Employee handbook table of contents
“Building solid citizens one child at a time in a Christian atmosphere”
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- HISTORY
- SCHOOL PHILOSOPHY
- HOLIDAY POLICY
- PROFESSIONAL STANDARDS
“Building solid citizens one child at a time in a Christian atmosphere”VISION STATEMENT“Attaining excellence in faith and learning”STATEMENT OF FAITH 1. We believe in the inspiration and authority of the Bible as God's Word to man. The Bible is the complete, inerrant Word of God. II Tim. 3:16, 17; II Peter 1:19-21; Rev. 22:18, 19 2. We believe that there is one God, eternally existent in three persons: God the Father, God the Son, and God the Holy Spirit. Exodus 20:2, 3; I Corin. 8:6; I John 5:4-7; II Corin. 13:14; Matt. 28:19,20 3. We believe in the deity of our Lord Jesus Christ; His virgin birth, His sinless life, His miracles, His vicarious and atoning death through His shed blood, His bodily resurrection, His ascension to the right hand of the Father, and His personal return in power and glory. I Corin. 15:1-4; I Peter 2:21-24; John 1:1-3, 14; John 3:16 4. We believe in the fall of man, the need of salvation through faith in Jesus Christ and the resurrection of all, to eternal life or eternal damnation. Romans 3:21-30; Galatians 4:4-7 5. We believe in the spiritual relationship of all believers in Jesus Christ, living a life of righteous works, separated from the world, witnessing His saving grace through the ministry of the Holy Spirit. Matt. 5:16; Romans 3:20; Gal. 5:6; Eph. 2:10; James 2:18, 22 6. We believe that a work in our hearts completed by the Holy Spirit can present us pure and blameless before the Father through Jesus Christ and enable us to live our life separate from sin and with perfect love toward our fellow man. Matt. 5:8; John 17:1-26; Romans 8:3-4; Ephesians 4:13, 24; I Thess. 3:10-13; I Thess 4:3, 7-8: I Thess. 5:23-24 GOALS / OBJECTIVES Meadowbrook Christian School works with the home and church to provide an atmosphere in which the whole child may grow toward full God-given potential and assist them in developing his/her personal philosophy in each of the following areas: Spiritual Growth: 2 Tim. 3:16-17; Rom. 3:23; Rom. 6:23; John 3:3; Acts 17:31 The student will understand that the Bible is the inerrant Word of God, the source of doctrine, and the guide for daily living. The student will know the basic tenets of the Christian faith as listed in our school “Statement of Faith”. The student will be encouraged to make a personal commitment to Jesus Christ, honor Him as Lord and Savior, and seek to know and do the will of God. The student will formulate a personal Christian world/life view, which will be integrated into every area of life. Intellectual Growth: I Cor. 11:7; 2 Tim. 2:15; Luke 2:52; Deut. 6:4-9 The student will learn the skills for effective, critical thinking, comprehension, communication, and computation. The student will develop creative thinking and appreciation of the arts and sciences. The student will understand the integration of Biblical principles as seen in all areas of study in the development of a Christian work/life view. Physical Growth: I Cor. 6:19; I Tim. 4:8; Prov. 4:20-22; John 9:1-3 The student will understand that the body is the temple of God; the importance of a balanced diet, exercise, rest and abstinence from harmful substances. The student will learn to apply Biblical principles in sportsmanship and in all athletic endeavors. The student will understand the qualities of loyalty, enthusiasm, and discipline in building an effective team/group endeavor. The student will develop physical coordination and skillful use of the body. Emotional Growth: Col. 4:5; Gal. 5:22-23 The student will learn to apply Biblical principles in handling failure, success, stress, and emotions. The student will know that each individual is a unique person of worth because each is a special creation of God and a recipient of His love. The student will learn to apply Biblical principles in developing and accepting a realistic, wholesome self-image. Social Growth: Matt. 5:13-16; Psalm 133:1-3; I John 1:7 The student will develop proper attitudes, and exhibit respect for authority and for the rights and feelings of others. The student will develop self-discipline and responsibility based on submission to God and those in authority. The student will develop a Biblical understanding of family, good citizenship, and patriotism, and will assume responsibilities to home, church, community, and country. HISTORYMeadowbrook Christian School was founded in 1982 as a ministry of Christ Wesleyan Church and welcomes all interested students who desire a strong academic program from a Christian perspective. MCS strives every day to fulfill its vision for education in the Susquehanna Valley. The overall commitment of the faculty, staff, administration, and parents to provide an exceptional Christian education sets Meadowbrook apart from other schools. Meadowbrook’s mission statement is evident with students coming from over 70 different churches and many denominations. SCHOOL PHILOSOPHYMeadowbrook Christian School is strongly committed to an emphasis on Christian Education, including a personal faith in Jesus Christ as Lord and Savior and living according to Biblical principles. Each staff member has professed a personal faith in Jesus Christ and is conscious of setting an example by which others may also be brought to the Savior. Meadowbrook is committed to a strong academic program. Teachers and staff prepare both academically and spiritually in order to furnish the highest level of education for each student. The goal of Meadowbrook’s teachers and staff is to equip each student so that he/she is able to handle all phases of life, mentally and academically. This institution provides a strong emphasis on an education that will further assist the student socially and physically. Meadowbrook Christian School prepares activities in an environment that fosters development both spiritually and morally. We desire to exemplify Christ to stage an atmosphere that encourages spiritual growth. The purpose for a spiritual surrounding is not to shelter a student from external influences, but to equip the child to make decisions and choices based on a Biblical worldview. With God's help, we will fulfill these responsibilities with those students that have been entrusted to us. CHRISTIAN CONCILIATION AGREEMENT All employees are expected to follow the Biblical pattern of Matthew 18:15-17 and Galatians 6:1 and always give a good report. All differences are to be resolved by utilizing Biblical principles--always presenting a united front. Appropriate confidentiality will be observed in regard to pupil, parent, and school matters. (Titus 3:2 and Galatians 5:15 TLB) The parties to this agreement are Christians and believe that the Bible commands them to make every effort to live at peace and to resolve disputes with each other in private or within the Christian community in conformity with the Biblical injunctions of I Corinthians 6:1-8, Matthew 5:23-24, and Matthew 18:15-20. Therefore, the parties agree that any claim or dispute arising out of, or related to, this agreement or to any aspect of the employment relationship, including statutory claims, shall be settled by Biblically based mediation. If resolution of the dispute and reconciliation do not result from such efforts, the matter shall then be submitted to a panel of three arbitrators for binding arbitration. Each party to the agreement shall have the right to select one arbitrator. The two arbitrators selected by the parties shall jointly select the neutral, third arbitrator. If there is an impasse in the selection of the third arbitrator, the Institute for Christian Conciliation, Billings, MT [(406) 256-1583] shall be asked to provide the name of a qualified person that will serve in that capacity. The arbitration shall be conducted in accordance with the Rules of Procedure for Christian Conciliation of the Institute for Christian Conciliation as printed in the Christian Conciliation Handbook. The parties agree that these methods shall be the sole remedy for any controversy or claim arising out of the employment relationship or this agreement and expressly waive their right to file a lawsuit against one another in any civil court for such disputes, except to enforce a legally binding arbitration decision. Each party, regardless of the outcome of the matter, agrees to bear the cost of his/her/its own arbitrator and one half of the fees and costs of the neutral arbitrator and any other arbitration expenses. LIFESTYLE STATEMENT Meadowbrook Christian School (MCS) is a non-profit Christian school representing Jesus Christ throughout the evangelical Christian community. MCS requires its employees to be born-again Christians (believers in Jesus Christ and modeling His lifestyle), living their lives as Christian role models (Romans 10:9-10; I Timothy 4:12). Employees will conduct themselves in a way that will not raise questions regarding their Christian testimonies. A Christian lifestyle should reflect the Biblical perspective of integrity and appropriate personal and family relationships, business conduct, and moral behavior. An employee is expected to demonstrate a teachable spirit, an ability to share love for others, a willingness to live contentedly under authority, and a commitment to follow the Matthew 18 principle when an issue arises with fellow employees or management. Moral misconduct, including but not limited to homosexuality, heterosexuality, sexual orientation, gender expression, or identity, or living together outside of marriage, as defined by scripture, violates the bona fide occupational requirement of employees being Christian role models. Employees acknowledge that the unique roles of male and female relationships are clearly defined in Scripture (Romans 1:21-24; I Corinthians 6:9-20). Personnel will maintain a lifestyle based on Biblical standards of conduct. Failure to do so may result in a reprimand (or in some cases) dismissal from employment. There are additional grounds whereby an employee may be dismissed from MCS. It is the goal of MCS that each employee have a lifestyle where “…[Jesus] might have the pre-eminence” (Colossians 1:18). HOLIDAY POLICYMeadowbrook Christian School endorses Christmas and Easter as holidays that have their roots in the Judeo-Christian belief system. Christmas is a day in which we celebrate the birth of our beloved Savior and Lord Jesus Christ. Easter is the completion of the work He accomplished having rode triumphantly into Jerusalem, was crucified and buried, on the third day rose from the dead, and then ascended into heaven to take His rightful place on the throne at the right hand of God. Meadowbrook does not endorse Halloween nor any of the practices which accompany that day. We do, however, attempt to offer an alternative such as a harvest celebration, knowing that “all-saints day” traditionally follows. Having stated this, we do not promote, endorse, or allude to the figures that the “world” associates to those days. Therefore, the fictional characters of Santa Claus and/or the Easter Bunny have no place in Meadowbrook’s institution or holiday celebrations. Please assist Meadowbrook in this endeavor by making sure that all holiday celebrations and associated decorations are in accordance with the above stated policy. Any parties or ornaments are to be Christ-centered and appropriate to the Meadowbrook Christian School environment. Thank you for your help! MEMBERSHIP Meadowbrook is a member of Middle Atlantic Christian Schools Association (MACSA) and Association of Christian Schools International (ACSI). Meadowbrook is registered with the Pennsylvania Department of Education and meets all the standards required by the Commonwealth for Private Non-public Schools. PROFESSIONAL STANDARDSMany things are not stated as “rules” but are expected from all employees. The following is to serve as a reminder of naturally expected goals of professional MCS employees: Close personal walk with Jesus Christ 13. Pleasant to others Sensitivity to spiritual needs of the students 14. No murmuring or gossiping Consistent prayer life 15. On time to meetings/ activities Loving concern for special needs of faculty members 16. Keep word Professional growth: academic and Christian 17. Willing to accept reproof Strive for great attendance 18. Good classroom discipline Involvement in activities beyond the classroom 19. A forgiving spirit Represent the school well in public 20. Follow school policies Keep parents informed about child 21. Involvement in a local church Keep sensitive information confidential 22. Strive for excellence 11. Participate in faculty devotions 23. Sound judgment 12. Handle problems properly (Matthew 18) ON THE JOB Each person employed at Meadowbrook Christian School (MCS) represents the School to the children, visitors, and to their relatives and friends. Impressions are formed by how employees conduct themselves. For this reason, each employee should be courteous and considerate, wear clean clothing, have well-groomed hair, and take pride in his/her appearance. The employee will strive at all times to understand, appreciate, love, and serve the pupils entrusted to him/her for instruction and the colleagues they work with, and will to the best of his/her ability provide for their fullest spiritual, intellectual, physical, and emotional development. Employees are encouraged to learn as much as possible about Meadowbrook Christian School so that they can accurately reflect its aims and activities. If there are questions about Meadowbrook, please do not hesitate to ask the Administrator or Superintendent. Non-Discrimination Hiring Policy Meadowbrook Christian School is a ministry of Christ Wesleyan Church and welcomes all interested students who desire a strong academic program from a Christian perspective. Meadowbrook Christian School admits students of any race, color, gender, and national and ethnic origin to all the rights, privileges, programs, and activities generally accorded or made available to students at the school. In addition, the school does not discriminate in the hiring process on the basis of any race, color, gender, and national and ethnic origin to all the rights, privileges, programs, activities, and educational programs generally accorded or made available to employees at the school. Americans with Disabilities Act MCS is committed to complying with all applicable provisions of the Americans With Disabilities Act ("ADA"). It is the policy not to discriminate against any qualified employee or applicant with regard to any terms or conditions of employment because of such individual's disability or perceived disability so long as the employee can perform the essential functions of the job. Consistent with this policy of nondiscrimination, MCS will provide reasonable accommodations to a qualified individual with a disability, as defined by the ADA, who has made MCS aware of his or her disability, provided that such accommodation does not constitute an undue hardship on the school. Employees with a disability who believe they need a reasonable accommodation to perform the essential functions of their job should contact the Administrator. MCS encourages individuals with disabilities to come forward and request reasonable accommodation. Procedure for Requesting an Accommodation On receipt of an accommodation request, the Administrator and your supervisor will meet with you to discuss and identify the precise limitations resulting from the disability and the potential accommodation that MCS might make to help overcome those limitations. MCS will determine the feasibility of the requested accommodation considering various factors, including, but not limited to the nature and cost of the accommodation, the overall financial resources of the school, and the accommodation's impact on the operation of the school, including its impact on the ability of other employees to perform their duties and on the ability to operate the school. MCS will inform the employee of its decision on the accommodation request or on how to make the accommodation. If the accommodation request is denied, employees will be advised of their right to appeal the decision by submitting a written statement explaining the reasons for the request. If the request on appeal is denied, that decision is final. The ADA does not require MCS to make the best possible accommodation, to reallocate essential job functions, or to provide personal use items (i.e., eyeglasses, hearing aids, wheelchairs etc.). An employee or job applicant who has questions regarding this policy or believes that he or she has been discriminated against based on a disability should notify the Administrator. All such inquiries or complaints will be treated as confidential to the extent permissible by law. Clearance Forms All employees provide MCS with an original copy of a “no record exists” Pennsylvania Child Abuse History Clearance form and Pennsylvania State Police Request For Criminal Record Check with “no record” upon acceptance of this contract. Should a record exist of any child abuse or criminal activity, employment will immediately be terminated. The employee acknowledges that he/she is fully aware of his/her obligations under state law regarding child abuse reporting requirements and that he/she will fulfill those obligations. At-Will Employment The following policies and procedures cover a broad range of topics. They are not intended to create, nor are they to be construed to constitute a contract, expressed or implied, between the Meadowbrook Christian School and any of its employees. It is clearly understood that MCS is an “at-will” employer and any employee may be terminated at any time, with or without cause, unless the employee is working under the conditions of an employment contract. The following policies also represent the most recent expression of the board of MCS in order to provide for equitable and consistent treatment of the employees. To assure that MCS achieves and maintains the purpose of this policy manual and to assure the organization’s continued ability to meet its needs and those of its employees under changing conditions, MCS reserves the right to modify, augment, suspend, or revoke any and all policies, procedures, practices, and statements contained in this manual at any time. Employment Contracts All exempt employees of MCS must have a contract that has been signed by the employee, administrator, and superintendent. All contracts are for a one-year time period and renewed annually unless of recommended non-renewal. Employees will be notified as early as possible if their services will not be needed or contract not be renewed for the following year. Employees shall notify the Administrator through the Letter of Intent returned by the end of February of current contracted year as to whether they plan on returning the following year. Employee Classifications Full-Time Employees This relates to those employees who are scheduled for more than 30 hours per week. Regular full-time employees are eligible for paid vacation, paid sick leave, and paid holidays. Part-Time Employees This relates to those employees who work less than the customary number of full time weekly hours (30), but not less than 20 hours, and who maintain continuous regular employee status. Part-time employees are eligible for limited benefits as defined in this handbook Exempt Employees This relates to those employees who are paid a fixed salary on a weekly, monthly, on annual basis rather than an hourly wage and who meet the criteria for exclusion from the wage and hour laws (e.g. executive, administrative, professional). An exempt employee does not receive overtime for hours worked over 40 hours per week. There are three classes of legitimate “exempt” employees: executive, administrative, professional. Wage and hour inspectors compare the position’s duties – not the job title, level of education, or amount of experience when determining whether a particular employee is exempt. As a general rule of thumb, federal and state overtime pay regulations do not apply to administrators and teachers, but to support staff, which is generally paid by the hour. Non-Exempt Employees Depending on work needs, employees will be required to work overtime when requested to do so. Prior approval of a supervisor is required before any non-exempt employee works overtime. Non-exempt employees are eligible for overtime pay as required by the Fair Labor Standards Act. Overtime pay is calculated at 1.5 times of the employee’s hourly rate for work performed beyond 40 hours per week. Paid time off does not count towards work performed and is paid at straight time. Confidential and Privileged Information Working with children, parents, and other staff members may at times involve dealing with confidential information. The employees have the trust of these people. Abuse of this trust subjects the employee to dismissal. Discussions by staff involving students should be conducted in a professional manner. Discriminatory Harassment Policy This school is committed to maintaining an academic environment in which all individuals treat each other with dignity and respect and which is free from all forms of intimidation, exploitation and harassment, including sexual harassment. This school is prepared to take action to prevent and correct any violations of this policy. Anyone who violates this policy will be subject to discipline, up to and including termination or expulsion. “Sexual Harassment” means unwelcome sexual advances, requests for sexual favors, and other verbal, visual, or physical conduct of a sexual nature, made by someone from or in the work or educational setting, under any of the following conditions: Submission to the conduct is explicitly or implicitly made a term or condition of an individual’s academic status, or progress. Submission to, or rejection of, the conduct by the individual is used as the basis of academic decisions affecting the individual. The conduct has the purpose or effect of having a negative impact upon the individual’s academic performance, or of creating an intimidating, hostile, or offensive educational environment. Submission to, or rejection of, the conduct by the individual is used as the basis for any decision affecting the individual regarding benefits and services, honors, programs, or activities available at or through this school. Unwelcome sexual conduct of this type can include a wide range of verbal, visual or physical conduct of a sexual nature. Among the types of conduct, which would violate this policy, are the following: Unwanted sexual advances or propositions. Offering academic benefits in exchange for sexual favors. Making or threatening reprisals after a negative response to sexual advances. Visual conduct such as leering, making sexual gestures, displaying sexually suggestive objects or pictures, cartoons, or posters. Verbal conducts such as making or using derogatory comments, epithets, slurs and jokes. Verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading words used to describe an individual, suggestive or obscene letters, notes or invitations. Physical conduct such as touching, assaulting, impeding or blocking movements. Students or teachers who feel that they have been subjected to conduct of a harassing nature or who have observed such conduct is encouraged to promptly report the matter to one of the school officials designated below. The following positions are specifically authorized to receive complaints and to respond to questions regarding sexual and discriminatory harassment. All complaints will be promptly investigated. Administrator Superintendent High School Team Leader Preschool Team Leader Lower Elem Team Leader Upper Elem Team Leader
When one of the school officials designated in this policy receives a complaint, he or she shall immediately inform the administrator. The administrator will direct an investigation. If the investigation confirms the allegations, prompt corrective actions shall be taken. The individual who suffered the harassing conduct shall be informed of the corrective action taken. In addition, any employee or student found to be responsible for sexual or discriminatory harassment in violation of this policy will be subject to appropriate disciplinary action up to and including expulsion or termination. The severity of the disciplinary action will be based upon the circumstances of the infraction. Dress Code Female employees must wear dresses, skirts and tops, or dress slacks and blouse. Culottes, split skirts, or gauchos may be worn if they give the appearance of a skirt. No bare shoulder dresses, sleeveless T-shirts, or sundresses without a separate top or blouse underneath are permitted. Dresses must be long enough to cover the knee. Male employees must wear dress shirts with either long or short sleeves and a tie. They must wear sports jackets for programs or other special events. Mustaches and beards are permitted, provided they are kept neatly trimmed. Teachers may wear “athletic” shoes only during physical education classes. No employee may cross dress at any time. Male teachers must wear clothing that is designed for men, and female teachers must wear clothing that is designed for women. Custodial, kitchen and other support staff should dress appropriate for their job duties. Emergency Conditions When the school must delay the start of classes or close due to hazardous weather conditions or other serious emergencies, announcements are provided to the local radio and television stations. The snow chain is activated in the fall. Please keep it posted near your telephone. If the school should close early, staff members are to remain until all children have departed or have been accounted for with the Administrator. Employee Discipline Procedure All employees must follow a Code of Conduct. In order to treat all employees fairly and impartially, a formal discipline procedure is outlined for all employees. This procedure will point out weak areas of performance for employees to improve upon. The Administrator is responsible to use the prescribed methods in the discipline steps. Violations will result in a form of disciplinary action. The following procedure for discipline is designed for correction. The Administrator reserves the right to skip steps in the process based on severity and frequency of the violation. Procedure: All misconduct, as written in the handbook (see “Dismissal”), must be verified by the Administrator with the employee and/or others. All warning steps and final dismissal will be done face-to-face between the Administrator, the employee, and the Superintendent. Warning Steps: Step 1. Verbal Warning by the Administrator identifying the problem and informing the employee. Step 2. Written Warning identifying that the problems still continues. Step 3. Second Written Warning stating the third offense. Step 4. Dismissal from their working relationship with Meadowbrook Christian School. All steps will be recorded and submitted to the employee’s personnel files. All steps will be communicated to the Superintendent. Additional counsel or guidance may be encouraged as part of the restoration process. Each warning will stay in effect indefinitely, but probation or suspension status will last for a 6-month duration. All disciplinary action may be appealed by the employee under the Grievance Policy. Grievance Procedure Any employee who feels that they have been unfairly treated or any discharged employee (within 7 days from the discharge date) may pursue the following procedures to express a grievance: Step 1. Request a conference with the Administrator to discuss the concern. Step 2. If the grievance is not resolved in step 1, the staff member may request a conference with the Superintendent and Administrator. The conference with the Superintendent will be granted within 24 hours following the request. Step 3. If concerns are not resolved, the staff member may request a conference with the full School Board. This step and decision is final. Keys Teachers receive from the Administrator a classroom key and a key to the front door. The head teachers (high school and elementary) have master keys to classrooms and to the front door and office. The Superintendent, Administrator, and Custodian have master keys. The secretaries have keys to the front door and to the office. Keys must be returned to the Administrator when employment is terminated. Outside Employment The employee should not enter into responsibilities or other employment that may in any way conflict with his/her working assignment. Performance Evaluations The MCS School Board recognizes the importance of a refined educational process. To be effective in achieving the highest degree of efficiency and quality, evaluations will be performed on a regular basis. Staff evaluations will be conducted annually. The administrator shall conduct at least two formal classroom observations for each teacher every year. The administrator will then transfer those findings to a written evaluation to be shared with the teacher. The teacher will receive a copy and a copy will be placed in his or her personnel file. Self-evaluation forms may be used periodically as a method of evaluation. Personnel File and Access All employee records are the sole property of MCS. All former employee records will be kept in the archive file cabinets for a period of seven years after the employee left MCS. All employee records are maintained confidentially in secure location. In accordance with PA law, MCS shall, upon request, permit an employee to review his/her personnel file. Employees are not permitted to remove, copy, or alter any information. Employee personnel files include: qualifications for employment, promotion, additional compensation, termination, or disciplinary action. Access to the following records is not required: records relating to the investigation of a possible criminal offense; letters of reference; documents being developed or prepared for use in civil, criminal, or grievance procedures; medical records; materials used by the employer to plan future operations; or information available to an employee under the Fair Credit Reporting Act. Proper record keeping is the law. MCS ensures that records are in proper order and are being kept the proper length of time required. Directory: wp-content -> uploads -> 2014 2014 -> For want of a nail 2014 -> Stop Militarizing Law Enforcement Act of 2014 2014 -> Ihbb asian Championships 2014 middle school bowl Round 4 First Quarter 2014 -> Ihbb european Championships 2014 Bowl Round 4 First Quarter 2014 -> International History Bee and Bowl 2013-14 Asian Division Question Set Bowl Round Six 2014 -> United states patent and trademark office 2014 -> Coffs harbour eisteddfod vocal syllabus 2014 -> Listen News Programs Schedule pledge now 2014 -> Slow club announce third album complete surrender Download 233.5 Kb. Share with your friends:
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