Edison 09 Detail 6

FY15 Organization Chart Company Confidential
August 1, 2014
Leadership
Thom Jackson
President & Chief Executive Officer
Maureen Ryan
Chief Financial Officer
Tim Nash
Managing Director UK &
International Enterprises
Jodi Mastronardi
SVP, Strategic Operations &
Charter Schools
Chris Wilberding
SVP, Alternative Education
Mike Williams
Chief Information Officer
Kathy Bassillo
Office Administrator
Laura Hayes
Chief Academic Officer
Natalie Williams
VP, Strategic Alliances
Arlene Dove
SVP, Virtual Education
Solutions (Interim)
Darryl Wash
AscendVentures
Sue Levy Warner
SVP, Strategic HR &
Communication
1
August 1, 2014
Gretel Munoz
Director, Operations
Charter Schools
Jodi Mastronardi
SVP, Strategic Operations &
Charter Schools
Sabrena Davis
Director of Achievement
Leadership
Sandi Hansen
Director of Achievement -
Leadership
Drew Laskowski
Controller -
Managed
Ken Porter
Leadership
Thom Jackson
TBD
Business Development
Resource
2
August 1, 2014
TBH
Director of Achievement -
Curriculum
Special Education
Laura Hayes
Chief Academic Officer
Jennifer Parker
Director, Product
Development & Training
Education
Thom Jackson
Sue Gorman
Curriculum
Math
Aundrea Walton
Curriculum
Reading
Ted Marr
Lead Data Analyst
Lee Phillips
Director, Product
Development & Training

3
August 1, 2014
Benefits Manager

Recruiters

Director,
Human Resources

Director,
Communication

Sue Levy Warner
SVP, Human Resources &
Communication
VP, Total Rewards
and Risk
Management

Director, Talent
Acquisition

Human Resources
Payroll Analyst

Retirement Analyst

Payroll Manager
Payroll Analyst
Payroll Support
Analyst

Payroll Analyst

Thom Jackson
4
August 1, 2014
Maureen Ryan
Chief Financial Officer
Finance
Director, Financial
Planning & Analysis

Director, Accounts
Receivable

Director, Financial
Systems

Staff Accountant

Corporate Controller

VP, Strategic
Sourcing & Grants

Grants & FRL
Manager

Thom Jackson
President & Chief Executive
Officer
AP Specialist

AP Specialist

Buyer

Buyer

Contracts Specialist

Contract Specialist

Travel & Procurement
Specialist

Accounting Specialist

VP, Accounts
Payable

Kylie Sachs
AscendVentures
5
August 1, 2014
Mike Williams
Chief Information Officer
Sr. Director, School
Technology

Ryan Brogneri
Tier 2 Product Support
Supervisor
Virtual Support
Technician
Application Support

Virtual Support
Technician Tier 1
(eSw)

Virtual Support
Technician Tier 1
(eSw)

Virtual Support
Technician Tier 1
(eSw)

Service Desk
Specialist Level 1

SIS Specialist

SIS Specialist

Virtual Support
Technician Tier 1
(eSw)

Virtual Support
Technician Tier 1
(Operating Systems)

Virtual Support
Technician - Tier 1
(eSw)

Virtual Support
Technician -Tier 1
(eVal)

Thom Jackson
Technology
Java Engineer

Jr. Production Support
Engineer

Jr. Production Support
Engineer

DBA

VP, Infrastructure &
Enterprise
Applications

Manager, ERP
Systems

Salesforce & eSource
& Business Analysis

Sr. Network
Administrator

Sr Systems Engineer

Sr Linux System
Administrator

Telecommunications
Manager

Application Developer

Service Desk
Specialist Level 2

Manager, Software
Development

Virtual Support Tech
App Support (eSW) /
QA

Java Enineer

Business Analyst

Virtual Technology
Specialist

Virtual Technology
Specialist

Virtual Technology
Specialist

Sr. Project Manager

Online Technical
Manager

6

Charter School Board
SVP, Strategic Operations & Charter
Schools
Director of Achievement - Leadership

School Principal
School
Operations
Manager
Literacy /
Math
Coaches
Special
Education
Coordinator
Special
Education
Teachers
Lead
Teacher
House 1
Lead
Teacher
House 2
Lead
Teacher
House 3
Lead
Teacher
House 4
Lead
Teacher
House 5

*
* Note 1: Actual number of houses may vary in number and size dependent on total
enrollment and enrollment configurations.
Note 2: Kindergarten aides would be linked to teachers they are aide to or to the
Literacy Coach.
Note 3: School Leadership Team includes Principal, SOM, Guidance Counselor,
Literacy Coach, SpEd Coordinator, Tech Mgr, and all Lead Teachers. Other
members will vary depending on school size, needs, and funding variables.
Note 4: Four teacher positions are of the senior teacher rank with those teachers
serving as the schools Curriculum Coordinators, content experts for math,
science, social studies and writing.
Teacher Teacher Teacher Teacher Teacher
Teacher Teacher Teacher Teacher Teacher
Teacher Teacher
School
Secretary
Other
Admin.
Support
Nurse
Library
Media
Specialist
Library
Aide
Guidance
Counselor
Tech
Manager
Teacher Teacher Teacher
Primary Academy Elementary Academy
Lead
Teacher
House 6

Teacher
Teacher
Teacher
Junior Academy

Issued By: J ob Title: Revised Date: Page 1 of 3
Human Resources Director of Achievement - Leadership 2012-08-01

Director of Achievement - Leadership
A World-class Education for Every Child

Reports to: Senior Director of Achievement
Direct Reports: Managed School Principals

Job Summary:
The main responsibility of this position is managing Edisons primary focus of student achievement in
schools. The role also ensures excellence in service delivery of all Edison products by collaborating
and partnering with district and charter school boards, driving consistently superior achievement
gains and profitability within assigned sites. As required, this role will manage client relationships as
well as the operational/financial/budgetary/legal management of the schools.

Main Responsibilities:

Achievement Management
Monitor student achievement data (Benchmark analysis, formative and summative
assessments, teacher created tests) to ensure students are performing highly
Supervise, observe, evaluate and assess principals from an instruction, school culture and
school operations perspective.
Work collaboratively with local district superintendents and assistant superintendents to
leverage influence in supervision and evaluation of the principals in schools where the
principal reports to the district.
Formalize and execute customized professional development training modules specific to clientele
and work closely with district officials to create a plan and set measurable goals for program
implementation
Support and monitor professional development plans of teachers, house teams and
curriculum coordinators
Lead Professional Learning Communities in the schools
Develop and annually adjust the school's support plans (mid-year for intensives); identify
areas of focus and improvement for particular schools and codify how Edison will support
schools to make improvements in these specific areas
Develop, conduct and participate in all Edison Achievement Conferences (HQ Quarterly
Meetings, Summer Institutes, Edison Leadership Development Academy, Instructional
Leadership Conferences, Client Conferences)
Prepare academic reports and attend board meetings in order to provide academic and
financial updates on the sites. Ensure monthly academic and financial reports are submitted
to headquarters. Prepare reports for specific school boards when requested
Develop and facilitate regional principal meetings by putting together the agenda and
providing professional development
Attend regional meetings called by Senior Director of Achievement or SVP Operations in
order to provide updates and keep the Sr. DoA and SVP, Ops informed of developments
within school achievement management
Participate in monthly HQ Update Call, providing back-up and support to the Senior Director
of Achievement where needed

Client Rel ationship Management


Work with schools and Senior Director of Achievement to ensure that charters and all
contracts, and client contracts are renewed as directed by the business
Prepare reports for school boards when requested, keeping clients informed of academic and
financial results in schools
Attend school district meetings when requested, staying abreast of local issues and building
relationships with client

Operations/ Financial / Budgetary/ Legal Management
Participate in HQ Meetings that supplement the monthly calls to build morale and school
culture while developing short and long-term school plans
Supervise and support principals implementation of financial and operating activities,
including supervision of School Operations Manager (Managed schools only)
Proactively resolve school operational issues in conjunction with the School Operations
Manager
Maintain awareness of requirements dictated by teachers unions for specific school districts
(i.e. contractual requirements, process for grievances, school policies, etc.)
Supervise principals ongoing budget and financial planning processes to ensure revenue,
enrollment and expense targets are met (Managed Schools only)

Key Relationships:
Internal: Supervises, observes, assesses and supports principals to effectively manage achievement
in schools. Utilizes the Education Department for support when needed. Works with the Finance
Manager and School Operations Manager to manage the operational and fiscal aspects of the
schools.

External: Manages relationships with Edisons customers and constituency groups for their assigned
sites (District Superintendents, District Boards, Charter Boards)

Key Behavioral Competencies:
Demonstrated ability to collaborate with team members located across multiple geographies
and organizational levels
Strong written and oral communication skills, extensive experience building client
relationships
Adept at leading the change process
Demonstrates drive and commitment that inspires others to achieve results
Anticipates and creatively addresses obstacles to achievement of goals
Adept at dealing with changes in work schedules and assignments caused by developments
the external environment
Identifies and gains the support of key people by understanding and addressing their needs
and concerns; builds strong working relationships; shares information and seeks input of
others where appropriate
Creates opportunities to bring teams and/or cross-functional teams together to collaborate on
Edison initiatives

Requirements:
Mastery level knowledge of Standards-Based Instruction and Assessment; knowledge and
experience with what makes good school organizations, familiarity with state and federal
standards
Experience identifying good instruction, diagnosing problems and making effective
recommendations in a school setting


Familiarity with assessment methods and data analysis
Administrative certification
Minimum 10 years experience in K-12 education (3 or more years in 9-12 education)
Masters Degree in Curriculum and Instruction or in a specialty area such as Elementary
Education, Secondary Education or Educational Administration & Supervision
Proficient in Microsoft Office (i.e. Outlook, Word, Excel, and Power Point)
Candidate must live in the region in which he/she will work or relocate to that region

Preferences:
Minimum 3 years experience as a building administrator (principal/assistant principal) or
comparable educational supervisory position
Demonstrated knowledge of budget management, finance, and operating procedures to
support P&L of up to $10 million

Human Resources Director of Achievement - Curriculum July 1, 2013

Copyright 2013 EdisonLearning, Inc. All rights reserved.

Director of Achievement - Curriculum
Location: Region
Division/Department: Regional Operations
Reports to: SVP Operations / Senior Director of Achievement
Professional Supervision Strand Lead
Direct Reports: n/a

Job Summary:
The Director of Achievement - Curriculum (DoA-C) in conjunction with a Director of Achievement Leadership
(DoA-L), support student achievement by providing direct support to principals and teachers of schools in their
region. They provide pre-service and ongoing training to staff at both national conferences and at school sites.
They are in schools approximately 80% of the time during the school calendar year. A DoA-Curriculum works
closely with regional and central instructional support staff and assists in monitoring the implementation of core
programs in classrooms. They develop materials and establish protocols that support their work.

The items outlined below identify a number of tasks and responsibilities that cover the key areas of the Education
departments expectations for the job of a DoA - Curriculum. Some of the roles and responsibilities may change
and additional responsibilities may be assigned throughout the course of the school year.

Working with principals and teachers for schools in their regions, a DoA-Curriculum supports student achievement
by:
1) Assisting schools with their understanding of student achievement goals consistent with EdisonLearnings
expectations and available baseline and historical testing data
a. Analyze all assessment data with the regional team in order to create individual student and/or
teacher intervention plans.
b. Assist schools with planning and preparing for appropriate, effective and timely administration of
standardized tests
c. Assist schools with identifying, planning and undertaking appropriate next steps teaching for
groups of students as indicated by the assessment process

2) Assisting schools with their understanding and effective implementation of effective Pedagogical
approaches consistent with EdisonLearnings expectations and milestones.

3) Developing and monitoring a school site support plan in coordination with the regional DoA-Leadership
a. Work with the regional team members in planning for all schools success.
b. Become familiar with the program area standards and the materials that are core to instruction in
the contracted schools

4) Assisting teachers to differentiate instruction and support services in order to meet individual student needs



a. Conduct site support visits in conjunction with members of the team, observing instruction in order
to assess program implementation and future professional development needs.
b. Model effective instruction for staff during site support visits.

5) Monitoring the implementation of the Student Achievement Plan and EdisonLearning Benchmarks
a. Analyze monthly benchmark results in reading in order to evaluate students progress and set
instructional goals and coaching needs with each schools staff.
b. Embed norm-referenced and criterion-referenced test expectations and formats into regular daily
instruction and periodic assessment

6) Provide ongoing professional development that supports all elements of the Student Achievement Plan
a. Deliver all or part of the curriculum area professional development modules during summer and fall
professional development conferences
b. Conduct in-service training as needed as part of the program support visit.
Work with the Education department to develop and revise professional development training modules for
reading/writing

Key Relationships:

Internal: Close liaison with the Strand Leads, as well as other regional team members

External: School teachers, Principals, and other school based education staff

Demonstrated ability to collaborate with team members located across multiple geographies and organizational
levels
Strong written and oral communication skills, extensive experience building client relationships
Demonstrates drive and commitment that inspires others to achieve results
Anticipates and creatively addresses obstacles to achievement of goals
Adept at dealing with changes in work schedules and assignments caused by developments the external
environment
Identifies and gains the support of key people by understanding and addressing their needs and concerns;
builds strong working relationships; shares information and seeks input of others where appropriate
Creates opportunities to bring teams and/or cross-functional teams together to collaborate on Edison initiatives

Background:
Masters Degree in specialty area (Reading/Language Arts, Math, Special Education or ELL) or ten+years
experience teaching the subject area in K- 12
Excellent knowledge of Curriculum programs in area of specialism and of pedagogical approaches that have
impact on student achievement and engagement.
Minimum of two years experience as a Curriculum Coach (or similar position) required
Must possess excellent research, written, and oral communication skills
Must be self-motivated and directed



An Equal Opportunity Employer
It is the policy of EdisonLearning, Inc. to provide educational and employment opportunities without regard to race, color,
religion, creed, national origin, alienage and citizen status, age, marital status, disability, prior record of arrest or conviction
(except as provided by law), sexual orientation, gender (sex), and to maintain an environment free of discriminatory harassment,
including sexual harassment, or retaliation as required by civil rights law.

Human Resources Controller J uly 29, 2014.

Controller

Primary Function:
This role serves as the regional finance leader, performing regional performance analyses and advising
the Director of Achievement on financial matters to drive operating performance to deliver projected P&L
and cash results across all clients within the multi-state region. The Controller is a hands-on contributor
who balances detailed financial and operational responsibilities, training and problem-solving against the
development of financial and operational strategies. This person has a functional (dotted line) reporting
to the Chief Financial Officer and functional oversight of each clients School Operations Manager (SOM).

Principal Duti es and Responsibilities:
Compliance and Reporting
Prepare quarterly financial reports in statutory formats in each state of operation to
satisfy authorizer and bond trustee requirements
Ensure that all reporting requirements are met for each EdisonLearning product line in
each state within the region through regional expertise in Federal, State and District
funding streams and restrictions
Establish process for billing and collecting client funding from District or State sources.
Coordinate with EdisonLearning HQ and client to collect on amounts due to
EdisonLearning and resolve disputes or discrepancies
Review and approve purchases to ensure compliance with budgets, contractual terms,
enrollment, grant restrictions and Title funding

Client Support / Process Improvement
Provide financial information to sales development team for contract renewals and new
business opportunities. Contribute financial assumptions and contractual terms and
review for achievability and reasonableness as needed.
Oversight of financial processes performed at sites such as payroll, AP, procurement,
food services, and facility maintenance.
Establish and implement internal controls in accordance with EdisonLearning policies,
statutory guidance, and external auditor recommendations; including authorization,
receipt of goods and spending limits.
Ensure development of timely and accurate annual budgets, monthly forecasts and
monthly analysis through the oversight and monitoring of the School Operations
Managers.

Budget Management
Drive the annual budgeting process in collaboration with the RGM, EdisonLearning HQ,
and Principal. Collaborate with EdisonLearning and client personnel to identify

Human Resources Controller J uly 29, 2014.

operational improvements to remain within budget, and to comply with statutory and
contractual boundaries.
Evaluate and prepare proposals for major capital expenditure projects, including NPV
calculations. Collaborate with RGM, VPES and EdisonLearning HQ.
Analyze and provide analysis of financial activities upon request of client, regulators or
HQ with the assistance of the SOM.
Lead the monthly close process for each client. Manage each SOM through report
review, accruals and adjustments.
Present monthly and year-to-date financial results to regional team and client. Provide
analysis to HQ monthly.
Ensure monthly P&L forecasts are prepared and adjusted as needed.
Take primary responsibility to ensure timely completion of audit. Coordinate efforts of
external auditors, SOM, HQ Finance and client board, and gather/prepare necessary
documentation.

Minimal Qualifications:
CPA with a national public accounting firm
Private accounting or finance experience
Experience managing financial process in a multi-location environment, and ability to manage dotted-
line reports (up to 10).
Training and developing people at various levels of financial proficiency.
Hands-on budget development and managing costs throughout the year to remain within budget.
Experience in developing strategies to take corrective budgetary actions when necessary.
Financial analysis experience, including budget to actual analysis, and ability to identify trends to
reforecast.
Experience in establishing policies, procedures and controls.
Translating financial reports into multiple formats, and presenting financial information to non-financial
audiences or regulatory bodies.
Have an understanding of grants, in order to budget grant revenues and manage eligible
expenditures effectively.
MBA preferred
Knowledge of Lawson preferred
Computer proficiency in use of accounting software and Excel

Behavioral/Competency Skills
Organizational Awareness
Commercial Awareness
Technical Expertise
Service Orientation
Integrity

It is the policy of EdisonLearning to provide educational and employment opportunities without regard to race, color,
religion, creed, national origin, alienage and citizen status, age, marital status, disability, prior record of arrest or
conviction (except as provided by law), sexual orientation, gender (sex), and to maintain an environment free of
discriminatory harassment, including sexual harassment, or retaliation as required by civil rights law.

Human Resources Hr Business Partner November 4, 2009


HR Business Partner
Role: HR Business Partner
Location: NYC / Within region
Division/Department: Human Resources
Reports to: Head, HR Regional Management
Direct Reports: None

Job Summary:
The HR Business Partner serves as the HR generalist for external and internal clients, providing strategic and
operational support for the clients Human Resource needs. This position will proactively work with regional, site
and divisional leadership to develop human resource strategies to meet the region, site or divisions talent needs.
The HR Business Partner will manage all aspects of the implementation of the plan, from org design and
recruitment, through talent management and employee relations, to meet the identified goals. The HR Business
Partner will also ensure the effective deployment of EdisonLearnings strategic HR objectives in conjunction with
business initiatives and requirements.

Strategi c HR Planning
Develop strategic partnerships with clients (site, regional and divisional) with a goal of developing strategic
human resource plans that support the clients current and future needs
Working with clients, review critical HR areas, including staffing design, recruitment, performance
management, and professional development, to develop & implement specific plans to achieve goals
Regularly review and revise strategic HR plans
Provide counsel to clients on HR perspectives and requirements related to all HR issues

Effective Implementation of HR Strategies and Processes
Provide small group and one-on-one training to clients, to ensure they are knowledgable about and able to
implement HR practices and policies
Regularly visit clients to support the implementation of strategic HR plans, conduct file audits, interview
candidates, and handle other HR specific needs (investigations, terminations, etc.)
Review and advise on staffing changes to ensure proposed changes are in compliance with all company,
state and federal laws and policies
Assist with termination decisions, discussions and ensure all appropriate termination documentation and
payments are prepared as necessary
Serve as the main HR contact for all regional startups, ensuring all HR-related tasks are completed
accurately and on time
Manage the annual contract renewal process for sites
Ensure sites have current documentation (handbooks, contracts, code of ethics, etc.)
Stay current on all state and federal employment laws



Manage Employee Relati ons
Provide counsel to clients on all employee relations issues
Conduct formal investigations and provide reports/determinations on all HR related issues

Recruitment
Manage the recruitment process, with the support of the HQ recruitment support team, for all client
positions, including sourcing, posting, pre-screening, interviewing, tracking applicant status, and making
offers
Provide recruitment related data to key stakeholder (HQ, regional staff, boards, etc.)
Define, follow and assess current recruitment practices to look for improvements to client service and
efficiency

Ensure High Quality HR Service Delivery
Serve as the liaison to corporate Human Resources departments (HR Ops, Benefits, Recruitment) to
ensure quality service delivery; serve as path of escalation when clients are not receving high qualty
service
Partner with other corporate Human Resources departments to maintain open communication, stay current
on processes and information, and determine best path to provide clients with high quality service

Key Relationships:
Internal: Principals, SOMs, RGMs, VPESs, RCs, Division Heads, Department Managers the HR Business Partner
will serve each of these clients in slightly different capacities, but the overall goal is the same to provide strategic
planning and implementation support related to all employment processes; Law department, to work through legal
issues.
External: School Boards; Vendors HR Business Partners that support schools may need to establish relationships
with school boards in their regional, as well as vendors for recruitment support

Customer Service Orientation - Demonstrates concern for meeting internal and external client and stakeholder
needs in a manner that provides satisfaction for the customer, (within the resources that can be made
available). Shows a passion for improving service delivery and a commitment to continuous improvement,
including:
Makes frequent and regular contact with clients to keep them informed of and to learn of any new issues or
challenges that can impact expected outcomes
Makes clients needs a top priority; takes any and all actions to meet these needs.
Resolves requests and complaints in a timely manner, demonstrating a high level of commitment to
meeting requirements within policy and compliance guidelines

Relationship Building - Establishes rapport with people easily, develops and maintains a network of contacts
who can provide information, help and access to others, including:
Identifies and gains the support of key people in potential client organizations by understanding and
addressing their needs and concerns.
Proactively approaches others with a view to engaging in dialogue and building strong working
relationships.

Courageous Leadership - Addresses difficult issues; puts self on line to deal with important problems; stands
firm when necessary, including:
Critically evaluates risk associated with various courses of action and makes calculated decisions, with
contingency plans to mitigate risk
Leads initiatives to change the structure, system or talent mix of the organization to more effectively
support the business strategy. Addresses the causes and not just symptoms of problems



Personal Accountability - When commits to do something, does it decisively, responsibly and with urgency.
Can be relied on consistently.
Assumes personal accountability for ensuring everything is done to achieve results; does not blame others
for mistakes, oversights or omissions
Consistently delivers on agreed goals and tasks and can be relied upon to meet or exceed expectations

Background:

7 - 10 years HR generalist experience required, including combination of employee relations, recruiting, talent
management, and planning
Experience in education arena preferred
Strong employee relations experience and knowledge of employment laws preferred
Superior interpersonal and relationship building skills, including excellent verbal and written communication
B.A. in Human Resources or related field required, Masters degree a plus
skills
Proficiency in MS Office required, comfortable using web-based tools
Ability to travel up to 75%

The EdisonLearning Vision
A world-class education for every child.

The EdisonLearning Mission
At the heart of all of EdisonLearning partnerships, services, and programs is a set of core values to which all
members of the EdisonLearning community subscribe. By actively promoting and embracing these values, we
provide a clear reference point that encourages a positive ethos and guides all that we do. This is true for all
members of the EdisonLearning community including teachers, administrators, support staff and students.

The EdisonLearning Schools Core Values
Wisdom; justice; courage; compassion; hope; respect; responsibility; and integrityprovide the basis for our
character and ethics curriculum and student management system that contribute to building a positive learning
environment. Helping students develop into responsible citizens is an integral part of the EdisonLearning program.


Human Resources Principal J uly 31, 2014


Principal

Role: Principal
Location: Site Based
Reports To: School Board and EdisonLearning DoA-Leadership
Direct Reports: Academy Directors, Teachers, School Operations Manager

Job Summary:
An EdisonLearning principal is responsible for providing the instructional, operational and administrative leadership
necessary to ensure the success of the managed school including primary responsibility for achievement and
financial performance. The Principal is the overall leader of the school, with a dominant focus (estimated at 75% of
time spent) on instructional leadership. The partnership school principal will be held accountable for the continuous
improvement of the school and its staff and for increased student achievement.


Achievement Management
Implement School Organizational Structure including culture, staffing, scheduling, and Student Management
Plan
Ensure teachers receive training in curriculum, learning environment, benchmarks and assessment
Monitor student achievement (Benchmark analysis, Scholastic, teacher created tests, and DIBELS)
Implement Student Achievement Planning and Execution including annual adjustment in the school's
instructional plans
Recruit select and hire school staff (teachers and school-based support staff)
Ensure effective implementation of student support systems
Engage parents in a collaborative effort for implementing and planning of school programs (parent meetings)
Complete and present the annual school progress report to EdisonLearning, district and/or charter board and
school community
Support and monitor PD plans of teachers, house teams, curriculum coordinators (works w/ AD and
coordinators)
Observe instruction of all teachers and tutors regularly
Supervise and evaluate staff to ensure quality instruction and student achievement

Financial Management
Ensure revenue, enrollment and expense targets are met (profit and loss)
Ensure facility and operational services are effective
Steward of company assets

Human Resources Principal J uly 31, 2014


Relationship Management
Build/maintain client relationships (i.e. Board leadership, superintendents, authorizers, community leadership,
political leaders, etc.)
Develop and maintain positive community and parent relationship

Compliance Management
Oversee compliance to federal, state, local and contractual requirements

Key Relationships:
Internal: Regional Finance Manager, Regional General Manager, Education Centers of Excellence
External: EdisonLearnings customers and constituency groups, Charter Boards and Districts, Parents

Key Competencies:
Uses different behaviors as necessary to achieve desired outcomes; able to amend own behavior to influence
and gain acceptance
Shift priorities to address changes in events or assigned goals
Inspires groups of individuals to work together to achieve a common purpose; promotes a culture of open
communication and respect
Actively establishes and promotes best practices for EdisonLearning work processes and standards
Analyzes reasons behind results, takes actions to address failures and seeks to improve outcomes
Never accepts excuses for breaches of ethics, values or regulations and confronts potentially unethical
behavior in others
Develops and uses subtle strategies to influence others in order to achieve organization objectives; anticipates
reactions and works hard to find common ground between stakeholders within opposing views
Coaches employees and team members on ways to enhance their level of performance and develop their skills
Encourages constructive feedback and a culture that provides opportunities for development. Attracts,
assesses, develops, motivates and retains a diverse workforce that drives results

Background:
Masters Degree in Curriculum and Instruction or Masters Degree in a specialty area such as Elementary
Education or Secondary Education or Masters Degree in Educational Administration & Supervision
Minimum of 5 years teaching experience
Minimum of 5 years experience in instructional leadership including at least two years as an assistant principal
Administrative Certification
Ability to recognize good instruction based on current teaching methods
Knowledge of teacher evaluation and observation methods
Knowledge of various instruction and teaching methodologies
Excellent organizational, planning and implementation skills
Proficiency in Microsoft Excel, PowerPoint, Word and Outlook


Human Resources Academy Director June 2009

Academy Director
A World-Class Education for Every Child

Location: Regional within geographic proximity of assigned EdisonLearning site
Reports to: Principal and School Operations Manager
Direct Reports: Direct Reports: No direct reports; acts as proxy for principal in observation and supervision
of teachers as assigned by principal as well as for the following positions:
Nurse/Wellness staff
Student Support Manager
Librarian

Job Summary:
Under the supervision of the Principal, the Academy Director assists in providing the instructional leadership,
administrative duties and operational responsibilities necessary to ensure the success of the school. The
Academy Director participates in decision making as part of the leadership team and assumes the
responsibilities of principal when the principal is not on site.
Admini strative Support
Regularly observing classroom instruction of all teachers monitoring their effectiveness and success
in implementation of EdisonLearning curriculum, processes and tools (e.g., Companion Guides,
Benchmarks); coach and assist teachers where needed
Managing extracurricular activities (i.e., before/after school programs, sports, science fairs, school
plays, picnics, etc.)
Dealing with discipline issues, including ensuring compliance with district/state regulatory processes,
investigating issues, determining consequences, communicating with parents and entering discipline
information into the Student Information System
Supporting and monitoring the professional development plans of lead teachers, house teams and
curriculum coordinators to continuously improve instruction and build site capacity
Preparing required reports and maintaining complete and accurate records for the school including
compliance in testing
Reviewing/approving lesson plans
Managing the Student Learning Contract process
Participating in the screening and selection of staff members for the school
Managing the schools daily substitute teacher needs

Human Resources Academy Director June 2009

Compliance Management
Oversee compliance to federal, state, local and contractual requirements

Key Relationships:

Internal: Frequently communicates with teachers and other staff to foster achievement and smooth
functioning of schools. Supports student endeavors and applies discipline to facilitate a positive school
environment and school culture.
External: May communicate with parents to maintain positive relationships and address any student issues.
Builds rapport and fosters relationships with community members by attending group meetings or
participation in community activities.

Demonstrates a drive, commitment and sense of urgency that inspires others to achieve results
Shift priorities to address changes in events or assigned goals
Never accepts excuses for breaches of ethics, values or regulations and confronts potentially
unethical behavior in others
Coaches employees and team members on ways to enhance their level of performance and develop
their skills
Turns everyday situations and challenges into learning opportunities for self and others
relationships
Finds areas of agreement when working with conflicting individuals or groups
Sources and listens to all points of view and respects differing opinions when developing solutions
Takes the time to get to know other teams and their priorities to build good rapport and establish a
common bond

Background:
Minimum of a Bachelors Degree
Minimum of 2- 3 years teaching experience
Administrative Certification in state of schools location
Experience in leadership role i.e., department chair, lead teacher
Ability to recognize good instruction based on current teaching methods
Knowledge of teacher evaluation and observation methods
Knowledge of various instruction and teaching methodologies
Excellent organizational, planning and implementation skills
Proficient at documentation and report writing
Proficiency in Microsoft Excel, PowerPoint, Word and Outlook


COMPANY CONFIDENTIAL

Human Resources School Operations Manager 05.07.2008

School Operations Manager
A World-class Education For Every Child

Role: School OperationsManager
Reports to: Principal and the Regional Controller
Direct Reports: Administrative staff, non-instructional staff (Facilities, Front Office, Lunchroom)

Job Summary:
Oversees operational performance at a specific operating site, through undertaking, or managing,
finance, administration and general school operations, in order to support site achievement and financial
success by allowing the Principal to focus on education related aspects of school performance. The
School Operations Manager is a member of the sites leadership team. This is a year round position.


School Operations
Responsible for site level procurement of supplies, materials, equipment, and inventory management
Local manager for Transportation, Food Services, Facilities Maintenance, and other 3rd party service
contracts, ensuring ongoing monitoring and implementation of contracts
Manage all aspects of Free and Reduced Lunch program/process, including managing the entire
application process
Site level responsibility for managing school security
Implement enrollment campaign for students (new, Intent to Return, etc.) including engagement in
local marketing initiatives, demographic analysis, coordination with local/regional communications
specialists
Oversee enrollment at school site and, as required, drive the enrollment process by working with the
school leadership, secretaries, teachers and central enrollment department/advertising to meet
enrollment targets
Work with school personnel to maintain integrity and accuracy of Student Records, including
maintenance and tracking of attendance and retention
Work with school staff to manage reporting and data tracking for all Special Education programs
Prepare reports on site operations and attend board meetings
Act as lead in all operational and logistical projects for start-up operations
Respond to and resolve routine internal and external inquiries with parents, employees and school
organizations



Financial Administration
Responsible for site level budget monitoring and management, with some input into budget
development
Review monthly financial reports and update monthly financial estimate templates
Coordinate with the HQ grants team for all Federal, State, Local grant applications and reporting
Prepare drawdown requests for state funds (charter schools only)
Manage and reconcile schools authorized bank accounts and petty cash funds
Provide financial oversight including invoice approval and developing the substitute budget
Manage AP and payroll processes
Oversee, in coordination with the Regional Controller, year end audits as well as any site audits from
State or Federal agencies

People Management/HR responsibiliti es
Manage day to day activities of designated non-instructional staff
Partner with HR to implement policies and procedures at school site (e.g., compensation;
vacation/sick days; all aspects of recruitment - screening, background checks, etc.)
Oversee the processing of all new hire paperwork
Responsible for maintenance of personnel files for all employees
Lead in orientation of new hires
Lead annual performance reviews for non-instructional staff

Key Relationships
Internal: Work collaboratively with colleagues including Vice President, Educational Services, Regional
General Manager, Regional Controller, Corporate Finance and Accounting Department and Site Services
Department to ensure that site operations follow organization protocols and to report on site operational
performance.
External: Develop and maintain a strong working relationship with District Superintendents, District
Boards, and/or Charter Boards to ensure that site finances and reporting are managed effectively, as well
as managing compliance issues related to the use of the District facilities. Work with vendors on a regular
basis to ensure service delivery in line with agreed contracts (when applicable). Support the Principal by
working with teacher unions to facilitate any issue resolution as necessary. Handle routine parent queries
and filter issues for the Principal.
Demonstrates persistence in overcoming and removing obstacles that impact goal achievement
Demonstrates a drive, commitment and sense of urgency that inspires others to achieve results
Implements and monitors relevant work procedures in line with defined internal and external
standards
relationships
Recognizes people who may be of critical importance to achievement of ones objectives and
involves them to get their input
Requests input from others to work towards a more effective outcome
Holds employees/colleagues accountable for achieving results and publicly acknowledges effective
performance
Proven experience multitasking



Background:
Demonstrated success in monitoring budgets of $5 million
Demonstrated success in managing contracts of up to $500,000
Experience in educational arena a plus, particularly in educational administration
Previous exposure to staffing processes and general HR procedures
Independently and effectively manage operations and facilities
Knowledge of financial modeling and cost analysis techniques
Skilled in interpreting and managing Service Level Agreements and contracts for outsourced services
Skilled in use of MS Excel or other financial and organizational modeling software
Demonstrated ability to manage staff of up to 5-10 exempt and nonexempt employees
BS in Business, Accounting or Finance


Page 1 of 2
AUNDREA R. WALTON
8439 Dorchester Rd Apt 514, North Charleston, SC 29420 (843) 364.9529 ken1drea@aol.com
Educational Administrator
EXECUTIVE PROFILE
A dedicated and highly motivated organizational leader and advocate for the effective use of resources. Over 20 years
experience in educational leadership, and project management. Take-charge professional with a Bachelor of Science Degree in
Business Administration and Master of Education Degree with expertise in developing training programs/curriculum in support
of strategic educational needs and operational excellence. Results-oriented innovator of human resources designed to meet
specific organizational objectives for desired outcomes and an expert in research and fact gathering to facilitate course and
program design serving diverse student bodies.
* Director of Human Resources Operation * Educator/Reading Specialist
* Behavioral Interventionist * Educational Administrator
Dynamic senior-level management career that demonstrated leadership, teaching abilities, organizational operations facilitation,
and team-building skills.
PROFESSIONAL EXPERIENCE

GCU Faculty Site Supervisor ____________________________ August 2010-Present__
An adjunct faculty member entrusted with oversight responsibility for the development, implementation, and evaluation of
the Principal and Teacher candidates
Work as a liaison between mentors, candidates, program chair, and the college of education; successfully ensure quality and
integrity of the student teaching experience as per universitys standards
Foster professional working relationship among key stakeholders, including the cooperating school
Observe performance of Principal and Teacher candidates to identify critical strengths and areas of improvement
Provide formal counseling to the Principal and Teacher candidates based on observation
Superintendent May 2009 August 2011
KINGDOM PARTNERSHIP FOR EMPOWERMENT AND DEVELOPMENT (KPED)
Manage administration activities including developing and implementing budget plans for the academy
Manage all functions including staffing, compensation, and performance evaluation in non-profit academy
Provide leadership development for academy to assist students in retaining academics knowledge
Successful development and implementation of program, curriculum, assessment, and polices
Ensure smooth work environment for all by providing adequate resources to sustain successful program
Responsible for staff training and development
Consultant (Education & Business) September 2008 - May 2010
Employed as consultant with various organizations
Worked with various organizations providing consulting in the areas of Human Resources Management, and business start-up
Provided consulting services for a non-profit organizations in educational after-school programming and school start-up
Director of Human Resources July 2005 - August 2008
NELSON COUNTY SCHOOLS | Bardstown, KY
A leadership position in Human Resources entrusted with managing all HR functions
Ensured continuous improvement in Human Resources operations through internal and external communication
Successfully managed all key undertakings of Human Resource department, including Recruitment, Training and
Development, Performance Evaluations, Compensation and Benefits, and managing employee relations
Restructured the department and completed District Development Plan and Country Strategic Plan.
Handled responsibilities for budgets, allocations, community relations, and regulatory compliance along with oversight of
operational matters
As a business leader, ensured risk mitigation and protection through fiscal and operational controls
Facilitated local schools in various Human Resources related activities particularly in the areas of Performance Evaluation
and Training and Development
Represented the district at mediations, legal hearings, grievance meetings, and arbitrations. Served as liaison for the
Kentucky School Board Association on district policy updates
Kentucky DOE Minority Superintendent/Program/ Assistant Superintendent 2004 - 2006
NELSON COUNTY SCHOOLS | Oldham
Provided leadership to all schools within 2 districts in complete development and management of district educational
programs
Facilitated the strategic financial management tasks of forecasting, budgeting, and fiscal reporting while working closely
with the Director
Was responsible for the implementation of district policy on Curriculum & Instruction Development
As a senior resource, provided mentorship to school principals and staff while overseeing schools operations

Page 2 of 2
Managed a collaborated effort with internal district departments to create the District Improvement Plan and develop a
comprehensive community relations plan
Facilitated the renewal of the Nelson County Strategic Plan
Educational Specialist 2002 - 2004
Sons of Issachar after School Academy
CANAAN COMMUNITY DEVELOPMENT CORPORATION (CCDC)
Managed performance evaluation of each instructor and volunteer to ensure regulatory compliance
Researched, reviewed, and recommended academic materials while maintaining a comprehensive inventory
Administered successful grant application for afterschool program. 100% success student improvement
Fostered relationship among teachers, staff, students, and parents ensuring a positive educational environment
Created an internal system for designing programs according to learning ability and grade levels of students
Accountable for the development, training, and monitoring the performance of all required curriculum programs
Managed staff workload distribution for clerical personnel and trained staff
Fort Knox Community Schools Administrator 2000 - 2004
DEPARTMENT OF DEFENSE SCHOOLS
Successfully demonstrated strong organization techniques for scheduling, curriculum development, budgeting, teacher team
building, and school administration management. Exceeded all goals and objectives Department of Defense Schools
Maintained oversight over facilities maintenance, teacher development, student programs, and public relations
Prepared and managed the annual school budget, human resources, records management, and fiscal reports
Worked directly with teachers and staff on development of curriculum and instructional plans to exceed standards
Supervised disciplinary actions, counseling programs, special education, and after-school activities
Developed and coordinated a systematic review of operations to identify and rectify internal issues
Project Manager 1999 - 2000
EDISON SCHOOLS INC
Managed daily operations of the newly established Kansas City-Missouri District Office. Effectively built successful teams
to implement short and long term initiatives based on company goals
Was accountable for planning and maintaining start-up activities for several new Kansas City and Missouri school sites and
the district office, including budgets, inventories, supplies, staffing, and facilities management
Established the policies and the directive to the new entities regarding student selection, enrollment, meetings, as well as
marketing, student applications processes, curriculum development, and professional development programs
Created a coalition of key constituents and other education advocates, government, business, and community leaders
Supervised a team from the ground up to lead, plan and implement the customer service needed sustaining successful
relationships
EDUCATION
Phoenix, AZ, Ed. D. Organizational Leadership (ABD) 2013
Grand Canyon University
Supervisor of Instruction and Director of Pupil Personnel Certification 2004
Western Kentucky University, Bowling Green KY
Superintendent Certification, 2000; M.Ed. Educational Admin 1993
University of North Texas, Denton TX
B.S. Business Administration 1986
Texas Southern University
CERTIFICATIONS
Minority Superintendent Intern Program, 2006
Kentucky First Year Superintendent Training Module, 2005
University of North Texas: Superintendent, Mid-Management Administrator, Elementary 1-8, 1986
PROFESSIONAL AFFILIATIONS & COMMUNITY ACTIVITIES (Selected)
Actively engaged with different associations and initiatives in leadership position to proactively contribute my expertise and
experience
Kentucky Association of School Human Resource Managers | Kentucky Superintendents CEO Network; American
Association of School Personnel Administrators |Kentucky Association of School Administrators; Kentucky Association of
School Superintendents | American Association of School Administrators | Nelson County/Bardstown Chamber of Commerce;
Radcliff Chamber of commerce | Campbellsville University Chair of Teacher Educator Advisory Board | KASA Conference
Committee member | NELCO Industrial Consortium, President | Nelson County United Way Board Member | Governors
Task Force on the Economic Status of Kentuckys Women Kentucky Commission on Women-Committee on Education and
Leadership
References Available Upon Request

SUSAN E. GORMAN
Phone: (309) 657-6504 5621 N. Rosemead Drive
Email : sugorman@sbcglobal.net Peoria, Illinois 61614

OBJECTIVE
To secure a position that utilizes my skills, experience, and expertise in education, curriculum, instruction,
mathematics, the Common Core Standards of Mathematics, professional development,
and assessment

CAREER SUMMARY
Educational Consultant in curriculum, mathematics, professional development, and assessment
Administrative Manager of district technology team including scheduling, evaluation, management,
and professional development
Technology Director for K-8 school district focused on technology integration, support, and
professional development
Classroom teacher in mathematics for grades 5-8, science for grades 5-8, Title I reading/math for
grades 1-8, and all subjects for grade 4
Member of professional organizations to gain knowledge of new innovations and strategies


EDISONLEARNING, INC., Knoxville, TN
Director of Achievement in Curriculum 2004-2007 and 2010-Present
Provided on-site and remote support and training for schools in California, Colorado, Illinois,
Indiana, Iowa, Louisiana, Michigan, Minnesota, Missouri, Nevada, Ohio, Pennsylvania, and
Wisconsin
Produced increased proficiency in mathematics evidenced on high-stakes tests in many states
Conducted classroom observations during on-site visits to identify teachers strengths and assess
their need for support and professional development
Supported on-site key math leaders as they work with teachers on pacing, alignment, curriculum
implementation, student engagement, and data analysis to increase student achievement
Worked with on-site math leaders and administrators to build site capacity in the areas of curriculum
and mathematics
Planned, created, and conducted professional development on such topics as rigorous math
instruction, the Common Core Standards, Eight Standards of Mathematical Practice, assessment,
differentiation, and data analysis for teachers and administrators
Aligned math curriculums with math standards in different states and the Common Core Standards
Worked jointly with EdisonLearning achievement teams for all schools to improve student
achievement and support all parts of the Student Achievement Plans
Analyzed data to determine student need, to plan adjustments in instruction, and to develop skill-
focused instructional plans for all grade levels
Created intellectual property to be implemented into schools for improved math achievement
Provided training and ongoing support for non-EdisonLearning schools who use the eValuate online
assessment system

Director of Elementary Teaching and Learning 2007-2010
Created and provided professional development on-site, via webinars, in online courses, and at
conferences
Monitored the quality of instruction and the implementation of K-8 curriculum through site visits
Planned, coordinated, and regularly monitored the Certified Trainer program that built site capacity
in schools and regions
Developed training modules on elementary curriculum, learning environment, and quality classroom
instruction
Managed ordering of math materials for all EdisonLearning schools
Previewed curriculum programs and intervention software programs for possible implementation
Created and monitored use of online professional development courses
Reviewed and evaluated online e-courses for virtual schools
Planned and developed the logistics and content of key EdisonLearning conferences
Provided curriculum and instructional information for charter applications

Community Technology Manager 2000-2004
Served in administrative position to supervise, manage, and evaluate technology personnel for four
EdisonLearning schools in Peoria, Illinois
Planned and implemented all technology initiatives in the schools
Provided professional development and support for all staff on utilizing technology during
instruction, implementing technology into students learning experience, online assessments, and
data analysis
Provided technology training for parents
Served on leadership team in each school

PRINCETON ELEMENTARY SCHOOL DISTRICT 115, Princeton, Illinois 1987-2000
District Technology Coordinator
Provided technology support for six buildings
Trained all staff on implementing technology into instruction
Maintained all equipment in six computer labs

Elementary and Junior High Teacher
Taught 5
th
grade mathematics
Taught 4
th
grade self-contained classroom
Taught 7
th
grade mathematics
Served on county math consortium to create grade-level assessments

VALLEY COMMUNITY SCHOOL DISTRICT 45, Wyoming, Illinois 1980-1987
Math and Science Teacher in grades 5-8
Taught math and science for all junior high grades
Taught remedial reading and math for grades 1-8

EDUCATION
ILLINOIS STATE UNIVERSITY, Normal, Illinois May, 1998
Administrative Certification
Illinois Type 75 Certificate General Administrative

UNIVERSITY OF ILLINOIS, Urbana, Illinois August, 1992
Masters Degree: Curriculum and Instruction

BRADLEY UNIVERSITY, Peoria, Illinois May, 1979
Bachelor of Science Degree
Major: Elementary Education
Minor: Mathematics

PROFESSIONAL ORGANIZATIONS
Association for Supervision and Curriculum Development (ASCD) 2004 to present
National Council for Teachers of Mathematics (NCTM) 2004 to 2010
National Council of Supervisors of Mathematics (NCSM) 2010 to present

REFERENCES
Marsha Irvin Sandi Hansen
Senior Director of Achievement Director of Achievement
Las Vegas, Nevada Colorado
Email: mirvin6@cox.net Email: sandihansen49@icloud.com
Phone: (702) 335-1525 Phone: (719) 469-2065

Dr. Nicole Wood Dr. Donna Nicholson
Executive Director, Leadership President
Newton Alliance, LLC Donna Nicholson & Associates
Email: nicole.wood@catapultlearning.com Email: drdonnanicholson@yahoo.com
Phone: (309) 264-3072 Phone: (512) 266-2722
ANDREW J. LASKOWSKI
16 Sheffield Lane
Turnersville NJ 08012
Home Phone: (856) 227-0499 Cell Phone: (856) 952-9451

A seasoned Accounting professional with over 15 years of managerial experience, overseeing all Finance departments, as well as
conducting timely monthly, quarterly, and yearly accounting closes. Proven record of maintaining positive actual to budget
results, as well as budget development, in manufacturing and school facility settings. A mentor to staff and peers, innovative
problem solver, and results oriented. Outstanding interpersonal skills at all company and client levels. Proficient with Microsoft
Programs (Excel, Word, and PowerPoint) and QuickBooks.
CORE COMPETENCIES
Budget Development & Management Capital Budgeting
Financial Analysis & Reporting Procurement/Vendor Negotiations
Operations Management Procedure/Process Reviews
Staff Management, Training, & Development Planning & Cash Flow Forecasts

EDISONLEARNING October 2003 to Present
Jersey City, NJ
REGIONAL CONTROLLER

Primary responsibility is to ensure that all schools within region are compliant with client-board approved fiscal budgets, and
ensuring growth in net assets from year to year, while supervising the School Operation Manager (SOM) at each school and working
with Principal and School Administration. The Regional Controller serves as the primary financial relationship manager between
EdisonLearning and Client School Boards.

- For the Year Ended June 30, 2014, managed eight site budgets totaling $65 Million.
- Review and approve all monthly site financial statement before submission to Client School Boards.
- Oversee development of site annual fiscal budgets (Operating and Asset), working with SOMs, Principals, and School
Administration.
- Presentation of monthly financials and annual budgets to Client School Boards during monthly meetings.
- Ensured successful fiscal year audit outcomes for nine years in a row.
- Present recommendations for client debt reduction and strategic planning, including Five Year plans.
- Played significant role in developing current client financial structure with EdisonLearning and its Clients.

COUNTRY FRESH BATTER
King of Prussia, PA November 2001 to October 2003
CONTROLLER

The Controller had complete responsibility for the day-to-day financial and administrative operations of the company.

- Preparation of monthly financial statements, oversaw annual audit.
- Supervision of Accounts Payable, Account Receivable, and Human Resources associates.
- Implemented cost savings methods with raw material purchases and health care coverage.
- Played major role in resolution of several Workers Compensation claims, without litigation.
Previous work experience and references available by request.
EDUCATION
Rutgers University, B.S., Accounting, 1990, Camden NJ
CONSOLIDATED STAFFING SUMMARY
POSITION # OF FTEs
Instructional:
Alternative Education Teacher 2.0
Teacher 160.0
ELL Teacher 30.0
Reading Specialist 7.0
Instructional Aide (Paraprofessional) 83.0
Math Specialist 7.0
Specials Teacher 66.0
Building Substitute 14.0
Special Education Teacher 51.0
Total Instructional 420.0
Technology:
Community Technology Manager (CTM) 1.0
User Support Technician (UST) 8.0
Data Owner 7.0
Library/Media Specialist (LMS) 7.0
Total Technology 23.0
Administrative:
Principal 7.0
Academy Director 15.0
Administrative Assistant 14.0
Registrar/Enrollment 7.0
Guidance Counselor 16.0
Security 2.0
School Operations Manager 7.0
Food Service Coordinator 1.0
Nurse 7.0
Lunch Aides 29.0
Total Administrative Staff 105.0
OVERALL TOTAL 548.0

School Name
Employee Handbook

Dear Name of School Employee:

We are pleased to welcome you to a partner school of EdisonLearning, Inc. As an
employee of an EdisonLearning partner school, you are part of a talented, dynamic
team of individuals who have dedicated themselves to improving both the academic
performance and the educational experience of students in EdisonLearning partner
schools around the country. Your individual contributions to this team will allow us to
improve the quality of public education in the months and years to come.
EdisonLearning recognizes individual as well as team excellence. We offer the
potential for growth, a comprehensive program of employee benefits and a truly
stimulating work environment. We hope that you will enjoy your association with
EdisonLearning and that you will find continuing sources of inspiration and motivation in
the important work you do each day.
This Employee Handbook will provide you with an overview of the Schools employee
benefits and policies and procedures. If you have any questions about the Handbook,
please contact the Principal or your Human Resources Business Partner.
Again, welcome to Name of School. We look forward to working with you.

Sincerely,

President and CEO

2014 All rights reserved 3
TABLE OF CONTENTS
Table of Contents
TABLE OF CONTENTS ................................................................................................................................................ 3
Introduction .............................................................................................................................................................. 8
At-Will Employment .................................................................................................................................................. 9
1. EQUAL EMPLOYMENT AND ANTI-HARASSMENT POLICY ................................................. 10
1.1. Equal Employment Opportunity Policy ......................................................................................................... 10
1.2. Anti-Harassment Policy ................................................................................................................................. 11
1.2.1. Sexual Harassment ........................................................................................................................................ 12
2. COMPLAINT PROCEDURE ............................................................................................................. 13
2.1 Complaint Procedure ..................................................................................................................................... 13
2.2 Non-Retaliation .............................................................................................................................................. 13
2.3 Open-Door Policy ........................................................................................................................................... 14
3. COMMENCEMENT AND SEPARATION OF EMPLOYMENT .................................................. 15
3.1. Employee Performance Evaluations .............................................................................................................. 15
3.2. Employment Records/Personnel Files ........................................................................................................... 15
3.3. Medical Records ............................................................................................................................................ 16
3.4. Pre-Employment Background Investigations ................................................................................................. 16
3.5. Salary Adjustments ....................................................................................................................................... 16
3.6. Separation of Employment ........................................................................................................................... 16
3.7. Exit Interviews .............................................................................................................................................. 16
3.8. Staff Transfers ............................................................................................................................................... 17
3.9. Verification of Employment Requests ........................................................................................................... 17
4. CONDUCT AND OTHER WORKPLACE RULES ......................................................................... 18

4.1. Appearance ................................................................................................................................................... 18
4.2. Attendance and Punctuality .......................................................................................................................... 19
4.3. Drug-Free Workplace .................................................................................................................................... 20
4.4. Employment of Relatives .............................................................................................................................. 20
4.5. Inclement Weather and Emergency Conditions ............................................................................................ 20
4.6. Personal Relationships .................................................................................................................................. 21
4.7. No Smoking Policy......................................................................................................................................... 21
4.8. No Solicitation/Distribution .......................................................................................................................... 21
4.9. Public Relations/Statements to the Media. ................................................................................................... 22
4.10. Rules of Conduct ......................................................................................................................................... 22
4.11. Code of Ethics ............................................................................................................................................. 25
4.11.1. Overview .................................................................................................................................................... 25
4.11.2. Employee Responsibilities.......................................................................................................................... 25
4.11.3. Reporting Violations; Non-Retaliation ........................................................................................................ 26
4.12 Nondisclosure of Confidential Information .................................................................................................. 26
4.13. Use of Social Media ..................................................................................................................................... 27
4.13.1. Use of Social Media for Business Purposes ................................................................................................. 27
4.13.2. Personal Use of Social Media ...................................................................................................................... 28
4.13.3. Employer Monitoring .................................................................................................................................. 30
4.13.4. Enforcement and Discipline ........................................................................................................................ 30
4.14. Second Jobs................................................................................................................................................. 30
4.15. Immigration Compliance ............................................................................................................................. 30
4.16. Pay Practices/Work Hours ........................................................................................................................... 31
4.17. Non-Exempt Staff Pay Associated With Travel and Training ........................................................................ 33
4.18. Visitors ........................................................................................................................................................ 34
4.19. Investigations of Current Employees ........................................................................................................... 34
4.20. Breastfeeding Policy .................................................................................................................................... 34

4.21 Staff Transporting Students ......................................................................................................................... 34
5. USE OF ELECTRONIC AND OTHER RESOURCES ..................................................................... 36
5.1. Prohibited Activities ............................................................................................................................... 37
5.2. Passwords .............................................................................................................................................. 39
5.3. Portable Storage Devices ....................................................................................................................... 40
5.4. Viruses ................................................................................................................................................... 40
5.5. Personal Electronic Devices .......................................................................................................................... 40
5.5.1. Third Party Devices ....................................................................................................................................... 41
5.6. Email Usage .................................................................................................................................................. 41
5.6.1. Prohibited Email Usage ................................................................................................................................. 42
5.6.2. Email Best Practices ...................................................................................................................................... 43
5.6.3. E-mail Disposal .............................................................................................................................................. 44
5.6.4. Drafting E-mails ............................................................................................................................................. 44
5.7. Phones and Phone Systems ........................................................................................................................... 44
5.7.1 Voicemail ....................................................................................................................................................... 45
5.7.2. Use of Cell Phones While Driving .................................................................................................................. 45
5.8. Other (Non-Electronic) School Resources and Equipment ............................................................................. 45
5.8.1. Stationery and Mail Services ......................................................................................................................... 46
5.8.2. Bulletin Boards .............................................................................................................................................. 46
5.9. Miscellaneous ............................................................................................................................................... 46
6. SAFETY, SECURITY AND COMPLIANCE ISSUES ...................................................................... 48
6.1. Health and Safety .......................................................................................................................................... 48
6.2. Policy Against Workplace Violence ............................................................................................................... 48
6.2.1. Prohibited Acts .............................................................................................................................................. 48
6.2.2. Enforcement ................................................................................................................................................. 49
6.3. Mandatory Abuse Incident Reporting Policy ................................................................................................. 49

6.4. Security ......................................................................................................................................................... 50
6.5. Weapons ....................................................................................................................................................... 51
7. EMPLOYEE BENEFITS .................................................................................................................... 52
7.1. Employee Benefits Summary ........................................................................................................................ 52
7.2. Holidays ........................................................................................................................................................ 54
7.3. Vacation Time ............................................................................................................................................... 54
7.3.1. Vacation Accrual Rates ................................................................................................................................. 54
7.3.2. Vacation Carry-Over ...................................................................................................................................... 55
7.3.3. Vacation Scheduling ...................................................................................................................................... 55
7.3.4. Illness or Injury Before Vacation ................................................................................................................... 55
7.3.5. Vacation Credit Upon Termination ............................................................................................................... 55
7.3.6. Payment In Lieu Of Vacation ......................................................................................................................... 55
7.3.7. Breaks In Service/Rehires ............................................................................................................................. 55
7.4. Personal Days ............................................................................................................................................... 56
7.5. Sick Time ....................................................................................................................................................... 56
7.6. Short-Term Disability Policy .......................................................................................................................... 57
7.6.1. STD Benefit Accrual Rate .............................................................................................................................. 57
7.6.2. Applying For STD Benefits ............................................................................................................................. 58
7.6.3. Recertification Requirements During Course Of Leave ................................................................................ 58
7.6.4. Treatment of Health & Welfare Benefits While On STD Leave ..................................................................... 58
7.6.5. Cessation of STD Benefits ............................................................................................................................. 59
7.7. Family and Medical Leave ............................................................................................................................. 59
7.7.1. Coverage ....................................................................................................................................................... 59
7.7.2. Eligibility ........................................................................................................................................................ 60
7.7.3. Leave Entitlement ......................................................................................................................................... 60
7.7.4. Length of FMLA Leave ................................................................................................................................... 61

7.7.5. Advance Notice ............................................................................................................................................. 62
7.7.6. Medical Certification ..................................................................................................................................... 62
7.7.7. Substitution of Paid Leave ............................................................................................................................ 63
7.7.8. Intermittent and Reduced Schedule Leave ................................................................................................... 64
7.7.9. Reporting in While on Leave ......................................................................................................................... 64
7.7.10. Return-to-Work Certification ...................................................................................................................... 64
7.7.11. Status of Benefits While on Leave .............................................................................................................. 64
7.7.12. Restoration of Position and Benefits .......................................................................................................... 65
7.7.13. Key Employees ............................................................................................................................................ 66
7.7.14. Miscellaneous ............................................................................................................................................. 66
7.8. Personal Leaves of Absence (Non-FMLA Absences) ....................................................................................... 66
7.9. Military Leave of Absence ............................................................................................................................. 67
7.10. Bereavement Leave .................................................................................................................................... 68
7.11. Other Leaves ............................................................................................................................................... 68
7.12. Court Witness Pay ....................................................................................................................................... 68
7.13. Jury Duty Pay .............................................................................................................................................. 68
7.14. Workers Compensation .............................................................................................................................. 69
7.15 Other Leaves of Absence ............................................................................................................................. 69
8. STATE-SPECIFIC NOTICES ........................................................................................................... 69

Introduction
The [Name of School] Handbook is designed to provide information the Schools
employees regarding its policies, procedures and practices. It is intended to familiarize
you with important information about the School and your own privileges and
responsibilities.
The Schools ability to reach its ambitious goals, for itself and for the communities that it
serves, rests with its greatest resource: our dedicated and talented staff. Without your
considerable skills, integrity and creativity, [Name of School] would not be the School it
is today. We seek to create a workplace that reflects the goals that we have for the
students in our School, goals that motivate and inspire each of us to achieve at the
highest levels possible.
This Handbook is meant to serve as a guide only. None of the Schools personnel
documents and/or benefit plans, including this Employee Handbook and any
supplements, is intended to be a contract for any purpose or duration, express or
implied. This Handbook is not intended to guarantee employment or any particular
conditions of employment for a fixed period of time or to restrict the right of the School,
or the right of any employee, to terminate the employment relationship at any time, for
any reason or for no reason. No administrator, manager or supervisor has any authority
to enter into a contract of employment express or implied that changes or alters the
at-will employment relationship. Only the Board President of the School or his or her
designee have the authority to enter into an employment agreement that alters the at-
will employment relationship and any such agreement must be in writing and signed by
the Board President or his or her designee. Aside from this exception, there may be
explicit and limited exceptions to the at-will relationship under specific terms of a
collective bargaining agreement in the few instances where such an agreement is
applicable to a School.
The contents of this Handbook supersede any prior policy guidelines or personnel
manuals provided to employees. However, where the law of a particular state or an
individual written employment contract is inconsistent with this Handbook, the state law
or individual written employment contract shall govern. Except for the policy of at-will
employment, the School reserves the right to change, add to or discontinue any of the
policies contained in this Handbook from time to time and to interpret and apply them as
it deems appropriate. No oral statements or representations can change the provisions
of this Handbook.
No provision in this policy will be enforced in a manner that violates an employees right
to discuss wages and working conditions with co-workers or any other rights under
Section 7 of the National Labor Relations Act. Enforcement of the policies in this
handbook also are subject to compliance with the Americans with Disabilities Act and
applicable state laws.
Benefit plans, if offered to you by the School and if premiums and contributions are paid
and if participation and other requirements are met, are defined in legal documents,

such as insurance contracts and/or summary plan descriptions. If you are offered
benefits and a question arises about the nature and extent of plan benefits or there is a
conflict in language, the formal language of the plan documents govern and not the
informal wording of this Handbook. Plan documents, if applicable, are available for your
review.
Not all of the Schools policies and procedures are set forth in this Handbook and its
supplements. Employees are expected to comply with all policies and procedures as
may be communicated to the employee from time to time.
Please read this Handbook carefully, familiarize yourself with the contents and follow its
provisions where they apply. If you have any questions, ask your supervisor or call the
EdisonLearning Human Resources Division.

At-Will Employment
Unless you are covered by a written individual employment agreement signed by the
Board President of the School or his or her designee which indicates otherwise, your
employment with the School is at-will. This means that neither you nor the School has
entered into a contract regarding the duration of your employment or the reasons
necessary for the termination of the employment relationship. You are free to terminate
your employment with the School at any time, with or without reason. Likewise, the
School has the right to terminate your employment, or otherwise discipline, transfer or
demote you, or make changes to other terms of your employment, at any time, with or
without reason, at the sole discretion of the School.

1. EQUAL EMPLOYMENT AND ANTI-HARASSMENT POLICY
1.1. Equal Employment Opportunity Policy
You are entitled to pursue your employment free of discrimination and harassment
based on race, color, creed, religion, sex, sexual orientation, age, national origin,
citizenship status, ancestry, veteran status, mental or physical disability, marital status
or membership in any other class or category protected by applicable federal, state or
local law. All employment actions, such as recruitment, hiring, promotions,
terminations, layoffs, returns from layoffs, compensation, benefits, transfers, and
participation in School-sponsored training, education and social/recreational programs,
are made without regard or consideration for an individual's race, color, creed, religion,
sex, sexual orientation, age, national origin, citizenship status, veteran status, mental or
physical disability, marital status, genetic information or an individual's membership in
any other class or category protected by applicable federal, state or local law.
Complaints regarding violations of the EEO policy should be reported pursuant to the
complaint procedure contained in Section 2 of this Handbook.
Disability Accommodation: The School will not discriminate against any individual
with a disability who is otherwise qualified for employment. Reasonable
accommodation will be provided to individuals with a known physical or mental disability
if such accommodation would not impose an undue hardship on the School and would
enable the individual to apply for, or perform, the essential functions of the position in
question. Any qualified employee or applicant with a disability who requires a
reasonable accommodation in order to perform the essential functions of the job should
notify his or her supervisor or contact the Human Resources Division and request such
an accommodation. The School will then identify possible accommodations, if any, that
will help to eliminate the limitation or barrier. If the accommodation is reasonable, will
not impose an undue hardship and neither the employee nor the accommodation would
pose a direct threat to the health and/or safety of the individual or others, the School will
make the accommodation. The individual is encouraged to fully cooperate with the
School in seeking and evaluating alternatives and accommodations. The School may
require medical verification of both the disability and the need for accommodation. For
further information please contact the Human Resources Division.
Religious Accommodation: The School will make reasonable accommodations for an
employees sincerely held religious beliefs unless doing so would cause an undue
hardship on School operations. If you desire a religious accommodation, you are
required to make the request in writing to your supervisor. If the requested
accommodation is time off in observance of a religious holiday, you should submit the
request to your supervisor as far in advance as possible.

1.2. Anti-Harassment Policy
The School intends to provide a work environment that is pleasant, professional and
free from intimidation, hostility or other offenses which might interfere with work
performance. Harassment of any sort - verbal, physical or visual - on the basis of a
protected characteristic will not be tolerated. These characteristics include, but are not
necessarily limited to, race, color, creed, religion, sex, sexual orientation, age, national
origin, citizenship status, ancestry, veteran status, physical or mental disability, marital
status or any other protected status defined by law. Such conduct when severe or
pervasive may also violate the law. However, the School has no tolerance for
harassment. Improper conduct may violate our policy, even if it is not as severe or
pervasive as to be illegal. In addition, it makes no difference if the individual engaging
in the conduct is just joking, teasing or intending to be playful. Such conduct may
be equally offensive to an individual regardless of the actors intent.
All newly hired employees are required to complete anti-harassment training within the
first 60 days of their employment.
Harassment that violates this policy may take many different forms including, but not
limited to:
- Any conduct that creates a hostile environment or that embarrasses or humiliates
another individual;
- Verbal conduct, such as epithets, derogatory comments, slurs or unwelcome
comments or jokes;
- Visual conduct, such as derogatory posters, photographs, pictures, e-mails,
screensavers, cartoons, drawings or gestures;
- Physical conduct, such as assault, blocking normal movement, restraint, touching
or physical interference with work;
- Threats or demands to submit to certain non-work related actions in order to
keep or get a job, to avoid some other loss or as a condition of receipt of job
benefits, security or promotion; and
- Retaliation for having reported harassment or discrimination or having assisted
another employee in reporting harassment or discrimination.
The School is committed to providing a respectful work environment, free from all forms
of prohibited harassment or intimidation. To that end, it is the policy of the School to
prohibit offensive or harassing behavior, even when such conduct might not rise to the
level of illegality. Any employee who feels that he or she has been the victim of
harassment, or has witnessed conduct that makes him or her feel uncomfortable, must
immediately report it to his or her supervisor, the Human Resources Division, or the
Compliance Hotline (1-800-826-6762).

1.2.1. Sexual Harassment
Sexual harassment, like any other form of harassment, will not be tolerated at the
School. Sexual harassment includes sexual overtures, either verbal or physical, which
could be construed as affecting an individuals employment, continued employment,
salary, appraisal, advancement or other employment decisions. Sexual harassment
refers to behavior: (1) that is not welcome; (2) that is, or would be, offensive to a person
of reasonable sensitivity and sensibilities; (3) that fails to respect the rights of another;
and (4) that unreasonably interferes with an employee's work performance and
effectiveness or creates an intimidating, hostile or offensive working environment.
Specific forms of behavior that are considered to be sexual harassment in violation of
our policy may include, but are not limited to:
- Verbal conduct such as promises of benefits in return for sexual favors; explicit or
implicit threats of retribution for refusing to provide sexual favors; demeaning,
offensive or abusive language related to an employee's sex or gender (such as
sexual innuendoes, slurs, suggestive comments or sounds, whistling); jokes of a
sexual nature or concerning gender-specific traits; sexually-oriented comments
about an employee's body or appearance, sexual habits, sexual preference or
sexual desirability
- Visual conduct including abusive written language, e-mails, showing or displaying
pornographic or sexually explicit objects or pictures, graphic commentaries or
obscene gestures
- Physical conduct including any sexual advance involving physical contact that is
not welcome (touching, pinching, massaging, coerced sexual intercourse, assault or
persistent brushing up against a person's body)
Any employee who feels that he or she is the victim of sexual harassment must report it
immediately to his or her supervisor, the Human Resources Division, or the Compliance
Hotline (1-800-826-6762). For more information on bringing forth a complaint of
harassment, see the complaint procedure contained in Section 2 of this Handbook.

2. COMPLAINT PROCEDURE
2.1 Complaint Procedure
Complaints regarding unlawful employment practices or policies, including such things
as harassment, discrimination, retaliation, improper wage payment practices, or other
unlawful conduct, as well as complaints of violations of the Code of Ethics policy, should
be promptly reported to the Principal, the School Operations Manager or the
Compliance Hotline (1-800-826-6762). All complaints should be reported as soon as
possible after the employee becomes aware of the conduct or the violation. Employees
are required to immediately report any incidents of perceived harassment or
discrimination.
Once a complaint is made an investigation usually will commence. The investigation
will usually include speaking with the complaining party, any named or apparent
witnesses or persons with relevant information, and the individual(s) identified as
alleged wrongdoers. Employees are required to cooperate in any investigation of
discrimination, harassment or other alleged workplace wrongdoing. Upon completion of
the investigation, both the complainant and the accused will be given notice of the
conclusion of the investigation. If it is determined that prohibited discrimination or
harassment has occurred, appropriate action will be taken. This may include
counseling, training, transfer or disciplinary action, up to and including termination.
Confidentiality will be maintained to the extent possible consistent with the Schools
obligation to conduct a thorough investigation. All the School employees who become
involved in an investigation are to treat the matter confidentially.
Compliance Hotline: The Compliance Hotline and online link are channels available to
you 24 hours a day, 365 days a year to report a complaint. This service is operated by
an independent firm, National Hotline Services, Inc. The Compliance Hotline number is
1-800-826-6762 and the online program can be accessed at www.alertline.com. You do
not need to identify yourself by name when reporting your concerns, and should feel
free to bring forward issues and complaints anonymously if you choose. However, be
aware that the Schools ability to investigate and remedy the issues raised in your
complaint may be compromised or even prevented if you report a complaint
anonymously.
2.2 Non-Retaliation
Employees may raise complaints of unlawful employment practices including such
things as harassment, discrimination, retaliation, and improper wage payment practices,
as well as code of ethics violations, without fear of reprisal or retaliation. Retaliation
against any employee for asserting such complaints, or for participating in the
investigation of such complaints, is strictly prohibited and is grounds for disciplinary
action, up to and including termination of employment. Any employee who feels that he
or she has been retaliated against in violation of this policy should report it immediately
to the Principal, the School Operations Manager or the Compliance Hotline.

2.3 Open-Door Policy
Open communication and feedback are essential to a successful work environment and
that all employees should feel free to seek answers to work-related questions and raise
any matter of importance and/or issues of concern without fear of reprisal or retaliation.
If you have a concern about any issue not addressed in the complaint procedure, you
should feel free to bring it to the attention of the Principal, or if for any reason you do not
feel comfortable discussing it with the Principal, you may bring your concern to the
Human Resources Division, or the Compliance Hotline. If, after taking repeated steps,
you continue to feel that your issues have not been resolved, you are encouraged to
bring your work-related concern to successively higher levels of administration to seek
resolution. You should attempt to resolve your concerns as soon as possible.

3. COMMENCEMENT AND SEPARATION OF EMPLOYMENT
3.1. Employee Performance Evaluations
Employees of the School are continually evaluated with the goal of improving our
performance as individuals, developing professionally and enhancing the performance
of our School. In most cases, formal written evaluations take place annually.
Employees are expected to participate in the annual performance evaluation process.
While employees self-evaluations become part of their personnel file, it is the
managers evaluation that is considered the official evaluation of the employee.
Employees are welcome to write a formal rebuttal to their evaluation, if they feel that is
warranted. Any rebuttal will be included in the employees personnel file, but may not
affect the managers final evaluation submission.
3.2. Employment Records/Personnel Files
The School maintains records and may collect certain personal information to the extent
necessary for organizational purposes. Every effort is made to maintain the
confidentiality of personal information. However, the School will cooperate with and
provide access to personnel files to local, state and federal agencies in accordance with
applicable law. Employees who wish to inspect their personnel file may do so in the
presence of a School representative by submitting a written request to the Human
Resources Division.
The School keeps both electronic and paper personnel files. Files are maintained in
accordance with EdisonLearnings Records Management Policy and Record Retention
Schedule.
It is important that your personnel records are kept updated at all times. Employees are
responsible for maintaining current, accurate information in both their electronic and
paper files. Information should be updated by logging onto the Employee Self Service
website at https://sourceselfservice2.ceridian.com/EdisonLearning, including:
Legal name
Home address
Telephone numbers (work, home and cell)
Email address
Emergency contact person(s)
Dependents/beneficiaries
Marital status
Change of insurance beneficiary(s)
Exemptions on your W-4 tax form
Education

3.3. Medical Records
Confidential health and medical records are not included in your personnel file, but are
maintained in a separate, secure area. The School will safeguard such records from
disclosure and will divulge only that information: (1) as allowed by law, as referenced in
the Health Insurance Portability and Accountability Act of 1996 (HIPAA) or other
federal or state law; (2) to the employee's personal physician upon written request of the
employee; (3) as required for Workers' Compensation cases; (4) on a need-to-know
basis, in connection with matters in which the employee has put his or her health or
ability to perform his or her job in issue; or (5) as otherwise required by law.
3.4. Pre-Employment Background Investigations
Pre-employment and other background investigations are conducted in accordance with
federal and state laws regarding individuals offered employment by the School. All
offers of employment are contingent upon satisfactory results of pre-employment
background investigations.
3.5. Salary Adjustments
Salary and wages are reviewed annually and adjustments, if any, are made on a merit
basis, where appropriate, based on performance as well as market and business
considerations.
Salary adjustments are not automatic. Such adjustments are ultimately made at the
discretion of the School.
3.6. Separation of Employment
School employees are requested to provide notice of their resignation in writing to their
supervisor or department head at least two weeks prior to their last day of work unless
the employees individual employment agreement requires a longer notice period.
Employees are required to return all keys, identification cards, School credit cards,
tools, security codes, computer equipment, computer passwords, telephone voicemail
passwords, other office equipment and/or any other property of the School to their
supervisor or the Principal upon their separation from the School.
3.7. Exit Interviews
Any employee who separates from the School will be asked to complete an exit
interview questionnaire and/or participate in an exit interview with Human Resources.
The interview is used to collect feedback about the employees employment with the
School and any other information that the employee thinks that the School should know.
This feedback helps the School maintain successful policies and practices and focus on
areas that need improvement. Additionally, exit interviews provide departing employees
the opportunity to ask questions about benefit conversions and to return any the School
property that has been issued to them.

3.8. Staff Transfers
An employee who wishes to request a transfer to another position within the School or
the EdisonLearning system is eligible to apply if he or she has met the performance
standards of his or her current position and has completed at least one year of service
in this role. An employee who wishes to request a transfer to another position must
apply online to the job posting. Employees should notify their supervisor that they are
applying for the position.
When an employee transfers from one work site to another, he or she generally will
keep the same seniority date and any accrued sick time, salary continuation/STD time,
vacation time and personal days, unless the transfer is from an EdisonLearning partner
school to a district partnership school. However, certain benefits may change in
accordance with the plan(s) offered at the school or department to which the employee
is transferring. Salary levels also may vary by school site.
3.9. Verification of Employment Requests
The School does not respond to oral requests for references or verification of past
employment. Organizations that wish to verify the employment of a current or past
School employee will use an automated external employment verification service
designated by the School. The School uses The Work Number
to provide automated
employment and income verifications on our employees.
EdisonLearning Employer Code: 13341
The Work Number Website: www.theworknumber.com
Information for Employees: 1-800-367-2884
Information for Verifiers: 1-800-367-5690
Information for Social Service Agencies: 1-800-660-3399
The Work Number Customer Service: 1-800-996-7566
1-800-424-0253 (TTY-Deaf)

Information will be provided only if the employee has completed and signed a release.
The employee is responsible for authorizing the release of this information to the
verifying organization.
Employees other than authorized employees in the Human Resources Division, the
School Operations Manager and the Principal are prohibited from responding to
employment verifications or requests for any information regarding another employee.
Refer all such inquiries to one of these identified individuals.
For verification of information not verifiable by TWN, such as teaching experience or
education, or for completion of a specific form, please contact the School Operations
Manager.

4. CONDUCT AND OTHER WORKPLACE RULES
4.1. Appearance
All School employees are expected to exercise good judgment in dress and
appearance. This helps to create a professional atmosphere and projects a positive
image of both you and the School. A neat appearance and personal hygiene are
required regardless of whether you are a member of the administrative staff or work in a
classroom. A neat appearance and good personal hygiene includes clean-shaven or
trimmed and well-groomed facial hair, and well-groomed, neat hair. The types of
jewelry that an employee may wear may also be restricted based on its location.
Employees are expected to follow the dress guidelines below. Individual schools may
adopt additional or different dress requirements. If your school or school district has a
dress code for your workplace, please adhere to such dress code.

Acceptable Dress
Shirts with collars or banded collars
Button down shirts
Blouses
Polo Shirts
Pullover or cardigan sweaters
Vests with shirts
Slacks, trousers or khakis
Skirts
Dress shoes or sports shoes (loafers/Dockers)
Shoes or dress sandals (NO beach shoes or flip-flops)
Please remember that all clothing must be neat and appropriate for the workplace.
Clothing which may be entirely acceptable in casual settings or for social activities may
be inappropriate for a professional who is expected to establish an atmosphere
conducive to learning and respect.

Unacceptable Dress
Clothing with a printed logo, message, sports insignia,
product/place insignia, etc.
Halter tops, tube tops, cropped shirts or low-cut tops
Lycra stretch pants, leggings or spandex pants
Shorts or skorts of any kind
Sweat clothes, jogging suits or workout clothes

Revealing/suggestive attire
Beachwear
Hats/caps
These lists are not all-inclusive. Violations of these guidelines may subject employees
to disciplinary action, up to and including termination of employment. If you report to
work dressed or groomed inappropriately, you may be prevented from working until you
return to work dressed and groomed in an appropriate manner.

Makeup, Perfume and Cologne: Some employees may find chemicals in perfumes
and makeup bothersome due to allergies or personal preference, so these substances
should be worn with restraint and consideration should be extended to co-workers in
proximity to you.
4.2. Attendance and Punctuality
If you expect to be absent or delayed, you must notify the Principal by telephone and
advise him or her of your tardiness or absence. You are expected to call and either
speak with that person or leave a voicemail message no later than one hour prior to
your expected reporting time. Your supervisor or department head may designate
someone to receive such calls in his or her absence. It is unacceptable to call and
leave a voicemail for the Principal or his/her designee during hours that you reasonably
know that person will be unavailable, unless your circumstances specifically prevent you
from calling at a different time. In addition, communicating your absence or tardiness to
a co-worker other than the Principal or his/her designee will not be considered adequate
notice. Employees are expected to call their supervisor or department head each day
that they are absent unless the employee is on an approved leave of absence. Failure
to inform the Principal of your absence or delay each day of your absence will result in
the absence being considered unexcused and may subject you to disciplinary action, up
to and including termination.
An employee who is absent for three or more days without contacting the Principal or
his/her designee will be deemed to have abandoned his or her employment and our
records will reflect that the individual has voluntarily terminated his or her employment
with the School.
Employees with excessive absenteeism or tardiness can create disruptions to the
operations of the School and can prevent the employee from performing his or her job
satisfactorily. Therefore, excessive absenteeism or tardiness may be cause for
disciplinary action, up to and including termination.
Enforcement of this policy is subject to compliance with applicable disability law and
requests for reasonable accommodation.

4.3. Drug-Free Workplace
The School seeks to maintain a safe workplace and learning environment by eliminating
the hazards to health and safety created by alcohol and other drug abuse. Therefore,
all employees and contractors are prohibited from the use, manufacture, distribution,
sale and/or possession of any illegal drug, controlled substance or alcoholic beverage
during work hours (including lunch and break time) in the School, on school property or
in a school vehicle. Employees are prohibited from being under the influence of, selling,
offering to sell, trading, purchasing, using or possessing any illegal drug or alcohol while
performing School business or job-related duties, while on School property or while
operating School or school property (including vehicles). [Note: School-sponsored
activities that are approved in advance by the Principal and that may include the service
of alcoholic beverages, are not included in this provision.]
Employees who engage in the above prohibited activities in violation of this policy are
subject to disciplinary action, up to and including termination of employment.
The School also recognizes that addiction may be an illness. Therefore, the School will
make reasonable accommodations to employees who are seeking appropriate
assistance to deal with drug or alcohol-related problems. For further information or to
request an accommodation for addiction, employees should contact the Principal or the
School Operations Manager.
4.4. Employment of Relatives
The employment of relatives within the School is permitted only as long as no family
member will have direct or indirect supervisory responsibility that could affect the hiring,
assignment, compensation, promotion, evaluation, discipline, training or termination of
another family member. School board members are expected to recuse themselves
from any discussions of or decisions concerning any relative who may be an applicant
for employment or an employee of the School.
4.5. Inclement Weather and Emergency Conditions
All School employees are expected to make a reasonable effort to report to work on
inclement weather days. In the event of severe weather conditions or other
emergencies, the Principal may decide to close the School for the remainder of the day
or prior to the beginning of a workday. An outgoing message will be recorded on a
designated school phone number, and an e-mail will be sent to notify all employees
when the School is closed. No loss of pay will occur as a result of early dismissal or
office closure for this reason. Likewise, if you report to the School and find that the
School is unexpectedly closed due to an emergency, no loss of pay will occur.
However, if the School is open and you are unable to report to work, you must use your
accrued vacation time or a personal day in order to be paid.

4.6. Personal Relationships
The School recognizes that employees may develop personal relationships in the
course of their employment. However, in an effort to prevent favoritism, morale
problems, disputes or misunderstandings and potential legal claims, supervisory
employees are not permitted to date or engage in sexual relationships with subordinate
employees. In the event a dating or sexual relationship does develop between a
supervisor and a subordinate, then the supervisor must promptly report the relationship
to the Principal. One of the parties may be required to transfer, if a position is available,
or they may be required to choose which of them will resign. Violation of this policy may
result in disciplinary action, up to and including termination.
4.7. Relationships with StudentsSchool employees are strictly prohibited from engaging
in personal relationships with students, which are outside the scope of a professional
adult/student relationship or which may give the appearance of being outside the scope
of a professional adult/student relationship. This prohibition applies both on and off
School grounds
Employees who violate this policy may be subject to disciplinary action, up to and
including immediate termination, in the sole discretion of the School. Employees who
violate this policy may also be subject to being reported to law enforcement authorities,
if the conduct is believed to constitute a crime under state law. If disciplinary action is
taken against an employee, a report will be made to law enforcement and/or a child
abuse report will be made for violation of this policy. In addition, the parents of the
student involved will be notified of the situation and the actions taken by the School.
4.7. No Smoking Policy
Smoking is prohibited in all School facilities and vehicles. Employees, guests and
vendors are not permitted to smoke in the School facilities at any time.
4.8. No Solicitation/Distribution
The School has established rules applicable to all employees to govern solicitation and
distribution of written material during working time and entry onto the premises and work
areas. Employees are prohibited from soliciting or promoting support for any cause or
organization during his or her working time or during the working time of the employee
or employees at whom the solicitation is directed. Employees also are prohibited from
distributing or circulating any written or printed material in work areas at any time during
his or her working time or during the working time of the employee or employees at
whom the distribution is directed.
As used in this policy, working time includes all time for which an employee is paid
and/or is scheduled to be performing services for the School. This excludes meal or
other breaks, rest periods or other times during a shift when an employee is not
engaged in performing services for the School.

All employees are expected to comply strictly with these rules.
In addition, the Schools electronic resources (including computer systems, The
Common, e-mail, phone systems, voicemail, cell phones and blackberries) shall not be
used for personal gain or advancement of individual views. Utilization of e-mail or other
School electronic resources for purposes of non-business solicitation or for personal
gain or the promotion of events and causes is likewise prohibited. Further information is
contained in the Electronic Resources Policy.
4.9. Public Relations/Statements to the Media.
As an education services provider, EdisonLearning and its partner schools, programs,
activities and plans are sometimes of special interest to the general public. One of the
important ways in which EdisonLearning and the School are promoted through mass
media. In order to ensure a professional relationship with the media, due diligence must
be taken to ensure that information originating from the School is accurate, complete
and reflects the official position of the organization.
In the interest of orderly, consistent management of information released to the media,
all inquiries from or statements to media and other interested parties on behalf of or the
School must be referred to the Principal and the EdisonLearnings Communications
Department at (201) 630-2600. Only the EdisonLearning CEO or his or her designee is
authorized to make or approve public statements on behalf of EdisonLearning about
EdisonLearning or its operations. No employee, unless specifically designated by the
EdisonLearning CEO, is authorized to make those statements. Any employee wishing
to write and/or publish an article, paper or other publication on behalf of the School or
EdisonLearning must first obtain approval from the CEO before publication.
4.10. Rules of Conduct
As a School employee, you are expected to conduct yourself in accordance with the
rules, policies and practices of the School, strive to observe the highest standards of
school or business behavior and ethics, comply with all applicable laws, rules and
regulations, and comply with the existing policies and practices of the clients facility
when out of the office.
It is not possible to list all of the types of employee behavior that are considered
unacceptable by the School. Noted below is a partial list of the acts of misconduct that
could result in immediate disciplinary action, up to and including termination:
- Abuse or mistreatment of students.
- Misappropriation of funds or failure to handle funds in accordance with the
School's guidelines.
- Theft or unauthorized use, possession or removal of School records or property
or the property of any employee, client (school or district) or visitor.

- Falsifying or misrepresenting information in employment records or other School
or school records, including timekeeping records (e.g., time sheets).
- Unauthorized distribution, dispensation, possession or use of intoxicating
beverages or controlled substances on School premises or reporting to work or
operating School-owned vehicles or equipment while under the influence of such
substances, or to submit to reasonable suspicion testing or engage in conduct in
violation of the Schools Drug-Free Workplace Policy.
- Fighting or otherwise engaging in disorderly, threatening or intimidating conduct
in the workplace, including horseplay or other actions that endanger others.
- Using abusive or offensive language, making disparaging remarks, being
discourteous or otherwise harassing, threatening, coercing or interfering with
employees, students or visitors.
- Insubordination, including failure or refusal to follow the instructions of a
department head, manager or supervisor, or behaving in a disrespectful manner
toward a department head, manager or supervisor or in a manner which would
undermine his or her authority.
- Failing to comply with safety and health rules or procedures or otherwise creating
or contributing to unsafe conditions by an act or by a failure to act.
- Possession of a weapon on school premises at any time Unauthorized absence
from your workstation during work hours.
- Loitering, loafing or sleeping during scheduled work hours.
- Excessive personal phone calls, e-mailing or web browsing or other violations of
the Schools Electronic Resources policies.
- Gambling or possession of gambling devices on School or school premises or
the use of School Electronic Resources for such purposes.
- Soliciting or accepting gratuities or bribes of any nature.
- Smoking on School or school premises in prohibited areas.
- Unauthorized possession, use or copying of School or school records or
disclosure of proprietary or confidential information to unauthorized persons.
- Illegal conduct of any kind.
- Dishonesty with respect to any work-related matter or issue.
- Excessive tardiness or absenteeism or failure to call in as required.

- Failure to meet performance standards and poor job performance, including an
unsatisfactory attitude that detracts from job performance or the efficient
operation of the School business.
- Refusal to fully cooperate with human resources personnel or the School in any
investigation related to the workplace.
- Negligent or deliberate destruction or misuse of property belonging to the School
or to any employee, client (school or district) or visitor.
- Improper or illegal discrimination, harassment or retaliation, as set forth in the
Schools Equal Employment Opportunity Policy and Anti-Harassment Policy.
- Failure to report a workplace injury as soon as possible.
- Misrepresentation in applying for sick time, leaves of absence or other time off.
- Failing to complete timesheets on a daily or bi-weekly basis, completing another
employees time card or authorizing someone to complete an employees time
card or sign an employee in or out.
- Working overtime without prior authorization.
- Misrepresentation or false statements in any documents associated with
payments made on behalf of the School.
- The use of any company equipment, supplies, or facilities for a revenue
generating activity that benefits an individual employee.
- Violation of any the School rule, policy or standard, including, for example, but
not limited to, policies regarding confidentiality of proprietary information, policies
relating to travel and expenses, policies concerning the use of the Schools
electronic resources, and the Code of Ethics.
- Inducing, encouraging or assisting another employee in committing any breach of
the forgoing rules and regulations.
For purposes of these standards of conduct or any other policies and procedures in this
Handbook, school premises includes any location where School-related or school-
related functions or activities are taking place, other than an employees private home.
To the extent permitted by law, certain misconduct committed off-premises or during an
employees personal time, under appropriate circumstances and where impacting on
the students, school or workplace or on the School's business or reputation, also may
require immediate disciplinary action, up to and including termination.
This policy including the list provided above does not limit the Schools right to discipline
or discharge employees for other reasons not listed here, nor does it alter or limit the

policy of employment at will, whereby you or the School may terminate the employment
relationship at any time for any reason, with or without cause, and with or without notice.
4.11. Code of Ethics
4.11.1. Overview
The conduct of School employees can influence the Schools reputation everywhere the
School does business. Therefore, all School employees must conduct themselves with
the highest degree of integrity and business ethics. This includes:
Conducting ones self in accordance with ethical principles that reflect the highest
standard of school and individual behavior
Fostering an environment in which all employees of the School are treated fairly
and with respect
Conducting ones self in accordance with and the Core Values: Wisdom, J ustice,
Courage, Compassion, Hope, Respect, Responsibility and Integrity
Avoiding all conflicts of interest between work responsibilities and personal affairs
Obeying all applicable laws, regulations, policies and procedures in all business
dealings on behalf of the School
Ensuring that the spirit of the law is obeyed, not just the letter of the law
Report any violations of law, regulation, policy or procedure by any employee, officer or
director
4.11.2. Employee Responsibilities
All School employees are expected to:
Review and understand the details of this Code and the Schools other operating
policies and procedures
Comply with and obey all applicable internal policies or procedures in all
business dealings on behalf of the School
Comply with both the letter and spirit of all applicable laws and regulations in all
business dealings on behalf of the School, and bring to managements attention
any areas that they believe are not in compliance with the law.
Actively work to create and sustain a corporate culture that recognizes, values
and, above all, exemplifies ethical conduct

Refrain from engaging in any activities that impede fair competition or that foster a
restraint of trade
Seek assistance as needed from School personnel for compliance concerns
Promptly raise any concerns about any employees conduct that appears to
violate the law or any the School policy and report compliance violations to the
Principal or through the anonymous hotline
Cooperate with any investigations conducted by the School or its representatives
Be honest, fair and trustworthy in all dealings with co-workers and clients
Any employee who fails to comply with this Code of Ethics will be subject to disciplinary
action up to and including termination of employment.

4.11.3. Reporting Violations; Non-Retaliation
Employees should promptly report violations or perceived violations of the Code of
Ethics to the Principal or the Compliance Hotline pursuant to the complaint procedure
contained in Section 2 of this Handbook. Employees also are welcome to raise any
questions or concerns regarding the Code of Ethics. The School strictly prohibits
retaliation or taking any adverse action against any employee, for reporting any
violations of the Code of Ethics, raising any compliance questions or concerns, or
bringing any legitimate issue forward in good faith. Nor will any employee be retaliated
against for participating or assisting in an investigation or helping to resolve any
compliance concern.
4.12 Nondisclosure of Confidential Information
Employees are prohibited from using, publishing, disclosing or relying on Confidential
Information for any purpose other than in furtherance of performing his or her duties for
the School without the Schools prior written consent. Confidential information is
information about the School, or its staff or students, that is not available to the general
public and that the employee learned during or as a result of his or her employment
with the School. This can include, but is not limited to, information and data relating to
the Schools business; students; finances; and any other non-public business
information and data (Confidential Information).
Employees should use their best efforts to protect the Schools Confidential Information.
For instance, employees should:
Refrain from discussing sensitive School business in public
Use password protection on computer files

Secure sensitive information in locked files and cabinets
Secure sensitive information on laptop computers while traveling
Exercise caution while using speakerphones and cellular phones
Employees should take whatever other steps are reasonably necessary under the
circumstances to protect Confidential Information.
Even after leaving the employment of the School, employees are obligated to maintain
the confidentiality of the Schools confidential information and return all documents and
files (including electronically stored information). Upon the termination of employment,
or sooner upon request, an employee must promptly return to the School all equipment,
documents, software, programs, computer discs or other data compilations (both
originals and copies) in his or her possession that constitute or contain Confidential
Information.
In addition, employees should review the brand and trademark guidelines found at the
Brand Resource Center of The Common. These define proper usage of their protected
status, and will help keep trademarks protected.
Unauthorized use of others intellectual property also is prohibited.
4.13. Use of Social Media
The School recognizes that social networking (such as personal websites, blogs,
Facebook, MySpace, Twitter, video or wiki posting, online group discussions, message
boards, chat rooms, blogs, etc.) can be used by employees for personal reasons as well
as legitimate business purposes. The School also understands how the use of social
media can shape the way that the public views our school.
4.13.1. Use of Social Media for Business Purposes
Any employee engaging in social networking or blogging for business purposes for the
School (i.e., on a School-sponsored blog or media site) must get express approval of all
content prior to posting. Employees engaged in such School-authorized social
networking or blogging are responsible for complying with all School policies.
The goal of authorized, School-sponsored social networking and blogging is to become
a part of the industry conversation and to promote web-based sharing of ideas and
exchange of information. Authorized social networking and blogging is used to convey
information about the school, promote and raise awareness of the the School brand,
communicate with employees, issue or respond to breaking news or negative publicity,
and discuss school-specific activities and events.
The School reserves the right to use content management tools to monitor, review or
block content on School blogs, which violate School blogging rules or guidelines.

The following rules and guidelines apply to blogging and social networking when
authorized by the School and done on School time:
Only authorized employees can prepare and modify content for the Schools blog
located on designated website(s) and/or the social networking entries located on
designated website(s). Content must be relevant, add value and meet goals or
purposes of the School. If uncertain about any information, material or discussion topic,
please discuss the content with your manager.
All employees must identify themselves as employees of the School when posting
comments or responses on the Schools blog or social networking site as well as when
posting about the School on a non-School-sponsored blog or social networking site.
Any copyrighted information where written reprint information has not been obtained in
advance cannot be posted on the Schools related blog. All postings must comply with
all fair use and copyright laws.
The School administration is responsible for ensuring all blogging and social networking
information complies with the Schools written policies. The administration is authorized
to remove any content that does not meet the rules and guidelines of this policy or that
may be illegal or offensive. Removal of such content will occur without advance notice
to or consent of the individual who posted the objectionable content.
The School expects all guest bloggers to abide by all aspects of this policy. The School
reserves the right to remove, without advance notice or permission, any guest bloggers
content that is considered to be inaccurate, offensive or otherwise objectionable. the
School also reserves the right to take legal action against guest bloggers who engage in
unlawful conduct.
4.13.2. Personal Use of Social Media
The School respects the right of employees to write blogs and use social networking
sites and does not want to discourage employees from self-publishing and self-
expression. However, keep in mind that employees are personally responsible for their
commentary on blogs and social networking sites. Employees are expected to follow
the guidelines below in order to provide a clear delineation between the employee as an
individual and the employee as a representative of the School.
Employees must not use blogs or social networking sites to harass, threaten, intimidate,
bully or discriminate against other School employees, students, partners, families or
anyone associated with or doing business with the School. Examples of prohibited
conduct include offensive posts meant to intentionally harm someones reputation or
posts that could contribute to a hostile work environment on the basis of race, sex, age,
disability, religion, or any other protected status.
Employees may not use the Schools Electronic Resources or facilities to conduct
personal blogging or social networking activities.

Employees should limit their personal use of blogs or social networking sites while at
work to the employees regular meal period and breaks. Such personal use of social
networking sites must not interfere with the employees work responsibilities or
otherwise violate any policy of the School.
If you mention the School, choose to identify yourself as an School employee, write
about work-related activities or express an opinion regarding the School on a personal
blog or social networking site, do not claim or suggest that you are speaking on behalf
of the School. Use an appropriate disclaimer if anyone could reasonably believe that
you are expressing the Schools view. You must make it clear that you are speaking for
yourself and not on behalf of the School.
You may not post the logo or any trademark of the School on any personal blog or
social networking site in a way that would give the impression that you are speaking for
the School.
If you post something favorable about the School or its products or services using any
type of social media, you must disclose that you are employed by the School. Failure
to do so in some cases might result in monetary penalties for the School.
You should only use a personal e-mail address when posting on any personal blog or
social networking site, not your the School email address.
You are prohibited from posting any confidential, proprietary or trade secret information
of the School or any privileged or copyrighted information, as is defined below.
if you choose to recommend or endorse or Like any of your subordinate or fellow
employees at the School, you must do so only as personal recommendations and not
as representatives of the School
You may not post any advertisements for the School products or services, nor sell any
the School products or services on personal blogs or social networking sites.
You may not link from a personal blog or social networking site to the Schools internal
or external website.
Your commentary on a personal blog or social networking site must not: (1) create a
conflict of interest or otherwise harm the Schools interests; (2) violate any federal, state
or local law; or (3) violate any other School policy, including, but not limited to, all
policies contained in this Handbook.
Notice Regarding Harassment and Discrimination: All School rules and policies
regarding discrimination and harassment apply in full force with regard to postings made
on blogs and social networking sites. The School is firmly committed to its equal
employment opportunity and anti-harassment policies and does not condone or tolerate
any type of unlawful discrimination or harassment. Employees are prohibited from
engaging in any conduct, activities, communication or postings which violate the
Schools policies regarding discrimination and harassment. Any conduct which is

impermissible under the law if expressed in any other form or forum is also
impermissible if expressed through blogs, social networks or other similar internet sites.
Employees must not post any comments, content or images that are pornographic,
obscene, malicious, abusive, threatening, intimidating, discriminatory, harassing, and/or
create a hostile working environment. Employees must not use ethnic slurs, personal
insults, sexual innuendos, obscenities or other offensive language.
4.13.3. Employer Monitoring
Employees are cautioned that they should have no expectation of privacy while using
the Internet. Public postings on blogs and social networking sites can be reviewed by
anyone, including the School. The School may monitor any comments, postings and
discussions referencing the School, its, partners, employees, families or the education
industry in general. The School uses blog-search tools and software to monitor forums,
such as blogs and other types of personal journals, diaries, personal and business
discussion forums and social networking sites. Employees also are reminded that they
should have no expectation of privacy while using any of the Schools resources or
equipment such as computers, smart phones or internet connections.
4.13.4. Enforcement and Discipline
Violation of this policy may result in disciplinary action, up to and including immediate
termination. In addition, the School may take legal action, where appropriate, against
employees who engage in unlawful conduct.
Employees should report any violations or possible or perceived violations of this policy
to the Principal. The School will investigate any alleged violations of this policy and, if it
determines that a violation has occurred, appropriate action will be taken.
Any questions about this policy or about permissible conduct under this policy should be
brought to the Principal.
4.14. Second Jobs
The high standards of quality service held by the School are only possible when all
employees give their very best performance. This level of performance may be difficult
to maintain when an employee is working more than one job. Taking a second job,
including self-employment, is not permitted if such work may reduce your performance
while on the job for the School or if such work may create a potential conflict of interest.
For further guidance on conflicts of interest, please refer to the Code of Ethics and
accompanying Standards of Conduct.
4.15. Immigration Compliance
The School is required to comply fully with federal immigration laws. As a condition of
employment, we will verify an employees identity and legal authorization to work in the
United States. An employee is required to present the documents necessary for the

verification process no later than three business days after employment commences.
Employees who do not produce the required documents will not be permitted to
continue employment in accordance with the Federal Immigration Reform and Control
Act. Where an employee has provided documentation that in any way limits the time
that that employee is permitted to work, the employee will be required by the School to
re-verify his or her work authorization at the appropriate time or interval. If at any time
during employment, an employee's immigration status changes so that he or she is no
longer authorized to work in the United States, that employee must notify his or her
respective Human Resources Business Partner immediately.
Although an applicant or employee need not provide a social security number to verify
his or her legal authorization to work in the United States, in conformity with federal tax
laws, the School requires all employees to provide a valid social security number.
In conformity with its policies regarding falsification of applications or records, the
School reserves the right to discipline or terminate any employee who provides false or
misleading documentation of work authorization or who provides a false social security
number.
4.16. Pay Practices/Work Hours
The Principal will establish the work hours for the employees employed at his or her
School and will inform employees of their scheduled work hours and of any changes to
such work hours that are considered necessary or desirable by the School.
Non-Exempt Employees
Full-time, non-exempt employees (employees who are subject to the minimum wage
and overtime provisions of the Fair Labor Standard Act) are expected to work an eight
(8) hour day. Supervisors will assign overtime (if any) to non-exempt employees as
needed. Non-exempt employees are not permitted to work overtime without the prior
approval of their supervisor. If an employee has worked overtime hours that were not
approved in advance, appropriate disciplinary action will be taken which may include
termination of employment.
Non-exempt employees are required to complete an individual time record showing their
daily hours worked. Time records cover one workweek and must be completed by the
close of each workday. The following requirements apply to filling out time records:
Employees should record their starting time, time out for lunch, time in after
lunch, quitting time and total hours worked for each workday.
Employees time records should be checked and approved by their supervisor.
Time that is not worked but for which an employee is entitled to be paid (such as
paid absences, paid holidays or paid vacation time) should be entered on the
time record.

Filling out another employees e-time or falsifying any time record is prohibited and will
be grounds for disciplinary action, up to and including termination.
Exempt Employees
Employees employed in executive, administrative, professional, outside sales or certain
computer-related capacities generally are exempt from the provisions of the Fair Labor
Standards Act. Generally, exempt employees are paid, in accordance with the Schools
regular payroll practices, a predetermined amount constituting all or part of the
employees compensation that is not subject to reduction because of variations in the
quantity or quality of work performed, or the number of hours or days worked in a week,
except as provided below and in accordance with Department of Labor regulations.
Certain circumstances may result in deductions from pay in accordance with applicable
law.
Full-time, exempt employees are expected to work at least an eight hour day. Exempt
employees are also expected to work any additional time that is necessary to perform
the duties and responsibilities associated with their position.
While not required to fill out hourly time records, exempt employees must account for
daily attendance and total hours worked. Allocation of time must be recorded in the
companys timekeeping system in the appropriate column (i.e., Hours Worked,
Vacation, Sick, Personal, Bereavement, J ury Duty),
Time and Place of Payment
The School pays employees bi-weekly. Employees will receive paychecks every other
Friday. If you have direct deposit, your pay will be deposited into an account at your
financial institution using the account information that you have provided. If you do not
have direct deposit, your paycheck will be mailed to your home address on record with
the School. Your pay stub will be available for reviewing and printing on the Employee
Self Service Center website on the same day that your pay is direct deposited into your
account or is mailed to your home address.
The School encourages employees to elect to have their paycheck deposited directly to
a banking institution. No direct deposit transaction can be made without a completed
authorization form.
No one other than the employee to whom a check is written is allowed to pick up a
paycheck, unless prior written authorization has been given for another individual to do
so.
Errors in Pay
Any employee who believes that an error has been made in a paycheck or an improper
deduction has been made from his or her pay should promptly bring the matter to the
attention of the School Operations Manager in writing.

If an employee was overpaid, the employee must report it immediately to the School
Operations Manager.. The employee will be expected to pay back the overpayment to
the School. If overpayments are made, you will be expected to authorize in writing the
appropriate deductions from the following paycheck or paychecks depending on the
circumstances.
4.17. Non-Exempt Staff Pay Associated With Travel and Training
Overnight Travel
When a non-exempt employee is required to travel for business reasons and that travel
includes an overnight stay away from home, the employee will be paid per travel day for
actual hours spent in travel, up to a maximum equal to the number of hours the
employee would normally have been scheduled to work that day, as long as the travel
occurs during what would normally be the employees work hours. If a non-exempt
employee is required to travel either before or after completing a normal work day, he or
she will be paid for actual time spent traveling, up to a maximum of eight (8) hours.
If a non-exempt employee is required to travel on a day that he or she would normally
not have worked (i.e., Saturday or Sunday), the individual will be paid for actual time
spent traveling, up to a maximum equal to the number of hours the employee is
normally scheduled to work each day, as long as the travel occurs during what would
normally be the employees work hours.
In addition, all time spent performing authorized the School-related work at the
destination will be compensated based on actual hours worked. Meal periods and
sleeping time are excluded as paid time.
One-Day Travel
If a non-exempt employee is required to work away from their normal work location for a
day and no overnight stay is involved, the employee will be paid for all hours spent in
travel and at work at the destination. Meal periods are excluded as paid time.
Attendance at Training Sessions or Conferences
When a non-exempt employee attends a business-related training session or
conference, the individual will be paid per day for the actual hours spent in training or
attending work-related conference sessions. Meal time is normally not included as paid
time, unless the employee is working during the meal time.
For travel and training, the pay rate shall be the employees normal hourly rate. Paid
travel time and paid time spent at a training session/conference shall count as hours
worked when calculating eligibility for overtime pay.
Optional training or conference events such as receptions and social activities, that are
unrelated to the employees job, outside of normal working hours, and require no work
performed by the employee, are unpaid.

All business-related travel and attendance at seminars/conferences must be approved
in advance by the employees supervisor.
4.18. Visitors
Friends and relatives should be asked not to visit employees during working hours.
Unattended children are not allowed on the premises at any time. For safety and
insurance reasons, friends, relatives and guests are not permitted in areas restricted to
employees only unless authorized by management. All visitors should be authorized,
sign in and be accompanied by a School employee at all times while visiting.
Employees should not bring their children to work with them. Alternative child care must
be arranged to ensure the employee can be fully focused on work.
4.19. Investigations of Current Employees
The School may occasionally find it necessary to investigate current employees, where
behavior or other relevant circumstances raise questions concerning work performance,
the ability to perform his or her job, reliability, honesty, trustworthiness, alleged
misconduct, compliance with policies or the potential threat to the safety of co-workers
or others. Employee investigations may, where appropriate, include credit reports and
investigations of criminal records, including appropriate inquiries regarding any arrest
for which the employee is out on bail. In the event that a consumer report is obtained,
the School will comply with the federal Fair Credit Reporting Act and applicable state
laws, including providing the employee with any required notices and forms. Employees
subject to an investigation are required to cooperate with the Schools lawful efforts to
obtain relevant information and may be disciplined, up to and including termination of
employment, for failure to cooperate.
4.20. Breastfeeding Policy
The School will accommodate mothers who choose to continue to breastfeed after
returning to work and will comply with all applicable laws with respect to such
accommodation. The School will attempt to provide a sanitary, private room or space to
express milk during work hours. The time used should not exceed reasonable time for
expression of milk. If an employee stores breast milk in a shared refrigerator/freezer,
the employee should provide her own sealable storage container, clearly labeled with
her name and the date.
Employees desiring accommodation under this policy should notify Human Resources.

4.21 Staff Transporting Students
School staff members are prohibited from driving students anywhere in their cars,
unless there is a medical emergency.

In those rare instances where the staff member feels it is necessary to drive a student,
the staff member must get prior approval from the principal or academy director. Any
staff member who does obtain prior approval to have a student in his/her car must
adhere to the following guidelines:
There must be at least one other adult in the car any time a student is in the car
The driver is expected to follow all traffic rules, and will refrain from talking on a
cell phone (even with a hands free device) or texting while driving
The staff member must drive directly to the destination (no stops)
The staff member must have insurance, license and vehicle registration up to
date and meeting at least the minimum requirements by law
All passengers must wear a seatbelt.
Any staff member who violates this policy may be subject to immediate disciplinary
action, up to and including termination.

5. USE OF ELECTRONIC AND OTHER RESOURCES
The School relies on its computer network, phone system and related software and
hardware to conduct its business. To ensure that its Electronic Resources are used
properly by its employees, independent contractors, agents and other users, the School
has created this Electronic Resources Policy (the E.R. Policy). Electronic Resources
refers to the Schools computer network, telephone network and related software and
hardware, whether owned or leased by the School, and include, but are not limited to:
host computers, file servers, application servers, communication servers, mail servers,
fax servers, web servers, workstations, stand-alone computers, laptops, software,
Blackberries, smart phones, cell phones, other hand-held devices, data files and all
internal and external computer and communications networks (i.e., Internet commercial
online services, value-added networks, e-mail systems and Blackberries or other
smartphones) that may be accessed directly or indirectly from the Schools computer
network. It also includes all phone systems, telephone units, servers, voicemail
systems and cell phones, whether owned or leased by the School. As used in this E.R.
Policy, Users refers to the School employees who are provided electronic resources
by the School.
Electronic Resources are the property of EdisonLearning and/or the School.
Employees are permitted access to the Electronic Resources to assist them in the
performance of their jobs, subject to their compliance with this E.R. Policy. At all times,
Users have the responsibility to use the Schools Electronic Resources in a
professional, ethical, and lawful manner, and only as specifically authorized by the
School. Use of Electronic Resources is a privilege that may be revoked at any time. In
addition, violations of this Policy will be taken very seriously and may result in
disciplinary action, up to and including termination of employment as well as civil and
criminal liability.
No Expectation of Privacy: The Electronic Resources made available to employees
are to assist them in the performance of their jobs. Users should not and do not have
an expectation of privacy in anything they create, store, send or receive on or with the
Electronic Resources. The computer system, phone system and related hardware and
software belong to EdisonLearning and/or the School and should be used solely for
business purposes, except as otherwise expressly stated in this Policy. By using the
Schools Electronic Resources, Users expressly waive any right of privacy in anything
they create, store, send or receive on the computer system, phone system or over the
Internet or any other computer network or any other Electronic Resources provided by
the School or EdisonLearning. Employee understands and agrees that Employee shall
have no expectation of privacy with respect to any email, document, data or information
that is sent using the Schools or EdisonLearnings equipment or systems or that is sent
from or to, or that is stored or accessed on, any School-owned hard drive or any other
hard drive or equipment that Employee uses to store or access School files or
documents or that Employee otherwise uses in connection with Employees
employment. Such items are not private and are subject to review by the
EdisonLearning and/or the School. The School and/or EdisonLearning, in their
discretion as owner of the its computer and electronic storage equipment and systems,

reserve the ability to and will in fact exercise their authority to monitor, access, retrieve,
and delete any material stored, created, received, or sent using such equipment or
systems, for any reason and without the permission of Employee. The School or
EdisonLearning may utilize software and systems that monitor and record all internet
and other information technology usage.
No Unauthorized Use: Employee agrees and understands that Employee is not
authorized to access any School or EdisonLearning data, information or files (whether in
paper, electronic or other format) except in furtherance of, and as required by,
Employees duties to the School. Employee further agrees and understands that
Employee is not authorized to access any of the Schools or EdisonLearnings
computers or electronic systems (such as databases, document management systems,
and/or the email system) except in furtherance of, and as required by, Employees
duties to the School, except for very limited and occasional personal use of the Schools
internet access and email system, so long as that use is not contrary to, competitive
with, or otherwise injurious to the School or EdisonLearnings interests or otherwise in
violation of School policies. All access to the Schools or EdisonLearning data, files,
information and systems that is contrary to, competitive with, or otherwise injurious to
the Schools or EdisonLearnings interests is strictly prohibited and unauthorized.
5.1. Prohibited Acti vities
Other than occasional personal use that is not inconsistent with the prohibitions set forth
in this E.R. Policy, use of Electronic Resources for anything other than as necessary for
legitimate purposes for and on behalf of the School is not authorized and is prohibited.
Examples of uses that are strictly prohibited include:
(a) Misuse or Unauthorized Use of Software: Without prior written authorization from
the Principal, Users may not do any of the following: (1) copy School, EdisonLearning
or other third-party software for use on their home computers; (2) provide copies of
software to any independent contractors, to any client of the School or EdisonLearning,
or to any other third person; (3) modify, revise, transform, recast or adapt any software;
(4) reverse-engineer, disassemble or decompile any software; or (5) download, upload,
or install or run any software on any Electronic Resources. Employees who become
aware of any misuse of software or violation of copyright law should immediately report
the incident to their supervisor. All software must be loaded by the Schools or
EdisonLearnings Technology Department and must be for school-related purposes
only.
(b) Unauthorized Al teration or Deletion of Data/Information: Employee will not run
any erasure, scrubbing, or defragmentation software on any School or Edison-
Learning issued computer without the Schools prior written consent. Employee will not
download, transfer, delete, erase, or alter any electronic files containing School or
EdisonLearning information, except as occurs in the normal course of Employees work
for the School. In connection with the termination of Employees employment with the
School for any reason, Employee will not erase, delete or otherwise remove any files or

data from any from any School- or EdisonLearning-owned hardware. Employee agrees
not to access or attempt to access any computer, PDA, electronic file, electronic
database, server, e-mail box or computer network of the School after Employees
employment ends for any reason.
(c) Communication of Trade Secrets: Sending, transmitting or otherwise
disseminating proprietary data, trade secrets or other confidential information of the
School, its, students, and/or of EdisonLearning, its clients or vendors or other third party
is strictly prohibited without written consent of an officer of the School. Unauthorized
dissemination of this information may result in disciplinary action being taken, up to and
including termination, in addition to substantial civil liability as well as the potential for
criminal penalties.
(d) Unauthorized Access of Other Users Files: Users may not alter or copy a file
belonging to another User without first obtaining permission from the owner of the file.
A Users ability to read, alter or copy a file belonging to another User or any third party
does not imply permission to read, alter or copy that file. Users may not use Electronic
Resources to snoop or pry into the affairs of other Users or third parties by improperly
or unnecessarily reviewing their files, Internet history and/or e-mail.
(e) Unauthorized Access of Other Computers and Networks: Users may not access
or connect to other computer systems through the Schools wired or wireless network
unless specifically authorized by the administrators of those systems. A User's ability to
connect to other computer systems through otherwise wired or wireless network at the
School or elsewhere does not imply a right to connect to those systems or to make use
of those systems, unless authorized by the administrators of those systems.
(f) Compromising Security Measures: Users may not attempt to circumvent the
Schools data protection measures or to uncover security loopholes or bugs. Users may
not gain or attempt to gain unauthorized access to restricted areas or files on the
computer system. Users should not tamper with any software protections or restrictions
placed on computer applications, files or directories. Users who engage in this type of
activity may be subject to immediate discipline up to and including termination.
(g) Unauthorized Use of Encryption Software: Users may not install or use
encryption software on any of the Electronic Resources without first obtaining written
permission from the Principal or EdisonLearnings Head of Corporate Technology.
Users may not use passwords or encryption keys that are unknown to the Principal or
the Head of Corporate Technology. In addition, due to legal restrictions on export of
programs or files containing encryption technology (such as e-mail programs that permit
encryption of messages and electronic commerce software that encodes transactions),
software containing encryption technology is not to be placed on the Internet or
transmitted in any way outside of the United States without prior written authorization
from the Principal or EdisonLearnings Head of Corporate Technology.
(h) Other improper uses. These include but are not limited to:

excessive use of School- or EdisonLearning-provided or personal electronic
resources for personal, non-work related purposes (such as personal phone
calls, personal emails, personal texting, surfing the internet, u-tube, use of
camera functions, etc.)
any use of School- or EdisonLearing-provided personal electronic devices that is
inappropriate or in violation of any usage policy set forth herein, or any such
inappropriate use of personal electronic devices during working time
dissemination or storage of commercial or personal advertisements
solicitations
promotions
gambling
internet shopping
video or music streaming
online dating
destructive programs (i.e., viruses or self-replicating code)
political material
material that is fraudulent, harassing, embarrassing, sexually explicit, profane,
obscene, intimidating, defamatory or otherwise unlawful or inappropriate
(employees encountering or receiving this kind of material should immediately
report the incident to their supervisor, the Principal or the School Operations
Manager.
use in any manner that violates the Family Education Rights and Privacy Act, or
any other law, that the School is bound to follow
use in any manner that violates any part of this E.R. Policy or any policy of the
School
5.2. Passwords
Users are responsible for safeguarding their passwords for access to any Electronic
Resources. Individual passwords should not be printed, stored online or given to
others. Users are responsible for all transactions made using their passwords. Use or
access of any Electronic Resources, by another User or any third party, using another
User's password or account is not authorized and is prohibited.
Use of passwords to gain access to Electronic Resources or to encode particular files or
messages does not imply that Users have an expectation of privacy in the material that
they create, transmit or receive on these Electronic Resources.

5.3. Portable Storage Devices
Portable storage devices (i.e., flash drives, zip drives, Ipods, smartphones, handhelds
or other storage devices) can be used for business purposes only and under the
following conditions.
(a) Documents stored on a portable storage device should be copies of documents that
exist in other locations on the network. Nothing should be stored solely on a portable
storage device.
(b) Social security numbers, pay data or other confidential personnel information, health
records (or anything that would violate HIPPA), student records, and trade secrets or
other confidential information relating to either the School or EdisonLearning must never
be transported or saved on a portable storage device.
(c) Vendors, visitors or other third parties may not use a flash drive or other portable
storage device on a School or EdisonLearning network computer.
If you lose a portable storage device containing School information, you should notify
your supervisor immediately.
5.4. Viruses
Viruses can cause substantial damage to computer systems. Each User is responsible
for taking reasonable precautions to ensure that he or she does not introduce viruses to
the School or EdisonLearning network. To that end, all material received on flash drives
or other magnetic or optical medium and all materials downloaded from the Internet or
from computers or networks that do not belong to the School or EdisonLearning must
be scanned for viruses and other destructive programs before being placed onto the
computer system.
To ensure security and to avoid the spread of viruses, Users accessing the Internet
through a computer attached to the School or EdisonLearning network must do so
through an approved Internet firewall. Accessing the Internet directly, by wireless, is
strictly prohibited unless the computer that you are using is not connected to the School
or EdisonLearning's network.
5.5. Personal Electronic Devices
In the event that an Employee maintains work-related data and information on his or her
personal computer or other hardware (e.g., laptop and/or desktop computer, other hard
drives, portable storage devices, cell phones/smartphones, blackberries, other PDAs)
for work-related purposes, Employee agrees to submit all such equipment to the School
immediately upon the termination of Employees employment with the School for any
reason, or at any other time that the School may request, for inspection and removal of
School- or EdisonLearning-related information and data.

Employees have no expectation of privacy with respect to any email, document, data or
information that is stored or accessed on any hard drive or personal electronic device
that Employee uses to store or access School or EdisonLearning files or documents or
that Employee otherwise uses in connection with Employees employment. Such items
are not private and are subject to review by the School. The School reserves and will
exercise its authority to monitor, access, retrieve, and delete any material stored,
created, received, or sent using such equipment or systems, for any reason and without
the permission of Employee. The School or EdisonLearning may utilize software and
systems that monitor and record all internet and other information technology usage.
In connection with the termination of Employees employment with the School for any
reason, Employee will not erase, delete or otherwise remove any work-related files or
data from Employees personal hardware or personal electronic devices. Instead,
Employee will make available to the School all personal hardware that Employee used
to store or access School files or documents and allow it or EdisonLearning an
opportunity to use its personnel to make appropriate deletions.
5.5.1. Third Party Devices
If performing work for the School on a third party electronic device that does not belong
to either the School, EdisonLearning or Employee (such as devices provided at an
internet caf, library or copy center), Employee may not save, download, or otherwise
take any affirmative action to preserve School or EdisonLearning information on such
device. Employees are not prohibited from accessing of School information from the
Schools electronic systems and interface, or sending or receiving School information,
for work related purposes.
5.6. Email Usage
The School considers e-mail to be any technology used to transfer business messages.
Thus, for purposes of this policy, e-mail may include text messages, instant messages
and e-mail transmitted from computers, laptops, Blackberries or similar devices. Users
are responsible for conducting themselves in an ethical and lawful manner when using
e-mail. When creating e-mail messages, the School expects you to follow the same
standards required in all written school-related communications.
As with all other Electronic Resources, the Schools e-mail systems, including the
software, online applications servers, work stations, School- or EdisonLearning-supplied
Blackberries or other portable devices, and all e-mail accounts maintained on the
Schools or EdisonLearnings computer systems are the sole property of the School
and/or EdisonLearning. The School and EdisonLearning retain the right to access,
monitor, intercept, review and copy, for legitimate work-related purposes, any and all e-
mail messages composed, transmitted, received or stored with or on the Electronic
Resources and a Users use of the Schools Electronic Resources constitutes consent
to such. Users, therefore, have no expectation of any right of privacy in their use of the
Schools or EdisonLearnings e-mail systems.

Users must understand that e-mail access is provided for the purpose of increasing
productivity and not for non-business activities. That means that the School expects
everyone to use e-mail accounts primarily for business related purposes, i.e., to
communicate with co-workers and parents, to research relevant topics and to obtain
information useful to your work at the School. Whenever possible, non-business use
should be limited to employee meal and break periods. Excessive use of e-mail for
personal purposes or personal usage that interferes with the performance of your work
or the work of other employees, or any use inconsistent with the prohibitions set forth in
this E.R. Policy or any the School policy, may subject you to immediate discipline up to
and including termination. The following are specific provisions regarding prohibited
and authorized use of your EdisonLearning or School e-mail account:
5.6.1. Prohibited Email Usage
Below are examples of uses that are prohibited under the e-mail usage policy. This is
not intended to be an exhaustive list and employees are asked to use their best
judgment when using the Schools or EdisonLearnings e-mail. Users shall not use the
Schools or EdisonLearnings e-mail services to create, view, save, receive or send
material related to the following:
Creating, exchanging or storing offensive, sexually explicit, derogatory, profane
or obscene messages of any kind, including, but not limited to, pornographic
material.
Creating, exchanging or storing e-mail that promotes discrimination or may be
harassing or offensive on the basis of race, gender, national origin, age, marital
status, sexual orientation, religion, disability or any other category protected by
law.
Creating, exchanging or storing e-mail that contains a threatening or violent
message or is intimidating or defamatory.
Creating, exchanging or storing email that is fraudulent.
Exchanging proprietary information, trade secrets or other confidential
information, including, but not limited to, confidential client or student information,
to anyone not affiliated with the School or EdisonLearning or with employees who
do not have the authority or need to see or receive such information.
Creating, forwarding or exchanging SPAM, chain letters, solicitations or
advertising.
Use spoofing or other means to disguise a Users identity in sending e-mail or
other electronic communication via bulletin boards, Web 2.0 sites or chat groups.
Without express permission of their supervisors, Users may not send unsolicited
(spamming) e-mails to persons with whom they do not have a prior relationship
or bona fide business purpose.

Altering a message from another User without their permission.
Improperly using someone else's e-mail account as your own.
Opening e-mail from an unknown source without performing a virus scan.
Creating, exchanging or storing e-mail containing material protected under
copyright laws.
Forwarding your School or EdisonLearning e-mail to your personal Internet
account (e.g., Yahoo or Hotmail) for usage out of the office. E-mail can be
accessed via the EdisonLearning or School webmail account and can be
forwarded to authorized Users.
Use in any manner that violates any part of this E.R. Policy or any policy of the
School.
5.6.2. Email Best Practices
Users must understand that any connection to e-mail offers an opportunity for non-
authorized users to view or access sensitive information. Therefore, it is important that
all connections be secure, controlled and monitored. Passwords are the best defense
against unauthorized use of your e-mail account. Do not compromise your account by
giving your password to others or displaying it in public view.
Long-term message retention is appropriate only if it is relevant for business or legal
purposes. If you desire to keep less important messages for longer than ninety days,
please archive the e-mail to your allotted server storage space.
Avoid sending School-wide messages. E-mail blasting" can cause a system to slow
down and affect performance. If you have a School-wide message to deliver, you will
have to send it to your Principal or his or her authorized designee who has access to
the "all school" e-mail grouping.
There are very few instances that require you to Reply All. Respond only to the
parties who require your response. In addition, in the spirit of transparency and
openness, it is the Schools policy not to use the bcc function to blind copy parties on
email.
Large e-mail attachments can drastically slow system performance. Attachments that
exceed 20 MB in size will be removed by the server and not sent.
Users should take care in addressing e-mail messages so that they reach the desired
recipient. Also, spelling and grammar should be checked by the e-mail sender before
sending the message.

Subscribing to distribution lists and other forms of e-mail subscription services related to
your job function is allowed. If the service does not pertain to your job function, seek
manager approval before signing up.
E-mail use must not interfere with the performance of your work responsibilities. It is a
tool that should enhance productivity, not reduce it.
Only cc those parties who truly need to be on the e-mail. A cc can shame the recipient
even if that was not the intent.
5.6.3. E-mail Disposal
Unless directed to the contrary by your supervisor or the Principal, or you receive a
memorandum directing you to retain your messages for purposes of a pending legal
matter, employees should discard inactive e-mail after ninety days. Information subject
to federal and/or state laws and regulations governing mandatory retention of records
and electronic communication may require the maintaining of certain files or documents
for a specified period of time. It is the employees responsibility to know which records
are subject to these conditions and to comply with these laws and regulations.
5.6.4. Drafting E-mails
Because they may appear informal, e-mail messages are sometimes treated like a
conversation and are not as carefully thought out as a letter or memorandum. Like any
other written document, an e-mail message can later be used to indicate what an
employee knew or felt. You should keep this in mind when creating e-mail messages
and other documents. Even after you delete an e-mail message or close a computer
session, it is still be recoverable and may remain on the system.

5.7. Phones and Phone Systems
The Schools phone and voicemail system are part of the Schools Electronic Resources
and their usage is subject to the Schools Electronic Resources Policy. Thus, these
systems and the messages transmitted and stored on them are and remain at all times
the property of the School.
While you are at work, you are expected to be performing your job duties and
responsibilities. Personal calls, both incoming and outgoing, must be kept to a
minimum, should be confined to meal and break periods and must not interfere with
your duties and responsibilities or School policies. In the event that it is necessary for
an employee to make a personal call outside of the United States, the School may
require reimbursement from the employee for the cost of such call.
Employees in possession of School cellular phones and Blackberries/Smartphones are
required to take appropriate precautions to prevent theft and vandalism of all School
equipment.

5.7.1 Voicemail
Voicemail messages are readily available to numerous persons. If, during the course of
your employment, you transmit or record a message on the Schools voicemail system,
your messages may be subject to the investigation, search and review by others. While
the School respects the individual privacy of its employees, that privacy does not extend
to an employees work-related conduct or to any use of its technical resources, such as
the voicemail system, regardless of purpose.
In your outgoing voice message, you should state your name, title and the name of the
School and indicate that you will return the call, but should not include any extensive,
unprofessional or non-work related greeting message.
5.7.2. Use of Cell Phones While Driving
E-mails and text messages may not be reviewed, drafted or sent while operating a
vehicle.
Using a cellular phone while operating a vehicle is strongly discouraged. Employees
should plan calls either prior to traveling or while on rest breaks. The School is
committed to promoting highway safety by discouraging the unsafe use of cellular
phones by its employees. While the School recognizes that some employees may
perceive a business need to use cellular phones while driving, safety must be the first
priority.
If an employee needs to make a phone call while driving, the individual must find a
proper parking space first. Cell phone calls while driving are strictly prohibited in the
absence of a hands-free device. Further, stopping on the side of the road is not
acceptable, unless you stop in an authorized parking zone. The only exception is for
genuine emergencies, such as an accident or a car breakdown. Employees with hands-
free phones may make brief phone calls while driving, but must park when road
conditions are poor, traffic is heavy or the conversation requires concentration. If an
employee gets into an accident while on a business call, it will not be the liability of the
School.
5.8. Other (Non-Electronic) School Resources and Equipment
Employees are expected to properly use and maintain in good working order all School
property and equipment made available to them to perform their jobs. Employees who
lose, steal or misuse the Schools property may be personally liable for replacing or
fixing the item and may be subject to discipline, up to and including termination of
employment. Employees must strictly limit the use of the Schools equipment for non-
work purposes and such use may not interfere with an employees duties and
responsibilities or violate the Schools policies. .
Employees are reminded that they have no expectation of privacy when using any
School equipment, whether electronic or not, and that all the School property including

desks, storage areas, work areas, lockers, file cabinets, credenzas, computer systems,
telephones and phone systems, facsimile machines, duplicating machines and vehicles
are provided by the School for business use. By using the Schools property, users
expressly waive any right of privacy in anything they create, store, send, receive or
maintain in the School property, including, but not limited to, desks, storage areas, work
areas, lockers, file cabinets, facsimile and duplicating machines, vehicles and Electronic
Resources. Additionally, employees have no right of privacy as to any information or
files maintained in or on the Schools property or transmitted through the School.
the School reserves the right, at all times and without prior notice, to inspect and search
any and all of its property for the purpose of retrieving or protecting its property, for
determining whether any School policy has been violated, when an inspection and
investigation is necessary to promote safety in the workplace or compliance with state
and federal laws, or for any other legitimate business interest. For purposes of
inspecting, investigating or searching employees' files or documents, the School may
override any applicable passwords, codes or locks, for legitimate work-related
purposes, in accordance with the best interests of the School, its employees, clients,
guests or visitors. All bills and other documentation related to the use of School
equipment or property are the property of the School and may be reviewed and used for
any purpose that the School considers appropriate.
5.8.1. Stationery and Mail Services
All engraved or printed School stationery, envelopes and other work materials are for
School business only. These materials may not be used for personal correspondence
or non-business matters. When signing business letters on School letterhead, the
employee's name and title or position must be used.
Employees are requested not to send or receive personal mail using the Schools mail
services. Employees will be asked to reimburse the cost of postage for non-business-
related materials sent through the Schools mail services.
5.8.2. Bulletin Boards
Bulletin boards are reserved for the exclusive use of the School for posting work-related
notices or notices that must be posted pursuant to local, state and federal law.
Employees may not post notices on the School bulletin boards or in other the School
shared spaces.
5.9. Miscellaneous
Disclaimer of Liability for Use of the Internet: Neither the School nor
EdisonLearning is responsible for material viewed or downloaded by Users from the
Internet. The Internet is a worldwide network of computers that contains millions of
pages of information, some of which include offensive, sexually explicit and
inappropriate material. Users accessing the Internet do so at their own risk.

Compliance with Applicable Laws and Licenses: In their use of Electronic
Resources, Users must comply with all software licenses/copyrights and all other state,
federal and international laws governing intellectual property and online activities.
Users should not copy and distribute copyrighted material (e.g., software, database
files, documentation, articles, graphics files and downloaded information) through the e-
mail system or by any other means, unless you have confirmed in advance from
appropriate sources that the School has the right to copy or distribute such material.
Failure to observe a copyright may result in disciplinary action by the School as well as
legal action by the copyright owner. Any questions concerning these rights should be
directed to your supervisor or the Human Resources Division.
No Addi tional Rights: This policy is not intended to and does not grant Users any
contractual rights.

6. SAFETY, SECURITY AND COMPLIANCE ISSUES
6.1. Health and Safety
The health and safety of employees and others on School property are of critical
concern to the School. We strive to attain the highest possible level of safety in all
activities and operations. The School intends to comply with all health and safety laws
applicable to our business.
To this end, the School must rely upon employees to ensure that work areas are kept
safe and free of hazardous conditions. Employees should be conscientious about
workplace safety, including proper operating methods and known dangerous conditions
or hazards. You should report any unsafe conditions or potential hazards immediately,
even if you believe you have corrected the problem. If you suspect a concealed danger
is present on the Schools premises or in a product, facility, piece of equipment, process
or business practice for which the School is responsible, you should immediately bring it
to the attention of the Principal,
Periodically, the School may issue rules and guidelines governing workplace safety and
health. All employees should familiarize themselves with these rules and guidelines, as
strict compliance will be expected. Contact your supervisor or the Principal for copies of
current rules and guidelines. Failure to comply strictly with rules and guidelines
regarding health and safety or negligent work performance that endangers health and
safety will not be tolerated and may result in disciplinary action, up to and including
termination.
Any student, teacher or staff injury, accident or illness must be reported to your
supervisor or the Principal as soon as possible, regardless of the severity of the injury or
accident. If medical attention is required immediately, supervisors will assist employees
in obtaining medical care, after which the details of the injury or accident must be
reported. For more information relating to Workers Compensation claims and how to
report them, please refer to section 7.14.
6.2. Policy Against Workplace Violence
The School recognizes that violence in the workplace is a growing nationwide problem
necessitating a firm, considered response by employers. The safety and security of the
School employees is paramount. Therefore, the School has adopted this policy
regarding workplace violence.
6.2.1. Prohibited Acts
Acts or threats of physical violence (including but not limited to threats or acts of
physical or aggressive contact directed toward a person or his/her family, friends,
associates or property; intentional destruction or threat of destruction of School property
or an employee's property, harassing or threatening phone calls, stalking, intimidation,
or any conduct resulting in the conviction under any criminal code relating to violence or

threats of violence that adversely affect the Schools business interests) that involve or
affect the School, or that occur on the Schools property or in the conduct of the
Schools business off the Schools property will not be tolerated. This prohibition
applies to all persons involved in the Schools operations, including, but not limited to,
School personnel, contract workers, temporary employees, vendors and anyone else on
School property or conducting School business off School property. Violations of this
policy by any individual will lead to disciplinary action, up to and including termination of
employment, and/or legal action as appropriate. Workplace violence may involve any
threats or acts of violence occurring on the School premises, regardless of the
relationship between the School and the parties involved in the incident. It also includes
threats or acts of violence that affect the business interests of the School or that may
lead to an incident of violence on the School premises or against an the School
employee, contractor, client or vendor or their property. Threats or acts of violence
occurring off the School premises that involve employees, agents or individuals acting
as representatives of the School, whether as victims of or active participants in the
conduct, may also constitute workplace violence.
This policy is not intended to create any obligations for the School beyond those
required by existing law.
6.2.2. Enforcement
Any person who engages or is accused of engaging in a threat or violent action on
School property may be removed from the premises as quickly as safety permits and
may be required, at the Schools discretion, to remain off the Schools premises pending
the outcome of an investigation of the incident.
The School has the sole discretion to make a determination whether workplace violence
has occurred and to the extent to which it will be acted upon by the School. If a threat
has been substantiated, it is the Schools policy to put the threat maker on notice that he
or she will be held accountable for his or her actions and then implement a decisive and
appropriate response. The School will make a determination as to what responsive
actions are appropriate, including possible disciplinary action, legal action, or other
action.
6.3. Mandatory Abuse Incident Reporting Policy
This Mandatory Abuse Incident Reporting Policy is designed to ensure that all members
of the School community report any allegations or reasonable suspicion of any incidents
of sexual or physical abuse against students or neglect of students, including abuse and
neglect that may take place within students homes. Most members of the School
community that come in direct contact with the children to whom the School provides
services are legally mandated reporters for child abuse and neglect. Mandated
reporters are not required to be certain that abuse or neglect has occurred in
order to make a report.

Responsibilities of all Employees that Come in Direct Contact with the Children to
Whom the School Provides Services
All employees that come in direct contact with the children to whom the School provides
services are required to immediately report directly to their supervisor or the Principal
any reasonable suspicion of sexual or physical abuse or neglect of students. The
employee must also receive confirmation that his or her supervisor or the Principal has
reported the incident to the appropriate authorities. Such confirmation includes: the
case number, incident number or confirmation number from the States child protection
agency. If the employees supervisor or the Principal fails to report the incident, State
law mandates and School policy requires that the employee report the incident to the
proper authorities.
In addition to adhering to State-mandated reporting requirements, the reporter must
immediately contact the Principal and report the incident through one of the following
means:
By calling the Compliance Hotline Number at 1-800-826-6762; or
By visiting the Compliance Incident Reporting webpage at www.alertline.com
(School ID: the School Inc.) and completing an incident report.
Non-Retaliation: The School prohibits any manager or other employee from retaliating
or taking any adverse action against any employee for reporting reasonable suspicion of
sexual and physical abuse or neglect.
Penalties for Violations: In addition to applicable criminal or civil penalties, any
employee of the School who fails to comply with this policy shall be subject to
disciplinary action, up to and including termination of employment. Such discipline may
also apply to such actions as requesting others to violate this policy, failing to cooperate
with any child abuse investigation or retaliating against an employee for making a report
of child abuse.
Employees should also be aware that if, in the judgment of the Principal, they have
engaged in abusive or inappropriate conduct directed at a student, the Principal may
report the incident to the authorities and implement disciplinary action, up to and
including termination.
6.4. Security
You should be alert at all times and should report the presence of any suspicious
persons to your supervisor, the Principal and/or security personnel immediately. You
should also maintain in your possession at all times your keys, security passes and
identification badge. Do not lend these items to anyone who is not authorized to
possess them. Similarly, computer passwords, electronic door codes and any other
security access information must not be disclosed to anyone who is not authorized to
have that information.

6.5. Weapons
The School prohibits all persons who enter School property from carrying a handgun,
firearm, knife, chemical, explosive or detonating device or other weapon of any kind
regardless of whether the person is licensed to carry the weapon.
The only exception to this policy will be police officers, security guards or other persons
who have been given written consent by the School to carry a weapon on the property
or if there are specific exceptions to this policy that are required by state law. . Any
employee who violates this policy will be subject to immediate discipline including
possible termination.

7. EMPLOYEE BENEFITS
7.1. Employee Benefits Summary
All full-time regular employees will receive the insurance and other benefits that are
offered by the School. The benefits offered, and the eligibility, coverage, deductibles
and carriers of such benefits, are subject to modification or termination at any time at
the sole discretion of the School, EdisonLearning or the respective insurance carriers.
For illustrative purposes only, below is a brief summary of the benefits presently offered
by the School. This summary briefly describes the benefits in effect at the time that this
Handbook was drafted. It is not intended to be definitive or to be relied upon and is not
a guarantee or representation that these or any other particular benefits will be or will
continue to be provided. More detailed descriptions of the benefits provided can be
found in the respective summary plan descriptions or posted on the Employee Self
Service Center benefits website
https://www1.benefitenroll.com/BenefitsEnrollment/Home.aspx . These benefits may be
modified or discontinued at the sole discretion of the School or EdisonLearning at any
time.
Benefits are only available to active full-time regular employees who are regularly
scheduled to work a minimum of forty hours per week. Part-time employees, temporary
employees and employees who are regularly scheduled to work less than forty hours
per week are not eligible to receive the benefits set forth in this section.
- The School offers a health and welfare insurance package to all eligible
employees, which includes medical, pharmaceutical, vision and/or dental
coverage with the cost of such coverage being shared between the employer and
the eligible employee. Eligible employees contribute a percentage of the total
premium paid by the School. The cost to the employee is based on their level of
coverage. If elected, health insurance coverage begins the first of the month
following thirty days of employment as a full-time regular employee.
- The School offers a Flexible Spending Account plan (healthcare and dependent
care) to all eligible employees. These accounts allow employees to use pre-tax
dollars to pay for un-reimbursed medical, dental and vision expenses and for
dependent care expenses.
- The School offers access to the Premium TransitChek program to all eligible
employees. This program allows eligible employees to use pre-tax dollars to pay
for their mass transit and commuter parking expenses wherever their operator
accepts credit or debit cards.
- The School provides life insurance to all eligible employees equaling two times
the eligible employees annualized base salary, up to a maximum benefit of
$500,000. There is no cost to the employee for this benefit. Employees are

eligible for this benefit the first of the month following thirty days of employment.
If you retire, reduce your hours or leave the the School community, you can
convert this coverage to an individual policy according to the terms outlined in the
contract.
- The School provides Accidental Death & Dismemberment (AD&D) insurance to
all eligible employees equaling two times the eligible employees annualized
base salary, up to a maximum benefit of $500,000. Employees are eligible the
first of the month following thirty days of employment. There is no cost to the
employee for this benefit.
- The School provides a Short-Term Disability (STD) program to all eligible
employees, which is designed to assist those who need an extended leave of
absence due to illness or injury that is non-work related. There is no cost to the
employee for this benefit. STD benefits accrue at the rate of 5.54 hours per pay
period beginning with the first complete pay period of continuous employment as
a full-time regular employee. An employee can earn up to a maximum of 560
hours or 70 work days of STD benefits.
- The School provides Long-Term Disability (LTD) insurance to all eligible
employees, which pays 60% of the eligible employee's monthly base salary up to
a maximum of $10,000 per month. Employees are eligible for LTD the first of the
month following thirty days of employment. There is no cost to the employee for
this benefit. A full-time regular employee is eligible to collect LTD after ninety
continuous calendar days of disability. In the event that an employee is
approved for LTD benefits and has exhausted all of his or her FMLA and any
other statutory job protection rights, the School reserves the right to terminate the
employees employment.
- The School provides access to a voluntary and confidential Employee Assistance
Program (EAP) administered by MetLife to assist employees and their eligible
family members in resolving a variety of issues. Such issues may include drug
and alcohol dependence, family or marital discord, emotional problems, legal or
financial difficulties, gambling or debt issues, and parenting or pet issues. The
EAP is a comprehensive resource, which is designed to provide fast and
convenient answers and advice on a wide variety of topics ranging from severe
to everyday problems. Personal counseling sessions are available as needed.
There is no cost to the employee for this benefit.
For more information regarding the EAP, call (800) 511-3920. You can contact
the EAP 24-hours a day, seven days a week. There is also a wealth of
information to address personal issues and to gain valuable knowledge online at
www.members.MHN.com. Enter the following access code: edisonsch .

For more information concerning any benefit offered by the School, please contact the
the School Benefit Support Line at 866-622-7866 or at
BenefitsSupport@edisonlearning.com.
7.2. Holidays
The School observes various holidays each calendar year. A listing of the holidays for a
given year will be distributed to employees at the start of each new school year.
If a holiday falls on a Saturday, it will usually be observed on the Friday before the
holiday. If a holiday falls on a Sunday, it will usually be observed on the Monday after
the holiday.
Only twelve-month, full-time, regular employees are eligible for holiday pay. In order to
receive holiday pay, eligible employees must work the full scheduled work day before
and after the holiday, unless they have previously-approved time off on one or both of
those days.
If a holiday falls on a day when an employee is on vacation, that day will not be counted
against the employees vacation time.
The School reserves the right to make changes to its holiday schedule at any time as
business needs dictate. Employees whose positions are tied to HQ calendar deadlines
may be required to work for all or part of a school holiday period in order to meet
corporate deadlines. If an exempt employee is required to work during a scheduled
holiday period, the employees supervisor may choose to offer alternate compensatory
time to make up for the days worked. Non-exempt employees will be paid their regular
hourly rate.
7.3. Vacation Time
Subject to applicable state law, full-time regular employees earn vacation pursuant to
the policy set forth below.
7.3.1. Vacation Accrual Rates
Only twelve-month, full-time, regular employees earn vacation time at the accrual rates
noted below for each pay period following thirty days of continuous employment.
Employees who work fewer than 12 months per year do not accrue vacation time.

Hours per Pay
period
Days per Year Maximum Bank
3.70 12 days 12 days (96 Hours)

Employees begin accruing vacation time with the first paycheck after 30 days of
employment. The borrowing of unearned vacation time is prohibited.
7.3.2. Vacation Carry-Over
The School encourages employees to take vacation time during the summer after which
it was earned. However, if employees do not use all of their vacation time in the year
that it is earned, they may bank up to a total of one years worth of accrued vacation
time (except as otherwise provided by state law). Once a years worth of accrued
vacation time has been banked, the employee may not accrue any additional vacation
time until some of his or her banked vacation time is used.
7.3.3. Vacation Scheduling
A request to take vacation time should be submitted in writing or through the timesheet
system at least two weeks in advance of the requested time off to allow your supervisor
to adequately plan for your absence and to secure appropriate coverage. Such
requests for time off must be approved by your supervisor or the Principal prior to the
time off being taken. The School encourages employees to schedule and take vacation
time according to the Schools timetable.
7.3.4. Illness or Injury Before Vacation
If an employee is absent from work on the day before a vacation is scheduled to begin
because of a verifiable personal illness or injury (doctors note required), the employee
may attempt to postpone the vacation period to a later date. In such cases, the
department head will make every effort to accommodate the employee.
7.3.5. Vacation Credit Upon Termination
Upon separation from the School, an employee with unused earned vacation time will
receive payment for the unused accrued time at his or her current base rate of pay, up
to a maximum of one years worth of accrual (except as otherwise provided by state
law). Employees who have used more vacation time than they have earned at the time
of termination will have to repay the School for the overpayment, subject to applicable
law.
7.3.6. Payment In Lieu Of Vacation
An employee may not waive his or her vacation time and receive pay in lieu of vacation
usage, except upon separation of employment.
7.3.7. Breaks In Servi ce/Rehires
Rehired employees will be treated as new hires for the purpose of vacation accrual if
their period of absence is greater than their period of employment with the School as a
full-time regular employee. Should an employees break in service be less than their

period of service they will be given an adjusted seniority date for the purpose of future
vacation accrual.
Employees do not accrue vacation time while on leaves of absence, including, without
limitation, leaves taken pursuant to the federal Family and Medical Leave Act of 1993.
7.4. Personal Days
Personal days are provided to all full-time regular employees to allow for time off for
medical/dental appointments, to celebrate religious holidays or to attend to other
personal matters that cannot be attended to outside of normal work hours.
Each full-time regular employee is provided with two (2) paid personal days at the
beginning of each fiscal year. To the extent possible, the use of personal days should
be approved at least two weeks in advance by the employees supervisor or department
head. Unused personal days cannot be carried over from one year to the next.
Employees will not be paid for unused personal days upon separation.
All newly hired, full-time, regular employees who are hired between J uly 1
st
and
September 30
th
are awarded 2 personal days upon hire. All newly hired, full-time,
regular employees who are hired between October 1
st
and December 31
st
are awarded
1.5 personal days upon hire. All newly hired, full-time, regular employees who are hired
between J anuary 1
st
and March 31
st
are awarded 1 personal day upon hire. All newly
hired, full-time, regular employees who are hired between April 1
st
and J une 30
th
are
awarded 0.5 personal days upon hire.
7.5. Sick Time
Full-time regular employees receive eight days of sick time at the start of the fiscal year.
All newly hired, full-time, regular 12-month employees who are hired between J uly 1
st

and September 30
th
are awarded 8 sick days upon hire. All newly hired, full-time,
regular employees who are hired between October 1
st
and December 31
st
are awarded
6 sick days upon hire. All newly hired, full-time, regular employees who are hired
between J anuary 1
st
and March 31
st
are awarded 4 sick days upon hire. All newly hired,
full-time, regular employees who are hired between April 1
st
and J une 30
th
are awarded
2 sick days upon hire.
Any unused sick time can be banked for future use, up to a maximum of seventy (70)
days. Accrued sick time can only be used for absences related to the employees own
medical-related illness or injury, or due to illness or injury of an immediate family
member. Immediate family member means the employees parent, grandparent, child,
grandchild, brother, sister, spouse, domestic partner, in-laws and any person who is a
permanent resident of the household.
Employees will not be paid for unused sick time upon separation from employment. An
employee may be required to provide acceptable proof that the absence was illness-
related when a) the employee has been sick for 3 or more consecutive days, b) the

employee has used more than 80 hours in one year, or c) if the employee is suspected
in the sole discretion of the School of abusing the sick leave policy. Employees on a
leave of absence do not accrue sick time. An employee may not waive his or her sick
time and receive pay in lieu of sick time usage.
Any full-time employee who has accrued sick time and then either moves into a part-
time position or leaves the School and is re-hired within 12 months back into any full-
time position in the School, will have his/her accrued sick time balance reinstated.
Rehired employees who have been out of a full-time position with the School for longer
than 12 months will be treated as new hires for the purposes of sick time accrual.
7.6. Short-Term Disability Policy
The School recognizes the importance of providing partial income replacement benefit
to employees who are unable to work because of a certified disability resulting from an
illness, pregnancy or non-work related injury that disables them for a period not to
exceed ninety (90) consecutive calendar days. This policy will not provide benefits for a
work-related injury incurred during the normal course of employment at the School or
any other employment as such benefits are covered by workers compensation.
Employees who are designated as regular full-time employees are automatically
provided with Short Term Disability (STD) coverage by the School upon the first day of
the month, following the completion of thirty (30) days of active employment. The Short
Term Disability Plan is fully paid by the School. There is no cost to the employee for
coverage.
7.6.1. STD Benefit Accrual Rate
STD benefits accrue at the rate of 5.54 hours per pay period beginning with the first
complete pay period of continuous employment as a full-time regular employee.
Employees will accrue 144.04 hours of STD benefits per year, up to a maximum of 560
hours (or 70 days) during their employment with the School. An employee does not
accrue further Short Term Disability benefits while on leave.
STD payments begin after the completion of five (5) consecutive business days of
continuous Total Disability resulting from non-work related injury or sickness. In order
to satisfy the Benefit Waiting Period requirement, employees are required to use their
accumulated paid time off (PTO) accruals for the first five (5) days. PTO accruals
must be used in the following order: (1) sick time; (2) personal days; and (3) vacation
time.
Once an employee has satisfied the Benefit Waiting Period, he or she will begin to
receive Short Term Disability payments equivalent to the number of accrued Short Term
Disability hours that have been accumulated upon the submission of appropriate
documentation from the employees qualified medical physician. Employees who are on
leave being paid through STD time will not receive holiday pay holidays will be paid
with STD time.

7.6.2. Appl ying For STD Benefits
If an employee needs to be out of work for a Total Disability, the employee must notify
his or her manager as soon as possible. It is also the employees responsibility to
provide the Schools designated Leave Agent the required medical documentation to
verify his or her continuous Total Disability under the Short Term Disability Plan no later
than seven (7) days from the onset of the Total Disability occurrence. The employee
should contact the Schools designated Leave Agent for guidance on how to formally file
a claim for Short Term Disability benefits. An employee cannot receive benefits without
providing this information.
Upon receipt of the Short Term Disability application, the Schools designated Leave
Agent will review the information and determine approval or denial. The Schools
designated Leave Agent will send an approval or denial letter to the employee with a
copy to the employees direct supervisor.
If an employee is denied Short Term Disability coverage, the employee has the
following options: (i) return to work; (ii) appeal the denial; or (iii) voluntarily resign from
his or her employment. The employee must notify his or her applicable Human
Resource Business Partner within thirty (30) days of the Short Term Disability denial
letter to communicate his or her decision.
7.6.3. Recertification Requirements During Course Of Leave
The School reserves the right to request that the employee provide periodic medical
recertification documentation during the course of his or her short term disability leave.
If an employee does not provide the School designated Leave Agent with the required
subsequent medical recertification within a reasonable timeframe, his or her Short Term
Disability payments will be suspended. If the employee chooses not to submit the
required documentation, the employee must return to work or terminate employment.
7.6.4. Treatment of Health & Welfare Benefits While On STD Leave
While an employee is on Short Term Disability leave, he or she continues to be eligible
for medical, dental, vision and life insurance coverage at the same contribution levels
that apply to active employees for the tenure of their Short Term Disability coverage. As
long as the employee continues to receive Short Term Disability payments, his or her
applicable biweekly contributions will be deducted from these payments. If an
employee remains out on an approved Short Term Disability leave, but runs out of
accrued STD or PTO time, he or she will receive written instructions detailing the time
and manner in which his or her premiums are to be paid. Failure to pay these
premiums by the end of the grace period stated in the written instructions can result in
the loss of insurance coverage.
An employees eligibility to participate and to make contributions to his or her
Dependent Day Care Spending Account will be suspended during the prescribed STD
leave. In addition, an employee will not accrue additional paid time off benefits (such as

vacation time, sick time, personal days and STD benefits) during their period of
approved STD leave.
7.6.5. Cessation of STD Benefits
An employees Short Term Disability coverage will cease at the earliest of: (i) the end of
his or her Total or Partial Disability; or (ii) the end of his or her 90
th
calendar day of STD
disability. If an employees coverage ceases at the end of the 90
th
calendar day of STD
disability and he or she is unable to return to work, the employee may be eligible to
receive payment under the Schools Long Term Disability Program.
An employee has the three options once his or her Total or Partial Disability has ended:
(1) return to work; (2) apply for Long Term Disability coverage; or (3) voluntarily resign
from his or her employment (only in the event that the employee has exhausted all of
his or her FMLA and any other statutory job protection rights). If the employee decides
to return to work and his or her former position is no longer available, the employee will
be considered to have involuntarily terminated his or her employment. If the employee
decides to voluntarily resign, he or she must notify his or her supervisor immediately.
Any unused accrued STD time will not be paid upon separation from employment.
Any full-time employee who has accrued STD time and then either moves into a part-
time position or leaves the company and is re-hired within 12 months back into any full-
time position in the company, will have his/her accrued STD time balance reinstated.
Rehired employees who have been out of a full-time position with the School for longer
than 12 months will be treated as new hires for the purposes of STD time accrual.
7.7. Famil y and Medical Leave
7.7.1. Coverage
The federal Family and Medical Leave Act of 1993 (FMLA) entitles employees with
twelve months or more of service and 1,250 hours of work to receive up to twelve
weeks of unpaid leave for: (1) the birth and care of a newborn child; (2) the adoption of
a child or the placement of a child in foster care; (3) the care of an immediate family
member with a serious health condition; (4) the employees own serious health
condition; (5) a qualifying exigency for military operations arising out of a spouse, child
or parents Armed Forces active duty (including National Guard and Reserves) or call to
active duty; or (6) the care of a spouse, child, parent or next of kin who is an Armed
Forces member, or a veteran who was a member of the Armed Forces (including the
National Guard or Reserves) at any point in time within five years preceding the date on
which the veteran undergoes medical treatment, recuperation or therapy, with a serious
injury or illness incurred in the line of duty while on active duty that may render the
individual medically unfit to perform his or her military duties or that existed before the
beginning of the members active duty and was aggravated by service in the line of duty
(for veterans, the injury or illness may manifest itself before or after the member

became a veteran). [(Note: The right to leave for a childs birth or adoption ends twelve
months after the birth or adoption.]
In addition, some states have their own state family and medical leave laws, which may
provide leave benefits different than or in addition to those outlined below. If you have
any questions about family and medical leave coverage under federal or state law or
about your eligibility for coverage, please contact the MetLife Leave Center at (877)
638-8262
7.7.2. Eligibility
To be eligible for FMLA leave and benefits, an employee: (1) must have worked for the
School for at least twelve months (which need not be consecutive) prior to the date on
which his or her leave is to commence; and (2) must have worked at least 1,250 hours
during the twelve months preceding the leave. The determination of whether an
employee has worked 1,250 hours in the past 12 months must be made as of the date
that the FMLA leave is to start, not the date when the leave is requested.
7.7.3. Leave Entitlement
Eligible employees may request FMLA leave for one or more of the following reasons:
(i) the birth and care of a newborn child (Bonding Leave); (ii) the adoption of a child or
the placement of a child in foster care (Bonding Leave); (iii) to care for an immediate
family member (spouse, child or parent) with a serious health condition (Family Care
Leave); (iv) the employees own serious health condition (Serious Health Condition
Leave); (v) a qualifying exigency for military operations arising out of a spouse, child
or parents Armed Forces active duty (including the National Guard and Reserves) or
call to active duty as required by law (Military Exigency Leave); or (vi) to care for a
spouse, child, parent or next of kin (nearest blood relative of an individual) who is an
Armed Forces member or a veteran who was a member of the Armed Forces (including
the National Guard or Reserves) at any point in time within five years preceding the
date on which the veteran undergoes medical treatment, recuperation or therapy, with a
serious injury or illness incurred in the line of duty while on active duty that may render
the individual medically unfit to perform his or her military duties or that existed before
the beginning of the members active duty and was aggravated by service in the line of
duty (for veterans, the injury or illness may manifest itself before or after the member
became a veteran) (Military Caregiver Leave).
Unless otherwise required by law, a qualifying exigency under Military Exigency Leave
will be defined by the School on a case-by-case basis. The types of situations that will
qualify for this type of leave include, but are not limited to: making arrangements for
childcare and school activities; making financial and legal arrangements to address the
military members absence; addressing any issue that arises from the short-notice
deployment of a military member; attending counseling relating to the active duty of the
military member; attending to farewell or arrival arrangements for the military member;
spending time with a military member who is on short-term, temporary rest and
rehabilitation leave during the period of deployment; attending any official ceremony,

program or event sponsored by the military; and attending family support and
assistance programs.
For purposes of this policy, serious health condition is an illness, injury, impairment or
physical or mental condition that involves:
a. any period of incapacity or treatment in connection with or consequent to
inpatient care (e.g., an overnight stay) in a hospital, hospice or residential
medical care facility;
b. any period of incapacity requiring absence from work, school or other regular
daily activities of more than three consecutive calendar days that also
involves: (1) two visits to a healthcare provider; or (2) treatment by a
healthcare provider with at least one visit that results in a regimen of
continuing treatment. The two visits to a healthcare provider must occur
within 30 days of the start of the period of incapacity and the first visit in either
the two visit situation or the regimen of continuing treatment situation must
occur within seven days of the start of the period of incapacity;
c. continuing treatment by a healthcare provider for a chronic serious health
condition that requires periodic visits (at least twice a year) for treatment by a
healthcare provider, continues over an extended period of time and may
cause episodes of incapacity;
d. any period of incapacity due to pregnancy or prenatal care; or
e. any period of permanent long-term incapacity due to a condition for which
treatment may not be effective and requiring the continuing supervision of a
healthcare provider.

7.7.4. Length of FMLA Leave
An eligible employee may take up to a maximum of twelve workweeks of unpaid leave
in a rolling twelve-month period measured backward from the date that the employees
FMLA leave commences, when the leave is taken for: (1) Bonding Leave; (2) Family
Care Leave; (3) Serious Health Condition Leave; and/or (4) Military Exigency Leave.
In the event that both spouses are employed by the School, their rights under this policy
will be limited to a combined leave totaling twelve weeks in any twelve-month period if
the leave is taken for the birth and care of a newborn child, the adoption of a child or the
placement of a child in foster care. FMLA leaves for the birth, adoption or foster care
placement of a child must be concluded within one year of the birth, adoption or
placement.
The maximum amount of FMLA leave available for an employee who needs to take
Military Caregiver Leave will be a combined leave total of twenty-six workweeks in a

single twelve-month period. A single twelve-month period begins on the date of the
employees first use of such leave and ends twelve months after that date.
EXAMPLE: You take 16 workweeks off to care for a spouse, child, parent or next of kin
under the Military Caregiver Leave provision of this policy. Later, in that same twelve-
month period, you wish to take time off from work to bond with a newly adopted child.
Because the law allows up to 26 workweeks off in a twelve-month period for Military
Caregiver Leave or a combination of Military Caregiver Leave and other types of FMLA
leave, you will be allowed to take up to 10 workweeks off to bond with the newly
adopted child in that same twelve-month period so long as you otherwise qualify for
FMLA leave.
If both spouses work for the School and are eligible for leave under this policy, the
spouses will be limited to a total of twenty-six workweeks off between the two when the
leave is for Military Caregiver Leave only or is for a combination of Military Caregiver
Leave, Bonding Leave and/or Family Care Leave.
To the extent required by law, some extensions to FMLA leave may be granted when
the leave is necessitated by an employees work-related injury/illness or a disability as
defined under the Americans with Disabilities Act and/or applicable state or local law.
Certain restrictions on these benefits may apply.
7.7.5. Advance Notice
An employee requesting a leave pursuant to the FMLA must submit a written leave
request to MetLife LeaveCenter and his/her supervisor at least thirty days before the
date that the leave is expected to begin. The School recognizes that unexpected
emergencies can arise where it is not possible to provide thirty days notice of the
intended leave. In such situations, employees are expected to provide as much
advance notice as possible. Employees may be required to explain why they provided
less than 30-days notice of the need for foreseeable leave. If an employee fails to give
timely advance notice with no reasonable excuse when 30-days notice is required for
foreseeable leave, the School may delay FMLA coverage until 30 days after the
employee provides notice. The employee must provide sufficient information to enable
the School to determine if the leave is FMLA-qualifying and must also advise the School
of the anticipated timing and duration of the leave. If the employee fails to respond to
the Schools reasonable inquiries for additional information, leave may be denied.
7.7.6. Medical Certification
In cases where an employee is requesting a medical leave because of the employee's
own serious health condition or that of a spouse, child or parent, the School will require
the employee to submit a written medical certification from a healthcare provider
verifying the need for the leave. The employee must provide a complete and sufficient
certification within fifteen calendar days after the Schools request, unless it is not
practicable despite the employees diligent, good faith efforts. The failure to provide the
required medical certification within the time allotted may result in the denial of the

FMLA leave. If a certification is incomplete or insufficient, the School will notify the
employee in writing of what information is necessary to complete the medical
certification and provide the employee with at least seven calendar days to furnish the
additional information. Failure to cure the deficiencies identified by the School may
result in the denial of the FMLA leave. After providing the employee seven days to cure
any deficiencies in the certification, if the School still has questions about the
information provided, the School may contact the employees healthcare provider
directly to clarify or authenticate the medical certification. The School may contact the
employees healthcare provider using a human resources professional, a healthcare
professional, a leave administrator or a management official, but will not use the
employees direct supervisor.
The School, at its own expense, may require the employee to receive a second opinion
from a healthcare provider designated and approved by the School. If this opinion
conflicts with the first opinion, the School, again at its own expense, may request a third
opinion from a healthcare provider mutually agreed upon by both the School and the
employee. The third opinion will be binding on both parties.
If an employees request for leave is for a qualifying exigency, the employee will be
required to provide a copy of the covered military members active duty orders or other
documentation issued by the military. The employee will also be required to complete a
Certification of Qualifying Exigency form. If the request is for Military Caregiver Leave,
the employee must provide a certification from a Department of Defense (DOD)
healthcare provider, a Department of Veteran Affairs healthcare provider, a DOD
TRICARE network authorized private healthcare provider or a DOD non-network
TRICARE authorized private healthcare provider.
During the employees leave, the employee may also be required to provide the School
with additional physicians statements at regular intervals, upon request from the
School, attesting to the employees or family members continued serious health
condition and inability to work.

7.7.7. Substitution of Paid Leave
An employee who qualifies for a medical-related FMLA leave (i.e., Serious Health
Condition Leave) will be required to use all of his or her accrued paid time off benefits
(i.e., STD time, sick time, vacation time and personal days) in lieu of unpaid leave and
have such paid time off be counted toward his or her twelve-week FMLA leave
entitlement. An employee who qualifies for a non-medical-related FMLA leave (i.e.,
Bonding Leave, Military Caregiver Leave or Military Exigency Leave) will be required to
use all of his or her accrued vacation time and personal days (but may not use his or
her accrued STD time or sick time) in lieu of unpaid leave and have such paid time off
be counted toward his or her twelve-week FMLA leave entitlement. An employee who
qualifies for a non-medical related leave to take care of a sick family member will be

required to use all of his or her sick, personal or vacation time (accrued STD time
cannot be utilized for this type of leave).
After an employee has exhausted all of his or her eligible paid time off benefits, the
remainder of his or her twelve-week FMLA leave period, if any, will be unpaid. The
substitution of paid time off benefits for FMLA leave does not extend the duration of
FMLA leave to which an employee is entitled beyond twelve workweeks in a twelve
month period.
7.7.8. Intermittent and Reduced Schedule Leave
FMLA leave for an employees own serious health condition or for the serious health
condition of the employees spouse, parent or child may be taken intermittently or on a
reduced schedule basis when medically necessary.
If the need for intermittent leave is based on planned medical treatment, the employee
is required to consult with the School to make a reasonable attempt to schedule the
treatment in a manner that does not unduly disrupt the School or school operations.
When an employee requests an intermittent leave or reduced schedule leave, the
School reserves the right to transfer the employee, where possible, temporarily to an
alternative position that better accommodates the employees leave schedule. The
position to which the employee is transferred will be equivalent in pay and benefits to
the one that the employee held prior to the transfer.
7.7.9. Reporting in While on Leave
During a FMLA leave, an employee is expected to retain periodic contact with his or her
supervisor, the Principal and/or the MetLife Leave Center to advise them of his or her
progress and anticipated return-to-work date. Approximately two weeks prior to the
anticipated end of the employees leave period, the employee is expected to notify his
or her supervisor, the Principal and/or the MetLife Leave Center of his or her expected
return-to-work date.
7.7.10. Return-to-Work Certification
All employees taking medical leave to care for their own serious health condition will be
required to submit a fitness-for-duty certification signed by their healthcare provider
before returning to work, stating that the employee is able to resume his or her position.
The certification must address specifically the employees ability to perform the
essential functions of his or her job. The failure to provide an appropriate fitness-for-
duty certification will delay the employees ability to return to work. If an employee
never provides such a certification, he or she may be denied reinstatement
7.7.11. Status of Benefits While on Leave
While an employee is on family or medical leave pursuant to the FMLA, he or she will
continue to be covered under the health insurance plan in effect at the time his or her

leave began to the same extent and under the same terms and conditions as would
apply had he or she not taken leave. The employee must continue to pay whatever
employee portion of the premium costs is normally required. If paid leave is used for
any portion of the family or medical leave, employee premiums will be deducted from
the leave payments in accordance with the practice applicable to an employee not on
leave.
At the time an employee begins unpaid family or medical leave, he or she will receive
written instructions detailing the time and manner in which his or her premiums are to be
paid. Failure to pay these premiums by the end of the grace period stated in the written
instructions can result in the loss of insurance coverage.
An employee who fails to return to work for at least thirty calendar days following the
expiration of the unpaid family or medical leave will be required to reimburse the School
for the portion of the healthcare premiums paid by the School during the unpaid portion
of the leave period, unless the employee can establish that the failure to return was due
to the continuation, recurrence or onset of a new serious health condition that meets the
criteria for leave under this policy or was due to other circumstances beyond the
employee's control.
7.7.12. Restoration of Position and Benefits
During the leave, all existing accrued benefits will be retained. An employee on family
or medical leave is not entitled to the accrual of any seniority or employment benefits
(e.g., STD time, sick time, vacation time, holidays, personal days, etc.) during any
period of leave, except as expressly stated herein or as otherwise required by law.
At the conclusion of an employee's family or medical leave, the employee will be
returned to the position that the employee held prior to taking the leave, unless the
following conditions apply:
The total FMLA-related absences from work exceed twelve weeks.
The employee would not otherwise have been employed at the time
reinstatement is requested.
The employee cannot perform the essential functions of the job at the conclusion
of FMLA leave with or without reasonable accommodation.
The employee advises the School of his or her intent not to return to work.
The employee fraudulently obtained leave.
The employee is a key employee as defined under the FMLA, whose
reinstatement would cause substantial and grievous economic injury to the
operations of the School.

If the employees position is not available, the employee will be placed in a position that
is equivalent in pay, benefits and other terms and conditions of employment to the
employee's prior position.
Failure of the employee to either return to work or to notify the School of his or her
inability to return to work at the end of his or her family or medical leave under the
FMLA will be considered a voluntary resignation.
Restoration to work can be delayed if the employee fails to provide a fitness-for-duty
certificate to return to work, if the FMLA leave was occasioned by the employees own
serious health condition.
7.7.13. Key Employees
A key employee is a salaried, eligible employee who is among the highest paid ten
percent of all employees of the School. Under the FMLA, an employer may refuse to
reinstate key employees on a FMLA leave, if it determines that the denial of
reinstatement is necessary to prevent substantial and grievous economic injury to the
operations of the employer.
7.7.14. Miscellaneous
The FMLA does not affect any state or local law that provides greater family or medical
leave rights. Please contact the MetLife Leave Center at (877) 638-8262 with any
questions concerning the leave provided in your state.
Unless state law requires otherwise, FMLA leave is integrated with, not in addition to,
time off due to a workers compensation injury or disability.
7.8. Personal Leaves of Absence (Non-FMLA Absences)
Full-time regular employees who have worked for the School for at least two years and
who are not eligible for family or medical leave (because of the reason for the leave)
may be eligible for a personal leave of absence without pay. In keeping with the School
philosophy, employees are reminded that absences and leaves may be disruptive to the
educational and business processes. The reason for the personal leave which does not
qualify as family or medical leave should be sufficiently significant to justify these
disruptions. An employee will be required to use all of his or her accrued vacation time
and personal days during his or her personal leave. However, an employee will not be
permitted to use any accrued STD time or sick time during such leave, unless it is
determined by the School that the personal leave is of a medical nature such that it
would allow such use. Once all eligible accrued paid time off benefits have been
exhausted, the remainder of the leave will be unpaid.
Each request for a personal leave of absence must be submitted to the Schools
designated Leave Agent. Requests will be reviewed on a case-by-case basis and the
decision to approve or deny such a request will be dependent upon the operational
needs of the employees department at the time of the request and other business

factors. Consideration of ongoing performance or other work-related issues of the
employee may be taken into account by the School when evaluating the request.
Unless otherwise required by law, the maximum duration of a personal leave of
absence is ninety (90) calendar days.
Once the appropriate forms are completed by the employee, they are then submitted to
the employees supervisor. The supervisor may make reasonable inquiry into the
reason for the request and ask for documentation where appropriate. If the supervisor
approves the leave, it is then sent for a second approval to the Principal.. The decision
to approve or deny a request for a personal leave of absence will be made in the
Schools sole discretion.
During an approved personal leave of absence, all existing accrued benefits will be
retained. An employee on a personal leave of absence is not entitled to the accrual of
any additional seniority or employment benefits (e.g., STD time, sick time, vacation
time, holidays, personal days, etc.) during any period of leave. Employees are
responsible for paying all deductions that would normally come out of their paycheck for
their benefits.
At the time an employee begins an unpaid personal leave, he or she will receive written
instructions detailing the time and manner in which his or her health insurance
premiums are to be paid. Failure to pay these premiums by the end of the grace period
stated in the written instructions will result in the loss of insurance coverage.
An employee who fails to return to work following the expiration of his or her personal
leave will be required to reimburse the School for the entire amount of the healthcare
premiums paid by the School during the unpaid leave.
No guarantee of reinstatement can be made to an employee on a personal leave. If
during the leave period the employees position is filled or eliminated for business
reasons, the employee may be eligible to reapply for any openings available at the time
of the employees return for which the employee is qualified.
7.9. Military Leave of Absence
The School will comply with all relevant provisions of the Uniformed Services
Employment and Reemployment Rights Act of 1994 (USERRA).
If you leave the School to serve in the United States military, you may elect to continue
your existing health benefits provided by the School for up to twenty-four months while
in the military, but you will be required to pay the cost of the premiums. If you do not
elect to continue under the Schools health benefits, you may be reinstated in the health
plan with a minimal waiting period, except for service-related illnesses or injuries.
Please note that if you serve in the military, you are required to give the School
advanced notice of your service as soon as practicable and you must apply for
reemployment in a timely manner in order to be eligible for reinstatement. You will be

required to provide a copy of the documentation obtained from the U.S. Armed Forces.
Please contact the Human Resources Division as soon as you receive notice that you
are being activated.
Employees may have additional military leave benefits under state law.
7.10. Bereavement Leave
School employees receive the following paid time off in the event of a death in the
family:
A death in the immediate family Leave not to exceed five work days per incident,
including the day of the death and the day of the funeral. Immediate family is defined as
a relative through blood, marriage or legal adoption. This includes spouses, domestic
partners, parents, children, grandchildren, siblings, grandparents and mothers and
fathers in-law.
The death of a relative not in the immediate family (e.g., aunts, uncles, nieces,
nephews, cousins, sisters and brothers in-law) Leave not to exceed three work days
per incident, including the day of the death and the day of the funeral.
Personal days can be used to supplement the amount of time taken for bereavement
purposes.
An employee may be required to provide acceptable documentation of the relationship
to the deceased and the date of death.
7.11. Other Leaves
In addition to the leaves addressed in this Handbook, employees will be provided with
any other leave to which they are entitled under state law.
7.12. Court Witness Pay
Unless otherwise provided by law, full-time regular employees shall receive up to two
paid days leave per year for absences due to time spent testifying as a witness in
response to a court order or subpoena. The employee must submit a copy of the court
order or subpoena as proof of the specific days and time spent testifying to his or her
supervisor or the Principal. This paid leave is for cases in which you are a witness, not
a party or litigant in the lawsuit. The School will not retaliate or tolerate retaliation
against any employee who takes leave under this policy.
Additional time necessary to appear in court as a witness will be unpaid.
7.13. Jury Duty Pay
Full-time regular employees who are called for and report to jury duty will be paid their
regular rate of pay for a maximum of three weeks per calendar year, unless otherwise

provided by state or local law. Any non-travel allowance that an employee may receive
in connection with serving jury duty is to be reimbursed to the School during the time
period that the employee is receiving compensation from the School.
An employee must provide his or her supervisor the Principal or the School Operations
Mangager with written notification of the jury duty obligation as soon as possible
(preferably the next business day) following their receipt of notice. At the end of jury
duty, employees must provide certification of having served and the amount of money
that was received, if any.
Employees who have the option to serve on call are required to do so and to report to
work if they are not called for the day.
Employees must report to work when excused or dismissed from jury duty.
The School will not retaliate or tolerate retaliation against any employee who takes
leave under this policy.
7.14. Workers Compensation
All employees are covered by workers compensation insurance, which provides
coverage for lost time and medical care for employees who become disabled as a result
of a job-related injury or illness. An employee who becomes injured while at work must
report the injury immediately to his or her supervisor. Claims must be submitted to the
the Benefit Support Line at 866-622-7866 or at BenefitsSupport@edisonlearning.com.
The Benefit Department will file a claim with the workers compensation insurance
carrier as soon as possible and no later than thirty days following the date of the
accident.
7.15 Other Leaves of Absence
In addition to the leaves set forth in this Handbook, employees will be provided with all
leave permitted to them under their applicable state law.

8. STATE-SPECIFIC NOTICES

Acknowledgement
I have received a copy of the Schools Employee Handbook (Handbook), which
may be amended from time to time. I understand that, although the School may
provide notice to me of amendments or modifications to the Handbook, it is my
responsibility to review it from time to time during my employment.
I acknowledge my obligation to read and understand its contents.
I understand that this Handbook is not a contract of employment for any purpose or
for any specified duration and that my employment is at-will, meaning that either
the School or I may terminate my employment at any time, with or without notice,
and with or without reason, unless I have a written contract from the School signed
by the Board President or his/her designee specifying otherwise. I understand, as
well, that no other communication from the School shall constitute a contract of
employment for any specified duration or alter the at-will nature of my
employment. I hereby agree to abide by the rules, regulations and policies of the
School.
This Handbook supersedes any previous employee manual that may have been
issued by the School.
I agree to comply with all School policies contained within this Handbook.
I understand and acknowledge that I have read and agree to comply with all the
policies set forth in this Handbook, and specifically including:
the EEO and Anti-Harassment Policies and the Complaint Procedure
the Electronic Resources Policy
the Use of Social Media Policy
the Code of Ethics
I understand and acknowledge that, if I have any questions concerning this
Handbook or do not understand its contents, I should contact the School Principal.

Employee Name (Print) Date

Employee Signature Work Location

You are required to sign this form and return it to
the School Operations Manager. Thank you!

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