Employee handbook table of contents

Solicitation

To insure that we operate with justice and integrity, and to avoid any appearance of unethical or unjust actions, no person(s) employed by Meadowbrook Christian School (or holding a recognized position of leadership or ministry therein) shall be directly involved in an organized solicitation of funds for an individual when the funds are intended specifically for the satisfaction of that individual’s financial obligation to Meadowbrook Christian School.

The school provides a safe workplace for all employees. To ensure a safe workplace and to reduce the risk of violence, all employees should review and understand all provisions of this workplace violence policy.

We do not tolerate any type of workplace violence committed by or against employees. Employees are prohibited from making threats or engaging in violent activities.

This list of behaviors, while not inclusive, provides examples of conduct that is prohibited.

• Causing physical injury to another person;

• Making threatening remarks;

• Aggressive or hostile behavior that creates a reasonable fear of injury to another person or subjects another individual to emotional distress;

• Intentionally damaging employer property or property of another employee;

• Possession of a weapon while on school property or while on school business;

• Committing acts motivated by, or related to, sexual harassment or domestic violence.

Reporting Procedures

Any potentially dangerous situations must be reported immediately to the Administrator. Reports can be made anonymously and all reported incidents will be investigated. Reports or incidents warranting confidentiality will be handled appropriately and information will be disclosed to others only on a need-to-know basis. All parties involved in a situation will be counseled and the results of investigations will be discussed with them. The school will actively intervene at any indication of a possibly hostile or violent situation.

Hiring: The Board takes reasonable measures to conduct background investigations to review candidates’ backgrounds and reduce the risk of hiring individuals with a history of violent behavior.

Safety: The school conducts annual inspections of the premises to evaluate and determine any vulnerabilities to workplace violence or hazards. Any necessary corrective action will be taken to reduce all risks.

Individual Situations: While we do not expect employees to be skilled at identifying potentially dangerous persons, employees are expected to exercise good judgment and to inform the Administrator if any employee exhibits behavior which could be a sign of a potentially dangerous situations. Such behavior includes:

• Discussing weapons or bringing them to the workplace;

• Displaying overt signs of extreme stress, resentment, hostility, or anger;

• Making threatening remarks;

• Sudden or significant deterioration of performance;

• Displaying irrational or inappropriate behavior.

Dangerous/Emergency Situations

Employees who confront or encounter an armed or dangerous person should not attempt to challenge or disarm the individual. Employees should remain calm, make constant eye contact and talk to the individual. If a supervisor can be safely notified of the need for assistance without endangering the safety of the employee or others, such notice should be given. Otherwise, cooperate and follow the instructions given.

Threats, threatening conduct, or any other acts of aggression or violence in the workplace will not be tolerated. Any employee determined to have committed such acts will be subject to disciplinary action, up to and including termination. Non-employees engaged in violent acts on the employer’s premises will be reported to the proper authorities and fully prosecuted.

If you abuse your right to use the Internet, it will be taken away from you. In addition, you may be subject to disciplinary action, including possible termination, and civil and criminal liability.

The Voice Mail system is the property of MCS, and has been provided for use in conducting school business. All communications and information transmitted by, received from, or stored in this system are school records and property of MCS. The Voice Mail system is to be used for school purposes only.

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  While at work, employees are to exercise the same discretion in using personal cellular phones as they do for school phones. Excessive personal calls during the workday, regardless of the phone used, can interfere with employee productivity and be distracting to others. The school encourages a reasonable standard of limiting personal calls during work time.
  

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  The school will not be liable for the loss of personal cellular phones brought into the workplace.
  

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  Employees whose job responsibilities include regular or occasional driving are expected to refrain from using their phone while driving. Safety must come before all other concerns. Regardless of the circumstances, including slow or stopped traffic, employees are strongly encouraged to pull off to the side of the road and safely stop the vehicle before placing or accepting a call. If acceptance of a call is unavoidable and pulling over is not an option, employees are expected to keep the call short, use hands-free options if available, refrain from discussion of complicated or emotional issues and keep their eyes on the road. Special care should be taken in situations where there is traffic, inclement weather or the employee is driving in an unfamiliar area.
  

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  Employees who are charged with traffic violations resulting from the use of their phone while driving will be solely responsible for all liabilities that result from such actions.
  

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  As with any policy, management staff are expected to serve as role models for proper compliance with the provisions above and are encouraged to regularly remind employees of their responsibilities in complying with this policy.
  

Violations of this policy will be subject to the highest forms of discipline, including termination.

Employee, spouse (without coverage available elsewhere), and dependents are covered through Meadowbrook’s medical insurance at no cost to the employee.

Employee and spouse (without coverage available elsewhere) will be covered at no cost to the employee. Eligible dependents may enroll in the coverage with the employee paying 100% of the monthly premium.

All insurance policies will be terminated upon the last day of employment at Meadowbrook Christian School.

After ten years of service a contract employee may take a paid short-term leave not to exceed ten days in length, or two short-term leaves of 5 days each for whatever purpose they desire. Leave will be granted provided that an adequate substitute is available. The administrator will make every effort to secure a substitute that will carry on the academic program so that the quality of the class will not suffer during this time. This leave would not be considered to count against personal or sick days. The leave must be scheduled in either one ten-day block or two five-day blocks and not broken up into additional personal leave time as the two days presently available as specified in the contract of employment. If leave is taken in the two five day blocks, only one may be taken in a school year. If not taken, no additional financial remuneration will be offered in its place. Additional short-term leave would be available as indicated above for each five-year term of employment after the first ten years. (Ex.: a teacher is eligible for 10 days after the 10th year of employment, and an additional 10 days after the 15th year.) Failure to use leave as specified would not cause STL days to accumulate to 20 days after 15 years -- the limit would still be 10 days at a given time.

1. Personal illness

2. Illness of a member of the immediate family

3. Death of a member of the family (husband, wife, child, brother, sister, parent,

1. 
   REQUIREMENTS
   

1. 
   Entitlement to Leave – An eligible employee shall be entitled to a Twelve (12) week unpaid leave during any twelve month period for one of the following:
   

1. 
   Because of the birth of a child
   
2. 
   Because of the placement of a child with the employee for adoption or foster care.
   
3. 
   In order to care for the spouse, child, or parent of the employee, if such child or parent has a serious health condition.
   
4. 
   Because of a serious health condition that makes the employee unable to perform the functions of the position of such employee.
   

2. 
   Expiration of Entitlement – The entitlement of leave under paragraphs one and two above for a birth or a placement of a child shall expire at the end of the twelve month period beginning on the date of such birth or placement.
   

2. 
   SUBSTITUTION OF PAID LEAVE
   

1. 
   In General – An eligible employee may elect to substitute any of the accrued paid vacation, leave, personal leave, or sick leave of the employee for leave provided under subparagraphs one, two, and three of Section I. A for any part of the twelve week period of such leave.
   
2. 
   Serious Health Condition – An eligible employee may elect to substitute any of the accrued vacation leave, personal leave, or sick leave of the employee for leave provided under subparagraph three and four of Section I.A for any part of the twelve week period of such leave, except nothing shall require MCS to provide paid sick leave or paid personal leave in any situation in which MCS would not normally provide any such paid leave.
   

3. 
   HEALTH BENEFITS
   

1. 
   Coverage – During the Leave of Absence, MCS will cover all existing group health care plan coverage, plus MCS will continue the coverage of any family members under the employee’s plan, if said family members were covered prior to the leave. The other benefits will also continue to be in place, such as tuition credit for children who attend MCS at the time of Leave of Absence. If the employee is paying for any of the above mentioned prior to the Leave of Absence, then the cost for the continuation of such benefits will be paid by the employee.
   
2. 
   Failure to Return From Leave – MCS may recover the premium that MCS has paid for maintaining coverage for the employee (and his or her family, if applicable) under the group health plan during any period of unpaid leave under Section I if:
   

1. 
   The employee fails to return from leave after the period of leave to which the employee is entitled has expired; and
   
2. 
   The employee fails to return to work for a reason other than:
   

1. 
   the continuation, recurrence, or onset of a serious health condition that entitles the employee to leave under Section I.A. three or four; or
   
2. 
   other circumstances beyond the control of the employee.
   

4. 
   FORESEEABLE LEAVE
   

1. 
   Requirement of Notice – In any case in which the necessity for leave under Section I.A one or two is foreseeable based upon an expected birth or placement, the employee shall provide MCS with not less than thirty (30) days written notice, before the date of leave is to begin, of the employee’s intention to take leave, except that if the date of the birth or placement requires leave to begin in less than thirty (30) days, the employee shall provide such notice as is practical.
   
2. 
   Duties of Employee – In any case in which the necessity for leave under Section I.A three or four is foreseeable based upon planned medical treatment, the employee:
   

1. 
   Shall make a reasonable effort to schedule the treatment so as to not disrupt unduly the operations of MCS, subject to the approval of the health care provider of the employee or the health care provider of the child, spouse, or parent of the employee, as appropriate; and
   
2. 
   Shall provide MCS with not less than thirty (30) days notice, before the date the leave is to begin, of the employee’s intention to take leave, except that if the date of the treatment requires leave to begin in less than thirty (30) days, the employee shall provide such notice as is applicable.
   

5. 
   BOTH SPOUSES EMPLOYED BY MCS - In cases where a husband and wife who are entitled to leave as both employed by MCS, then the aggregate number of work weeks of leave to which both may be entitled is limited to twelve (12) month period if such leave is taken:
   

1. 
   Under Section I.A one and two; or
   
2. 
   To care for a sick parent under Section I.A three.
   

6. 
   CERTIFICATION
   

1. 
   Request for Leave – A request for leave under Section I.A three and four shall be supported by a certification issued by a health care provider of the eligible employee of the child, spouse, or parent of the employee, as appropriate. The employee shall provide, in a timely manner, a copy of such certification to MCS.
   
2. 
   Second Opinion – In any case in which MCS has reason to doubt the validity of the certification provided under Subsection A above, MCS may require, at its expense, that the eligible employee obtain the opinion of a second health care provider designated or approved by MCS concerning any information certified under Subsection A as above.
   
3. 
   Resolution of Conflicting Opinions – In any case in which the second opinion described above in Subsection B differs from the opinion of the original certification provided for under Subsection A above, MCS may require, at the expense of MCS, that the employee obtain the opinion of a third health care provider designated or approved jointly by MCS and the employee concerning the information discussed above. The opinion of that third health care provider concerning the information certified to as discussed above shall be considered to be final and shall be binding on MCS and the employee.
   

7. 
   DEFINITIONS
   

1. 
   Eligible Employee – The term eligible employee means an employee who has been employed:
   

1. 
   For at least twelve (12) months by MCS; and
   
2. 
   For at least 1,250 hours of service with MCS during the previous twelve (12) months.
   

2. 
   Serious Health Condition – The term “serious health condition” means an illness, injury, impairment, or physical or mental condition that involves:
   

1. 
   Inpatient care in a hospital, hospice, or residential medical care facility; or
   
2. 
   Continuing treatment by a health care provider.
   

MCS is committed to protecting the job rights of employees absent on military leave. In accordance with federal and state law, it is the school’s policy that no employee or prospective employee will be subjected to any form of discrimination on the basis of that person's membership in or obligation to perform service for any of the Uniformed Services of the United States. Specifically, no person will be denied employment, reemployment, promotion, or other benefit of employment on the basis of such membership. Furthermore, no person will be subjected to retaliation or adverse employment action because such person has exercised his or her rights under this policy.

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  Less than 30 days of service, start of next regularly scheduled work day following eight hours of returning directly home.
  
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  For 31 to 180 days, employees must apply for reinstatement within 14 days of the end of service.
  
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  For more than 180 days, employees must apply for reinstatement within 90 days of the end of service.
  

For employees whose military service is 30 days or less, school health insurance will continue under the same conditions as if the employee continued to work. For employees who serve 31 days or longer, they will have the option to elect COBRA for up to 24 months.

WHEREAS Meadowbrook Christian School is an educational institution as defined in the IRS Code Section 170(b)(1)(A)(ii), and

WHEREAS Meadowbrook Christian School desires to adopt a qualified tuition reduction plan under the IRS Code Section 117(d) for the benefit of its employees,

WHEREAS Meadowbrook Christian School desires to offer this tuition reduction to contract employees,

NOW, THEREFORE, Meadowbrook Christian School adopts the following Qualified Tuition Reduction Plan:

1. 
   Tuition for dependent children of employees enrolled in the school will be reduced in the amount equal to:
   
   1. 
      100% of all tuition for exempt full time administrative and faculty employees.
      
   2. 
      100% of all tuition for exempt full time support staff employees.
      
   3. 
      50% of all tuition for exempt part time faculty employees.
      
2. 
   Tuition reduction is only available for education provided by the school to children of current employees.
   
3. 
   No proportional tuition reduction is available to employees other than the aforementioned exempt employees.
   

The Qualified Tuition Reduction Plan will be divided into three classifications:

1. 
   Salaried exempt full time administrative and faculty employees, and
   
2. 
   Salaried exempt full time support staff employees.
   
3. 
   Salaried exempt part time faculty employees.
   

If you believe that an improper deduction has been made to your salary, you should immediately report this information to the Administrator.

Reports of improper deductions will be promptly investigated. If it is determined that an improper deduction has occurred, you will be promptly reimbursed for any improper deduction made.

Employee Travel and Expense

The school shall bear the expense for authorized employee travel and travel-related costs. Reimbursements shall be made for actual expenses incurred during authorized travel for MCS, not emergency expenses. Our current rate of pay for mileage is as the government rates to cover gas expenses incurred while traveling for school related short trip purposes. Receipts are required from the trip: meals, lodging, registration, and fuel.

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  Habitual absence or tardiness
  
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  Physical or verbal abuse of any child for whatever reason
  
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  Failure to perform assigned duties
  
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  Insubordination
  
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  Divulging confidential information
  
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  Falsifying records, reports, or any information of any nature
  
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  Theft, misappropriation, or unauthorized possession or use of property belonging to MCS
  
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  Rude or disorderly conduct
  
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  Willful or careless destruction of property
  
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  Sleeping or loitering while on duty
  
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  Leaving the school grounds during working hours without notifying the Administrator
  
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  Use of drugs, alcohol, or any form of tobacco
  
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  Other serious misconduct
  

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  I acknowledge that I have received a copy of the Meadowbrook Christian School Employee Handbook.
  

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  I agree to read it thoroughly
  

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  I agree that if there is any policy or provision in the Handbook that I do not understand, I will seek clarification from the Administrator.
  

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  I understand that the Meadowbrook Christian School is an “at will” employer and as such, employment is not for a fixed term or definite period and may be terminated at the will of either party, with or without cause, and without prior notice, unless employee is working under the conditions of an employment contract.
  

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  No supervisor or other representative of the organization (except the Board) has the authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the above.
  

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  In addition, I understand that this Handbook states policies and practices in effect on the date of publication.
  

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  I understand that nothing contained in the Handbook may be construed as creating a promise of future benefits or a binding contract with the Meadowbrook Christian School for benefits or for any other purpose.
  

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  I understand that these policies and procedures are continually evaluated and may be amended, modified or terminated at any time.
  

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  Please sign and date this receipt and return it to the Administrator.