Lo and lncludlng
LermlnaLlon, or
b. Clvll or crlmlnal penalLles as provlded by law.
B0/C <.D-/0.E<.!
SMCkL IkLL LNVIkCNMLN1
ln keeplng wlLh CSuSA's lnLenL Lo provlde a safe and
healLhful work envlronmenL for our sLudenLs and
employees, smoklng ln Lhe workplace ls prohlblLed.
1hls pollcy applles equally Lo all employees, cllenLs,
and vlslLors. Lmployees who vlslL or work on-slLe aL a
school or aL an admlnlsLraLlve or corporaLe premlse
are expecLed Lo follow Lhe smoklng pollcy for LhaL
locaLlon and Lo smoke ln deslgnaLed areas only lf one
ls avallable.

?ou are expecLed Lo exerclse common courLesy and
respecL Lhe needs and senslLlvlLles of your co-workers
wlLh regard Lo Lhe smoklng pollcy. CSuSA does noL
provlde smoklng areas for employees for managed
properLles nor are smokers enLlLled Lo addlLlonal
break Llme. Lmployees should noL smoke aL bulldlng
enLry ways, around sLudenLs, or ln areas where oLhers
are obllgaLed Lo be exposed Lo smoke ln order Lo
enLer or exlL Lhe workplace or school. ln slLuaLlons
where Lhe preferences of smokers and nonsmokers
are ln dlrecL confllcL, Lhe preferences of nonsmokers
wlll prevall.
nIkING CI kLLA1IVLS
1o avold mlsundersLandlngs, complalnLs of favorlLlsm,
and oLher problems of managemenL credlblllLy, CSuSA
has esLabllshed Lhe followlng pollcy concernlng Lhe
hlrlng of relaLlves.

AlLhough CSuSA has no prohlblLlon agalnsL employlng
relaLlves of currenL employees, we requlre execuLlve
approval before hlrlng. We wlll monlLor slLuaLlons ln
whlch such relaLlonshlps exlsL Lo ensure Lhey supporL
a producLlve work envlronmenL. ln case of acLual or
poLenLlal problems, CSuSA wlll Lake prompL acLlon.
1hls can lnclude reasslgnmenL or, lf necessary,
LermlnaLlon of employmenL for one or boLh of Lhe
lndlvlduals lnvolved. lor purposes of Lhls pollcy, a
relaLlve ls any person who ls relaLed by blood or
marrlage, or whose relaLlonshlp wlLh Lhe employee ls
slmllar Lo LhaL of persons who are relaLed by blood or
marrlage.
SAIL1
lL ls Lhe pollcy of CSuSA Lo manage and conducL lLs
operaLlons ln such a manner as Lo ellmlnaLe or
mlnlmlze all poLenLlal hazards and Lo avold accldenLs
lnvolvlng ln[ury Lo personnel or damage Lo properLy.
CSuSA wlll follow all appllcable federal and/or sLaLe
run CccupaLlonal SafeLy and PealLh programs.
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All employees are charged wlLh personal responslblllLy
for consLanL adherence Lo safeLy procedures and safe
pracLlces. 1o achleve and malnLaln a safe worklng
envlronmenL, each employee musL Lake an acLlve
lnLeresL ln safe work pracLlces and musL Lake
responslblllLy for followlng any safeLy rules or
recommendaLlons. Supervlsors are noL auLhorlzed Lo
change Lhe duLles of an employee's [ob funcLlon Lo
someLhlng LhaL Lhey are noL Lralned Lo safely perform.
All lncldenLs musL be reporLed ln your slLe's CSPA 300
log, and musL be avallable for revlew by audlLors lf
necessary.

lL ls lmporLanL LhaL you conslder Lhe work
envlronmenL when deLermlnlng proper aLLlre and
fooLwear. We do noL allow employees Lo wear open
Loed shoes and/or heels ln schools due Lo Lhe work
envlronmenL, sLudenL Lrafflc, and Lhe floorlng. All
employees should also conslder Lhese facLors when
preparlng Lo vlslL a school. See our uress ollcy for
more lnformaLlon.
Commun|cat|ons
CSuSA provldes lnformaLlon Lo employees abouL
workplace safeLy and healLh lssues Lhrough regular
lnLernal communlcaLlon channels such as deparLmenL
meeLlngs, bulleLln board posLlngs, memos, or oLher
wrlLLen communlcaLlons.

Maklng SuggesLlons and 8eporLlng vlolaLlons
Some of Lhe besL safeLy lmprovemenL ldeas come
from employees. lf you have ldeas, concerns, or
suggesLlons for lmproved safeLy ln Lhe workplace you
are encouraged Lo ralse Lhem wlLh your
AdmlnlsLraLor/Manager, or wlLh anoLher who ls
responslble for safeLy, or brlng Lhem Lo Lhe aLLenLlon
of Puman 8esources.

?ou are expecLed Lo obey safeLy rules and Lo exerclse
cauLlon ln all work acLlvlLles. ?ou musL lmmedlaLely
reporL any unsafe condlLlon Lo Lhe approprlaLe
AdmlnlsLraLor/Manager. Lmployees who vlolaLe safeLy
sLandards, who cause hazardous or dangerous
slLuaLlons, or who fall Lo reporL or (where approprlaLe)
remedy such slLuaLlons, may be sub[ecL Lo dlsclpllnary
acLlon, up Lo and lncludlng LermlnaLlon of
employmenL. 8eporLs and concerns abouL workplace
safeLy lssues may be made anonymously lf you wlsh.
All reporLs can be made wlLhouL fear of reprlsal.

ln Lhe case of accldenLs LhaL resulL ln ln[ury, regardless
of how lnslgnlflcanL Lhe ln[ury may appear, you should
lmmedlaLely noLlfy your School
AdmlnlsLraLor/ueparLmenL Manager and Puman
8esources. 1hey wlll compleLe an lncldenL reporL.
Such reporLs are necessary Lo comply wlLh Lhe laws
and lnlLlaLes lnsurance and workers' compensaLlon
beneflLs procedures.
WCkkLkS' CCMLNSA1ICN INSUkANCL
CSuSA provldes a comprehenslve workers'
compensaLlon lnsurance program aL no cosL Lo
employees. 1hls program covers any ln[ury or lllness
susLalned ln Lhe course of employmenL LhaL requlres
medlcal, surglcal, or hosplLal LreaLmenL. Sub[ecL Lo
appllcable legal requlremenLs, workers' compensaLlon
lnsurance provldes compensaLlon beneflLs afLer a
shorL walLlng perlod. All approved medlcal expenses
are covered lmmedlaLely.

Lmployees who susLaln work relaLed ln[urles or
lllnesses musL lnform Lhelr School
AdmlnlsLraLor/ueparLmenL Manager or Puman
8esources lmmedlaLely. All employees wlll be
provlded care, flrsL ald and emergency servlce, as
requlred for ln[urles or lllnesses whlle on Company
Llme. Lmployees should conLacL Lhelr School
AdmlnlsLraLor/ueparLmenL Manager, and/or 911 ln
Lhe evenL of an accldenL or emergency.

no maLLer how mlnor an on-Lhe-[ob ln[ury may
appear, lL ls lmporLanL LhaL lL be reporLed
lmmedlaLely. 1hls wlll enable an ellglble employee Lo
quallfy for coverage as qulckly as posslble. lallure Lo
reporL accldenLs ls a serlous maLLer as lL may preclude
an employee's coverage under workers' compensaLlon
lnsurance.

nelLher CSuSA nor Lhe lnsurance carrler wlll be llable
for Lhe paymenL of workers' compensaLlon beneflLs
for ln[urles LhaL occur durlng an employee's volunLary
parLlclpaLlon ln any off duLy recreaLlonal, soclal, or
aLhleLlc acLlvlLy sponsored by CSuSA.
keturn to Work o||cy
ln an efforL Lo mlnlmlze Lhe deblllLaLlng effecLs of
workplace ln[urles and Lo reduce Lhe overall cosL of
dlsablllLy Lo boLh Lhe employee and employer, CSuSA
has adopLed a LranslLlonal work program Lo allow and
encourage ln[ured employees Lo reLurn Lo sulLable
work whlle recelvlng medlcal LreaLmenL for on Lhe [ob
ln[urles.

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under llorlda SLaLuLes, lf Lhe employee ls unable Lo
perform Lhe regular work acLlvlLy, Lhe physlclan ls
expecLed Lo release Lhe ln[ured worker Lo work wlLh
Lemporary medlcal resLrlcLlons, as soon as medlcally
advlsable. ?our School AdmlnlsLraLor/ueparLmenL
Manager, Lhe Workers' CompensaLlon lnsurer, Lhe
uocLor, and you wlll be expecLed Lo Lake an acLlve role
ln asslsLlng you Lo regaln producLlve work sLaLus as
soon as posslble. Puman 8esources wlll also asslsL ln
ldenLlfylng sulLable LranslLlonal work asslgnmenLs, as
needed, Lo reduce losL Llme. CSuSA wlll work closely
wlLh Lhe workers' compensaLlon lnsurance carrler and
your docLor Lo develop a sulLable reLurn Lo work plan.

1hrough Lhls [olnL efforL, we alm Lo help employees
recover as soon as posslble, allow employees Lo
mlnlmlze wage loss, galn producLlon lnsLead of losL
Llme, and help Lo conLrol overall Workers'
CompensaLlon cosLs.

1ranslLlonal work wlll be offered on a case-by-case
basls, dependlng on Lhe employee's medlcal needs
and resLrlcLlons, among oLher facLors. 1he LranslLlonal
work may be offered for a llmlLed perlod of Llme, aL
Lhe dlscreLlon of Lhe CSuSA.
CCMAN LUIMLN1 AND VLnICLLS
1he Company provldes supplles, equlpmenL, vehlcles
and maLerlals necessary for lLs employees Lo perform
Lhelr [ob. 1hese lLems are Lo be used for Lhe
Company's purposes. A School
AdmlnlsLraLor/ueparLmenL Manager musL auLhorlze
Lhe use of Company vehlcles for personal reasons.
Lmployees are expecLed Lo exerclse care ln Lhe use of
Company equlpmenL and properLy and use such
properLy only for auLhorlzed purposes.

Loss, damages, or LhefL of Company properLy should
be reporLed aL once Lo your School
AdmlnlsLraLor/ueparLmenL Manager. negllgence ln
Lhe care and use of Company properLy may be
consldered grounds for dlsclpllne, up Lo and lncludlng
LermlnaLlon.

1he Company's equlpmenL, such as Lelephone,
posLage, facslmlle and copler machlnes, ls lnLended
for buslness use. An employee may use Lhls
equlpmenL for non-buslness purposes on a llmlLed
basls wlLh Lhe permlsslon of hls/her
AdmlnlsLraLor/Manager. ersonal usage of Lhese or
oLher equlpmenL LhaL resulLs ln a charge Lo Lhe
company should be reporLed Lo your
AdmlnlsLraLor/Manager or accounLlng so LhaL
relmbursemenL can be made.

upon LermlnaLlon of employmenL, Lhe employee musL
reLurn all Company properLy, equlpmenL, work
producL and documenLs ln hls or her possesslon or
conLrol.

ersonal vehlcles used for Company 8uslness
Cnly employees wlLh an unresLrlcLed, currenL drlver's
llcense may operaLe a vehlcle Lo conducL Company
buslness. A MoLor vehlcle 8equesL (Mv8) may be
requesLed for employees or appllcanLs for
employmenL who wlll be drlvlng a renLal or personal
vehlcle on Company buslness. 1hls applles Lo all
employees and appllcanLs for employmenL for whom
operaLlng a moLor vehlcle ls a regular and necessary
acLlvlLy of employmenL. CSuSA may, aL lLs dlscreLlon,
walve Lhe requlremenL for Lhose for whom drlvlng ls
deemed lncldenLal and occaslonal.

Any employee who uses a personal vehlcle for any
Company buslness musL be on Lhe approved drlver
llsL. ln addlLlon, Lhe drlver musL provlde a cerLlflcaLe
of lnsurance LhaL shows llmlLs of llablllLy of aL leasL
$100,000 - $300,000 - $30,000. 1he cerLlflcaLe musL
show currenL coverage, and Lhe employee may be
asked Lo produce an updaLed cerLlflcaLe aL any Llme.
1he vehlcle musL be ln good worklng order.

uslng cell phones and oLher ln-vehlcle devlces
(8lackberry, CS) cause dlsLracLlons LhaL puL you and
your passengers aL rlsk of an accldenL. uses of hand-
held cell phone devlces are permlLLed only when
necessary Lo reporL an emergency, call for roadslde
asslsLance, or reporL lmpalred or aggresslve drlvers.
LlmlLed use of a hands-free cell phone devlce ls
permlLLed wlLh Lhe drlver's awareness LhaL
concenLraLlon on drlvlng may be lmpalred. 1exL
messaglng ls prohlblLed whlle performlng Lhe drlvlng
Lask.
Veh|c|e Safety Gu|de||nes
All Company-approved drlvers are requlred Lo:
MalnLaln a valld drlver's llcense and have a
currenL, accepLable Mv8 on flle lf requlred.
urlve defenslvely and anLlclpaLe drlvlng
hazards such as bad weaLher and bad drlvers.
Comply wlLh all appllcable moLor vehlcle laws,
operaLlng regulaLlons and reglsLraLlon
requlremenLs
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Cell phones, lhone's, lads and/or
8lack8erry's should noL be used whlle drlvlng
unless hands free devlses are used.
Wear a safeLy belL as a drlver or passenger ln
all vehlcles used for Company buslness, and ln
Company vehlcles used for non-Company
buslness.
urlve wlLhouL lmpalrmenL by alcohol or drugs.
8eporL all accldenLs (no maLLer how mlnor) Lo
your School AdmlnlsLraLor/ ueparLmenL
Manager lmmedlaLely (l.e., Lhe same day Lhe
accldenL occurs), provldlng full facLual
lnformaLlon abouL Lhe lncldenL (your School
AdmlnlsLraLor/ueparLmenL Manager wlll need
Lo noLlfy CSuSA's lnsurer of accldenLs
prompLly).
8eporL any changes ln Lhe sLaLus of your
drlver's llcense (e.g., revocaLlon or
suspenslon, uul, vlolaLlons of law) Lo your
School AdmlnlsLraLor /ueparLmenL Manager
lmmedlaLely.
Avold drlvlng dlsLracLlons Lo Lhe greaLesL
degree posslble. Speclflcally, drlvers should
avold any acLlvlLy LhaL causes Lhem Lo dlverL
Lhelr aLLenLlon from drlvlng or Lo drlve one-
handed.

Ce||u|ar hone Use Gu|de||nes
Cell phone use whlle drlvlng musL be avolded. urlvers
should be aware LhaL Lhe use of cell phones whlle
drlvlng ls creaLlng a dlsLracLlon from safe drlvlng and
should noL use Lhe phone whlle drlvlng. lf Lhe phone
musL be used, Lhe drlver should safely pull off Lhe road
and park Lhe car prlor Lo usage. 8egardless of Lhe
clrcumsLances, lncludlng slow or sLopped Lrafflc,
employees are sLrongly encouraged Lo pull off Lo Lhe
slde of Lhe road and safeLy should always Lake
precedence over conducLlng buslness over Lhe phone.
CCMU1LkS AND CCMMUNICA1ICN SS1LMS
CSuSA's compuLer and communlcaLlon resources and
servlces are for Lhe use of CSuSA and lLs workers.

CompuLer and communlcaLlon resources and servlces
lnclude, buL are noL llmlLed Lo: prlnLers, servers,
worksLaLlons, sLandalone compuLers, lapLops,
sofLware, compuLer flles, lnLernal/exLernal
communlcaLlon neLworks, lnLerneL, commerclal onllne
servlces, bulleLln board sysLems, emall sysLems,
Lelephone sysLems, long dlsLance servlces, volcemall,
cellular phones, pagers, vldeo equlpmenL, and Lape
LhaL are accessed dlrecLly or lndlrecLly as provlded by
CSuSA.

As a user, you are responslble for uslng Lhese
resources and servlces ln an efflclenL, effecLlve,
eLhlcal, professlonal, and lawful manner. All
communlcaLlons LransmlLLed by, recelved from, or
sLored ln Lhese sysLems are Lhe sole properLy of Lhe
Company. As noLed above, all such communlcaLlons
are sub[ecL Lo revlew and monlLorlng by CSuSA.
Accordlngly, you should have no expecLaLlon of
prlvacy ln such communlcaLlons.

1he followlng guldellnes apply Lo all users of compuLer
and communlcaLlon resources and servlces, wherever
Lhe users are locaLed. 1he Lerm users" refers Lo all
employees, lndependenL conLracLors, and oLher
persons or enLlLles accesslng or uslng CSuSA compuLer
and communlcaLlon resources and servlces. CSuSA's
lnformaLlon 1echnology ueparLmenL musL approve
access Lo any of Lhese servlces by non-employees.

vlolaLlons of Lhls pollcy may resulL ln dlsclpllnary
acLlon, up Lo and lncludlng posslble LermlnaLlon,
and/or legal acLlon.
o||cy
CSuSA has Lhe rlghL, buL noL Lhe duLy, Lo monlLor any
and all aspecLs of compuLer and communlcaLlon
sysLems used, malnLalned, or provlded ln Lhe conducL
of lLs buslness, lncludlng emall and lnLerneL access, Lo
ensure compllance wlLh lLs pollcles. CompuLers and
compuLer accounLs are provlded Lo asslsL employees
ln Lhe performance of Lhelr [ob. no user should have
an expecLaLlon of prlvacy ln anyLhlng creaLed, senL,
recelved, or downloaded on Lhe compuLer or
communlcaLlon sysLem. CSuSA ls noL responslble for
Lhe acLlons of lndlvldual users.

1he compuLer and communlcaLlon sysLems belong Lo
CSuSA and should be used for buslness purposes only.
1he Company reserves Lhe rlghL Lo monlLor Lhe
operaLlon of Lhese sysLems, Lo access all records
wlLhln Lhem, and Lo reLaln or dlspose of Lhose records
as lL deems necessary. non-buslness use of CSuSA
equlpmenL and servlces should be kepL Lo a mlnlmum.
Any Lechnlcal quesLlons abouL Lhls pollcy should be
addressed Lo lnformaLlon 1echnology ManagemenL.

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users are governed by Lhe followlng provlslons, whlch
apply Lo all compuLer and communlcaLlon resources
and servlces:
users musL comply wlLh all sofLware llcenses,
copyrlghLs, and all oLher sLaLe and federal
laws governlng lnLellecLual properLy.
lraudulenL, harasslng, embarrasslng,
lndecenL, profane, obscene, lnLlmldaLlng, or
oLher unlawful maLerlal may noL be senL by
emall, downloaded by oLher form of elecLronlc
communlcaLlon, or dlsplayed on or sLored ln
Company compuLers. lf you encounLer, or
recelve such maLerlal, you should lmmedlaLely
reporL Lhe lncldenL Lo your
AdmlnlsLraLor/Manager.
WlLhouL prlor wrlLLen permlsslon, CSuSA's
compuLer and communlcaLlon resources and
servlces may noL be used for Lhe Lransmlsslon
or sLorage of commerclal or personal
adverLlsemenLs, sollclLaLlons, promoLlons,
desLrucLlve programs (vlruses and/or self-
repllcaLlng code), pollLlcal maLerlal, obscene
maLerlal or any oLher unauLhorlzed or
personal use.

L|ectron|c Ma|| (ema||)
1he elecLronlc mall (emall") sysLem ls Lhe properLy of
CSuSA and ls for use ln conducLlng Company buslness.
All communlcaLlons and lnformaLlon LransmlLLed by,
recelved from, or sLored ln Lhls sysLem are Company
records and properLy of Lhe Company. Whlle emall
usage ls lnLended for [ob-relaLed acLlvlLles, lncldenLal
and occaslonal brlef personal use ls permlLLed wlLhln
reasonable llmlLs. Lmployees wlll refraln from uslng
Company lssued emall addresses for excesslve
lncomlng personal emall and/or subscrlpLlons Lo emall
llsLs (llsL servers) unrelaLed Lo lndlvldual [ob Lasks.

SLaff members should use Lhe same care ln drafLlng
emall and oLher elecLronlc documenLs as Lhey would
for any oLher wrlLLen communlcaLlon. AnyLhlng
creaLed on Lhe compuLer may, and llkely wlll, be
revlewed by oLhers. ln addlLlon, Lhe confldenLlallLy of
any message should noL be assumed. Lven when a
message ls erased, lL ls sLlll posslble Lo reLrleve LhaL
message.

CSuSA's emall and lnLerneL access sysLems are
provlded solely for buslness use. CommunlcaLlons by
you Lhrough Lhese sysLems are noL prlvaLe nor are
Lhey proLecLed, and you should have no expecLaLlon
of prlvacy ln such communlcaLlons. lor securlLy and
operaLlonal purposes, CSuSA may monlLor and/or
reLrleve messages, communlcaLlons, maLerlal and
aLLachmenLs senL Lhrough Lhese sysLems. Moreover,
use of Lhe lnLerneL access provlded by CSuSA Lo
obLaln offenslve or oLherwlse lnapproprlaLe maLerlal ls
compleLely prohlblLed. Llkewlse, you have no
expecLaLlon of prlvacy wlLh respecL Lo any oLher
lnformaLlon sLored on any CSuSA compuLer or ln any
CSuSA work area. All auLhorlzed admlnlsLraLors are Lo
follow CSuSA procedures and submlL an Access
8equesL form Lo CSuSA corporaLe offlce and recelve
approval prlor Lo accesslng employee elecLronlc
accounLs.

CSuSA expecLs lLs employees Lo malnLaln organlzed
elecLronlc documenL and conLacL lnformaLlon flles.
Lmployees are noL Lo emall documenLs or maLerlals Lo
persons who are noL auLhorlzed Lo recelve or revlew
such maLerlals.

1he followlng addlLlonal guldellnes apply Lo Lhe use of
CSuSA's emall sysLem:
Lmployees have no rlghL of prlvacy ln any
maLerlal sLored ln, creaLed, recelved, or senL
over Lhe emall sysLem.
ln lLs dlscreLlon as owner of Lhe emall sysLem,
Lhe Company reserves and may exerclse Lhe
rlghL Lo monlLor, access, reLrleve, and deleLe
any maLLer sLored ln, creaLed, recelved, or
senL over Lhe emall sysLem, for any reason
and wlLhouL Lhe permlsslon of any employee.
Lven lf employees use a password Lo access
Lhe emall sysLem, Lhe confldenLlallLy of any
message sLored ln, creaLed, recelved, or senL
from Lhe emall sysLem sLlll cannoL be assured.
use of passwords or oLher securlLy measures
does noL ln any way dlmlnlsh Lhe Company's
rlghLs Lo access maLerlals on lLs sysLem, or
creaLe any prlvacy rlghLs of employees ln Lhe
messages and flles on Lhe sysLem. Any
password used by employees musL be
revealed Lo Lhe lnformaLlon 1echnology
AdmlnlsLraLor/Manager, as emall flles may
need Lo be accessed by Lhe Company ln an
employee's absence.
Lmployees should be aware LhaL deleLlon of
any emall messages or flles would noL Lruly
ellmlnaLe Lhe messages from Lhe sysLem. All
emall messages are sLored on a cenLral back
up sysLem ln Lhe normal course of daLa
managemenL.
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Lven Lhough CSuSA has Lhe rlghL Lo reLrleve
and read any emall messages, Lhose messages
should sLlll be LreaLed as confldenLlal by oLher
employees and accessed only by Lhe lnLended
reclplenL. Lmployees are noL auLhorlzed Lo
reLrleve or read any emall messages LhaL are
noL senL Lo Lhem. Any excepLlon Lo Lhls pollcy
musL recelve Lhe prlor approval of
managemenL.
1he Company's pollcles agalnsL sexual or oLher
harassmenL apply fully Lo Lhe emall sysLem,
and any vlolaLlon of Lhose pollcles ls grounds
for dlsclpllnary acLlon up Lo and lncludlng
LermlnaLlon. 1herefore, no emall messages
should be creaLed, senL, or recelved lf Lhey
conLaln lnLlmldaLlng, hosLlle, or offenslve
maLerlal concernlng race, color, rellglon, sex,
age, naLlonal orlgln, dlsablllLy or any oLher
classlflcaLlon proLecLed by law.
uo noL send personal messages or [okes uslng
Lhe Company's emall. Lven lf Lhe maLerlal ls
noL offenslve, you should noL encourage Lhe
use of emall for non- buslness relaLed
acLlvlLles. lf you recelve non-buslness relaLed
messages, [okes or relaLed flles from someone
else, deleLe Lhe messages and refer LhaL
person Lo CSuSA's pollcles. lf Lhe acLlvlLles
conLlnue, conLacL Lhe person's School
AdmlnlsLraLor/ueparLmenL Manager.
lf you recelve a chaln mall message, do noL
respond Lo lL. lnform l1 and Lhey wlll puL a
block on Lhe message.
?our CSuSA emall ldenLlLy phoLo wlll be
llmlLed Lo an approprlaLe professlonal
headshoLs only. no oLher Lypes of phoLos or
lmages may be up-loaded ln Lhe place of Lhe
employees head shoL phoLo.

ersonal CompuLers and SofLware AppllcaLlons
1he help desk and l1 deparLmenL are Lhe only persons
auLhorlzed Lo lnsLall sofLware on company owned
compuLers. lf you need parLlcular sofLware conLacL
your supervlsor or Lhe l1 deparLmenL Lo auLhorlze Lhe
use of Lhe sofLware and Lhey wlll arrange Lo lnsLall lL
on your compuLer.

Any dupllcaLlon of copyrlghLed sofLware or daLa,
excepL for backup and archlval purposes, ls a vlolaLlon
of boLh Company pollcy and federal law. Any
unauLhorlzed or unllcensed coples of sofLware aL
CSuSA expose boLh you and Lhe Company Lo poLenLlal
clvll and crlmlnal penalLles. SofLware musL only be
used accordlng Lo Lhe sofLware llcense agreemenL. no
unllcensed sofLware may be used or lnsLalled lnLo Lhe
Company's compuLers. CSuSA may deleLe any
unllcensed sofLware or personal sofLware wlLhouL
noLlce Lo you.

1he compuLer asslgned Lo you ls your responslblllLy.
As such, lL ls your responslblllLy Lo Lake reasonable
precauLlons Lo secure lL from use and/or abuse by
anoLher. 1he followlng ouLllnes some of your
responslblllLles and guldellnes regardlng compuLer use
and securlLy:
?ou are responslble for lmmedlaLely reporLlng
any unlawful acLlvlLy lnvolvlng your personal
compuLer. 1he daLa you work wlLh may be
more valuable and more dlfflculL Lo replace
Lhan Lhe hardware or sofLware used Lo access
lL.
Lmployees are responslble for safeguardlng
your password for Lhe sysLem. lndlvldual
passwords should noL be prlnLed, sLored
onllne, or glven Lo oLhers. ?ou are responslble
for all acLlons made uslng your password.
Sharlng of passwords ls prohlblLed and may
resulL ln a llmlLed or suspended accounL.
ln Lhe evenL password proLecLlon ls needed,
Lhe AdmlnlsLraLor/Manager of lnformaLlon
Servlces and Lhe employee's
AdmlnlsLraLor/Manager musL be made aware
of Lhe password and Lhe documenL musL be
saved on Lhe neLwork.
8e aware LhaL a compuLer's hard drlve may
fall aL any Llme. Several backup meLhods are
avallable. ConsulL l1 for lnsLrucLlons on
backlng up your flles or for any oLher
quesLlons.
Lmployees should noL read, alLer or copy a flle
belonglng Lo anoLher user wlLhouL flrsL
obLalnlng permlsslon from Lhe owner of Lhe
flle. 1he ablllLy Lo read, alLer, or copy a flle
belonglng Lo anoLher user does noL lmply
permlsslon Lo read, alLer, or copy LhaL flle.

Important: A user's ablllLy Lo access oLher compuLer
sysLems dlrecLly or Lhrough Lhe neLwork, lncludlng Lhe
CSuSA neLwork does noL lmply a rlghL Lo access Lhose
sysLems or Lo make use of Lhose sysLems unless
speclflcally auLhorlzed by Lhe operaLors of Lhose
sysLems. unauLhorlzed use may resulL ln dlsclpllnary
acLlons up Lo and lncludlng LermlnaLlon. ?our School
AdmlnlsLraLor/ueparLmenL Manager may submlL an
Access 8equesL lorm Lo CSuSA for approval of access
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Lo employees SlS and emall for buslness relaLed
purposes only or for cause and/or susplclon of mlsuse.
Internet
lnLerneL access Lo global elecLronlc lnformaLlon
resources on Lhe World Wlde Web ls provlded by
CSuSA Lo asslsL employees ln obLalnlng work relaLed
daLa and Lechnology. Whlle lnLerneL usage ls
lnLended for [ob relaLed acLlvlLles, lncldenLal and
occaslonal brlef personal use ls permlLLed wlLhln
reasonable llmlLs. 1he followlng guldellnes have been
esLabllshed Lo help ensure responslble and producLlve
lnLerneL usage.
All lnLerneL daLa LhaL ls composed,
LransmlLLed, or recelved vla our compuLer
communlcaLlons sysLems ls consldered Lo be a
parL of Lhe offlclal records of CSuSA and, as
such, ls sub[ecL Lo dlsclosure Lo law
enforcemenL or oLher Lhlrd parLles.
ConsequenLly, employees should always
ensure LhaL Lhe buslness lnformaLlon
conLalned ln lnLerneL emall messages and
oLher Lransmlsslons ls accuraLe, approprlaLe,
eLhlcal, and lawful.

uaLa LhaL ls composed, LransmlLLed, accessed,
or recelved vla Lhe lnLerneL musL noL conLaln
maLerlal LhaL could be consldered
dlscrlmlnaLory, offenslve, obscene,
LhreaLenlng, harasslng, lnLlmldaLlng, or
dlsrupLlve Lo any employee or oLher person.
Lxamples of unaccepLable conLenL may
lnclude, buL are noL llmlLed Lo, sexual
commenLs or lmages, raclal slurs, gender
speclflc commenLs, or any oLher commenLs or
lmages LhaL could reasonably offend someone
on Lhe basls of race, color, age, sex,
pregnancy, rellglous or pollLlcal bellefs,
naLlonal orlgln, clLlzenshlp, veLeran sLaLus,
dlsablllLy, sexual orlenLaLlon, or any oLher
characLerlsLlc proLecLed by law.


Abuse of Lhe lnLerneL access provlded by
CSuSA ln vlolaLlon of law or CSuSA pollcles
wlll resulL ln dlsclpllnary acLlon, up Lo and
lncludlng LermlnaLlon of employmenL.
Lmployees may also be held personally llable
for any vlolaLlons of Lhls pollcy. 1he followlng
behavlors are examples of prevlously sLaLed or
addlLlonal acLlons and acLlvlLles LhaL are
prohlblLed and can resulL ln dlsclpllnary
acLlon:

Sendlng or posLlng dlscrlmlnaLory, harasslng, or
LhreaLenlng messages or lmages
Sendlng or posLlng confldenLlal maLerlal or
proprleLary lnformaLlon ouLslde of Lhe organlzaLlon
Sendlng or posLlng messages or maLerlal LhaL could
damage Lhe organlzaLlon's lmage or repuLaLlon

CSuSA reserves Lhe rlghL Lo, and does, monlLor
lnLerneL usage lncludlng slLes vlslLed and Llme spenL aL
Lhose slLes whlle one Company premlses.

ersona| Web S|tes, Web Logs and 1ext
Message
o||cy
ersonal Web slLes, Web logs (blogs), and LexL
messaglng have become prevalenL meLhods of self-
expresslon ln our culLure. CharLer Schools uSA
respecLs Lhe rlghLs of employees Lo use Lhelr medlums
durlng Lhelr personal Llme. lf an employee chooses Lo
ldenLlfy hlmself or herself as a CharLer Schools uSA
employee on a Web slLe or Web log/blog, he or she
musL adhere Lo Lhe followlng guldellnes:
Make lL clear Lo Lhe readers LhaL Lhe vlews
expressed are Lhe employee's alone and LhaL
Lhey do noL reflecL Lhe vlews of CharLer
Schools uSA.
uo noL dlsclose any lnformaLlon LhaL ls
confldenLlal or proprleLary Lo CSuSA or Lo any
Lhlrd parLy LhaL has dlsclosed lnformaLlon Lo
Lhe Company. ConsulL Lhe Company's
confldenLlallLy pollcy for guldance abouL whaL
consLlLuLes confldenLlal lnformaLlon.
uphold CharLer Schools uSA's value of respecL
for Lhe lndlvldual and avold maklng
defamaLory sLaLemenLs abouL CSuSA's
employees, cllenLs, parLners, afflllaLes,
sLudenLs and oLhers, lncludlng compeLlLors.
8e careful Lo noL leL blogglng lnLerfere wlLh
your [ob or eLhlc and sLandards commlLmenLs.

Lmployees, especlally lnsLrucLlonal sLaff, are held Lo a
hlgh sLandard. ?our commlLmenL and oaLh Lo Lhe
LducaLlon rofesslonal LLhlcs SLandards musL noL be
vlolaLed. 1hese sLandards ouLllne approprlaLe
conducL wlLh sLudenLs, parenLs and peers and oLhers
D
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who have access Lo Lhe lnLerneL and access Lo conLenL
you dlsplay on Lhe lnLerneL, regardless of wheLher you
belleve lL may be personally secured or noL. ersonal
web slLes and blogs are noL exempL from Lhe
LducaLlon rofesslonal LLhlcs SLandards or Company
sLandards. lurLhermore, vlolaLlons may be reporLed
Lo Lhe llorlda ueparLmenL of LducaLlon and may
ulLlmaLely affecL lnsLrucLlonal cerLlflcaLlon.

lf blogglng acLlvlLy ls seen as compromlslng Lo Lhe
LducaLlon rofesslonal LLhlcs SLandards, Lhe
corporaLlon or schools sLandards, CharLer Schools uSA
may requesL a cessaLlon of such commenLary and Lhe
employee may be sub[ecL Lo dlsclpllnary acLlon up Lo
and lncludlng LermlnaLlon.

Lmployees are noL Lo be-frlend, llnk Lo or add
sLudenLs Lo Lhelr soclal neLworks or engage ln lM's /
LexL messaglng on personal devlces wlLh sLudenLs or
parenLs. 1hese communlcaLlons should be conducLed
vla SlS.

1hls ollcy should noL be consLrued or oLherwlse
applled ln such a way as Lo vlolaLe or lnLerfere wlLh an
employee's rlghLs under SecLlon vll of Lhe naLlonal
Labor 8elaLlons AcL.
1e|ephones and Vo|ce Ma||
1he Lelephone sysLem ls Lhe properLy of CSuSA and,
as such, Lhe prlmary purpose ls for Lhe conducL of Lhe
buslness of CSuSA. Lmployees are requlred Lo
relmburse CSuSA for any charges resulLlng from Lhelr
personal use of Lhe Lelephone.

1o ensure effecLlve Lelephone communlcaLlons,
employees should always use Lhe approved greeLlng
and speak ln a courLeous and professlonal manner.
lease conflrm lnformaLlon recelved from Lhe caller,
and hang up only afLer Lhe caller has done so.

1he volcemall sysLem ls lnLended Lo send and recelve
buslness-relaLed messages. lL ls noL deslgned as a
sLorage medlum for Lhese or personal messages.
volcemall messages should be checked and cleared
dally. Savlng mulLlple volce messages for an exLended
perlod of Llme can negaLlvely lmpacL sysLem
performance.
SLCUkI1
LnLerlng and Leavlng Lhe remlses
AL Lhe Llme you are hlred, you wlll be advlsed of Lhe
proper procedures for enLerlng and exlLlng your offlce
and seLLlng alarms. ?ou are expecLed Lo ablde by
Lhese guldellnes aL all Llmes. lf you do noL recelve Lhls
lnformaLlon upon sLarLlng work, please conLacL a
School AdmlnlsLraLor/ueparLmenL Manager or Puman
8esources lmmedlaLely.

All CSuSA faclllLles lnclude properLy securlLy CverL
Survelllance lnformaLlon.
ark|ng
arklng may be resLrlcLed and/or asslgned ln cerLaln
slLuaLlons. Ask your School AdmlnlsLraLor/ueparLmenL
Manager for lnsLrucLlons.
V|s|tors |n the Workp|ace
1o provlde for Lhe safeLy and securlLy of employees
and Lhe faclllLles aL CSuSA, only auLhorlzed vlslLors are
allowed ln Lhe workplace. 8esLrlcLlng unauLhorlzed
vlslLors helps malnLaln safeLy sLandards, proLecLs
agalnsL LhefL, ensures securlLy of equlpmenL, proLecLs
confldenLlal lnformaLlon, safeguards employee
welfare, and avolds poLenLlal dlsLracLlons and
dlsLurbances.

All vlslLors should enLer Lhe offlce Lhrough Lhe
recepLlon areas, and musL check ln wlLh Lhe
8ecepLlonlsL or fronL offlce aL Lhe school. AuLhorlzed
vlslLors wlll recelve dlrecLlons or be escorLed Lo Lhelr
desLlnaLlon. Lmployees are responslble for Lhe
conducL and safeLy of Lhelr vlslLors.

lf an unauLhorlzed lndlvldual ls observed on CSuSA's
premlses, employees should lmmedlaLely dlrecL Lhe
lndlvldual Lo Lhe recepLlon area, or lf necessary noLlfy
Lhelr AdmlnlsLraLor/Manager.
V|o|ence |n the Workp|ace
CSuSA does noL LoleraLe flghLlng, LhreaLs and oLher
acLs of vlolence agalnsL employees, co-workers, [ob
appllcanLs, cllenLs or vendors, addlLlonally, possesslon
of flrearms, weapons, ammunlLlon or exploslves on
Company properLy or whlle on Company buslness ls
sLrlcLly prohlblLed.

AcLs or LhreaLs of vlolence or physlcal harm, wheLher
made dlrecLly or lndlrecLly, vlolaLe Lhe safe and
professlonal conducL of our buslness. lf you are
sub[ecLed Lo or LhreaLened wlLh harm by a co-worker,
cusLomer or vendor, or lf you become aware of
anoLher lndlvldual who has been sub[ecLed Lo or
LhreaLened wlLh vlolence, or lf you know of
clrcumsLances whlch mlghL resulL ln vlolence, you
should reporL Lhls lnformaLlon Lo your
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AdmlnlsLraLor/Manager or Puman 8esources
lmmedlaLely.

lease brlng all LhreaLs Lo our aLLenLlon so LhaL we can
deal wlLh Lhem approprlaLely. uo noL assume LhaL any
LhreaL ls noL serlous. Any lnvesLlgaLlon lnLo
LhreaLenlng remarks or conducL wlll be conducLed
wlLh as much confldenLlallLy as posslble. no adverse
acLlon wlll be Laken agalnsL anyone who brlngs a
good-falLh complalnL under Lhls pollcy.
keport|ng I||ega| and Uneth|ca| Acts
lf you have knowledge of or suspecL any lllegal
behavlor by anoLher employee, you are requlred Lo
reporL such acLlvlLy lmmedlaLely Lo managemenL.
Ak1ICIA1ICN IN CCMMUNI1 AIIAIkS
We encourage you Lo parLlclpaLe ln communlLy servlce
affalrs of charlLable, educaLlonal and clvlc
organlzaLlons. Powever, your parLlclpaLlon ln Lhese
acLlvlLles musL noL adversely affecL [ob performance,
be deLrlmenLal Lo CSuSA's lnLeresLs, or place you ln
Lhe poslLlon of servlng confllcLlng lnLeresLs.

1lme spenL on communlLy affalrs, when noL
underLaken aL Lhe requesL of managemenL, should
normally be ouLslde of your regular worklng hours and
Lherefore wlll noL be consldered hours of work for pay
purposes. Lmployee-lnlLlaLed parLlclpaLlon ln
communlLy affalrs LhaL lnvolves an exLended perlod of
Llme away from Lhe [ob musL be approved and
handled ln accordance wlLh CSuSA's leave of absence
pollcles.
LMLkGLNC CLCSUkLS
AL Llmes, emergencles such as severe weaLher, flres,
power fallures, earLhquakes or hurrlcanes can dlsrupL
Company operaLlons. ln exLreme cases, Lhese
clrcumsLances may requlre Lhe closlng of a work
faclllLy/school. lf such condlLlons exlsL, please consulL
your local emergency procedures and call Lhe
approprlaLe locaLlon for a message or conLacL your
AdmlnlsLraLor/Manager aL home or aL work as soon as
posslble.

When operaLlons are offlclally closed due Lo
emergency condlLlons, Lhe Llme off from scheduled
work for salarled employees and full Llme hourly
employees wlll be pald.

ln cases where an emergency closlng ls noL
auLhorlzed, employees who fall Lo reporL for work wlll
be requlred Lo use 1C or Lake Llme off wlLhouL pay.

A copy of Lhe CSuSA dlsasLer procedure ls locaLed on
Lhe Company lnLraneL and ln SlS. All schools should
follow Lhe dlsasLer guldellnes of Lhe dlsLrlcLs where
Lhey reslde.
LNVIkCNMLN1AL
lL ls Lhe pollcy of CSuSA Lo comply wlLh all appllcable
laws and regulaLory sLandards promulgaLed by Lhe
governmenL Lo proLecL Lhe quallLy of Lhe envlronmenL.
1hls lncludes ellmlnaLlng or conLrolllng polluLlon Lo Lhe
alr, ground waLer or land, and Lo mlnlmlze poLenLlal
exposure Lo hazardous maLerlals.

lL ls Lhe responslblllLy of each employee Lo be famlllar
wlLh Lhe requlremenLs of hls/her Lype of work and be
sure LhaL Lhe work does noL have any unnecessary
lmpacL on Lhe envlronmenL. Lmployees are expecLed
Lo recycle any maLerlals for whlch collecLlon servlces
are provlded.

Any person who becomes aware of any splll or
lnadverLenL release of Loxlc or hazardous maLerlals
musL reporL Lhe lncldenL lmmedlaLely Lo hls/her
School AdmlnlsLraLor/ueparLmenL Manager.
>9H /<I9!<1
-.J0/E9!-0.
CCMLNSA1ICN
CSuSA's goal ls Lo compensaLe lLs employees ln a falr
and compeLlLlve manner, based on Lhe responslblllLles
of each [ob, Lhe Company's overall growLh and
performance, and oLher buslness condlLlons affecLlng
wages on an annual basls. ln addlLlon, our goal ls Lo
reward employees for Lhelr lndlvldual performance,
achlevemenLs, and conLrlbuLlons Lo Lhe Company's
success.

AfLer Lhe flrsL year of employmenL, wages and salarles
are normally revlewed annually, buL a revlew does noL
guaranLee an lncrease. All salarles, bonuses, sLlpends,
and exLra pay are Laxable Lo Lhe employee. Cur
phllosophy ls Lo pay for performance, and pay
lncreases are based solely upon lndlvldual merlL and
buslness condlLlons.
Conf|dent|a||ty
LmploymenL, medlcal and wage lnformaLlon ls
confldenLlal and should noL be dlscussed wlLh peers,
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parenLs, sLudenLs, or vendors. 1hls lnformaLlon ls of a
confldenLlal naLure and should noL be dlscussed
regardless of perLalnlng Lo yourself or oLhers.
LMLCMLN1 CA1LGCkILS
<K%LM+N.'*O<K%LM+
under Lhe lalr Labor SLandards AcL, Lhere are Lwo
caLegorles of employees - exempL and non-exempL.

- LxempL employees are classlfled as such lf Lhelr [ob
duLles are exempL from Lhe overLlme provlslons of Lhe
lederal and SLaLe Wage and Pour Laws. LxempL
employees are noL ellglble for overLlme pay. LxempL
employees generally lnclude Lhose ln execuLlve,
AdmlnlsLraLor/Managerlal, professlonal,
commlssloned sales, and cerLaln admlnlsLraLlve
poslLlons. lf you are an exempL employee, you are
normally pald on a salary or commlsslon basls
regardless of hours worked. LxempL employees'
salarles are calculaLed on a seml-monLhly basls (24
pay perlods).
- non-exempL employees musL keep records of Lhelr
hours worked and musL be pald overLlme for any
hours over 40 hours worked ln a week. Salarles of
non-exempL employees are calculaLed on an hourly
basls.
Iu||-1|me] art-1|me]1emporary
AL Lhe Llme you are hlred, your poslLlon ls caLegorlzed
as full-Llme, regular parL-Llme, or Lemporary. AL LhaL
Llme you wlll be lnformed of any Company beneflLs for
whlch you are ellglble. ln general, employmenL
caLegory deflnlLlons encompass Lhe followlng:
JP$$ !:L%
A full-Llme employee ls one who works Lhe sLandard
worklng hours of Lhe Company each week (a mlnlmum
of 36 hours per week).
>"6+ !:L%
arL Llme employees are classlfled as non-exempL and
work a regular schedule less Lhan 36 hours per week.
!%LM'6"6Q
A Lemporary employee ls hlred for a speclfled pro[ecL
or Llme frame and may work an lrregular schedule.
Seasonal employees are generally hlred for an
lndeLermlnaLe Llme of llmlLed duraLlon and are also
consldered Lemporary employees. 1emporary and
seasonal employees do noL recelve any beneflLs
provlded by Lhe Company.
1":$Q 7P#,+:+P+%,
A subsLlLuLe ls hlred for Lhe purpose of fllllng ln for
absenL educaLors. 1hey are hlred on-call dally and do
noL recelve beneflLs provlded by Lhe company.

SLlpends and CLher SupplemenLal aymenLs
lor cerLaln duLles and responslblllLles ouLslde of your
normal duLles, CSuSA may provlde a sLlpend.
rlnclpals and deparLmenL managers are responslble
for allocaLlng sLlpends ln accordance wlLh Lhe
CompensaLlon lan and 8udgeLlng Culdellnes.
Lxamples of sLlpends lnclude buL are noL llmlLed Lo
ueparLmenL Chalr's, 1LC, and exLra duLles or a pro[ecL
for a speclflc perlod of Llme.
1IML kLLING AND A kLCCkDS
1he aLLendance of all employees musL be recorded
and submlLLed Lo Lhe ayroll ueparLmenL weekly
Lhrough 1lme and ALLendance. 1he payroll week
beglns on Sunday and ends on SaLurday. 1o process
payroll efflclenLly, all Llme sheeLs musL be recelved by
Lhe ayroll ueparLmenL deadllnes Lo your deslgnaLed
payroll represenLaLlve.

ALLendance records are Company records, and care
musL be exerclsed ln recordlng Lhe hours worked,
overLlme hours, absences and buslness expendlLures.
Mea| er|ods
All full Llme employees are generally provlded wlLh
one unpald meal perlod of l hour ln lengLh each
workday. Lmployees are relleved of all acLlve
responslblllLles and resLrlcLlons durlng meal perlods
and wlll noL be compensaLed for LhaL Llme. Sklpplng a
meal break Lo leave early and/or Lo geL addlLlonal pay
ls noL allowed (lL's lederal law), however, from Llme
Lo Llme shorLened meal breaks may be necessary Lo
accommodaLe Lhe dally schedule as Lhe needs of Lhe
buslness allow, and wlLh prlor approval by Lhe School
AdmlnlsLraLor/ueparLmenL Manager.

Powever, ad[usLmenLs should noL exceed 8 hours per
day or 40 hours ln a work week. All parL Llme
employees are generally noL enLlLled Lo an
uncompensaLed meal break, buL are enLlLled Lo one
10-13 mlnuLe compensaLed resL break durlng Lhe
course of Lhe parL-Llme work schedule, noL exceedlng
D
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4 hours per work day. Supervlsor's auLhorlzaLlon ls
requlred prlor Lo Laklng all resL breaks.
1|mekeep|ng
All hourly employees musL record Lhe hours worked
lncludlng pald Llme off, and have Lhelr
AdmlnlsLraLor/Manager approves Lhe compleLed Llme
worked. All exempL salarled employees are requlred
Lo reporL all pald Llme off (1C).
1|me kecords
lL ls of uLmosL lmporLance LhaL LlmesheeLs are fllled
ouL properly wlLh Lhe correcL assoclaLed lnformaLlon.
1he followlng rules apply Lo compleLlng Llme records:
?ou are noL permlLLed Lo work off Lhe clock,"
lncludlng worklng Lhrough meal breaks or
afLer scheduled work hour.
?ou musL accuraLely record all hours you
spend on Lhe [ob performlng asslgned duLles.
?ou are noL auLhorlzed Lo work Lhrough
scheduled lunch or meal breaks.
noL accuraLely reporLlng 1C ls a vlolaLlon of
company pollcy, and ls sLeallng. Supervlsors
musL verlfy Lhe employee has Lhe 1C
avallable, approve, and slgn off on Lhe 1C
requesL form.
CompensaLory Llme off ln lleu of overLlme pay
ls noL permlLLed.

1he 8uslness AdmlnlsLraLor/8ookkeeper aL each
school ls responslble for accuraLe reporLlng and
malnLenance of documenLed reporLs. lL ls Lhe
employee's responslblllLy Lo ensure Lhelr accuraLe
Llme has been provlded Lo Lhe 8uslness
AdmlnlsLraLor/8ookkeeper aL Lhe schools or Lhrough
your manager aL corporaLe. AlLerlng, falslfylng or
Lamperlng wlLh Llme records, or recordlng Llme on
anoLher employee's Llme sheeL may resulL ln
dlsclpllnary acLlon, up Lo and lncludlng LermlnaLlon.
WCkk nCUkS
Work Schedu|e
1he normal work schedule for mosL full-Llme
employees ls 8 hours a day, 3 days a week.
AdmlnlsLraLor/Managers wlll advlse employees of Lhe
Llme Lhelr schedules wlll normally begln and end.
SLafflng needs and operaLlonal demands may
necesslLaLe varlaLlons ln sLarLlng and endlng Llmes, as
well as varlaLlons ln Lhe LoLal hours LhaL may be
scheduled each day and week.

Lmployees should esLabllsh a muLually workable
schedule wlLh Lhelr AdmlnlsLraLor/Manager.
lssues, such as sLafflng needs, Lhe employee's
performance, and Lhe naLure of Lhe [ob wlll be
consldered when esLabllshlng work schedules.

lL ls recommended LhaL hourly employees reporL Lo
work no more Lhan 13 mlnuLes prlor Lo Lhelr shlfL sLarL
and clock ouL wlLhln 13 mlnuLes of Lhelr shlfL end
unless pre-approved Lo work overLlme.

ALLendance ls a ma[or concern and ls a ma[or parL of
your performance. SLudenLs and fellow employees
rely on you Lo be aL work on Llme every day. lf you
become lll please conLacL your
AdmlnlsLraLor/Manager ln advance. ConLacL means
speaklng dlrecLly wlLh your supervlsor, noL [usL leavlng
a message. lallure Lo reporL lnLo your
AdmlnlsLraLor/Manager for 3 consecuLlve days wlll
resulL ln [ob abandonmenL and dlsclpllnary acLlon up
Lo and lncludlng LermlnaLlon.
Cvert|me
When operaLlng requlremenLs or oLher needs cannoL
be meL durlng regular worklng hours, employees wlll
be glven Lhe opporLunlLy Lo volunLeer for overLlme
work asslgnmenLs. lf noL enough people volunLeer Lo
meeL work needs, employees may be requlred Lo work
overLlme. All overLlme work musL recelve Lhe
AdmlnlsLraLor/Manager's prlor auLhorlzaLlon.
CverLlme asslgnmenLs wlll be dlsLrlbuLed as equlLably
as pracLlcal Lo all employees quallfled Lo perform Lhe
requlred work.
LMLCLL kLILkkAL kCGkAM
AL CSuSA, we're always searchlng for LalenLed hlgh
performers and LhaL can mean a cash reward for you
ln recognlLlon of your recrulLmenL efforLs. SomeLlmes
you may know an lndlvldual who can be an asseL Lo
CSuSA. lf we hlre Lhe referred lndlvldual, CSuSA may
pay a referral bonus.
A kCCLDUkLS
CSuSA Lakes all reasonable sLeps Lo ensure LhaL
employees recelve Lhe correcL amounL of pay ln each
paycheck and LhaL employees are pald prompLly on
Lhe scheduled payday. lL ls Lhe responslblllLy of Lhe
employee Lo reporL any errors or concerns as soon as
known.

unless oLherwlse speclfled by CSuSA, you wlll be pald
seml-monLhly on Lhe 13Lh and Lhe lasL day of each
monLh. Lach paycheck wlll lnclude earnlngs for all
D
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work performed Lhrough Lhe end of Lhe prevlous
payroll perlod. aychecks are Lwo weeks ln arrears.

ln Lhe evenL LhaL a regularly scheduled payday falls on
a hollday, employees wlll recelve pay on Lhe lasL day
of work before Lhe regularly scheduled payday.
underpaymenLs and overpaymenLs wlll be ad[usLed
on Lhe nexL pay perlod unless Lhe amounL creaLes a
hardshlp for Lhe employee. 1he oLher arrangemenLs
can be made Lhrough Lhe payroll offlce.
D|rect Depos|t]ayro|| Check
CSuSA encourages employees Lo be pald Lhrough
dlrecL deposlL of funds Lo elLher a savlngs or checklng
accounL aL Lhe bank of your cholce. 1hls can be seL up
durlng Lhe on-boardlng" process. lf unable Lo
provlde dlrecL deposlL lnformaLlon, Lhe employee may
be pald vla a llve pay check. lf an employee selecLs Lo
be pald vla dlrecL deposlL, Lhe flrsL pay afLer recelvlng
Lhe dlrecL deposlL lnformaLlon wlll be dlrecLly
deposlLed Lo your accounL. ?ou wlll be able Lo vlew
your pay sLub Lhrough our Lmployee orLal aL
hLLps://porLal.adp.com.
I|na| ay
upon LermlnaLlon, you wlll recelve all unpald wages
and pay for any unused pald Llme off ln a manner
conslsLenL wlLh Lhe law ln Lhe sLaLe ln whlch you work.
lf, for any reason, you do noL reLurn equlpmenL or
properLy of CSuSA upon LermlnaLlon, Lhe assessed
value of Lhe properLy wlll be deducLed from Lhe
employee's flnal paycheck. 8e sure CSuSA has up Lo
daLe address lnformaLlon. 8eneflLs end on Lhe lasL
day of Lhe monLh you LermlnaLe.
Instruct|ona| 10 month emp|oyees pa|d over 12
months
upon LermlnaLlon, lnsLrucLlonal 10 monLh employees
wlll recelve all Lrue up wages (wages accrued Lo pay
you over Lhe summer) on your flnal paycheck. ?our
beneflLs wlll end on Lhe lasL day of Lhe monLh of your
LermlnaLlon.
8USINLSS-kLLA1LD LkLNSL kLIM8UkSLMLN1
?our duLles as an employee may requlre you Lo Lravel.
1he 1ravel and Lxpense ollcles seL Lhe guldellnes on
accepLable Lravel and buslness expenses, expense
reporLs and Lhe approval process. All expenses should
cover Lhe employee's acLual reasonable expenses
whlle conducLlng buslness away from home on behalf
of Lhe Company or as assoclaLed wlLh a buslness
evenL. no personal expense should ever be charged Lo
Lhe Company. ?ou are responslble Lo know Lhe llmlLs
of Lhe 1ravel and Lxpense ollcy and seek Lhe proper
advanced approval Lhrough your School
AdmlnlsLraLor/ueparLmenL Manager.

When Lravel ls compleLed you should submlL your
Lravel expenses on Lhe expense reporL along wlLh all
orlglnal recelpLs. lor furLher lnformaLlon, revlew Lhe
1ravel and Lxpense ollcy.
1rave|
Lmployees whose Lravel plans have been approved
are responslble for maklng Lhelr own Lravel
arrangemenLs.

Lmployees who are lnvolved ln an accldenL whlle
Lravellng on buslness musL prompLly reporL Lhe
lncldenL Lo Lhe Puman 8esources. vehlcles owned,
leased, or renLed by CSuSA may noL be used for
personal use wlLhouL prlor approval.

WlLh prlor approval, employees on buslness Lravel
may be accompanled by a famlly member or oLher
person, when lL wlll noL lnLerfere wlLh successful
compleLlon of buslness ob[ecLlves. Cenerally,
employees are also permlLLed Lo comblne personal
Lravel wlLh buslness Lravel, as long as Llme away from
work ls approved. AddlLlonal expenses arlslng from
such non- buslness Lravel are Lhe responslblllLy of Lhe
employee.

Lmployees should conLacL Lhelr School
AdmlnlsLraLor/ueparLmenL Manager for guldance and
asslsLance on procedures relaLed Lo Lravel
arrangemenLs, expense reporLs, relmbursemenL for
speclflc expenses, or any oLher buslness Lravel lssues.
lease noLe LhaL employees musL provlde lLemlzed
recelpLs ln order Lo be ellglble for relmbursemenL.

Abuse of Lhls buslness Lravel expenses pollcy,
lncludlng falslfylng expense reporLs Lo reflecL cosLs noL
lncurred by Lhe employee, can be grounds for
dlsclpllnary acLlon, up Lo and lncludlng LermlnaLlon of
employmenL.
kCILSSICNAL MLM8LkSnIS
rofesslonal employees are encouraged Lo become
members ln rofesslonal CrganlzaLlons and Lo acLlvely
parLlclpaLe.

WlLh managemenL approval, CSuSA may pay
membershlp dues and oLher assoclaLed fees for
professlonal membershlps, lf Lhe membershlp ls
beneflclal Lo boLh you and Lhe Company.
D
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1kAINING
Conferences, ShorL Courses, Semlnars
CSuSA may pay all or a porLlon of Lhe cosL for [ob
relaLed approved conferences, courses and semlnars.
All aLLendees musL have prlor wrlLLen approval by
School AdmlnlsLraLor/ueparLmenL Manager and Lhe
ueparLmenL v and Lhe course musL be dlrecLly
relaLed Lo a rofesslonal uevelopmenL lan.

Lmployees are encouraged Lo become acLlvely
lnvolved wlLh professlonal assoclaLlons Lo promoLe
CSuSA as well as galn exposure by servlng on boards,
as offlcers, and by presenLlng Lechnlcal papers.
Lxpenses assoclaLed wlLh mandaLory company
meeLlngs are pald by Lhe company and follow Lhe
corporaLe expense relmbursemenL pollcy.
R<.<J-!7
GLNLkAL CVLkVILW CI 8LNLII1S
CSuSA has esLabllshed a varleLy of programs deslgned
for Lhe beneflL of employees, lncludlng Llme off from
work, asslsLlng you ln coverlng cosLs LhaL can resulL
from lllness, helplng you plan for an unexpecLed
dlsablllLy and several oLher beneflLs. 1hls Pandbook
conLalns only a general llsLlng of beneflLs. ?our rlghLs
can be deLermlned only by referrlng Lo Lhe full LexL of
Lhe offlclal plan documenLs, whlch are conLrolllng and
are avallable from Puman 8esources. 1o Lhe exLenL
LhaL any of Lhe lnformaLlon conLalned ln Lhls
Pandbook ls lnconslsLenL wlLh Lhe offlclal plan
documenLs, Lhe provlslons of Lhe offlclal plan
documenLs wlll govern ln all cases.

1he followlng are some of Lhe beneflL programs LhaL
are avallable Lo ellglble employees:
ersonal 1lme Cff
Pollday ay
ulrecL ueposlL
Cnllne Lmployee Self Servlce CenLer
Leaves of Absence
lamlly / Medlcal Leave
Medlcal / uenLal / vlslon lnsurance
Llfe lnsurance 1x annual salary
Lmployee AsslsLance rogram (LA)
SupplemenLal Llfe lnsurance / AccldenLal
ueaLh and ulsmembermenL
ShorL 1erm and Long 1erm ulsablllLy
401(k) lan - lf appllcable, please see your
School AdmlnlsLraLor or ueparLmenL Manager
for speclflcs.

LLIGI8ILI1 ICk 8LNLII1S
AL Lhe Llme you are hlred, you are caLegorlzed as a
full-Llme, parL-Llme, or Lemporary employee. Cnly full-
Llme employees (36 or more hours per week) are
ellglble for Lhe beneflLs ouLllned ln Lhls secLlon. 1he
followlng Lable shows when beneflLs begln for full-
Llme ellglble employees. 1he company may change
ellglblllLy and walLlng perlods, as Lhe needs of Lhe
buslness requlre.

Medlcal 1
sL
uay of Lhe monLh
afLer compleLlng 90 days
of servlce
uenLal 1
sL
uay of Lhe monLh
afLer compleLlng 90 days
of servlce
vlslon 1
sL
uay of Lhe monLh
afLer compleLlng 90 days
of servlce
ulsablllLy 1
sL
uay of Lhe monLh
afLer compleLlng 90 days
of servlce
Llfe 1
sL
uay of Lhe monLh
afLer compleLlng 90 days
of servlce
Lmployee AsslsLance
rogram
1
sL
uay of Lhe monLh
afLer compleLlng 90 days
of servlce
401(k) nexL quarLer afLer
compleLlng 60 days of
servlce

#$%&'%($&) *+,((-. /(--(0 ' )1//2%2&3 2-14151-136
01&)(07 3,1. 01-- 52 )1.+$..2) 013, 6($ 56 6($%
*+,((- 8)91&1.3%'3(% : ;2<'%392&3 ='&'42%>

Medlcal/uenLal/vlslon/Llfe/ulsablllLy LnrollmenL
?ou wlll be noLlfled of your beneflL coverage opLlons
durlng open enrollmenL or durlng your 90-day
orlenLaLlon perlod.

lmporLanL: lf you do noL elecL coverage wlLhln Lhe
flrsL 90 days of your employmenL you cannoL enroll ln
CSuSA's lnsurance plans unLll Lhe nexL open
enrollmenL perlod or you have a quallfylng evenL. ?ou
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musL also noLlfy Puman 8esources wlLhln 30 days lf
you experlence a quallfylng evenL and wanL Lo make a
change Lo your exlsLlng medlcal plan.

A quallfylng evenL lncludes:
Legal separaLlon
ulvorce
ueaLh
1ermlnaLlon of oLher employmenL
Loss of oLher coverage
Marrlage
8lrLh
AdopLlon, or placemenL for adopLlon

lease undersLand LhaL you wlll noL be enLlLled Lo
speclal enrollmenL lf loss of coverage ls Lhe resulL of
fallure Lo requesL enrollmenL.
nLAL1n INSUkANCL CCN1INUA1ICN (CC8kA)
1he ConsolldaLed 8udgeL 8econclllaLlon AcL (CC88A) ls
a federal law LhaL requlres mosL employers sponsorlng
group healLh plans Lo offer a Lemporary conLlnuaLlon
of group healLh coverage when coverage would
oLherwlse be losL due Lo cerLaln speclflc evenLs.

1hrough CC88A, employees and Lhelr quallfled
beneflclarles have Lhe rlghL Lo conLlnue group healLh
lnsurance coverage afLer a "quallfylng evenL." 1he
followlng are quallfylng evenLs:
8eslgnaLlon or LermlnaLlon of Lhe employee.
ueaLh of Lhe covered employee.
A reducLlon ln Lhe employee's hours.
lor spouses and ellglble dependenLs, Lhe
employee's enLlLlemenL Lo Medlcare.
ulvorce or legal separaLlon of Lhe covered
employee and hls or her spouse.
A dependenL chlld no longer meeLlng
ellglblllLy requlremenLs under Lhe group
healLh plan.

under CC88A, Lhe employee or beneflclary pays Lhe
full cosL of healLh lnsurance coverage aL CSuSA's
group raLes, plus an admlnlsLraLlon fee.
401(k) Lnro||ment - |f e||g|b|e
A 401(k) reLlremenL savlngs plan ls avallable Lo
quallfled regular full-Llme employees and you musL be
aL leasL 21 years of age. Lllglble employees may
parLlclpaLe ln Lhe plan on Lhe nexL quarLer afLer
compleLlng 60 days of servlce as a regular full Llme
employee.
1he plan ls a volunLary savlngs plan.
Allows you Lo seL aslde preLax money Lhrough
payroll deducLlons.
Lmployee may conLrlbuLe from 1-100 of
Lhelr salary.
CSuSA wlll maLch 23 up Lo Lhe flrsL 6
employee elecLs.
CSuSA maLched funds become vesLed 23
year over year wlLh Lhe LoLal vesLed afLer 4
years.
Lmployee can roll over funds from oLher plans
aL any Llme.

ueLalls of all lnsurance plans are descrlbed ln Lhe
orlenLaLlon maLerlals. 1he lnformaLlon on cosL of
coverage wlll be provlded ln advance of enrollmenL Lo
ellglble employees.
ConLacL Puman 8esources for more lnformaLlon abouL
lnsurance beneflLs.
Lmp|oyee Ass|stance rogram
1hls ls a program deslgned Lo offer counsellng and
rehablllLaLlon servlces Lo supporL employees,
dependenLs and all members of your household. lL
offers you free 24-hour asslsLance.
LmoLlonal Well 8elng and Llfe LvenLs
lamlly and Careglvlng 8esources
PealLh and Wellness 8esources
ually Llvlng 8esources
ln-erson Counsellng

lor addlLlonal lnformaLlon you can flnd a brochure
Lhrough Lhe employee porLal aL
hLLps://porLal.adp.com.

nCLIDAS
Polldays and breaks observed aL Lhe school dlsLrlcLs
are noL consldered parL of CSuSA. CSuSA granLs
hollday pald Llme off Lo all full-Llme ellglble employees
for Lhe holldays llsLed below:

new ?ear's uay (!anuary 1)
MarLln LuLher klng, !r. uay (3rd Monday ln !an)
resldenL's uay (3rd Monday ln leb)
Memorlal uay (lasL Monday ln May)
lndependence uay (!uly 4)
Labor uay (flrsL Monday ln SepLember)
1hanksglvlng (fourLh 1hursday ln november)
uay afLer 1hanksglvlng
ChrlsLmas Lve (uecember 24)
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ChrlsLmas uay (uecember 23)
new ?ear's Lve (uecember 31)

lf a hollday falls on a weekend, normally Lhe hollday
wlll be observed on Lhe closesL lrlday or Monday.
CSuSA reserves Lhe rlghL Lo ad[usL Lhe hollday Lo
anoLher day as needed for operaLlonal requlremenLs.

CSuSA recognlzes and provldes Lhe llsLed holldays for
lLs employees. neverLheless, we musL remember LhaL
from Llme Lo Llme our servlces may be requlred on
holldays and dependlng on Lhe buslness slLuaLlon
employees may be requlred Lo Lake an alLernaLe day
off. Also, cerLaln [ob poslLlons wlll requlre employees
Lo regularly work on Lhe llsLed holldays, and ln Lhose
clrcumsLances, Lhose employees would be granLed an
alLernaLe day off.
no||day o||cy
Lmployees wlshlng Lo observe oLher holldays Lhan
whaL ls llsLed above may conslder uslng
1C lf approved by Lhelr admlnlsLraLlon.
no||day ay Cons|derat|ons
lf a recognlzed hollday falls durlng an ellglble
employee's approved pald Llme off, hollday
pay wlll be provlded lnsLead of 1C beneflL
LhaL would oLherwlse have applled, or an
alLernaLe day off as requlred by Lhe needs of
Lhe buslness.
Pollday pay wlll be calculaLed based on Lhe
employee's sLralghL Llme pay raLe (as of Lhe
daLe of Lhe hollday) Llmes 8 hours for full-Llme
employees.
Lmployees may noL elecL flnanclal
compensaLlon ln lleu of Laklng Llme off for a
hollday.
ald Llme off for holldays wlll noL be counLed
as hours worked for Lhe purposes of
deLermlnlng overLlme.
Lmployees musL have worked or have
auLhorlzed 1C on Lhe day before and Lhe day
afLer a hollday ln order Lo be pald hollday pay.
Larly release Llme, musL be approved by Lhe
CLC and ls noL consldered a beneflL for Lhe
purpose of provldlng alLernaLe Llme off for use
of 1C.


AID 1IML CII (1C)
lull-Llme employees are ellglble Lo Lake 1C as
descrlbed ln Lhls pollcy. 1emporary, parL-Llme and
seasonal employees are noL enLlLled Lo 1C.

1C for Lhe calendar year or aL Lhe beglnnlng of Lhe
school year ls credlLed Lo an employee's 1C accounL
on Lhe flrsL day of each year. 1he full allocaLlon ls
avallable aL LhaL Llme. An employee ls ellglble Lo sLarL
Laklng 1C afLer compleLlng 30 days of employmenL.


12 MonLh Lmployees
?ears of Servlce Annual uays Accrued
0 - 3* 16
6 - 10 21
11 + 26
10 MonLh Lmployees
?ears of Servlce Annual uays Accrued
0 - 11+* 8
School AdmlnlsLraLors (rlnclpal, AsslsLanL rlnclpal,
and ueans)
?ears of Servlce Annual uays Accrued
0 - 10* 21
11 + 26
LxecuLlves
?ears of Servlce Annual uays Accrued
0 - 10* 21
11+ 26
lease noLe: lor annual Llme calculaLlon purposes,
one day equals 8 hours.

H;-4. 74%$ I// 4* -::+6$. (5 -5 -556-' 3-*4*@ J(6+
/4+*0 )$-+ (/ ;7I >4'' 3$ &+(+-0$. 3-*$. (5 )(6+ .-0$ (/
14+$@ 9%&'()$$* -+$ 5(0 6*6-'') &$+%400$. 0( 0-?$ -5)
-556-' 04%$ .6+45, 01$ /4+*0 KL .-)* (/ $%&'()%$50@
8orrow|ng Annua| 1|me
Lmployees who borrow annual Llme before Lhey have
accrued lL and Lhan LermlnaLe Lhelr employmenL wlLh
CharLer Schools uSA wlll have an amounL equal Lo Lhe
borrowed Llme deducLed from Lhelr flnal paycheck.

CLher 1C 1lme ConslderaLlons
We rely on you Lo be aL work as scheduled so
advanced noLlce ls lmporLanL. CSuSA also provldes
10-monLh lnsLrucLlonal sLaff an lncenLlve Lo noL mlss
lnsLrucLlonal days by provldlng a cash payouL for
D
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unused 1C. 1hls reduces Lhe need for subsLlLuLes
and more lmporLanLly helps provlde Lhe besL quallLy
of lnsLrucLlon for our sLudenLs. 1C may be Laken aL
any Llme durlng Lhe year - buL musL be scheduled Lo
avold confllcLs wlLh oLher employees' 1C and work
demands of Lhe Company.

1. 1C Llme may be Laken ln pre-approved four-hour
lncremenLs C8 1C Llme may be Laken ln pre-
approved full day lncremenLs.
2. Speclflc 1C daLes should be approved by Lhe
employee's School AdmlnlsLraLor/ueparLmenL
Manager aL leasL Lwo weeks prlor Lo Lhe anLlclpaLed
Llme off, lf posslble.
3. ueslgnaLed company holldays wlll noL be counLed
as 1C lf Lhey should fall wlLhln Lhe perlod of Llme Lhe
1C was requesLed.
4. A maxlmum of 3 days (40 hours) of 1C can be
carrled over from one year Lo Lhe nexL.
3. 1C wlll be scheduled ln Lhe muLual besL lnLeresL
of Lhe Company and Lhe employee.
LengLh of servlce wlll deLermlne prlorlLy for 1C ln Lhe
case of confllcLs.
6. 1en monLh lnsLrucLlonal exempL sLaff only may opL
Lo cash ouL 1C days aL Lhe end of Lhe school year of
up Lo 8 days (64 hours). ayouL does noL exceed
$90.00 per day and LoLal payouL lncludlng carry over
cannoL exceed 104 hours (13 days). All carry over
days are pald ouL aL $90 per day regardless of Lhe
reason for Lhe payouL requesL (LermlnaLlon or requesL
aL Lhe end of Lhe school year).
7. ln Lhe case of LermlnaLlon, 1C Laken and noL
earned wlll be credlLed back Lo Lhe company on Lhe
flnal paycheck. 1C accrued and noL Laken wlll be
pald ouL on Lhe flnal paycheck aL Lhe employee's
hourly raLe (excludlng carryover and end of school
year requesLs for payouLs, see #6 above).
I<9D<7 0J 9R7<.)<
IAMIL AND MLDICAL LLAVL AC1 (IMLA)
CSuSA wlll granL leave under Lhe lamlly and Medlcal
Leave AcL (Lhe lMLA") Lo ellglble employees for Lhe
followlng reasons:
a serlous healLh condlLlon LhaL prevenLs Lhe
employee from performlng Lhe funcLlons of
hls or her [ob
Lo care for a spouse, chlld, or parenL who has
a serlous healLh condlLlon
Lhe blrLh of Lhe employee's chlld and Lo care
for Lhe newborn chlld
placemenL of a chlld wlLh an employee
Lhrough adopLlon or fosLer care
Cenerally, a "serlous healLh condlLlon" ls an
lllness, ln[ury, lmpalrmenL or condlLlon LhaL
lnvolves:
lnpaLlenL care ln a hosplLal, hosplce or
resldenLlal medlcal care faclllLy, or
ConLlnulng medlcal LreaLmenL by a healLh care
provlder, whlch may lnclude perlods of
lncapaclLy of more Lhan Lhree (3) days
lnvolvlng a speclflc healLh care LreaLmenL,
mulLlple healLh care LreaLmenLs, or lncapaclLy
or LreaLmenL for chronlc, serlous healLh
condlLlons.
L||g|b|||ty:
?ou musL have compleLed one year of servlce, ln
whlch a mlnlmum of 1,230 hours was worked.
Lllglble employees are generally enLlLled Lo up Lo
Lwelve (12) weeks of lMLA leave durlng a Lwelve (12)
monLh perlod.
>6'8%TP6% ('6 /%UP%,+:*V I%"W%X
A requesLlng employee musL call 1he ParLford aL 1-
877-822-3183 and refer Lo ollcy number
402300. When calllng ln your leave requesL, you musL
sLaLe Lhe reason for Lhe leave and Lhe daLes for whlch
Lhe leave ls soughL. ?ou may be requlred Lo compleLe
a "CerLlflcaLlon of PealLh Care rovlder" when leave ls
soughL due Lo a serlous healLh condlLlon or Lo care for
a spouse, chlld or parenL wlLh a serlous healLh
condlLlon.

ln some clrcumsLances, CSuSA may requlre a second
or subsequenL oplnlon by a healLh care provlder aL Lhe
CSuSA's expense.

When Lhe need for leave ls foreseeable, such as for an
expecLed blrLh or placemenL of a chlld, or because of a
planned medlcal LreaLmenL, call ln your leave requesL
as soon as posslble. lf Lhe need for lMLA leave ls
unforeseeable, you musL noLlfy your School
AdmlnlsLraLor / ueparLmenL Manager as soon as
posslble afLer calllng ln your leave.
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)'LM%*,"+:'* "*T R%*%(:+, TP6:*V
I%"W%X
Lmployees are requlred Lo use and exhausL any
accrued 1C as parL of Lhe lMLA leave. 1hereafLer,
Lhe leave ls unpald.

An employee on lMLA leave does noL accrue 1C or
oLher employee beneflLs. Powever, durlng lMLA
leave, you wlll conLlnue Lo parLlclpaLe ln CSuSA's
group medlcal, denLal, and vlslon plans, under Lhe
same condlLlons LhaL applled before Lhe leave. ?ou
remaln responslble for paylng all of your lnsurance
premlums. lf you recelve compensaLlon durlng lMLA,
your conLrlbuLlon wlll be deducLed on a pre-Lax basls
from your paycheck and pald Lhrough CSuSA re-1ax
remlum aymenL lan. lf you are currenLly ln
repaymenL for a 401(k) loan you wlll be responslble
for maklng Lhose paymenLs dlrecLly Lhrough Lhe 401(k)
provlder.
>%6:'T:8 /%M'6+, "*T /%+P6* (6'L
I%"W%X
When on lMLA leave, you may be requlred Lo reporL
perlodlcally Lo 1he ParLford on your sLaLus and lnLenL
Lo reLurn Lo work. lf your clrcumsLances change, or
you need Lo leave for a new reason, noLlfy 1he
ParLford as soon as posslble. lf you wlsh Lo reLurn Lo
work before Lhe end of a scheduled leave you musL
noLlfy 1he ParLford aL leasL Lhree (3) worklng days ln
advance. 8efore reLurnlng from leave, you wlll be
requlred Lo provlde wrlLLen cerLlflcaLlon from a healLh
care provlder LhaL you are able Lo resume worklng
wlLh no resLrlcLlons.
/%,+'6"+:'* +' <LM$'QL%*+ J'$$'Y:*V
I%"W%X
upon concluslon of lMLA leave, CSuSA Lyplcally wlll
resLore Lhe employee Lo Lhelr orlglnal poslLlon. lf Lhe
poslLlon has been fllled or ellmlnaLed, generally CSuSA
wlll resLore Lhe employee Lo an avallable, equlvalenL
poslLlon, as deLermlned by CSuSA.
ZP"$:(Q:*V <K:V%*8Q I%"W%X
lor ellglble employees, up Lo 12 weeks of unpald
leave, ln a 12-monLh perlod, ls avallable for an ellglble
employee where Lhe employee's spouse, son,
daughLer or parenL ls on acLlve mlllLary duLy or call Lo
acLlve duLy sLaLus, and leave ls needed for a
quallfylng exlgency",

A "quallfylng exlgency" ls:
a) ShorL noLlce deploymenL,
b) MlllLary evenLs and relaLed acLlvlLles,
c) Chlldcare and school acLlvlLles,
d) lor Lhe purpose of maklng flnanclal and legal
arrangemenLs,
e) 8esL and recuperaLlon,
f) osL-deploymenL acLlvlLles, and/or,
g) AddlLlonal quallfylng acLlvlLles.

1he rolllng backward" meLhod used for measurlng
8aslc Leave" ls also used Lo measure Lhe 12-monLh
perlod for Cuallfylng Lxlgency Leave."
Covered Serv|ce Member Care Leave:
Leave ls avallable for an ellglble employee Lo care for a
spouse, chlld, parenL or nexL-of-kln who ls a currenL
member of Lhe Armed lorces, lncludlng a member of
Lhe naLlonal Cuard or 8eserves, or a member of Lhe
Armed lorces, naLlonal Cuard or 8eserves who ls on
Lhe Lemporary dlsablllLy llsL, and who has a serlous
ln[ury or lllness lncurred ln Lhe llne of duLy for whlch
he or she ls undergolng medlcal LreaLmenL,
recuperaLlon, or Lherapy, or, oLherwlse ln ouLpaLlenL
sLaLus, or, oLherwlse on Lhe Lemporary dlsablllLy
reLlred llsL.
nexL-of-kln of a covered servlce member ls Lhe
nearesL blood relaLlve oLher Lhan Lhe covered servlce
member's spouse, son, or daughLer, unless Lhe
covered servlce member has speclflcally deslgnaLed ln
wrlLlng anoLher blood relaLlve as hls or her nearesL
blood relaLlve for purposes mlllLary careglver leave
under Lhe lMLA.

lor covered servlce member Care leave only, an
employee ls enLlLled Lo 26 workweeks of leave durlng
any slngle 12-monLh perlod measured on a rolllng
forward" basls. Servlce member care leave measured
on a rolllng forward basls wlll be measured uslng Lhe
12-monLh perlod forward from Lhe daLe of Lhe
employee's flrsL lnsLance of servlce member Care
leave.
Comput|ng IMLA Leave
lor Lhe purposes of calculaLlng lMLA, CSuSA
deLermlnes Lhe 12 weeks of lMLA enLlLlemenL as a
8olllng" 12-monLh perlod measured backward from
Lhe daLe an employee uses any lMLA leave. lor
example, lf an employee Lakes 4 weeks of lMLA leave
beglnnlng lebruary 1 of ?ear Cne, anoLher 4 weeks
D
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beglnnlng !une 1 of ?ear Cne and anoLher 4 weeks
beglnnlng uecember 1 of ?ear Cne, Lhe employee
would noL be enLlLled Lo any addlLlonal lMLA leave
unLll lebruary 1 of ?ear 1wo. Powever, on lebruary 1
of ?ear 1wo, Lhe employee would be enLlLled Lo four
more weeks of leave (as he or she had Laken 8 weeks
of lMLA leave wlLhln Lhe precedlng 12 monLhs, ln Lhls
example, anoLher 4 weeks of lMLA leave would
become avallable on !une 1 of ?ear 1wo).
ersona| Non-IMLA Leave of Absence
CSuSA may provlde leaves of absence wlLhouL pay Lo
ellglble employees who wlsh Lo Lake Llme off from
work duLles Lo fulflll personal obllgaLlons.

As soon as ellglble employees become aware of Lhe
need for a personal leave of absence, Lhey should
requesL a leave provldlng a full explanaLlon of Lhe
clrcumsLances, ln wrlLlng, Lo Lhelr
AdmlnlsLraLor/Manager aL leasL Lwo weeks before Lhe
sLarL daLe of Lhe leave of absence.

ersonal leave of absence ls provlded wlLhouL pay.
Any avallable pald Llme off musL be exhausLed flrsL.
llllnols employees should also refer Lo Lhe followlng
hyperllnk for addlLlonal ersonal non-lMLA Leave of
Absence lnformaLlon: llllnols ersonal non-lMLA
Leave. lndlana employees should also refer Lo Lhe
followlng hyperllnk for addlLlonal ersonal non-lMLA
Leave of Absence lnformaLlon, speclflc Lo regnancy
Leave: lndlana ersonal non lMLA Leave. Loulslana
employees should also refer Lo Lhe followlng
hyperllnk, also relaLed Lo regnancy Leave: Loulslana
ersonal non lMLA Leave.
Durat|on of Leave
ersonal leave may be granLed for a perlod of up Lo 90
calendar days every 3 years. lf Lhls lnlLlal perlod of
absence proves lnsufflclenL, conslderaLlon wlll be
glven Lo a wrlLLen requesL for a slngle exLenslon of no
more Lhan 90 calendar days.
kequests for Leave
8equesLs for a personal leave wlll be evaluaLed based
on a number of facLors, lncludlng anLlclpaLed
workload requlremenLs and sLafflng conslderaLlons
durlng Lhe proposed perlod of absence. ersonal
leaves wlll noL be granLed lf lL places an undue burden
on your deparLmenL, or lf lL confllcLs wlLh work
schedule demands.
8enef|ts dur|ng Leave
Sub[ecL Lo Lhe Lerms, condlLlons, and llmlLaLlons of Lhe
appllcable plans, healLh lnsurance beneflLs wlll be
provlded by CSuSA unLll Lhe end of Lhe monLh ln
whlch Lhe approved personal leave beglns. Sub[ecL Lo
Lhe Lerms, condlLlons, and llmlLaLlons of Lhe appllcable
plans aL LhaL Llme, Lhe Company may conLlnue Lo pay
Company-pald beneflLs. ?ou musL pay 100 of your
porLlon of lnsurance premlums ln advance Lo Lhe
Company. lallure Lo pay Lhls porLlon up fronL may
resulL ln a loss of beneflLs.

When you reLurn from a personal leave, beneflLs wlll
agaln be provlded by CSuSA accordlng Lo Lhe
appllcable plans.

8eneflL accruals, such as 1C or hollday beneflLs, wlll
be suspended durlng Lhe leave and wlll resume upon
reLurn Lo acLlve employmenL.
Cther Lmp|oyment
CuLslde employmenL durlng your leave perlod ls
prohlblLed and may resulL ln dlsclpllnary acLlon up Lo
and lncludlng lmmedlaLe LermlnaLlon.
ke|nstatement
When a personal leave ends, every reasonable efforL
wlll be made Lo reLurn you Lo Lhe same poslLlon, lf lL ls
avallable, or Lo a slmllar avallable poslLlon for whlch
you are quallfled.

Powever, CSuSA cannoL guaranLee relnsLaLemenL ln
all cases.

lf you fall Lo reporL Lo work prompLly aL Lhe explraLlon
of Lhe approved leave perlod, CSuSA wlll assume you
have reslgned.
0![</ !-E< 0JJ
8ereavement Leave
lull-Llme employees are allowed up Lo 3 days off wlLh
pay ln Lhe evenL of a deaLh ln Lhe lmmedlaLe famlly.
(lor ouL of sLaLe funerals, your
AdmlnlsLraLor/Manager may approve more Llme.)
lease noLlfy your AdmlnlsLraLor/Manager as soon as
posslble lf you need Lo Lake bereavemenL leave.

lor Lhe purposes of Lhls pollcy, lmmedlaLe famlly ls
deflned as faLher, moLher, slsLer, broLher, spouse,
chlld, sLep-chlld, moLher-ln-law, faLher-ln-law,
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grandparenLs, grandchlldren, slsLers- or-broLhers-ln-
law.

1lme off wlLhouL pay may be granLed aL Lhe dlscreLlon
of your AdmlnlsLraLor/Manager Lo aLLend Lhe funeral
of oLher relaLlves or frlends. ?ou have Lhe opLlon of
uslng any avallable pald Llme off ln Lhese lnsLances.
Iury Duty]Court Duty
CSuSA encourages employees Lo fulflll Lhelr clvlc
responslblllLles by servlng [ury duLy or appearlng ln
courL as a wlLness when subpoenaed. lull-Llme
employees may requesL up Lo 3 weeks of pald
[ury/courL duLy leave over any 2-year perlod.
ay Cons|derat|ons
!ury/courL duLy pay wlll be calculaLed on Lhe
employee's base pay raLe Llmes Lhe number of hours
Lhe employee would oLherwlse have worked on Lhe
day of absence, mlnus Lhe [ury duLy pay awarded by
Lhe courL.
rocedures
Lmployees musL show Lhe [ury duLy summons or
subpoena Lo Lhelr AdmlnlsLraLor/Manager as soon as
posslble so LhaL Lhe AdmlnlsLraLor/Manager may
make arrangemenLs Lo accommodaLe Lhelr absence.
Cf course, employees are expecLed Lo reporL for work
whenever Lhe courL schedule permlLs.

Whlle on [ury duLy, and parLlcularly whlle on sLandby
sLaLus, you are expecLed Lo work as much of your
regularly scheduled workday as Lhe [ury duLy
reasonably permlLs. ln Lhe evenL you are excused from
[ury duLy on a scheduled workday, you are requlred Lo
conLacL your AdmlnlsLraLor/Manager and be prepared
Lo reporL Lo work as soon as posslble.

LlLher CSuSA or Lhe employee may requesL an excuse
from [ury duLy lf, ln CSuSA's [udgmenL, Lhe employee's
absence would creaLe serlous operaLlonal dlfflculLles.
CSuSA wlll conLlnue Lo provlde healLh lnsurance
beneflLs for Lhe full Lerm of Lhe [ury/courL duLy
absence. ald Llme off and hollday beneflLs wlll
conLlnue Lo accrue durlng [ury/courL duLy leave.
Vot|ng |n L|ect|ons
CSuSA wanLs Lo make sure you have Lhe opporLunlLy
Lo voLe ln naLlonal, sLaLe, or local elecLlons. lf your
worklng hours make lL lmposslble for you Lo geL Lo Lhe
polls before or afLer work, please Lalk Lo your School
AdmlnlsLraLor/Manager beforehand. lf lL ls necessary,
you can ad[usL your worklng hours ln order Lo geL Lo
Lhe polls as long as lL does noL lnLerfere wlLh your [ob
performance.

Lmployees who are asslgned Lo a locaLlon ouLslde of
Lhelr voLlng preclncL are encouraged Lo voLe by
absenLee balloL.
M|||tary Leave
CSuSA wlll granL a mlllLary leave of absence wlLhouL
pay Lo an employee who ls lnducLed lnLo Lhe armed
forces or who has reserve duLy or naLlonal Cuard
obllgaLlons. upon compleLlon of duLles, you wlll be
relnsLaLed lnLo your former poslLlon or lnLo anoLher
poslLlon of equal pay and sLaLus, conslsLenL wlLh
appllcable laws.

Ceorgla Lmployees should also refer Lo Lhe followlng
hyperllnk regardlng addlLlonal Ceorgla Speclflc
MlllLary Leave lnformaLlon: Ceorgla MlllLary Leave.
llllnols employees should refer Lo Lhe followlng
hyperllnk regardlng llllnols Speclflc MlllLary Leave
lnformaLlon:

llllnols MlllLary Leave
lndlana Lmployees should refer Lo Lhe followlng
hyperllnk regardlng lndlana Speclflc MlllLary Leave
lnformaLlon: lndlana MlllLary Leave.
Loulslana Lmployees should refer Lo Lhe followlng
hyperllnk regardlng Loulslana speclflc MlllLary Leave
lnformaLlon: Loulslana MlllLary Leave
DCMLS1IC VICLLNCL LLAVL:
CSuSA's leave of absence pollcy for vlcLlms of
domesLlc vlolence ls ln compllance wlLh sLaLe law.

Lllglble employees may recelve up Lo Lhree (3)
worklng days of leave ln a Lwelve (12) monLh perlod
(deflned as a rolllng perlod of Llme) lf s/he or a famlly
or /household member ls a vlcLlm of domesLlc
vlolence. We may requlre documenLaLlon or
subsLanLlaLlon of Lhe acL of domesLlc vlolence of
domesLlc vlolence may be requlred (e.g. coples of
resLralnlng orders, pollce reporLs, orders Lo appear ln
courL, eLc.).

?ou musL have been employed for aL leasL Lhree (3)
monLhs and musL provlde us wlLh advance noLlce of
Lhe leave, excepL ln cases of lmmlnenL danger Lo Lhe
healLh and safeLy of yourself or a famlly member. We
allow you Lo choose wheLher Lo exhausL any avallable
1C Llme or Lake Lhls leave wlLhouL pay.
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0000 BOARD OPERATING POLICY

0100 Definitions

0110 Official Description
0111 Name
0112 Purpose
0115 Address

0120 Powers and Philosophy
0121 Authority
0122 Board Powers

0130 Functions
0131 Legislative
0131.1 Charter Contract Bylaws and Board Operating Policies
0132 Executive
0132.1 Selection of School Leader/Educational Service Provider
0132.2 Administrative Procedures
0133 J udicial

0140 Membership
0141 Number
0141.1 Student-Body Representatives
0142 Appointment
0142.1 Term
0142.2 Oath
0142.3 Vacancies
0142.31 Filling a Board Vacancy
0142.4 Orientation
0143 Authority
0143.1 Public Expression of Board Members
0144 Operations
0144.1 Compensation
0144.2 Board Member Ethics
0144.3 Conflict of Interest
0144.4 Indemnification
0145 Discriminatory Harassment

0150 Organization
0151 Annual Organizational Meeting
0152 Officers
0154 Annual Organizational Meeting Agenda (Motions)
0155 Committees

0160 Meetings
0161 Parliamentary Authority
0162 Quorum
0163 Presiding Officer
0164 Call
0164.1 Regular Meetings
0164.2 Special Meetings
0164.3 Emergency Meetings
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0165 Notice
0165.1 Posting Notice of Regular Meetings
0165.2 Change of Regular Meetings
0165.3 Posting Notice of Special Meetings
0165.4 Posting Notice of Emergency Meetings
0165.5 Recess
0166 Agenda
0166.1 Consent Agenda
0167 Conduct
0167.1 Voting
0167.2 Closed Session
0167.3 Public Participation at Board Meetings
0167.4 Administrative Participation
0167.5 Use of Electronic Mail
0168 Minutes
0168.1 Open Meeting
0168.2 Closed Meeting
0168.3 Committee Meetings
0169 Student Disciplinary Hearings
0169.1 Closed Session Requested
0169.2 Open Hearing

0170 Duties
0171 Officers
0171.1 President
0171.2 Vice-President
0171.3 Secretary
0171.4 Treasurer
0172 Legal Counsel
0173 Independent Auditor
0175 Association Memberships
0175.1 Board Conferences, Conventions, and Workshops
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DEFINITIONS

The operating policy of the Board of Directors of this Academy incorporates quotations from the
laws and administrative code of the State. Such quotations may be substantively altered only by
appropriate legislative, judicial, or administrative action.

Whenever the following items are used in these policies, they shall have the meaning explained
below:

Administrative Procedure

A policy-based statement, usually written, outlining and/or describing the means by which a policy
should be implemented and providing for the management cycle of plan, act, and assess or
evaluate.

Authorizer or Authorizing Body

The State Board of Education empowered to issue contracts for the creation of public charter
schools, subject to certain limitations.

Board

The Board of Directors. (See Bylaws)

Board Operating Policy

Rule of the Board for its own governance. (See Bylaws)

Charter Contract

The executive act taken by an authorizing body, authorizing a public charter school. Subject to the
constitutional powers of the state board and applicable law, the charter contract is the written
instrument executed by an authorizing body, conferring certain rights, franchises, privileges, and
obligations on a public school academy.

Due Process

An established, rule-based procedure for hearing evidence, based on prior knowledge (a posted
discipline code), notice of offense (accusation), and the opportunity to respond. Due process may
require the right to counsel and/or confrontation or cross examination of witnesses, depending
upon the situation.

Educational Service Provider:

(An Educational Management Company which provides services as specified in the contract
between the Board of Directors and the Company) The Educational Service Provider is
responsible to the Board and through its employees to implement the policies of the Board. Unless
specified by contract, all other functions are the responsibility of the Board.
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Educational Service Provider Employee:

All employees of the Educational Service Provider, both certificated and non-certificated, working
in the school who provide service to the Academys program or administration.

Full Board

Authorized number of voting members entitled to govern the Academy, as established by the
authorizer.

May

The word used when an action by the Board, or its designee, is permitted, but not required.

Meeting

Any gathering attended by, or open to, all of the members of the schools Board of Directors. A
meeting is held with the intent on the part of the members of the body present to discuss or act as
a unit upon the specific public business of that body.

Parent

The natural, adoptive, or surrogate parent(s) or the party designated by the courts as the legal
guardian or custodian of a student. Both parents will be considered to have equal rights, unless a
court of law decrees otherwise and a copy of such order is on file with the Academy.

Policy

A general statement written by the governing Board that defines its expectations or position on a
particular matter. A policy also authorizes appropriate action that must or may be taken to
establish and/or maintain the Boards expectations.

President

The official leader of the Board. In addition to the responsibilities listed in Duties of President,
contained in the Charter Contract Bylaws and Articles of Incorporation, the President has the
authority to sign, execute, and acknowledge, on behalf of the Board, all deeds, mortgages, bonds,
contracts, leases, reports, and all other Board-approved documents.

Relative

The mother, father, sister, brother, spouse, parent of spouse, child, grandparents, grandchild, or
dependent in the immediate household, as defined in the policy covering this subject.

School/Academy

This School/Academy.
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School Leader

The administrator employed by the Board (or Educational Service Provider) who is responsible for
the daily operations of the School and the implementation of the policies of the Board. The School
Leader can delegate appropriate duties assigned by the Board (or Educational Service Provider).

Secretary

The chief clerk of the Board of Directors. (See Bylaws.)

Shall

This word is used when an action by the Board or its designee is required. (The words will and
must also signify a required action.)

Student

A person who is officially enrolled in the School.

Support Employee

An employee who provides support to the Schools program, professional staff, and Administration,
whose position does not require professional certification.

Treasurer

The chief financial officer of the School. (See Bylaws)

Vice-President

The Vice-President of the Board of Directors. (See Bylaws)

Voting

The act of taking a vote at a meeting of the Board of Directors. The law requires Board members
to be physically present to have their vote officially recorded in the Board minutes.




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OFFICIAL DESCRIPTION


0111 Name

The Board of Directors of this Academy shall be known officially as ______________.

0112 Purpose

The reason the Academy exists is to provide a system of free, public education for children,
as authorized in the Charter Contract. The Board exists to supervise the Academy, as set
forth in the Charter Contract.

0115 Address

The physical location of the Academy, the official address of the Academy, shall be
________________________________




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POWERS AND PHILOSOPHY

Reference: MCL 380.503, 380.504a, 380.1225, 423.217

0121 Authority

The supervision of this Academy shall be conducted by the Board of Directors, hereinafter
referred to as the Board, constituted and governed by the laws of the State and the Charter
Contract.

0122 Board Powers

This Academy shall operate as a public school academy, pursuant to the provisions of the
Charter Contract and applicable laws. The Board of Directors has all of the rights, powers,
and duties expressly stated in the law and the Charter Contract. The Board may exercise
power incidental to, or appropriate to, the operation of the Academy, including, but not
limited to, all of the following:

A. Educate Students.

B. Provide for the safety and welfare of students while at the Academy, at an
Academy-sponsored activity, or while en route to or from the Academy or an
Academy-sponsored activity.

C. Acquire, construct, maintain, repair, renovate, dispose of, or convey Academy
property, facilities, equipment, technology, or furnishings.

D. In accordance with its Charter Contract: to hire, contract for, schedule, supervise, or
terminate employees, independent contractors, and others to carry out Academy
operations. The Board may contract with an Educational Service Provider to provide
educational, administrative and other services and to exercise certain of said
powers. The rights, responsibilities and obligations of the school and the
Educational Service Provider are set forth in the agreement between the Board and
the Educational Service Provider. The Academys policies and procedures are not
intended to modify any of the terms of such a contract.

E. Receive, account for, invest, or expend Academy money; borrow money and pledge
Academy funds for repayment; and qualify for State-School Aid and other public or
private money from local, regional, State, or Federal sources.

The Board may enter into agreements or cooperative arrangements with other
entities, public or private and may join organizations that assist in performing the
functions of the Academy.

This Academy is a corporate body governed by a Board of Directors. An act of this
Board is not valid unless approved by a majority vote of the Directors of the
Academy present at a noticed meeting at which a quorum is present.

The Board has authority, based on statute, to make decisions or delegate
some its decision-making authority to an Educational Service Provider,
regarding the following subjects:

The starting day for the school year and the amount of student contact
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time to receive full State school aid.

The composition of the Academy's site-based, decision-making groups
or school-improvement committee(s).

Contracting with outside parties for non-instructional support services
including the procedures for obtaining a contract, the identity of the
outside party, and the impact on individual staff members.

Use of volunteers.

Decisions regarding the use of experimental or pilot programs including
staffing, use of technology, provision of the technology, and the impact
on individual staff members.


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FUNCTIONS

0131 Legislative

0131.1 Charter Contract Bylaws and Board Operating Policies

Policies that are not dictated by statute or rules of the State Department of
Education, ordered by the State Board of Education, or directed by the
Superintendent of Public Instruction or a court of competent authority may be
adopted, amended, repealed, or suspended at any meeting of the Board.

The adoption, modification, repeal, or suspension of an Academys policy shall be
recorded in the minutes of the Board meeting. All policies shall be printed in the
Board Policy manual. Any policy or part of a policy that is superseded by a term
in the Charter Contract shall no longer be in force or effect as a policy.

Board policies that are neither dictated by the statutes or rules of the State nor
ordered by either the Charter Contract of the authorizing institution or a court of
competent authority may be adopted, amended, and repealed at any meeting of
the Board

A. provided the proposed adoption, amendment, or repeal was
proposed at a previous Board of Directors meeting and, once
proposed, remained on the agenda of each succeeding Board of
Directors meeting until approved or rejected.

B. except upon a vote and with compelling reasons, the Board may
adopt, amend, or suspend board policy contained herein, provided
the amendment, adoption, or suspension does not conflict with the
law or the Academys Charter Contract. Any resolution that adopts,
amends, or suspends a Board policy under this provision shall expire
automatically at the next public meeting of the Board of Directors,
unless the Board moves to adopt the resolution in final form.

0132 Executive

0132.1 Selection of Educational Service Provider

The Board of Directors shall exercise its executive power, in part, by
contracting with an Educational Service Provider, who shall enforce the
statutes of the State, the rules of the State Department of Education, the
terms of the Charter Contract, and the policies of this Board, in accordance
with the agreement between the Board and the Educational Service
Provider.

0132.2 Administrative Procedures

The Board shall delegate to the Educational Service Provider the responsibility to
specify required actions and design the detailed arrangements under which the
Academy will operate. These detailed arrangements shall constitute the
Administrative Procedures governing the Academy and shall be consistent with
State Statutes or regulations of the State Department of Education, the policies of
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this Board, the provisions of the Charter Contract, and the contractual agreement
with the Educational Service Provider.

A. When issued and approved, such Administrative Procedures shall be
binding on the staff and the students of this Academy.

B. The Board shall delegate authority to the Educational Service Provider to
take necessary action in circumstances not provided for in Board policy or
Administrative Procedures, provided such action, if material, shall be
reported to the Board at the next meeting following such action.

0133 Judicial

The Board of Directors may delegate jurisdiction to the Educational Service Provider
over any dispute or controversy arising within the Academy and concerning any matter
in which authority has been vested in the Board, by statute, rule, contract, or policy of
this Board, except where such delegation is prohibited by law. However, the Board
reserves its right to legal redress in any and all matters concerning this Academy.

A. In furtherance of its adjudicatory function, the Board may hold hearings to offer
the parties in a dispute, on notice duly given, a fair and impartial forum for the
resolution of the matter.

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MEMBERSHIP

0141 Number

The members of the Board of Directors shall consist of the number established within the
provisions of the Bylaws.

0142 Appointment

0142.1 Term

Each Board member shall be appointed for a term, the length of which is set by
the Bylaws. A member may serve additional terms.

0142.2 Oath

A promise to faithfully serve on the Board shall be made by each newly appointed
or reappointed Board member.

0142.3 Vacancies

The office of a Board member shall become vacant immediately upon the
occurrence of any one (1) of the following events:

A. the death of the incumbent or the incumbent's being adjudicated insane or
being found to be mentally incompetent by the proper court;

B. the incumbent's resignation;

C. the incumbent's removal from office;

D. the incumbent's conviction of a felony;

E. the incumbent's election or appointment being declared void by a competent
tribunal;

F. the incumbent's neglect or failure either to take and file the oath of office or
to give or renew the official bond required by law;

G. the incumbent's ceasing to possess the legal qualifications to hold office; or

H. the incumbent's residence being removed from the state.

I. Excessive absenteeism at scheduled meetings of the Board.

If less than a majority of the offices of the Board becomes vacant, the remaining
members of the Board shall immediately nominate a candidate for the vacancy.

0142.31 Filling a Board Vacancy

(See Provision of the Bylaws.)

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0142.4 Orientation

The preparation of each Board member for the performance of Board duties is
essential to the effective functioning of the Board. The Board shall encourage
each new Board member to understand the functions of the Board, acquire
knowledge of matters related to the operation of the Academy, and learn Board
procedures. Accordingly, in conjunction with Educational Service Provider, the
Board shall give copies of the following items to new Board members no later than
their first regular meeting as a Board members for their use and possession
during their term on the Board:

the Charter Contract;

the Educational Service Provider contract, if applicable

the Board Policies Manual;

the current budget statement, audit report, and related fiscal materials;

the master employment agreements in place;

the student handbook;

the staff handbook;

the Open Meetings Act;

materials concerning the conduct of meetings (standard agenda, recording
minutes, handling of a motion); and

other materials, as deemed appropriate by the Board.

The Board will provide and maintain a library of publications and reference
materials for the use of Board members.

The Board shall encourage the attendance of each new Board member at
orientation and training meetings.

0143 Authority

Individual members of the Board do not possess the powers that reside in the Board of
Directors. The Board speaks through approval of actions reflected in its minutes, not
through its individual members. An act of the Board shall not be valid unless approved
by majority vote of the Directors present at a meeting at which a quorum is present.
(See Bylaws.)

No member of the Board shall be denied documents or information to which he/she is
legally entitled and that are required in the performance of his/her duties as a Board
member.

Access to Academy personnel records, if appropriate, shall be subject to the following
rules:
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A. Information obtained from employee personnel records by members of the Board
shall be used only to help the members fulfill their legal responsibilities regarding
such matters as appointments, assignments, promotions, demotions,
remuneration, discipline, and dismissal; develop and implement personnel
policies; and carry out other legal responsibilities of the Board. Privacy of
employee personnel records will be the responsibility of the Educational Service
Provider and the School Leader.

B. Any examination of Academy employee personnel records by the Board of
Directors shall be conducted in accordance with the Open Meetings Act.

C. Personnel records, in their entirety, shall be returned to the custody of the
Educational Service Provider or School Leader. at the conclusion of the Board
meeting.
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0143.1 Public Expression of Board Members

The Board President, with the proper designation of the Board, functions as the
official spokesperson for the Board. Occasionally, however, individual Board
members may make public statements on Academy matters to local media and to
local and/or state officials.

Sometimes such statements imply, or the readers (listeners) infer, that the
opinions expressed or statements made are the official positions of the Board.
The misunderstandings that can result from these incidents can embarrass both
the Board member and the Board. Therefore, when writing or speaking on
Academy matters to the media, legislators, and other officials, Board members
should make it clear that their views do not necessarily reflect the views of the
Board or those of their colleagues on the Board.

This policy shall apply to all statements and/or writings by individual Board
members that are not explicitly sanctioned by a majority of its members, except as
follows:

A. correspondence, such as legislative proposals, when the Board member has
received official guidance from the Board on the matters discussed in the
letter;

B. routine (not for publication) correspondence of the Educational Service
Provider or School Leader and/or other employees;

C. routine "thank you" letters of the Board;

D. statements by Board members on non-school matters (providing the
statements do not identify the author as a member of the Board); or

E. personal statements not intended for publication.

0144 Operations

0144.1 Compensation

Board members shall not receive annual compensation for service as a Board
Member.

0144.11 Reimbursement of Expenses

The Board shall pay or cause to be paid the actual and necessary expenses of its
members in the discharge of official duties or in the performance of functions
authorized by the Board. The expenditure shall be a public record and shall be
made available to a person upon request.
The Board shall approve payment of an expense incurred by a Board member
only if either (1) the Board, by a majority vote of its members at an open meeting,
approved reimbursement of the specific expense before the expense was
incurred, or (2) the expense is consistent with the following policy, and the Board
approves the reimbursement before it is actually paid:
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The following categories of expenses shall be reimbursable:
Mileage for Board-related activities and meetings, not to exceed the then-
current rate established by the Internal Revenue Service;
Expenses of attending a Board-approved conference, including fees,
parking, mileage, meals and housing
Expenses related to purchase of printed or other materials relating to Board
membership; and
Expenses of attending a community or Academy-related event, if the
individual attends as the designated representative of the Board.
The following categories of expenses shall not be reimbursable:
Expenses of attending a community or Academy-related event, if the
individual attends as a private citizen;
Entertainment expenses; and
The purchase of alcoholic beverages.
A voucher detailing the amount and nature of each expense must be submitted to
the Academy Board for approval at a Board meeting, prior to reimbursement.

0144.2 Board Member Ethics
Reference: Board of Directors, National School Boards Association

Members of the Board of Directors will strive to improve public education. To that
end, Board members will do the following:

A. attend all regularly scheduled and special Board meetings, insofar as
possible, and stay informed concerning the issues to be considered at those
meetings;

B. endeavor to make policy decisions only after full discussion at publicly held
Board meetings;

C. render all decisions based on the available facts and independent judgment,
refusing to surrender that judgment to individuals or special interest groups;

D. encourage the free expression of opinion by all Board members and seek
systematic communications among the Board and students, staff, and all
elements of the community;

E. work with the other Board members to establish effective Board policies and
delegate authority for the administration of the Academy;

F. communicate to other Board members, Educational Service Provider and
the School Leader expressions of public reaction to Board policies and
Academy programs;

G. inform themselves concerning current educational issues through individual
study and participation in programs, which provide relevant information;

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H. support the employment of persons best qualified to serve as staff, and
insist on regular and impartial evaluations of all staff;

I. avoid conflict of interest and refrain from using their Board positions for
personal or partisan gain;

J . take no private action that may compromise the Board or administration and
respect the confidentiality of information that is privileged under applicable
law;

K. remember that their first and greatest concern must be for the educational
welfare of the students attending the Academy.

0144.3 Conflict of Interest

Board members shall perform their official duties free from any conflict of interest.
To this end, no Board member shall use his/her position as a Board member to
benefit either himself/herself or any other individual or agency, apart from the total
interest of the Academy.

When a member of the Board suspects the possibility of a personal interest
conflict, he/she should disclose his/her interest (such disclosure shall become a
matter of record in the minutes of the Board) and thereafter abstain from any
participation in both the discussion of the matter and the vote thereon.

Board members shall not accept any money, goods, or services from any
person who does business or seeks to do business of any kind with the
Academy.

A Board member may serve as a volunteer coach or supervisor of a student
extra-curricular activity if ALL of the following conditions are present:
o The Board member receives no compensation as a volunteer coach or
supervisor;
o The Board member abstains from voting on issues before the Board
concerning the program in which he is involved during the period of
time s/he serves as a volunteer coach or supervisor;
o There is no other qualified applicant available to fill a vacant position;
and
o The appointing authority has received the results of a criminal history
check and criminal records check from the State Police and the
Federal Bureau of Investigation for the Board member.

0144.4 Indemnification

The Board may hold Directors and Officers harmless and may indemnify, pay,
settle, or compromise a judgment against a Board member to the extent allowed
under the law. The Board may also purchase Errors and Omissions insurance
coverage for the Board of Directors.

0145 Discriminatory Harassement
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The intent of the Board of Directors is to provide an environment that fosters the respect
and dignity of each person. To this end, the Board is committed to the maintenance of
an environment free of harassment and intimidation.

Sexual harassment includes all un-welcomed sexual advances, requests for sexual
favors, and verbal or physical contacts of a sexual nature, whenever submission to
such conduct is made a condition of employment or a basis for an employment
decision. Other prohibited conduct includes that which has the purpose or effect of
creating an intimidating, hostile, discriminatory, or offensive environment on the basis of
gender, religion, race, color, national origin or ancestry, age, disability, height, weight,
marital status, and/or any other legally protected characteristic.

The harassment of a student, staff member, or third party (e.g., visiting speaker, athletic
team member, volunteer, parent, etc.) is strictly forbidden. Any person who violates this
policy will be subject to discipline, in accordance with the law.


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ORGANIZATION


0151 Annual Organizational Meeting

Each year the Board of Directors shall conduct an organizational meeting to elect officers.
The meeting shall be called to order by the ranking officer of the Board, who shall serve
until the election of a President. (See Bylaws.)

0152 Officers

Pursuant to the Bylaws, the Board shall elect a President, a Vice-President, a Secretary,
and a Treasurer. Election of officers shall be by a majority vote of the Directors at a
meeting at which a quorum is present.

Except for those appointed to fill a vacancy, officers shall serve their term until their
respective successors are elected and qualified. An officer may be removed by the Board,
if the Board decides the best interests of the Academy would be served thereby. The
Board shall fill a vacancy in any office within 30 days of the occurrence of the vacancy.

0154 Annual Organizational Meeting Agenda
At the annual organizational meeting, the Board shall use the following agenda:

A. Call to order and roll call

B. Business items: Election of Officers (President, Vice-President, Secretary, and
Treasurer)

C. Adoption of calendar of regularly scheduled Board meeting dates and times


0155 Committees

(See Bylaws.)


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MEETINGS


0161 Parliamentary Authority

The parliamentary authority governing the Board of Directors shall
be Roberts Rules of Order, Newly Revised, in all cases in which it is
not inconsistent with statute, administrative code, or these bylaws, or
the rules of this Board.

0162 Quorum

A Majority of the full Board members present at a meeting shall
constitute a quorum, and no business shall be conducted in the
absence of a quorum.

0163 Presiding Officer

The President shall preside at all meetings of the Board. In the
absence, disability, or disqualification of the President, the
Vice-President shall act instead; if neither person is available, any
member shall be designated by a plurality of those present to
preside. The act of any person so designated shall be legal and
binding.

0164 Call

0164.1 Regular Meetings

The Board shall hold a meeting at least once each month.

0164.2 Special Meetings

Special meetings of the Board may be called by the President or by
any two (2) members of the Board provided there is compliance with
the notice provision of these Bylaws.

0164.3 Emergency Meetings

In the event of a severe and imminent threat to the health, safety, or
welfare of the Academy, its personnel, or students, any member of
the Board may call an emergency session provided the majority of
the Board concur that delay would be detrimental to efforts to lessen
or respond to the threat. Actual notice of any emergency meeting
shall be attempted, but not required to other Board members.
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0165 Notice

0165.1 Posting Notice of Regular Meetings

The Board shall cause to be posted at the Board office and in other
locations considered appropriate by the Board, a notice listing the
date, time, and place of each regularly scheduled meeting of the
Board. The notice shall contain the name and address of the
Academy.

0165.3 Posting Notice of Special Meetings

Said notice shall state the date, time, and place of such special
meeting, as well as the name and address of the Academy. A notice
of any special meeting shall be posted at least twenty four (24) hours
before said special meeting at the Academy office and such other
places as the Board may determine. A copy of said notice shall be
served upon each member of the Board.

0165.4 Posting Notice of Emergency Meetings

No notice of any emergency meeting shall be required.
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0166 Agenda

The Board President, Educational Service Provider and School
Leader shall prepare and submit to each Board member a written
agenda prior to each regular meeting and each special meeting,
unless otherwise directed by the Board. The agenda shall list the
various matters to come before the Board and shall serve as a guide
for the order of procedure for the meeting. Individual Board
members may include items on the agenda upon the concurrence of
the Board President.

The agenda of the regular monthly meeting or special meetings shall
be accompanied by a report from the Educational Service Provider
and School Leader on information relating to the Academy with such
recommendations as s/he shall make.

Each agenda shall contain the following statement:

"This meeting is a meeting of the Board of
Directors in public for the purpose of
conducting the Academy's business and is
not to be considered a public community
meeting. There is a time for public
participation during the meeting as indicated
in agenda item _____."


The agenda for each regular meeting shall be mailed or delivered to
each Board member so as to provide proper time for the member to
study the agenda. The agenda for a special meeting shall be
delivered at least twenty-four (24) hours before the meeting,
consistent with provisions calling for special meetings.

The Board shall transact business according to the agenda
submitted to all Board members in advance of the meeting. The
order of business may be altered and items added at any meeting by
a majority vote of the members present.

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0167 Conduct

0167.1 Voting

All regular and those special meetings of the Board at which the
Board is authorized to perform business shall be conducted in public.
No act shall be valid unless approved at a meeting of the Board by a
majority vote of the members elected or appointed to and serving on
the Board and a proper record made of the vote. Meetings of the
Board shall be public and no person shall be excluded therefrom.

Unless specifically authorized by State conflict of interest laws, any
Board member's decision to abstain shall be recorded and be
deemed to acquiesce in the action taken by the majority. Failure to
vote, absent a statutory exception, constitutes a breach of the Board
members duty as a public official. In situations in which a specified
number of affirmative votes are required and abstentions have been
noted, the motion shall fail if the specified number of affirmative
votes have not been cast. In situations in which there is a tie vote
and the abstention represents the deciding vote, the motion shall fail
for lack of a majority.

All actions requiring a vote may be conducted by voice, show of
hands, or roll call

Proxy voting shall not be permitted. Any member may request that
the Board be polled.

0167.2 Closed Session

The Board may meet in a closed session, one closed to the public,
for the following purposes:

A. to consider the dismissal, suspension, or disciplining of, or to
hear complaints or charges brought against, or to consider a
periodic evaluation of a public officer, the Educational
Service Provider, staff member, or individual agent, if the
named person requests a closed hearing (a majority vote is
required)

B. to consider the dismissal, suspension, or disciplining of a
student only if the student or student's parents request a
closed hearing (a majority vote is required)

C. to consider the purchase or lease of real property up to the
time an option to purchase or lease that real property is
obtained (a two-thirds (2/3's) vote is required)
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D. to consult with its attorney regarding trial or settlement strategy
in connection with specific pending litigation, but only if an
open meeting would have a detrimental financial effect on the
litigating or settlement position of the public body (a two-thirds
(2/3's) vote is required)

E. to consider material such as written opinions of counsel which
are exempt from discussion by State or Federal statute (a two-
thirds (2/3's) vote is required)

F. to consider the selection of a School Leader, as addressed in
the Educational Service Provider Agreement between the
Educational Service Provider and Board.

0167.3 Public Participation at Board Meetings

In keeping with the confidential nature of closed sessions, no member
of the Board shall disclose the content of discussions that take place
during such sessions. The only exceptions will be discussions with the
Academys legal counsel or as directed by an order of a court with
proper jurisdiction.

It is expected that Board members shall not record nor communicate by
any means, electronic or otherwise, with party or parties outside such
meetings regarding the substance of such meetings either during or
after the course of such meetings.

The Board of Directors recognizes the value of public comment on
educational issues and the importance of allowing members of the
public to express themselves on Academy matters.

A. Any person or group wishing to place an item on the agenda
shall register their intent with the Board President; Board
Secretary; or Educational Service Provider; no later than seven
days days prior to the meeting and include:

1. name and address of the participant;

2. group affiliation, if and when appropriate;

3. topic to be addressed.

Such requests shall be subject to the final approval of the Board
President.

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Denial of the opportunity to have an item placed on the agenda
will not preclude an individual or group from the opportunity to
speak during the public participation portion of the meeting.

To permit fair and orderly public expression, the Board shall provide a
period for public participation at public meetings of the Board and
publish rules to govern such participation in Board meetings and in
Board committee meetings.

The presiding officer of each Board meeting at which public
participation is permitted shall administer the rules of the Board for its
conduct.

The presiding officer shall be guided by the following rules:

A. Public participation shall be permitted as indicated on the order
of business.

B. Anyone with concerns related to the operation of the school or to
matters within the authority of the Board may participate during
the public portion of a meeting.

C. Attendees must register their intention to participate in the public
portion of the meeting upon their arrival at the meeting.

D. Participants must be recognized by the presiding officer and will
be requested to preface their comments by an announcement of
their name, address, group affiliation, if and when appropriate

E. Each statement made by a participant shall be limited to three
minutes duration.

F. No participant may speak more than once on the same topic
unless all others who wish to speak on that topic have been
heard.

G. Participants shall direct all comments to the Board and not to
staff or other participants.

H. All statements shall be directed to the presiding officer; no
person may address or question Board members individually.

I. The presiding officer may:

a. prohibit public comments which are frivolous, repetitive,
or harassing;

b. interrupt, warn, or terminate a participant's statement
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when the statement is too lengthy, personally directed,
abusive, obscene, or irrelevant;

c. request any individual to leave the meeting when that
person behaves in a manner that is disruptive of the
orderly conduct of the meeting;

d. request the assistance of law enforcement officers in
the removal of a disorderly person when that person's
conduct interferes with the orderly progress of the
meeting;

e. call for a recess or an adjournment to another time
when the lack of public decorum so interferes with the
orderly conduct of the meeting as to warrant such
action;

f. waive these rules with the approval of the Board when
necessary for the protection of privacy or the
administration of the Boards business.


Tape or video recordings are permitted subject to the following
conditions:

A. No obstructions are created between the Board and the
audience.

B. No interviews are conducted in the meeting room while the
Board is in session.

C. No commentary, adjustment of equipment, or positioning of
operators is made that would distract either the Board or
members of the audience while the Board is in session.

The person operating the recorder should contact the School Leader
prior to the Board meeting to review possible placement of the
equipment.

0167.4 Administrative Participation

The Educational Service Provider, School Leader and those
administrators directed by the Educational Service Provider and
School Leader shall attend all meetings, when feasible.
Administrative participation shall be by professional counsel,
guidance, and recommendation - as distinct from deliberation,
debate, and voting of Board members.

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0167.5 Use of Electronic Mail

Since E-mail is a form of communication that could conflict with the
Open-Meetings Law, it will be used to conduct business of the Board
only for the purposes of communicating:

A. messages between Board members or between a Board
member and Educational Service Provider or Board
employee(s) which do not involve deliberating or rendering a
decision on matters pending before the Board;

B. possible agenda items between the Educational Service
Provider and School Leader and the Board President;

C. times, dates, and places of regular or special Board meetings;

D. a Board meeting agenda or public record information
concerning items on the agenda;

E. requests for public record information from a member of the
administration, school staff, or community pertaining to school
operations;

F. responses to questions posed by members of the public,
administrators, or school staff.
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Under no circumstances shall Board members use E-mail to discuss
among themselves Board business that is only to be discussed in an
open meeting of the Board, is part of an executive session, or could
be considered an invasion of privacy if the message were to be
monitored by another party.

There should be no expectation of privacy for any messages sent by
E-mail. Messages that have been deleted may still be accessible on
the hard drive, if the space has not been occupied by other
messages. Messages, deleted or otherwise, may be subject to
disclosure under the Freedom of Information Act, unless an
exemption would apply.

0168 Minutes

0168.1 Open Meeting

The Secretary, or a temporary secretary appointed by the presiding
officer, shall designate a person to keep minutes of each meeting
showing the date, time, place, members present, members absent,
any decisions made at a meeting open to the public, and the purpose
or purposes for which a closed session is called. These minutes
must be approved by the Board and endorsed by the Secretary at the
next meeting. The minutes shall include all roll-call votes taken at the
meeting. Approved minutes shall be available for public inspection
not later than five (5) business days after the meeting at which the
minutes are approved. The minutes shall be available for inspection
at the School Leader's office and shall be available for purchase at a
fee estimated by the business office to cover the cost of printing and
copying.

The Board Secretary shall not include in or with its minutes any
personally identifiable information on any student of the Academy
which if released, would prevent the public body from complying with
the Family Educational Rights and Privacy Act of 1974.

The official minutes shall be bound together by years and kept in the
office of the Board of Directors.

Minutes of the preceding meetings shall be approved by the Board as
its first order of business at its next regular meeting.

The minutes shall show only action taken.

( ) and if requested, remarks of Board members, Administration,
Citizens present.
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0168.2 Closed Meeting

The Board shall designate a person to keep separate minutes of each
closed meeting of the Board. These minutes shall be retained by the
Secretary of the Board, but shall not be available to the public and
shall only be disclosed if required by a civil action. These minutes
may be destroyed one (1) year and one (1) day after approval of the
minutes of the regular meeting at which the closed session was
approved.


0168.3 Committee Meetings

Any Board committee, whether standing or appointed ad hoc, which
exercises governmental or proprietary authority must comply with the
Open Meetings provisions in 0168.1 and 0168.2, and Public
Participation provisions in 0167.3. Committees that are empowered
to take action, make recommendations or otherwise deliberate in
place of the Board are subject to this requirement.

0169 Student Disciplinary Hearings

0169.1 Closed Session Requested

If a parent or student requests a closed hearing, a vote must be
taken. The purpose of the closed session should be announced: To
consider a student disciplinary matter, pursuant to the request of the
parent/guardian (NOTE: Do not use the name since that could
identify the student). A majority is required to go into a closed
session.

Those invited into closed session should include the student,
parent(s) and/or representative(s) and school administrator(s)
bringing charges. Others may be admitted at Board discretion, if
needed for the proceeding or at the request of student/parents.

Witnesses should be admitted when needed to testify. They should
be asked to leave the closed session after testifying. Witnesses may
be required to affirm that they will tell the truth.

The Administration should present a summary of the requested
discipline and an overview of the incident(s) supporting discipline.
The Administration shall call and question witnesses as it determines
appropriate. The administrator may testify as a witness to the results
of his/her investigation of the incident and the students past record.

The student, parent, or representative (only one (1)) should be
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allowed to ask the witness(es) questions related to issues reasonably
related to the discipline. Additional questioning by the Administration,
the student/representative and/or the Board may be allowed at the
Boards discretion.
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The student, parent, or representative may then present witnesses or
statements to the Board. The Administration and/or the Board may
ask questions of these individuals. The Board may allow additional
questioning at its discretion.

When the presentation of evidence is concluded, the Board will
deliberate. It may exclude both the Administration and the student
and representatives, or allow both sides to remain. If the Board
desires clarification of any testimony during its deliberation, it shall
assure that both the Administration and the student are present to
hear the information.

The Board shall not take any action in the closed session. To act on
the discipline the Board must return to open session. This requires a
majority vote.

During the open session the name of the student shall not be used in
voting on the discipline, to protect student privacy under the Federal
Family Educational Rights and Privacy Act. The student may be
referred to by a Code Number or Pseudonym (i.e. Student A). Only
the reference code shall be indicated in the Board minutes, NOT the
students actual name. The reference code shall be listed in the
students discipline file.

If, at any time during the hearing, the student, parent or authorized
representative withdraws the request for a closed hearing, the matter
shall proceed under the open hearing provisions.

0169.2 Open Hearing

If the student, parent or authorized representative does not request a
closed hearing, the Board must still assure that the Family
Educational Rights and Privacy Act is not violated.

The parents (or student if eighteen (18) or older) should sign an
authorization to release student record information to allow
discussion of the students information in the public forum. If the
parents refuse to sign the authorization or information relating to
other students must be presented at the hearing, it should be done
anonymously by referring to students by Code Numbers or
Pseudonyms. If this is not possible, then the Board may go into
closed session to receive student identifiable information pursuant to
a two-thirds (2/3s) roll call vote for the announced purpose of
Considering material exempt from discussion or disclosure by State
or Federal law.

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In all other respects the hearing shall proceed as outlined under the
Closed Hearing.
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The Board must deliberate and act on the discipline in open session.
The student, parents, administration and public will be allowed to be
present. Students/parents who have not authorized disclosure to the
public will not be mentioned by name during deliberations, but only by
anonymous reference code. Any action must be by a vote of the
Board in open session. If the student/parents have signed an
authorization for public disclosure, then the students name may be
used in the motion and recorded in the Board minutes.

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DUTIES


0171 Officers

0171.1 President

See duties of President contained in the Bylaws. In addition, the President shall
have the authority to sign, execute and acknowledge, on behalf of the Board, all
deeds, mortgages, bonds, contracts, leases, reports, and all other Board-
approved documents.

0171.2 Vice-President

(See duties set forth in the Bylaws.)

0171.3 Secretary

(See duties set forth in the Bylaws.)

0171.4 Treasurer

(See duties set forth in the Bylaws.)

0172 Legal Counsel

The Board of Directors shall employ an independent attorney to represent the Academy
and Board in actions brought for or against the Academy and render other legal
services for the welfare of the Academy.

0173 Independent Auditor

The Board shall obtain annually a letter of engagement from the selected audit firm,
prior to the Annual Financial Audit. The independent auditor shall perform the
following:

A. examine the balance sheet of the Academy, at the close of its fiscal year, and the
related statements of transactions in the various funds, for the fiscal year just
ended;

B. conduct the examination, in accordance with generally accepted auditing
standards, and include such tests of the accounting records and such other
auditing procedures as are necessary under the circumstances;

C. render an opinion of the financial statements prepared at the close of the fiscal
year;

D. make recommendations to the Board of Directors concerning its accounting
records, procedures, and related activities, as may appear necessary or desirable;

E. perform other related services, as requested by the Board.

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0175 Association Memberships

The Board of Directors may maintain professional association memberships and may
take part in the activities of these groups.

The Academy may maintain institutional memberships in educational organizations that
the Board, Educational Service Provider and School Leader find to be of benefit to
members and school personnel. The materials and other benefits of these
memberships will be distributed and used to the best advantage of the Board and staff.

0175.1 Board Conferences, Conventions, and Workshops

The Board of Directors recognizes the value of membership and attendance at
conferences and meetings at the local, county, state, and national levels.
Attendance at local, county, state and national workshops and conferences is
encouraged.

Each Board member is expected to report back to the Board after attending a
conference at Academy expense.

Travel and personal expenses of spouse, children, or other guest traveling with a
Board member shall be the responsibility of the Board member or of the individual.
Expenses for convention functions attended as a group will be borne by the
Academy, within budgetary limits.

The President of the Board will regularly receive a record of Board members
attendance at conferences.



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