2024-25 Employee Handbook 7-24-24 pdf.pdf

Employee Handbook 2024 Address: 5222 E. Baseline Road, Ste# 108, Gilbert, AZ 85234 Phone: 480-309-4792 | Office Hours: Monday-Thursday 7:30AM-4:00PM Friday 7:30AM-2:00PM Contents INTRODUCTION........................................................................................................................... 5 Welcome to PS Academy Arizona!............................................................................................ 5 Handbook Purpose...................................................................................................................... 5 Mission Statement........................................................................................................................ 6 Vision.............................................................................................................................................. 6 Vision Alignment......................................................................................................................... 6 EMPLOYMENT............................................................................................................................... 6 Equal Employment....................................................................................................................... 6 Americans With Disabilities Act (“ADA”) And Religious Accommodations.................... 7 Pregnancy, Childbirth, and Related Medical Conditions Accommodations...................... 7 At-Will Notice............................................................................................................................... 7 Employment Authorization Verification.................................................................................. 8 Employment Classifications....................................................................................................... 8 Outside Employment................................................................................................................... 9 Employment of Relatives and/or Personal Relationships in the Workplace....................... 9 CONDUCT & BEHAVIOR......................................................................................................... 10 General Conduct Guidelines.................................................................................................... 10 Sexual and Other Unlawful Harassment................................................................................ 11 Abusive Conduct........................................................................................................................ 12 Complaint Procedure................................................................................................................. 13 Corrective & Disciplinary Action............................................................................................. 13 ATTENDANCE & COMPENSATION..................................................................................... 13 Timekeeping................................................................................................................................ 13 Lunch Breaks............................................................................................................................... 14 Overtime...................................................................................................................................... 14 Pay Periods and Dates............................................................................................................... 15 2 7/22/2024 Employee Handbook Payroll Deductions..................................................................................................................... 15 Garnishments.............................................................................................................................. 16 Attendance and Punctuality..................................................................................................... 16 BENEFITS & TIME OFF.............................................................................................................. 17 Benefits......................................................................................................................................... 17 COBRA......................................................................................................................................... 17 Blackout Dates............................................................................................................................ 17 School Breaks.............................................................................................................................. 18 Holidays....................................................................................................................................... 18 Paid Time Off (PTO).................................................................................................................. 19 Sick Time...................................................................................................................................... 20 Bereavement Leave.................................................................................................................... 20 Family and Medical Leave Act (FMLA).................................................................................. 21 Jury Duty..................................................................................................................................... 23 Military Leave............................................................................................................................. 24 Crime Victim and Witness Leave............................................................................................. 24 Voting Leave............................................................................................................................... 25 WORKPLACE GUIDELINES..................................................................................................... 25 Hours of Work............................................................................................................................ 25 Off-the-Clock Work.................................................................................................................... 25 Lactation Accommodation........................................................................................................ 25 Searches and Inspections........................................................................................................... 25 Confidentiality............................................................................................................................ 26 Telephones, Cell Phones and Mobile Devices........................................................................ 26 Hardware and Software Use..................................................................................................... 27 Use of Equipment and School Property.................................................................................. 28 Intellectual Property................................................................................................................... 28 Media Inquiries........................................................................................................................... 29 3 7/22/2024 Employee Handbook Security of Data and Information............................................................................................. 29 Social Media and Social Networking....................................................................................... 29 Personal Appearance – All Staff............................................................................................... 30 Business Ethics and Conduct.................................................................................................... 31 Conflict of Interest...................................................................................................................... 32 Performance Evaluations.......................................................................................................... 33 Gifts.............................................................................................................................................. 33 HEALTH, SAFETY AND SECURITY....................................................................................... 33 Smoking, Tobacco, and E-Cigarettes........................................................................................ 33 Drug and Alcohol....................................................................................................................... 33 Weapons...................................................................................................................................... 34 Emergency Closings................................................................................................................... 35 Safety and Injury Reporting...................................................................................................... 35 Workplace Violence and Security............................................................................................ 35 Workers’ Compensation............................................................................................................ 35 SEPARATION OF EMPLOYMENT.......................................................................................... 36 Resignation.................................................................................................................................. 36 Termination................................................................................................................................. 36 Exit Interviews............................................................................................................................ 36 Post-Employment References................................................................................................... 36 Personal Possessions and Return of Company Property..................................................... 36 EMPLOYEE HANDBOOK ACKNOWLEDGEMENT........................................................... 38 4 7/22/2024 Employee Handbook INTRODUCTION Welcome to PS Academy Arizona! We’re very happy to welcome you to our School. Thanks for joining us! PS Academy Arizona would like you to feel that your employment with us will be mutually beneficial and enjoyable. You are joining an organization that has established an outstanding reputation for quality products and services. Credit for this goes to every one of our employees and we hope that you will find satisfaction and take pride in your work here. Handbook Purpose This employee handbook is presented as a matter of information and has been prepared to inform employees about the School’s philosophy, employment practices, policies, and the benefits provided to our valued employees, as well as the conduct expected from them. While this handbook is not intended to be a book of rules and regulations or a contract, it does include some important guidelines which employees should know. Except for the at-will employment provisions, the handbook can be amended at any time. This employee handbook will not answer every question employees may have, nor would the School want to restrict the normal question and answer interchange among us. It is in our person-to-person conversations that we can better know each other, express our views, and work together in a harmonious relationship. We hope this guide will help employees feel comfortable with us. The school depends on its employees; their success is our success. Please don’t hesitate to ask questions. Every manager will gladly answer them. We believe employees will enjoy their work and their fellow employees here. We also believe that employees will find the school a good place to work. No one other than authorized management may alter or modify any of the policies in this employee handbook. No statement or promise by a supervisor, manager, or designee is to be interpreted as a change in policy, nor will it constitute an agreement with an employee. Should any provision in this employee handbook be found to be unenforceable and invalid, such a finding does not invalidate the entire employee handbook, but only the subject provision. Nothing in this handbook is intended to infringe upon employee rights under Section 7 of the National Labor Relations Act (NLRA) or be incompatible with the NLRA. We ask that employees read this guide carefully, become familiar with the school and our policies, and refer to it whenever questions arise. 5 7/22/2024 Employee Handbook Mission Statement Our mission is to enrich the lives of students with autism and other exceptionalities, both academically and socially. We accomplish this by combining individualized education, highly skilled and dedicated staff, and collaboration with students, families and the community. We offer a safe and inclusive environment that empowers students to learn, be responsible, communicate effectively and thrive. Vision Our vision is to provide the foundation that inspires and empowers every student to reach his or her full potential, both in and out of the classroom. Vision Alignment By taking a position at PS Academy Arizona, you are committed to uphold the Mission and Vision Statements, and all policies and procedures of the school. Your interactions with your supervisor, co- workers, students and parents will reflect your commitment to the above at all times. As a staff member, you are an integral part of the team. We could not operate a quality program without you. It is your responsibility to conduct yourself as a professional at all times. Professionalism is determined by a variety of factors including, but not limited to: Attitude Attendance Responsibility Respect Flexibility Remember, you represent PS Academy Arizona; how you conduct yourself and carry out your responsibilities reflects directly on PS Academy Arizona. EMPLOYMENT Equal Employment It is the policy of PS Academy to provide equal employment opportunities to all qualified individuals and to administer all aspects and conditions of employment without regard to the following: Race Color Age Sex 6 7/22/2024 Employee Handbook Sexual orientation Gender Gender identity Religion National origin Pregnancy AIDS/HIV Genetic information, including family medical history Physical or mental disability Military or veteran status Child or spousal support withholding Citizenship and/or immigration status Any other protected class, in accordance with applicable federal, state, and local laws PS Academy takes allegations of discrimination, intimidation, harassment and retaliation very seriously and will promptly conduct an investigation when warranted. Equal employment opportunity includes, but is not limited to, employment, training, promotion, demotion, transfer, leaves of absence and termination. Americans With Disabilities Act (“ADA”) And Religious Accommodations PS Academy Arizona will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship to the School or cause a direct threat to health or safety. The Company will make reasonable accommodation for employees whose work requirements interfere with a religious belief, unless doing so poses undue hardship on the company. Employees needing such accommodations are instructed to contact their supervisor or Administration immediately. Pregnancy, Childbirth, and Related Medical Conditions Accommodations PS Academy recognizes the importance of supporting employees experiencing limitations related to pregnancy, childbirth, or related medical conditions by providing reasonable accommodations. We are committed to complying with the federal Pregnant Workers Fairness Act (PWFA) and any applicable state or local laws offering additional protections. At-Will Notice The employment relationship between PS Academy and employees is at-will. This means that employees are not hired for any specified period of time and their employment may be terminated at any time, with or without cause, and with or without notice, by either the Company or the employee. Company policy requires that all employees are at-will; any implied, oral, or written agreements or promises to the contrary are void and unenforceable, unless approved by an officer with the power to 7 7/22/2024 Employee Handbook create an employment contract. There is no implied employment contract created by this Handbook or any other Company document or written or verbal statement or policy. Employment Authorization Verification New hires will be required to complete Section 1 of federal Form I-9 on the first day of paid employment and must present acceptable documents authorized by the U.S. Citizenship and Immigration Services proving identity and employment authorization no later than the third business day following the start of employment with PS Academy. If you are currently employed and have not complied with this requirement or if your status has changed, inform your manager. If you are authorized to work in this country for a limited period of time, you will be required to submit proof of renewed employment eligibility prior to expiration of that period to remain employed by the Company. Employment Classifications PS Academy has established the following employee classifications for compensation and benefit purposes only. These classifications do not alter the employment at-will status. Exempt Employees whose positions meet specific tests established by the Fair Labor Standards Act (FLSA) and applicable state law and who are exempt from overtime pay requirements. The basic premise of exempt status is that the exempt employee is to work the hours required to meet their work responsibilities. Non-Exempt Employees whose positions do not meet FLSA and state exemption tests and who are paid a multiple of their regular rate of pay for overtime hours worked. Full-Time Salaried An employee who is scheduled to work 30 or more hours in a workweek on a fixed work schedule. The employee may be exempt or non-exempt and is generally eligible for all employment benefits offered by the Company. Full-Time Hourly An employee who is scheduled to work 30 or more hours in a workweek on a fixed work schedule. The employee may be exempt or non-exempt and is generally eligible for all employment benefits offered by the Company. Part-Time Hourly An employee who is scheduled to work less than 30 hours in a workweek and may be eligible for some benefits. 8 7/22/2024 Employee Handbook Full-Time Teachers Teachers are on a fixed work schedule. Teachers are exempt from overtime and are generally eligible for all employment benefits offered by the Company. Teacher salaries will be divided and paid evenly across the entire year (August – July). If a teacher leaves before the end of the school year, their final pay will be prorated to reflect the percentage of teacher workdays that were actually worked. Normal deductions for taxes and benefits will reduce this gross amount. Temporary Employee An employee who is scheduled to work on a specific need of the Company. The employee will not receive any benefits unless specifically authorized in writing. Outside Employment Employees may hold outside jobs as long as they meet the performance standards of their job with PS Academy Arizona. All employees will be judged by the same performance standards and will be subject to PS Academy Arizona scheduling demands, regardless of any existing outside work requirements. If PS Academy Arizona determines that an employee's outside work interferes with performance or the ability to meet the requirements of PS Academy Arizona as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain with PS Academy Arizona. Outside employment that constitutes a conflict of interest is prohibited. Employees may not receive any income or material gain from individuals outside PS Academy Arizona for materials produced or services rendered while performing their jobs. Employment of Relatives and/or Personal Relationships in the Workplace PS Academy does not have a general prohibition against hiring relatives. However, an employee will generally not be hired, transferred, or promoted into a position where they will be managed, directly or indirectly, by a family member or romantic partner. Other factors may also be considered when hiring a relative or romantic partner of a current employee, placing them in a particular position, or creating reporting relationships. The Company may transfer an employee or otherwise change their employment status at any time for any reason, including to avoid the appearance of favoritism or other conflict of interest. 9 7/22/2024 Employee Handbook CONDUCT & BEHAVIOR General Conduct Guidelines Employees are expected to exercise common sense and courtesy at all times, for the benefit of clients, co-workers, and the Company as a whole. Professionalism is expected, as is respect for the safety and security of people and property. Failure to meet these expectations may be grounds for discipline, up to and including termination. The following are examples of unacceptable conduct, but this is not an exhaustive list. Failure to follow the policies outlined in this handbook. Negligent, careless, or inconsiderate treatment of clients or their information. Theft, misappropriation, or unauthorized possession or use of any property that does not belong to the employee. Unauthorized removal of Company property from the premises. Sharing trade secrets or other confidential business information with anyone who does not have an official need to know. Accessing, without authorization, confidential information pertaining to clients or employees. Falsifying or changing any type of Company, client, or employee document or record without authorization. Willfully, negligently, or carelessly damaging, defacing, or mishandling property of the Company, a client, or an employee. Taking or giving bribes of any nature. Entering Company premises without authorization. Violating security, safety, or fire prevention regulations, or tampering with safety equipment. Unauthorized use of a personal vehicle for Company business. Conduct that is illegal under federal, state, or local law. Creating a disturbance on Company premises. Use of abusive language. Any rude, discourteous, or unbusinesslike behavior, on or off Company premises, which is not protected by Section 7 of the National Labor Relations Act and that adversely affects the Company services, operations, property, reputation, or goodwill in the community, or interferes with work. Insubordination or refusing to follow instructions from a supervisor or manager; refusal or unwillingness to accept a job assignment or to perform job requirements. Leaving during scheduled work hours without permission; unauthorized absence from assigned work area during regularly scheduled work hours. Sleeping during regular working hours. Recording time for another employee or having time recorded by another employee. Use or possession of illegal drugs on Company premises at any time. Use of alcohol or illegal drugs during working hours, or working under the influence of 10 7/22/2024 Employee Handbook intoxicants. Unauthorized possession of a weapon on Company premises. Illegal gambling on Company premises. Soliciting, collecting money, vending, and posting or distributing bills or pamphlets during working hours in work areas. Such activity by employees during non-working time, including meal and rest periods, is not restricted so long as such activity does not interfere with the regular operation of business, is orderly, lawful, in good taste, conducted in an orderly manner, and does not create a safety hazard or a mess. Non-employees are prohibited from all forms of solicitation on Company property at all times. Sexual and Other Unlawful Harassment PS Academy is committed to providing a work environment free of harassment in any form, including inappropriate and disrespectful behavior, intimidation, and other unwelcome conduct directed at an individual because of their inclusion in a protected class. Applicable federal and state law defines harassment as unwelcome behavior based on someone's inclusion in a protected class. Sometimes language or actions that were not expected to be offensive or unwelcome actually are, so employees should err on the side of being more sensitive to the feelings of their co-workers rather than less. The following are examples of harassment; behaviors not in this list may also be considered harassment: Unwanted sexual advances; Offering employment benefits in exchange for sexual favors; Retaliation or threats of retaliation for refusing advances or requests for favors; Leering, making sexual gestures or jokes, or commenting on an employee's body; Displaying sexually suggestive content; Displaying or sharing derogatory posters, photographs, or drawings; Making derogatory epithets, or slurs; Ongoing teasing about an employee's religious or cultural practices; Ongoing teasing about an employee's sex, sexual orientation, or gender identity; Physical conduct such as touching, assault, or impeding or blocking movements Sexual harassment on the job is unlawful whether it involves coworker harassment, harassment by a manager, or harassment by persons doing business with or for the Company, such as clients, customers or vendors. Retaliation Any form of retaliation against someone who has expressed concern about any form of harassment, refused to partake in harassing behavior, made a harassment complaint, or cooperated in a harassment investigation, is strictly prohibited. A complaint made in good faith will under no circumstances be grounds for disciplinary action. Individuals who make complaints that they know to be false may be subject to disciplinary action, up to and including termination. 11 7/22/2024 Employee Handbook Enforcement All managers and supervisors are responsible for: Implementing the Company's harassment policy; Ensuring that all employees they supervise have knowledge of and understand the Company policy; Reporting any complaints of misconduct to the designated company representative, the HR Representative, so they may be investigated and resolved internally; Taking and/or assisting in prompt and appropriate corrective action when necessary to ensure compliance with the policy; and Conducting themselves in a manner consistent with the policy. Addressing Issues Informally Employees who witness offensive behavior in the workplace - whether directed at them or another employee - are encouraged, though not required, to immediately address it with the employee whose behavior they found offensive. An employee who is informed that their behavior is or was offensive should stop immediately and refrain from that behavior in the future, regardless of whether they agree that the behavior could have been offensive. Harassment Complaint Procedure Employees are encouraged to use the Complaint Procedure to report behavior that they feel is harassing, whether or not that behavior is directed at them. The Complaint Procedure provides for immediate, thorough, and objective investigation of claims of harassment. Appropriate disciplinary action will be taken against those who are determined to have engaged in harassing behavior. Abusive Conduct Abusive conduct means malicious conduct in the workplace that a reasonable person would find hostile or offensive and unrelated to an employer’s legitimate business interests. Abusive conduct may include repeated infliction of verbal abuse, such as the use of derogatory remarks, insults, and epithets, verbal or physical conduct that a reasonable person would find threatening, intimidating, or humiliating, or the sabotage or undermining of a person’s work performance. A single act will generally not constitute abusive conduct, unless especially severe. The Company considers abusive conduct in the workplace unacceptable and will not tolerate it under any circumstances. Employees should report abusive conduct to a manager or Human Resources. Managers are responsible for ensuring that employees are not subjected to abusive conduct. All reports will be treated seriously and investigated when appropriate. Employees who are found to have engaged in abusive conduct will be subject to discipline, up to and potentially including termination. Retaliation against an employee who reports abusive conduct or verifies that it took place is strictly prohibited. 12 7/22/2024 Employee Handbook Complaint Procedure PS Academy has established a procedure for a fair review of complaints related to any workplace controversy, conflict, or harassment. Employees may take their complaint directly to the person or department listed in Step 2 if the complaint is related to their supervisor or manager or if the employee feels the supervisor or manager would not provide an impartial resolution to the problem. Step 1 The complaint should be submitted orally or in writing to a supervisor, manager, or HR Representative within three working days of the incident or as soon as possible. Sooner is better, as it will assist in a more accurate investigation, but complaints will be taken seriously regardless of when they are reported. Attempts will be made to resolve the issue during meetings, but regardless of whether there is an immediate resolution, the supervisor or manager will give the employee a written summary of the meeting within three business days. Resolution may take longer if further investigation of the complaint is required. If the employee is not satisfied with the resolution, they may proceed to Step 2. Step 2 The employee may submit an oral or written request for review of the complaint and Step 1 resolution to the HR Representative or a designated investigator. The HR Representative or the designated investigator will review the complaint and resolution and may call an additional meeting to explore the problem. If warranted, additional fact-finding will be undertaken. Corrective & Disciplinary Action A high level of job performance and professionalism is expected from each employee. In the event that an employee’s job performance does not meet the standards established for the position, they violate company policies or procedures, or their behavior is otherwise unacceptable, corrective action may ensue. Corrective action may include, but is not limited to: coaching, oral or written warnings, performance improvement plans, paid or unpaid suspension, demotion, and termination. The type and order of actions taken will be at management's sole discretion and the Company is not required to take any disciplinary action before making an adverse employment decision, including termination. ATTENDANCE & COMPENSATION Timekeeping Accurately recording time worked is the responsibility of every nonexempt employee. Employees are prohibited from “checking on” in any more than 5 minutes before their scheduled shift or no more than 5 minutes after the start of their scheduled shift unless approved in writing by their supervisor. Furthermore, working “off the clock” is strictly prohibited. PS Academy Arizona strives to maintain strict compliance with the Fair Labor Standards Act (FLSA). 13 7/22/2024 Employee Handbook The rules below are designed to help PS Academy Arizona ensure that all employees are paid on time. These rules apply to nonexempt employees only. If you are unsure of your status as exempt vs. nonexempt, please email [email protected] for more information. Nonexempt employees are responsible for maintaining their own time records. This includes signing in and out accurately on the app. Allowing another employee to sign in/out or signing in/out for another employee is strictly prohibited. Tampering with timekeeping equipment is prohibited. Nonexempt employees are prohibited from performing any work during recorded breaks. Nonexempt employees who leave the property during the school day must sign out before leaving and sign in upon returning. Nonexempt employees must obtain supervisory approval before working over and above your normally scheduled work hours. If you do perform any work outside of your normally scheduled work hours, you must record the time accurately on your time records. Nonexempt employees must not carry over hours of work from one day to the next, or from one week to the next. Your time records should reflect the exact hours worked for each day indicated. Nonexempt employees are required to correctly use the timekeeping system on a regular basis. Employees who neglect to regularly use the timekeeping system will be subject to disciplinary action, up to and including termination. If an employee forgets to sign in or out on the app, the employee must email the supervisor immediately and indicate the time the employee left. Lunch Breaks Lunch break times are currently provided to relax and refresh you for the day’s work. Since each department’s and staff’s needs are different, ask your supervisor for your lunch schedule. Lunch periods are 30 minutes in length. They are automatically deducted from the time clock and are counted as unpaid time. Nonexempt employees are prohibited from performing any work while taking an unpaid meal break. If an employee works through a break, it is their responsibility to inform their supervisor if an adjustment is needed in the time clock. Overtime The Company complies with all applicable federal and state laws with regard to payment of overtime work. Non-exempt employees are paid overtime at the rate of one and one-half times the regular rate of pay for all hours worked over 40 in a workweek. 14 7/22/2024 Employee Handbook Employees are required to work overtime when assigned. Any overtime worked must be authorized by a supervisor or manager, in advance. Working unauthorized overtime or the refusal or unavailability to work overtime is not acceptable work performance, and is subject to discipline, including but not limited to termination. Pay Periods and Dates The standard seven-day payroll workweek for the Company will begin at 12:00 a.m. Sunday. All employees are paid every other Friday (bi-weekly). On each pay date, employees receive a statement showing gross pay, deductions, and net pay via the company employee portal. Automatic deductions such as additional tax withholding, contributions to voluntary benefit plans, and individual savings plans can either be adjusted in the payroll section or by requesting the change via email. In the event that a regularly scheduled payday falls on a day off such as a holiday, employees will receive pay on the last day of work before the regularly scheduled payday. For the employees’ convenience, we offer the option of having their paycheck automatically deposited to their bank account. It is the employees’ responsibility to update their direct deposit account information via the payroll system. Employees who prefer a paper check should email [email protected] and make this request. Employees can view an itemized statement of their wages on the school payroll portal. Payroll Deductions PS Academy complies with the salary basis requirements of the Fair Labor Standards Act (FLSA) and does not make improper deductions from the salaries of exempt employees. There are, however, certain circumstances where deductions from the salaries of exempt employees are permissible. Such circumstances include: When an exempt employee is absent from work for one or more full days for personal reasons other than sickness or disability When an exempt employee is absent for one or more full days due to sickness or disability if the deduction is made in accordance with a bona fide sick leave plan that provides compensation for salary lost due to illness To offset amounts received as witness or jury fees, or for military pay For disciplinary suspensions of one or more full days imposed in good faith for serious workplace policy violations For penalties imposed in good faith for serious safety infractions When an employee is on unpaid leave under the Family Medical Leave Act During an employee's first and last week of employment, if they work less than a full week If an employee believes that an improper deduction has been made, they should immediately report 15 7/22/2024 Employee Handbook this to their manager or email [email protected] for payroll processing. Reports will be promptly investigated and if it is determined that an improper deduction has occurred, the employee will be promptly reimbursed. Garnishments By law or court action, a creditor can require PS Academy Arizona to withhold a certain percentage of your pay. If garnishments or other withholding orders are instituted against an employee, the Company will deduct the required amount from the employee’s paycheck. Garnishment actions are conducted in compliance with appropriate federal and state laws. Attendance and Punctuality PS Academy Arizona expects employees to be reliable and to be punctual in reporting for scheduled work. Attendance and punctuality is vitally important to the academic and behavioral success of the PS Academy Arizona students and are an integral part of each employee’s performance. Poor or irregular attendance is disruptive to the school’s operations, lowers overall quality and continuity of work, and often is burdensome to other employees and students. Poor or irregular attendance may lead to disciplinary action, up to and including termination. All planned absences are to be pre-arranged with a minimum of one (1) week written notice. This includes unpaid or paid time off and time off for any other reason. Due to time off in lieu of our ample break and holiday schedule, including early release on Fridays, time off requests may not be granted. Failure to call in when absent for two consecutive days may result in termination. If the employee or a representative for the employee is unable to contact the School within two days due to extreme circumstances, the employee or his or her representative must contact the company as soon as practicable to explain the situation. PS ACADEMY ARIZONA REQUIRES ALL EMPLOYEES USE THE ATTENDANCE PROCEDURE BELOW IN THE EVENT YOU WILL BE TARDY TO WORK, ABSENT FROM WORK OR WHEN YOU LEAVE WORK DURING NORMALLY SCHEDULED HOURS: 1. When you are not going to be at work during your normal schedule whether it is preplanned or not the school requires you send an email at least one (1) hour prior to your scheduled start time to: [email protected] and include an expected return to work time/date AND add the missed time to the payroll system. If the absence is unplanned you will need to add the absence to the payroll system within 24 hours. 2. If the absence is a planned absence, you must first contact your supervisor to discuss your request, then submit an online request for time off through our online payroll system at least one (1) week in advance. 16 7/22/2024 Employee Handbook 3. PS Academy Arizona reserves the right to request a physician’s note prior to your return after three or more consecutive days of an absence. Violations of this procedure may result in disciplinary action. PLEASE NOTE: If there is a non-life-threatening outbreak, such as lice, pink eye, etc. among student(s), all staff are still expected to be present. Unless the employee’s health is in jeopardy, there is no reason to miss work for common children/school outbreaks. If such a case happens, immediate action will take place to resolve the issue, or remove the student who is contagious. BENEFITS & TIME OFF Benefits PS Academy Arizona currently offers a competitive health, vision, dental plan and 401K plan for full time employees. Employees receive detailed information about these benefit plans during new employee orientation or when the employee is eligible for the benefits. Please email [email protected] for specific details on any of the school benefits. COBRA The Consolidated Omnibus Budget Reconciliation Act (COBRA) provides the opportunity for eligible PS Academy employees and their beneficiaries to continue health insurance coverage under the Company health plan when a "qualifying event" could result in the loss of eligibility. Qualifying events include resignation, termination of employment, death of an employee, reduction in hours, a leave of absence, divorce or legal separation, entitlement to Medicare, or where a dependent child no longer meets eligibility requirements. Blackout Dates Due to the nature of our business and the impact absences have on our students, employees are not eligible to take time off from work during certain times of the academic calendar unless for a qualified reason under the Arizona Fair Wages and Healthy Families Act. THE BLACKOUT DATES ARE: Back to School Orientation/Training dates First 30 days of school First day before & after break or holiday Last 15 days of school 17 7/22/2024 Employee Handbook Failure to attend work during designated blackout days will result in a loss of pay for the day(s) missed and may include disciplinary action. Blackout dates do not apply to employees taking paid time off under the Arizona Fair Wages and Healthy Families Act (sick time). School Breaks There are three school breaks in the academic year. The actual dates of each break period changes from year to year and are based on the school calendar. They are always Monday – Friday. Full-Time Salaried Hourly Teachers Part-Time Temporary Fall week 1  Break week 2   unpaid* Teachers Winter week 1  are paid a not eligible Break week 2   unpaid* flat salary Spring week 1  Break week 2   unpaid* *PTO can be used to compensate for unpaid weeks Full-time salaried employees are expected to work the 1st week of each break. Holidays PS Academy Arizona will grant paid holiday time off to full-time employees based upon their employee classification. To be eligible for holiday pay, employees must work the last scheduled day immediately preceding and the first scheduled day immediately following the holiday and/or school break, unless the employee receives prior approval to take time off. A recognized holiday that falls on a Saturday will be observed on the preceding Friday. A recognized holiday that falls on a Sunday will be observed on the following Monday. Paid time off for holidays will not be counted as hours worked for the purposes of calculating overtime. 18 7/22/2024 Employee Handbook Paid Holiday Schedule: Full-Time Holidays Salaried Hourly* Teachers Part-Time Temporary New Year's Day   Martin Luther King   President's Day   Good Friday   Memorial Day  Teachers 4th of July  are paid a not eligible Labor Day   flat salary Veteran's Day   Thanksgiving Day   Day after Thanksgiving   Christmas Day   *If you are scheduled to work on the holiday Paid Time Off (PTO) At PS Academy Arizona serving the needs of students is our number one priority. The school year is filled with an abundance of breaks and holidays as well as early release on Fridays. However, PS Academy believes employees may need paid time off for personal reasons and to promote a healthy work-life balance. PTO must be used in minimum increments of one (1) hour. PTO will be front loaded in August of each year and must be used between August and May. Unused PTO will be paid out on the last pay period of the academic year (May). PTO will be pro-rated for new hires based on hire date Full-Time Salaried Hourly Teachers Part-Time Temporary 3 PTO    not eligible days We ask all of our staff to plan vacations, doctor’s appointments and other planned time off during our normally scheduled off time whenever possible. PTO under this policy may run concurrently with leave taken under other applicable policies, including leave taken under the Family and Medical Leave Act (“FMLA”). 19 7/22/2024 Employee Handbook Sick Time All employees are provided with 40 hours of sick leave at the beginning of each leave year. For purposes of this policy the leave year is the school year. Employees are eligible to use their sick time as it is available. Sick leave will be pro-rated for any new hires, with a deduction of 10 hours for each quarter not employed. When sick leave is used, it will be paid at the employee’s regular rate of pay. Sick leave must be used in 1-hour increments. Yearly usage is capped at 40 hours. Unused sick leave is not carried over to the next leave year. Unused sick leave may not be cashed out and will not be paid out at the end of employment. Employees rehired within nine months will be credited with their previously accrued but unused sick leave. Employees may use sick leave for the following: An employee’s mental or physical illness, injury or health condition, need for medical diagnosis, care or treatment of a mental or physical illness, injury or health condition or need for preventive health care; For the care of a family member with a mental or physical illness, injury or health condition, need for medical diagnosis, care or treatment of a mental or physical illness, injury or health condition or need for preventive health care; To seek legal, medical, psychological, or relocation services if an employee or their family member is a victim of domestic violence, sexual assault, or stalking; or When the employee’s place of business is closed by a public health official; when the employee needs to care for a child whose school or place of care is closed by a public health official; or when the employee or their family member needs to stay home because health authorities have determined they should do so in the interest of public safety. If the need for sick leave is foreseeable, employees must provide reasonable advance notice and should attempt to schedule their leave so that it has the least impact on business operations. If the need for sick leave is unforeseeable, the school should be notified as soon as possible and in accordance with the attendance policy. Employees who are absent for three or more consecutive workdays may be required to provide proof of the need for leave, such as signed documentation from a healthcare professional. Bereavement Leave Employees who wish to take time off due to the death of an immediate family member should notify their Manager immediately. Full-time employees may be granted up to five (5) days of paid leave for bereavement of immediate family members and two days of paid leave for bereavement of relatives. 20 7/22/2024 Employee Handbook Part-time and temporary employees may be granted up to five (5) days of unpaid leave for bereavement of immediate family members and two (2) days of unpaid leave for bereavement of relatives. An extension may be provided for unusual circumstances and must be authorized by the CEO. PS Academy Arizona defines "immediate family" as the employee's: Spouse Significant Other Children Mother and Father, including Step-mother and Step-father Mother-in-law and Father-in-law Brother and Sister PS Academy Arizona defines “relative” as the employee’s: Step-brother and Step-sister Grandparents Grandchildren Step-children Son-in-law and Daughter-in-law Brother-in-law and Sister-in-law Bereavement leave will normally be granted unless there are unusual business needs or staffing requirements. Employees may, with the approval of the CEO, use any available PTO hours for additional time off as necessary. Part-time and temporary employees may, with the approval of the CEO, use any available PTO hours for time off as necessary. The employee may be required to bring in a notice from the funeral home, religious institution, obituary, or other official site providing information and scan to [email protected]. Family and Medical Leave Act (FMLA) Under the Family and Medical Leave Act (FMLA), an eligible employee can take up to 12 weeks of unpaid, job-protected leave in a 12-month period. To be eligible, an employee must meet the following three criteria: Have worked for the Company for at least 12 months; Have at least 1,250 hours of service in the 12 months before taking leave; and Work at a location where the Company has at least 50 employees within 75 miles of the employee’s worksite. 21 7/22/2024 Employee Handbook Eligible employees can take leave for the following reasons: The birth of a child or placement of a child for adoption or foster care; To bond with a child (leave must be taken within one year of the child’s birth or placement); To care for the employee’s spouse, child, or parent who has a qualifying serious health condition; For the employee’s own qualifying serious health condition that makes the employee unable to perform their job; For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, child, or parent. An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with a serious injury or illness. Upon return from FMLA leave, most employees must be restored to the same job or one nearly identical to it with equivalent pay, benefits, and other employment terms and conditions. Using Leave An employee does not need to use leave in one block. When it is medically necessary or the Company otherwise approves, employees may take leave intermittently or on a reduced schedule. Employees on FMLA leave may be required to report periodically to the Company regarding their status and intent to return to work. An employee who fails to return to work at the expiration of the leave without an approved extension will be considered to have resigned. Employees must inform the Company if the need for leave is for a reason for which FMLA leave was previously taken or certified. Employees may choose, or the Company may require, use of accrued paid leave while taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, they must comply with the Company’s normal paid leave policies. Employees must give 30 days’ advance notice of the need for FMLA leave. If it is not possible to give 30 days’ notice, an employee must notify their manager as soon as possible. Documentation The Company may require a certification from a health care provider, and periodic recertification, supporting the need for leave. If certification is requested, employees will have 15 days to provide it. If we determine that the certification is incomplete, we will provide a written notice indicating what additional information is required. 22 7/22/2024 Employee Handbook Employees do not have to share a medical diagnosis but must provide enough information so that the Company can determine if the leave qualifies for FMLA protection. Sufficient information could include a doctor’s note informing the Company that the employee is or will be unable to perform their job functions, that a family member cannot perform daily activities, or that hospitalization or continuing medical treatment is necessary. If we become aware that an employee’s need for leave is for a reason that may qualify under the FMLA, we will notify the employee if they are eligible for FMLA leave and, if eligible, provide a notice of rights and responsibilities under the FMLA. If the employee is not eligible, we will provide a reason for ineligibility. The Company will notify employees if leave will be designated as FMLA leave, and if so, how much leave will be designated as FMLA leave. Benefits While employees are on FMLA leave, health insurance coverage will continue as if the employees were not on leave. Employees are responsible for their portion of the medical insurance premium cost, if any. Failure to pay the employee portion of the health insurance premiums in advance (or on the schedule established by the payroll department) may result in the termination of coverage. If eligible, the employee will receive notification of continuation of benefits. The Company reserves the right to seek reimbursement from the employee for the medical insurance premiums paid by the Company while the employee was on FMLA leave if the employee fails to return from FMLA. The Company will not seek reimbursement if the failure to return is due to continuation, recurrence, or onset of a serious health condition of the employee or the employee’s family member that would otherwise qualify for FMLA leave, or other circumstances beyond the employee’s control. The Company will not interfere with an employee’s FMLA rights or retaliate against them for using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the FMLA. Employees who believe they have not received the benefits to which they are entitled under FMLA are strongly encouraged to speak to another member of management or Human Resources for clarification or resolution. Failing that, an employee is able to file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private action. FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement that provides greater family or medical leave rights. Jury Duty PS Academy Arizona is committed to supporting the communities in which it operates. We support our employees in fulfilling their responsibilities to respond to jury service summons or subpoenas, attend court for prospective jury service or serve as a juror. Under no circumstances will employees be 23 7/22/2024 Employee Handbook terminated, threatened, coerced, or penalized because they request or take leave in accordance with this policy. Employees are expected to return to work if they are excused from jury duty during regular working hours. Two days of jury duty will be paid by PS Academy Arizona. Beginning the third day and thereafter, employees as jurors may use any available PTO hours to receive compensation. Exempt employees will not incur any reduction in pay for a partial week's absence due to jury duty. When an employee receives notification regarding upcoming jury duty, it is their responsibility to notify their supervisor as soon as possible. PS Academy Arizona may require that employees submit a copy of the summons to serve on the jury and/or proof of service upon completion of jury duty. Military Leave If employees are on an extended military leave of absence, they are entitled to be restored to their previously held position or similar position, if available, without loss of any rights, privileges or benefits provided the employee meets the requirements specified in the Uniformed Services Employment and Reemployment Rights Act (USERRA). An employee who is a member of the reserve corps of the armed forces of the United States or of the National Guard, the Naval Militia, or FEMA reservist will be granted temporary leave of absence without pay while engaged in military duty as required by state employment law. In certain circumstances, a letter from the employee’s commanding officer may be requested to establish the dates of duty. Crime Victim and Witness Leave Employees will be allowed to take leave from work in order to be present at criminal proceedings related to a criminal offense, to attempt to obtain an order of protection, to obtain an injunction against harassment, or other injunctive relief to ensure the health, safety, or welfare of the victim or the victim’s child. The Company may request proof of the need for leave. Employees who need to attend court as a witness, to appear with a minor, or because they are the victim in a criminal case, will be granted leave in order to appear in court. The Company may require proof of the need for leave. This leave is unpaid, though employees will be allowed to use accrued paid time off, if any is available. Exempt employees will be paid in accordance with the Fair Labor Standards Act. 24 7/22/2024 Employee Handbook Voting Leave Voting is an important responsibility we all assume as citizens. We encourage employees to exercise their voting rights in all municipal, state, and federal elections. Unless the polls are open for three consecutive hours before or after the employee’s shift, the employee will be given up to three hours to vote in any state or federal election. This voting leave will be compensated at the employee’s regular rate of pay. Employees must request voting leave at least one day before the election. The Company may specify which hours the employee may take, and the Company may count non-working hours toward the three-hour total. WORKPLACE GUIDELINES Hours of Work Employees are expected to be at their work area and ready to work at their scheduled time. Employees will be given their work hours upon hire and at the time of any change in position. If the normal work hours are changed or if the Company changes its operating hours, employees will be given notice. Off-the-Clock Work Non-exempt employees must accurately record all time worked, regardless of when and where the work is performed. Off-the-clock work (doing work that is not reported in the timekeeping system) is prohibited. No member of management may request, require, or authorize non-exempt employees to perform work without compensation. Any possible violations should be reported promptly to a member of management. Lactation Accommodation PS Academy provides a supportive environment to enable breastfeeding employees to express breast milk during work hours for up to one year following the birth of a child. Accommodations under this policy include a place, other than a bathroom, that is shielded from view and free from intrusion from co-workers and the public which may be used by an employee to express breast milk. Discrimination and harassment of breastfeeding mothers in any form is unacceptable and will not be tolerated. Searches and Inspections Any items brought to or taken off of Company premises, whether property of the employee, the Company, or a third party, are subject to inspection or search unless prohibited by state law. Desks, lockers, workstations, work areas, computers, USB drives, files, e-mails, voice mails, etc. are also subject to inspection or search, as are all other assets owned or controlled by the Company. Any inspection or search conducted by the Company may occur at any time, with or without notice. Failure to submit to a search will be grounds for discipline. 25 7/22/2024 Employee Handbook Confidentiality Employees may not disclose any confidential information or trade secrets to anyone outside the Company without the appropriate authorization. Confidential information may include internal reports, financials, client lists, procedures, or other internal business-related communications. Trade secrets may include information regarding the development of systems, processes, products, design, instrument, formulas and technology. Confidential information may only be disclosed or discussed with those who need the information. Conversation of a confidential nature should not be held within earshot of the public or clients. When any inquiry is made regarding an employee, former employee, client, or customer, the inquiry should be forwarded to a manager or Human Resources without comment from the employee. This policy is intended to alert employees to the need for discretion at all times and is not intended to inhibit normal business communications. In addition, nothing in this policy is intended to infringe upon employee rights under Section 7 of the National Labor Relations Act. Telephones, Cell Phones and Mobile Devices PS Academy Arizona has created an environment for the primary purpose of effectively educating students. In order to accomplish this mission, it is imperative that classroom instructional time be protected. Therefore, any activity that distracts the teacher or instructional assistant from his or her ability to focus for instructional purposes is prohibited. *Specifically prohibited is the use of cell phones by teacher or other instructional personnel during class time. * **NO staff should share their personal phone or email address with students or parents. There is to be NO texting between staff and parents/students!** Cell phones shall be used in a manner that does not disrupt instruction. It should not be used during school-sponsored programs, meetings, in-services, or other events where there exists a reasonable expectation of quiet attentiveness unless necessary for reasons of personal health or safety. Even when conducted at a permitted time and place, personal telephone calls should be limited to only those which are absolutely necessary and brief. Confidential information should not be discussed on a cell phone or via any mobile device. Phones and mobile devices with cameras should not be used in a way that violates other Company guidelines such as, but not limited to, EEO/Sexual Harassment and confidential information. Employee use of a cell phone or mobile device to access company systems is restricted/prohibited without prior authorization. Such access, once authorized, may subject the employee’s personal device to discovery 26 7/22/2024 Employee Handbook requests or school action. Employees authorized to access the school’s systems and information using a personal device must immediately inform the school if the device is lost or stolen Employees are prohibited from using a cell phone while transporting or riding in a vehicle with students, except in an emergency. Only designated employees are allowed to take pictures of students on their cell phone for the purpose of sharing with social media, yearbook, etc. All other employees are prohibited from taking pictures of students with their cell phone. Hardware and Software Use The following guidelines have been established for using the Internet and email in an ethical and professional manner. For the purpose of this policy, Company Internet includes productivity software, instant messaging applications, the Company cloud and networks, the intranet, and any other tool or program provided by or through the Company or its internet connection. Company Internet and email may not be used for transmitting, retrieving or storing any communications of a defamatory, discriminatory, harassing, or obscene nature. Telephones should only be used for company business. Employees should be professional and conscientious at all times when using Company phones or when using a personal phone for company business. Use of personal cell phones or other devices should be held to a reasonable limit. Reasonableness will be determined by management. Disparaging, abusive, profane, and offensive language are forbidden. Employees must respect all copyrights and may not copy, retrieve, modify, or forward copyrighted materials, except with permission or as a single copy for reference only. Almost every piece of content is or could be copyrighted (a notice of copyright is not required), so employees should proceed with caution when using or reproducing materials. Unless necessary for work, employees should avoid sending or receiving large files, watching videos, mass-forwarding emails, or engaging in other activities that either consume large amounts of bandwidth or create electronic clutter. Employees may not download any programs, applications, browser extensions, or any other files without prior approval or upon request of a manager. Each employee is responsible for the content of all text, audio, or images they place on or send over the Company’s internet and email system. Employees may not send messages in which they are not identified as the sender. Email is not guaranteed to be private or confidential. The Company reserves the right to examine, monitor, and regulate email messages, directories, and files, as well as internet usage. Internal and external email messages are considered business records and may be subject to discovery in the event of litigation. All company-issued hardware and software, as well as the email system and Internet connection, are 27 7/22/2024 Employee Handbook Company-owned. Therefore, all Company policies are in effect at all times when they are in use. Access to the internet through the Company's network is a privilege of employment that may be limited or revoked at any time. Use of Equipment and School Property The school facilities and office equipment are to be used for conducting business. The meeting rooms, copier, fax machine, postage meter and school mail system may not be used for personal matters. Intellectual Property When you commenced your employment with PS Academy Arizona you began, among other things, a legal relationship that gives PS Academy ownership and certain other rights in whatever work product you create as a PS Academy employee, in particular the products of your thinking and other creative efforts. These are generally referred to as "intellectual property”. In addition, all Confidential Information (defined in the section, “Confidentiality”), however stored, compiled or collected, constitutes the valuable intellectual property of PS Academy or the parties who furnished it to PS Academy. Under copyright law, all forms of expression that have been committed to a paper, computer memory, audio videotape, or other tangible medium, and that you prepared in the course of your employment, belong to PS Academy. These rights come to PS Academy by operation of law and without the necessity of PS Academy having to take any affirmative steps to preserve them. In addition, you should know that to the extent any of your work product qualifies as an invention for patent protection, you are required to assign these rights to PS Academy as a condition of your employment. Under the law of trade secrecy, any sensitive information belonging to PS Academy, either in whole or in part (such as computer programs, source or object codes, manuals, documentation, customer lists, client profiles, marketing plans, etc.), cannot be used without PS Academy’s express permission unless such use directly benefits PS Academy. Moreover, such information or material cannot be taken by you for distribution or publication outside PS Academy after you are no longer employed by PS Academy. Finally, under the law of trademarks and unfair competition, PS Academy’s name, trademarks, service marks, product names, program names, and other forms of trade identification all belong to PS Academy and cannot be used without its express permission. In the course of your employment, you must disclose to your supervisors any form of intellectual property you develop so that PS Academy may take any steps necessary to protect it. You should also understand that in the event your employment with PS Academy has terminated for any (or no) reason, you are required to leave behind all forms of intellectual property, including any copies. Any questions you may have regarding your responsibilities or PS Academy’s rights should be directed to management. In addition, if you have any doubt about what is or is not intellectual property, or what does or does not constitute the proper use of intellectual property, you should first consult with an owner prior to proceeding with any proposed use or program. 28 7/22/2024 Employee Handbook Media Inquiries Media inquiries in relation to the school must be handled in accordance with the following guidelines: Employees who receive inquiries from any media source should politely refer those individuals to Management. No employee besides the Directors may issue statements on behalf of the school. Security of Data and Information PS Academy Arizona takes extraordinary measures to protect our students’ and our employees’ personal data and information secure and private. Each employee is responsible for following our protocols and safeguards at all times. Specific training and guidance will be provided to each employee concerning the security of data and information. Some of the methods used to protect student data are: shredding of files on a daily basis after they have been scanned into the system, shredding of applications and financial data, securing archived hard copies of credit applications and credit card payment slips and receipts, using designated areas to discuss sensitive financial and personal information, or logging off when not using computers. For securing employee information, some measures that may be used are: limiting the use of faxes to convey financial or other sensitive information while other employees are around, securing hard copies or other employee paperwork of a financial, personal, or sensitive nature, not allowing personnel other than those authorized to have access to your computer, logging out of your system when you are not actively at your computer, limiting the use of email for personal, financial, or sensitive documents, and maximizing the use of a secured chain of custody when sending documents to designated personnel for action. Employees should log out of their session at the end of each work day. This prevents any loss of data when a session is forcibly closed after a certain period of inactivity, or for intermittent after-business- hours updates by IT staff. Social Media and Social Networking Conduct that negatively affects an employee’s job performance, the job performance of fellow employees, or the Company’s legitimate business interests—including its reputation and ability to make a profit—may result in disciplinary action up to and including termination. Below are some guidelines for the use of social media. These guidelines are not intended to infringe 29 7/22/2024 Employee Handbook on an employee’s Section 7 rights and any adverse action taken in accordance with this policy will evaluate whether employees were engaged in protected concerted activity. **NO following or “friending” current students on social media platforms!** Avoiding Harassment Employees must not use statements, photographs, video, or audio that could reasonably be viewed as malicious, obscene, threatening, or intimidating toward customers, employees, or other people or organizations affiliated with the Company. This includes, but is not limited to, posts that could contribute to a hostile work environment on the basis of race, sex, sexual orientation, disability, religion, national origin, or any other status protected by state or federal law. Avoiding Defamation Employees must not post anything they know or suspect to be false about the Company or anyone associated with it, including fellow employees and clients. Writing something that is untrue and ultimately harmful to any person or organization is defamation and can lead to significant financial liability for the person who makes the statement. Confidentiality Employees must maintain the confidentiality of Company trade secrets and confidential information. Representation Employees must not represent themselves as a spokesperson for the Company unless requested to do so by management. If the Company is a subject of the content being created—whether by an employee or third party—employees should be clear and open about the fact that they are employed with the Company but that their views do not necessarily represent those of the Company. Accounts Employees must not use Company email addresses to register for social media accounts unless doing so at the request of management. Employees who manage social media accounts on behalf of the Company should ensure that at least one member of management has all the login information needed to access the account in their absence. Personal Appearance – All Staff Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the image PS Academy Arizona presents to students, families and visitors. During school hours or when representing PS Academy Arizona, you are expected to present a clean, neat, and tasteful appearance. Clothing does not need to be expensive but should be clean and neat in appearance. Employees should consider their level of client and public contact and the types of 30 7/22/2024 Employee Handbook meetings they are scheduled to attend in determining what attire is appropriate. The dress code for PS Academy Arizona is meant to be a reflection of our professionalism and the students we serve. An employee’s appearance should always be neat, clean and professional. Attire should be unwrinkled with no visible holes or tears and should not be of an extreme style. During community outings and field trips, teachers and Instructional Assistants(“IAs”) must wear PS Academy Arizona shirts. (See your direct supervisor regarding the specific terms for your individual classroom.) The following are generally not acceptable: Bare feet or flip flops Spandex, sweats, or work out attire Sagging pants, shorts, or skirts Sexually provocative clothing or exposed undergarments Clothing with offensive slogans or pictures Clothing showing excessive wear and tear Any clothing or accessories that would present a safety hazard Visible tattoos that are not appropriate in content All employees are expected to maintain appropriate oral and bodily hygiene. Hair (including facial hair) should be clean and neat. Accessories should not interfere with an employee's work. The excessive use of perfume or cologne is unacceptable, as are odors that are disruptive or offensive to others or may exacerbate allergies. Managers are responsible for enforcing dress and grooming standards for their department. Any employee whose appearance does not meet these standards may be counseled. If their appearance is unduly distracting or the clothing is unsafe, the employee may be sent home to change into something more appropriate. Reasonable accommodation will be made for employees' sincerely held religious beliefs and disabilities when such accommodations do not cause an undue burden. Employees who would like to request an accommodation or have other questions about this policy should contact their supervisor. Business Ethics and Conduct The successful business operation and reputation of PS Academy Arizona is built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for integrity and doing the right thing requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity. 31 7/22/2024 Employee Handbook The continued success of PS Academy Arizona is dependent upon our families’ trust and we are dedicated to preserving that trust. Employees owe a duty to PS Academy Arizona to act in a way that will merit the continued trust and confidence of our families and the public. When faced with ethical issues, employees are expected to make the right professional decision, consistent with our principles, policies and standards every time. Doing the right thing even when nobody is watching sets us apart from the competition. It says a lot about who we are and what we are about. It builds trust between us and our families and it builds trust between Management and our staff. Without the trust between us, we cannot thrive as a school. Employees are expected to obey the law and exercise the highest standard of ethics in all decisions that may impact the school. In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. Compliance with this policy of business ethics and conduct is the responsibility of every PS Academy Arizona employee. Employees are expected to report perceived ethical violations. The school expects employees to make a timely report to enable the school to investigate and resolve any behavior that may be in violation. Report the incident to your immediate supervisor. Your report will be kept as confidential as practicable. The school prohibits retaliation against an employee for filing a report or for assisting in an investigation. Conflict of Interest A conflict of interest arises when an employee is engaged in activity that could be detrimental to the company. This includes when an employee improperly uses their position with the company for personal gain or the gain of someone with whom they have a relationship. Improper use includes behavior that is illegal, as well as behavior that is unethical or questionable to a reasonable person. These are some examples of a conflict of interest: An employee requesting or requiring gifts or discounts in exchange for starting or continuing a business relationship with a client or vendor An employee selecting a relative's company as a supplier when they have not produced the best proposal An employee taking a second job working for a competitor and sharing confidential company information with the competitor An employee taking a second job that interferes with their ability to do their work for the Company at their full potential, whether due to scheduling, exhaustion, or some other factor Because how things appear, whether accurate or not, has a significant impact on the Company's reputation, employees should also avoid the appearance of a conflict of interest. If questions arise as 32 7/22/2024 Employee Handbook to whether a certain activity or behavior is a conflict of interest, employees should speak with their manager or HR. Performance Evaluations The Company endeavors to conduct employee reviews. Please contact and advise your supervisor or Human Resources if more than one year has passed since receiving formal feedback. Gifts A gift given to a teacher to use solely in the classroom to buy classroom supplies is not considered a gift to the teacher personally. A teacher who receives such a gift must keep receipts documenting that the money was used for classroom supplies. Gifts should be considered an act of kindness and generosity and must not affect the outcome of grades or treatment to the gift giver. HEALTH, SAFETY AND SECURITY Smoking, Tobacco, and E-Cigarettes Smoking is prohibited in and within 20 feet of all public areas and places of employment in Arizona. Additionally, PS Academy and its employees must ensure that smoke does not enter the enclosed area and that student, co-workers and visitors do not have to breathe the smoke when using entrances. Smoking is not permitted on school grounds, inside school buildings, in school parking lots or playing fields, in school buses or vehicles and at school-sponsored events. This prohibition includes all forms of tobacco and e-cigarettes. Employees wishing to smoke should do so during their break times, outside Company facilities, in designated areas, and in accordance with local ordinances. Drug and Alcohol To ensure a safe and productive work environment the school prohibits the use, sale, dispensation, manufacture, distribution or possession of alcohol, drugs, controlled substances, medical marijuana, or drug paraphernalia on any school premises or work sites. This prohibition includes school-owned vehicles or personal vehicles being used for school business or parked on school property. Additionally, PS Academy Arizona may take disciplinary action, including discharge, for the illegal off-duty use, sale, dispensation, manufacture, distribution or possession of drugs and controlled substances and the illegal use or distribution of alcohol. No employee shall report to work or be at work with alcohol or with any detectable amount of 33 7/22/2024 Employee Handbook prohibited drugs in the employee’s system. A detectable amount refers to the standards generally used in workplace drug and alcohol testing. An Arizona medical marijuana registered cardholder may not possess or ingest medical marijuana while at work or work while impaired by medical marijuana. Additionally, if the Company would lose a monetary or licensing benefit under federal law or regulation, the school will refuse to hire or keep employed an Arizona medical marijuana registered cardholder. When an employee must take prescription or over-the counter drugs, the employee must ask the medical professional or pharmacist if the drug has any side effects which may impair the employee’s ability to safely or productively perform the employee’s job duties. If there is potential impairment of the employee’s ability to work safely or productively, the employee must report this information to the supervisor. With input from the employee, PS Academy Arizona will determine if the employee should work in his regular job, be temporarily assigned to another job, or placed off work. PS Academy reserves the right to test any employee for the use of illegal drugs, marijuana, or alcohol, in accordance with applicable law. Employees in safety-sensitive positions may be subject to regular or random drug testing. Drug or alcohol tests may also be conducted after an accident in which drugs or alcohol could reasonably be involved, or when behavior or impairment on the job creates reasonable suspicion of use. Under those circumstances, the employee may be driven to a certified lab for testing at the Company’s expense. Refusal to be tested for drugs or alcohol will be treated the same as a positive test result. Any violation of this policy will result in disciplinary action up to and including termination. Weapons PS Academy Arizona strictly prohibits weapons of any type in its facilities, and at any school- sponsored events. This includes visible and concealed weapons, even those for which the owner has obtained the necessary permits. This policy does not include firearms that may be locked in your personal vehicle on school property. While this list is not all-inclusive, “weapons” includes firearms, knives, any explosive materials, and any other objects that could be used to harass, intimidate, or injure another individual. Violators of this policy will be subject to disciplinary action, up to and including termination. The school reserves the right at any time and at its discretion to search all vehicles, packages, containers, briefcases, purses, lockers, desks, enclosures, and persons entering its property for the purpose of determining whether any weapon has been brought into its facilities in violation of this policy. Employees who fail or refuse to promptly permit a search under this policy will be subject to discipline up to and including termination. 34 7/22/2024 Employee Handbook Emergency Closings PS Academy Arizona realizes that bad weather or hazardous commuting conditions may occasionally make it difficult for employees to report to work on time. However, you are expected to make a diligent effort to report to work when conditions have improved. If you determine that you are unable to report to work because of the conditions, inform your supervisor or immediate supervisor as soon as possible. Your absence may be charged to personal unpaid time or vacation time. If it becomes necessary to shut down the school due to weather or other emergency, employees will be notified by the school’s emergency alert system. It is imperative you keep your contact information up to date. If there is a question as to whether the office will be open, call your place of work. If there is no answer within one hour after the normal start time, assume the school is closed. Safety and Injury Reporting The school is committed to a safe work environment for employees. Employees should report any unsafe practices or conditions to their supervisor. If employees are injured on the job, no matter how minor, they must immediately report this to the nearest available manager. Reporting should not be allowed to delay necessary medical attention. If medical treatment for an on-the- job injury is needed, it should be obtained from one of the school’s designated physicians. If urgent care is needed and a school physician is not available, please seek assistance from the nearest urgent care. Workplace Violence and Security The Company expects all employees to conduct themselves in a non-threatening, non- abusive manner at all times. No direct, conditional, or veiled threat of harm to any employee, customer, business partner, or Company property will be acceptable. Acts of violence or intimidation of others will not be tolerated. Any employee who commits, or threatens to commit, a violent act against any person while on Company premises, will be subject to discipline, up to immediate termination. Employees share the responsibility of identifying and alleviating threatening or violent behaviors. Any employee who is subjected to or threatened with violence, or who is aware of another individual who has been subjected to or threatened with violence, should immediately report this information to a manager. Threats will be investigated, and appropriate remedial or disciplinary action will be taken Workers’ Compensation PS Academy carries insurance that covers work-related injuries and illnesses. The workers' compensation insurance carrier governs the benefits provided. These benefits will not be limited, expanded, or modified by any statements of Company personnel or Company documents. In the case of any discrepancy, the insurance carrier's documents will control. 35 7/22/2024 Employee Handbook SEPARATION OF EMPLOYMENT Resignation If you desire to end your employment relationship with the school, we ask that you notify us at least two weeks before the intended separation. Notice generally allows sufficient time to transfer work, cover shifts, return school property, review eligibility for continuation of insurance, and make arrangements for your final pay. Employees who plan to retire are asked to provide sufficient advance notice to the school so we can process any pension forms or other retirement benefits in a timely fashion to which an employee may be entitled. Termination All employment with the Company is “at-will." This means that either the Company or the employee can terminate the employment relationship at any time, with or without notice, and for any reason allowed by law or for no reason at all. An employee’s at-will status can only be changed by written contract, signed by both the employee and the President or CEO. Exit Interviews Either before leaving or shortly after leaving, you may be asked to participate in an exit interview. This will provide closure to your employment with PS Academy Arizona and will allow the school to ensure it has resolved various administrative matters, answer any questions about continuation of benefits, and listen to any of your comments or ideas about improving the school’s operations. Post-Employment References PS Academy policy is to confirm dates of employment and job title only. With written authorization, the Company will confirm compensation information when permissible by applicable law. Forward any requests for employment verification to [email protected]. Personal Possessions and Return of Company Property Employees ar

2024-25 Employee Handbook 7-24-24 pdf.pdf

Document Details

Tags

Related

Full Transcript

Upgrade to continue