EmployeeManual_09-10

The Employee Manual for 2009-2010 is available below as a PDF.



It is a pleasure to welcome you to Constellation Schools. As you become more familiar with your assignment and better acquainted with other staff members, you will find that every employee is a vital, contributing partner to our mission. We are confident that your presence will further enhance our progress. This handbook highlights your rights, responsibilities and benefits and has been designed to help answer your immediate questions relating to your employment. Individuals are expected to read and familiarize themselves with the content of this manual. While we have attempted to address most topics that an employee needs or wants to know about his / her employment, this handbook is not a comprehensive document and does not include all the personnel policies and procedures adopted by the Board of Directors. A complete Policy and Procedure Manual is retained at each school and the Constellation Schools’ office. Employees are advised to take specific questions not covered in this booklet to the Human Resource Manager or the Principal of your school. When conflicts arise between the Board official policy and this handbook, the official policy shall govern. This handbook does not constitute a contract of employment and is not intended to be a promise of future or continued employment with Constellation Schools. The Board of Directors reserves the right to change policy without notice, when necessary. A statement of change will be issued to all employees.  The Personnel Policies as stated have been reviewed by the Personnel Committee of the Board of Directors of Constellation Schools and approved by the Board of Directors of Constellation Schools.  Revised 11/2007 Adopted May 19, 2005
 * INTRODUCTION**

 Constellation Schools creates and provides diverse superior educational opportunities for a community of learners, built on a foundation of character education in a safe environment, insuring the success of all children in our advancing technological society.
 * MISSION STATEMENT**

Constellation Schools will create a premier learning community characterized by high expectations and academic excellence.
 * VISION STATEMENT**

Our students will be actively engaged in the process of learning and will become responsible involved citizens. They will be life long learners, technologically proficient and perform to their maximum potential.

Our parents will be positively engaged in the education of their children and be participants in school activities.

Our personnel will be committed, competent, compassionate individuals who will consistently exemplify the highest ethical and professional standards.

Our management team will provide superior leadership, resources, and support to facilitate the optimal operations of our school.

Our Board of Directors will guide the organization in creating a culture of excellence and success.


 * VALUE STATEMENT**

As a school of choice, we believe all children deserve a superior education in a safe, caring, nurturing environment.

We will create a community of learners where children excel, become responsible citizens, and are exposed to the highest ethical standards.


 * TABLE OF CONTENTS**

POLICIES Non-discrimination. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A-1 Firearms. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A-2 Harassment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A-3 Safe Workplace. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A-4 Report of Violation of Law. . . . . . . . . . . . . . . . . . . . . . . . . . . .A-5 Smoke Free Environment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A-6 School Closings. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A-7 Facilities Use. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . A-8 Non-solicitation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A-9 Legal. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .A-10

EMPLOYMENT Employment Status. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . B-1 Salaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . B-2 Work Schedule. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . B-3 Time Records. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . B-4 Identification Badges. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . B-5 Employee Categories. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .B-6 New Employee Requirements. . . . . . . . . . . . . . . . . . . . . . . . . B-7 Employee Qualifications. . . . . . . . . . . . . . . . . . . . . . . . . . . . .B-9 Personnel Files. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .B-11 Evaluation and Termination. . . . . . . . . . . . . . . . . . . . . . . . . . .B-12 Employee Discipline. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .B-13 Disciplinary Procedure. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . B-14 Termination. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .B-15 Conflict Resolution Procedure. . . . . . . . . . . . . . . . . . . . . . . . . B-16

BENEFITS General. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .C-1 Overtime Pay. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .C-2 Insurance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . C-3 Retirement. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .C-4 Benefit Leave. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .C-5 Professional Leave and Development. . . . . . . . . . . . . . . . . . . . .C-8 Workers Compensation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .C-9 Unemployment Compensation. . . . . . . . . . . . . . . . . . . . . . . . . .C-10

EMPLOYEE CONDUCT AND RESPONSIBILITIES Conflict of Interest. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . D-1 Code of Conduct. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .D-2 Dress and Grooming. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .D-3 Use of Alcohol and / or Drugs. . . . . . . . . . . . . . . . . . . . . . . . . D-4 Absence from Duty. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . D-7 Student / School Responsibilities. . . . . . . . . . . . . . . . . . . . . . . D-8 Use of Electronic Equipment. . . . . . . . . . . . . . . . . . . . . . . . . . D-9

POLICY – GENERAL NON-DISCRIMINATION**  Constellation Schools is an Equal Opportunity Employer. It is our policy to administer all of our employment practices, including those pertaining to recruitment, hiring, placement, transfer, promotion or compensation, layoff or termination, and selection for training in a nondiscriminatory manner without regard to age, color, sex, national origin, disability, race, religion, or status of a Vietnam veteran or on any other basis prohibited by Federal, State, or Local law. Constellation Schools will also make reasonable accommodation for qualified individuals with known disabilities unless doing so would result in an undue hardship. Employees with a question or concern about discrimination in the workplace are encouraged to bring the concern to the attention of the Princiap, or, if the Principal is at issue, to the Executive Director, or, if that is not possible, to the Chairman of the Board of Directors.. No reprisal will be permitted for raising concerns or making a report. Anyone determined to have engaged in discrimination or retaliation for a report of discrimination will be subject to disciplinary action, up to and including termination of employment. POLICY – GENERAL FIREARMS PROHIBITED**  Firearms, including concealed handguns carried by an individual with a lawfully obtained permit, are prohibited in any school facility and / or property owned, leased, occupied or operated by Constellation Schools and are not permitted on school grounds, or at any school-sponsored event.
 * A-1
 * A-2

POLICY – GENERAL HARASSMENT POLICY**  Constellation Schools strives for work environments in which all individuals are treated with respect and dignity. Each individual has the right to work in an atmosphere which promotes equal opportunities and prohibits discriminatory practices and harassment based upon age, disability, national origin, race, religion, or gender. Harassment, whether verbal, physical, or environmental, is unacceptable and will not be tolerated. For purposes of this policy, harassment is defined as unwelcome or unwanted conduct of an offensive nature (whether verbal, visual, or physical) when: 1) submission to or rejection of this conduct by an individual is used or threatened to be used as a factor in decisions affecting hiring, evaluation, promotion, or other aspects of employment; or 2) this conduct has the purpose or effect of unreasonably interfering with an individual’s employment performance or creating an intimidating, abusive, hostile, or offensive work environment. Examples of harassment include, but are not limited to: unwanted sexual advances; demands for sexual favors in exchange for favorable treatment or continued employment; repeated jokes which include offensive references to age, disability, national origin, race, religion, or gender; unwelcome flirtations, advances, or propositions; verbal abuse of a sexual nature; graphic, verbal abuse of a sexual nature; graphic, verbal commentary about an individual’s body, sexual prowess, or sexual deficiencies; leering; whistling; touching; pinching; assault; coerced sexual acts; suggestive, insulting, threatening, or obscene comments or gestures; dissemination or display in the workplace of objects, written materials, or pictures which include offensive references to age, disability, national origin, race, religion, or gender; asking questions about sexual conduct; racial or ethnic slurs or epithets. Harassment is unacceptable in the workplace and any work-related setting, such as business trips, meetings, or business-related social events. This policy protects all employees. We will not tolerate, condone, or allow harassment, whether engaged in by fellow employees or other non-employees who conduct business with Constellation Schools. We encourage all employees who believe they are being harassed to firmly and promptly notify the offender that his or her conduct is unwelcome. However, we recognize that, in some instances, power and / or status disparities between the alleged harasser and the employee may make such a confrontation impossible. In the event that such informal, direct communication between individuals is either ineffective or impossible, a complaint may be filed by one experiencing or witnessing harassment. Please follow the guidelines set forth in Policy 3.1034 of the Policy and Procedures Manual.
 * A-3

POLICY – GENERAL SAFE WORKPLACE AND SCHOOL ENVIRONMENT**  Our goal is to provide a safe and healthy environment for our students and employees. To accomplish this, we rely on every employee to immediately report anything that creates dangerous or unsafe conditions to the Principal / Supervisor or Executive Director for remedial action.
 * A-4

POLICY – GENERAL RIGHT OF EMPLOYEES TO REPORT VIOLATION OF LAW** <span style="font-family: Times New Roman,Times New Roman;"> <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">An employee should notify his / her Principal or supervisor, orally and in writing, of illegal activity occurring on school property or committed by school employees, if the illegal activity is a felony; is likely to cause an imminent risk of physical harm; or, may be a hazard to public health or safety. If the employer fails to correct the violation, or make a reasonable, good faith, effort to correct the violation within 24 hours, the employee may file a written report of the violation with the prosecuting attorney of the county or municipal corporation where the violation occurred, with a peace officer, with the inspector general if it is within his jurisdiction, or with any other public official or agency that has regulatory authority over the employer. The employer may not take any disciplinary or retaliatory action against an employee who makes a report pursuant to this section, provided the employee makes a reasonable and good faith effort to determine the accuracy of the information so reported.
 * A-5

POLICY – GENERAL SMOKE FREE ENVIRONMENT** <span style="font-family: Times New Roman,Times New Roman;"> <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">School facilities and / or property owned, leased, occupied or operated by Constellation Schools are smoke free environments and smoking is not permitted in any building or on the grounds, or at any school-sponsored event. <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">**A-7 POLICY – GENERAL** If the local public school district closes due to hazardous weather conditions, schools within the closing district will also close. Notification will be through the local media. However, if the local public schools are closed for a reason other than severe weather, or generally hazardous conditions created by the weather, then the Executive Director, in consultation with the Principal, will determine whether your school will be closed. A telephone chain will notify staff and parents if the school is closed for reasons other than inclement weather. Should it be necessary to close your school for an emergency or any other reason, we will provide parents and employees with as much notice as possible.
 * A-6
 * SCHOOL CLOSING**

POLICY – GENERAL FACILITIES USE POLICY** <span style="font-family: Times New Roman,Times New Roman;"> <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">The use of school facilities or property owned, leased, occupied or operated by Constellation Schools shall not be made available to the community, general public, individuals or organizations for social, civic, religious, recreational or similar meetings, gatherings and / or events that are not directly related to the operation, mission and purpose of the school. For purposes of this policy, groups or organizations sponsored by the school, or which are under the direct supervision and guidance of a faculty advisor or facilitator, shall be deemed "directly related to the operation, mission and purpose of the school." Where such a group or organization wishes to use school facilities, the faculty advisor or facilitator must obtain the prior written approval of the Principal, and, must be present for the duration of the meeting and ensure that the building is secure after all participants have exited.
 * A-8

POLICY – GENERAL NON-SOLICITATION POLICY** <span style="font-family: Times New Roman,Times New Roman;"> <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Non-employees are prohibited from soliciting and distributing literature at all times anywhere on Constellation Schools’ property, including parking lots. Non-employees have no right of access to non-public areas and only to the public areas of the school in connection with its public educational purposes. Non-employees must check in at the school office upon entering the premises and state the purpose of this or her business. Employees must immediately report any prohibited conduct, and non-authorized, non-employees to the Principal or other management official.
 * A-9

POLICY – GENERAL LEGAL POLICY** <span style="font-family: Times New Roman,Times New Roman;"> <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">No employee of Constellation Schools shall meet with, discuss, provide documents or information to, or otherwise disclose the business of the organization, its officers, directors, employees, parents or students, in any pending or threatened litigation or other legal matter, without first consulting with, and obtaining the approval of, the organization’s legal counsel.
 * A-10

<span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">

POLICY – EMPLOYMENT EMPLOYMENT STATUS** <span style="font-family: Times New Roman,Times New Roman;"> Constellation Schools has "employment-at-will" relationships with all employees. This means that as a member of the staff, you are free to terminate your employment, at any time, with or without reason, and that Constellation Schools has the same right to end en employment relationship with you. Each year Constellation Schools may offer employment agreements to employees. These agreements set forth your rights, responsibilities and obligations as an employee of Constellation Schools and are not intended to modify your status as an "at will" employee. Every employment agreement is subject to the policies set forth by the Policy and Procedure Manual which has been approved and adopted by the Board, and any amendments, modifications or subsequent changes in these policies or procedures that the Board may, from time-to-time, approve. Any inconsistency between an employment agreement and the formally approved and adopted Policy and Procedure Manual will be resolved in favor of the Policy and Procedure Manual and against the terms contained in the employment agreement. All employment agreements are subject to final approval by the Board and are "at will" agreements. Only the Board has the authority to enter into an employment agreement contrary to "employment-at-will" precepts, and, any such contractual agreement must be in a formal written document, authorized by the Board. POLICY - EMPLOYMENT SALARIES** <span style="font-family: Times New Roman,Times New Roman;"> <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;"><span style="font-family: Verdana, Geneva, sans-serif;">Annually, the Board reviews the employee salary and benefit schedules to determine whether modifications to either are appropriate and / or necessary. Changes approved and adopted by the Board take effect on July 1<span style="font-family: Times New Roman,Times New Roman;">st of each year, unless otherwise specified. Employees employed for the entire school year will be paid in 24 equal installments according to the following schedule: 1. Employees who have worked for Constellation Schools for at least a portion of the preceding year will be paid on the 15<span style="font-family: Times New Roman,Times New Roman;">th and last day of each month, commencing in July. When a payday falls on a weekend or a holiday, the payday will be the last regular workday before the weekend or holiday.
 * B-1
 * B-2

2. Employees new to Constellation Schools and who have been hired prior to August 1<span style="font-family: Times New Roman,Times New Roman;">st will be paid on the 15th and last day of each month, commencing in August. Employees employed for a period which is less than the entire school year will have their salaries pro-rated and will be paid on the 15<span style="font-family: Times New Roman,Times New Roman;">th and last day of each month, commencing with the first possible pay date following their date of hire. Where appropriate, benefits will also be prorated. Constellation Schools pays all employees through direct deposit electronic transactions. Every employee is required to establish a bank account at a financial institution that accepts electronic transactions and is approved by Constellation Schools. <span style="font-family: Verdana, Geneva, sans-serif;">**B-3 POLICY – EMPLOYMENT WORK SCHEDULE** <span style="font-family: Times New Roman,Times New Roman;"> <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">The Board establishes a school calendar and daily schedule each year to meet the needs of the schools and the students. The calendar and schedule may be modified, from time-to-time, with the approval of the Board. A general description of employee work hours will be announced prior to the beginning of each school year. However, salaried academic administrative personnel and teachers or otherwise exempt employees are expected to work as many hours as necessary to get the job done and ensure that the children and the school are successful. <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">**B-4 POLICY – EMPLOYMENT**  <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;"><span style="font-family: Verdana, Geneva, sans-serif;">**TIME RECORDS** <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">All employees are required to sign in upon arriving and sign out prior to leaving each day or use such electronic recordkeeping system as may be prescribed. Employees are prohibited from signing in or out, or scanning electronic identification for any other employee, and doing so will result in severe discipline, including possible termination, for both employees. Hourly employees are responsible for keeping accurate time records and submitting these records in a timely manner to the Principal and / or the Human Resource Department at Constellation Schools, as instructed. Under no circumstances may you have another employee complete your time records, nor may you complete time records for another employee, and doing so will result in severe discipline, including possible termination, for both employees. <span style="font-family: Verdana, Geneva, sans-serif;">**B-5 POLICY – EMPLOYMENT EMPLOYEE IDENTIFICATION BADGES** <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">To ensure the safety of students, visitors and employees, and the security of the building, an I.D. badge, provided by Constellation Schools, is required to be worn during school hours and at school related activities. The I.D. badge shall be kept free of attachments as not to detract from the professionalism of the badge. I.D. badges will reflect the employee’s current name, location/school and job title, and be worn with the picture showing. Information is not to be hand written on the I.D. badge. If the I.D. badge becomes outdated and / or the employee’s picture no longer accurately represents the current appearance of the employee, he / she is expected to have an updated picture taken. There will be a $25.00 fee charged to replace any lost or damaged I.D. badge. <span style="font-family: Verdana, Geneva, sans-serif;">**B-6 POLICY – EMPLOYMENT EMPLOYEE CATEGORIES** <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Constellation Schools’ employees are classified into one or more of the following categories: <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">FULL-TIME EMPLOYEE <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">A full-time employee is one who is expected to regularly work an average of no less than 40 hours per week and between a minimum of assigned school work days and every work day throughout the fiscal year<span style="font-family: Times New Roman,Times New Roman;">. Full-time employees are eligible for benefits as established by the Board of Directors. PART-TIME EMPLOYEE <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">A part-time employee is one who is expected to work less than 40 hours per week on average. While all policies and procedures apply to part-time employees, no benefits are available to part-time employees unless specifically indicated upon hire. <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">TEMPORARY and / or SEASONAL EMPLOYEE <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Based upon scheduling needs and fluctuating work demands, Constellation Schools may also employee temporary or seasonal employees. While all policies and procedures apply equally to temporary and seasonal employees, no benefits are available to temporary and / or seasonal employees unless specifically indicated upon hire. <span style="font-family: Verdana, Geneva, sans-serif;">**B-7 POLICY – EMPLOYMENT NEW EMPLOYEE REQUIREMENTS** <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">ORIENTATION PERIOD Although employment at Constellation Schools is "at will", new employees are subject to a 120 calendar day initial evaluation / probationary period. This allows Constellation Schools to see how well you adapt to your new job, relate to your co-workers, and perform your duties. During this evaluation period your employment with Constellation Schools may be terminated for any reason or no reason at all, with or without notice and with or without cause. Current employees who are transferred to a new position or employees experiencing performance issues may also be subject to a probationary period at the sole discretion of the employee’s principal or supervisor. ENTRY YEAR TEACHERS Constellation Schools strongly believes that it is essential to provide new teachers with adequate support and encouragement to ensure that they have an opportunity to grow and mature professionally. We provide entry year teachers with an appropriate mentor, and fully comply with all other state requirements with respect to entry year teachers. Our mentors observe and support the entry year teacher throughout the year. STAFF ORIENTATION All staff members are required to attend a staff orientation prior to the first day of school. This orientation formally welcomes everyone and is designed to provide employees with background information regarding Constellation Schools; review current organizational policies; communicate our expectations for staff performance; and provide employees with an opportunity to ask questions and interact with members of the organization’s leadership team. CRIMINAL BACKGROUND CHECK Every employee must undergo a criminal background check. Certain convictions as outlined in Ohio Law will prohibit an individual from being employed in a public school. A listing of the disqualifying offenses may be obtained from the Executive Director and / or Human Resource Manager. <span style="color: #003dbb; font-family: Times New Roman,Times New Roman;">
 * B-8**

TUBERCULIN TESTING New Employees – Prior to the first day of school, new employees must: 1. Present documented evidence of having a negative tuberculin test (Mantoux Test 5 TU PPD preferred) within ninety (90) days before the first day of work; 2. If a known positive reactor, have a chest X-ray and other appropriate examinations revealing the absence of tuberculosis in a communicable state within ninety (90) days before the first day of work. Returning Employees – All returning employees, whether teaching or administrative staff must: 1. Present documented evidence of having a negative tuberculin test (Mantoux 5 TU PPD preferred) every third year after the initial test; 2. If a known positive reactor, have a chest X-ray annually or if the employee has completed a course of preventative therapy or adequate chemotherapy in accordance with guidelines prescribed by the Executive Director of the Ohio Department of Health, have a chest X-ray at three (3) year intervals; 3. Have additional tuberculosis screening at more frequent intervals at the discretion of the Board of Health.

<span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">**B-9 POLICY – EMPLOYMENT** <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;"><span style="font-family: Verdana, Geneva, sans-serif;">**EMPLOYEE QUALIFICATIONS** <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">TEACHERS Prior to employment, teaching applicants must submit the following documents: 1. Application for employment; 2. Evidence of a Bachelors Degree or higher; 3. Certified transcripts from an accredited college or university attended by the teacher; 4. Copy of the diploma issued by an accredited college or university; 5. A current Teaching Certificate / License issued by the Ohio Department of Education R.C.3319.22; 6. Evidence of a tuberculin test completed immediately prior to employment; 7. References and recommendations for employment, and; 8. An application for the completion of a criminal background check as required by Ohio Revised Code 109.572 and 3319.39. New employees are employed on a conditional basis pending receipt of a satisfactory background check. Teachers must possess physical and mental health so as to be able to perform the essential functions of the position and fulfill the conditions of employment or the continuation of employment. Teachers who instruct more than 12 hours a week at the primary level are required to be certificated to teach by the State of Ohio. Staff members who teach less than 12 hours per week need not be licensed. Teachers may be required to possess such other experience, training or special skills as may be required by the Principal, Executive Director or the Board for any specific position. ASSISTANT TEACHERS / TEACHER AIDES Prior to employment, Assistant Teacher / Teacher Aide applicants must submit the following documents; 1. Application for employment; 2. Written references and recommendations for employment; 3. Copy of a valid Teacher Aide Permit issued by the Ohio Department of Education; 4. An application for the completion of a criminal background check as required by Ohio Revised Code 109.572 and 3319.39. Employees will be employed on a conditional basis pending receipt of a successful background check. Assistant Teachers / Teacher Aides must possess both physical and mental health to be able to fulfill the duties of employment or the continuation of employment. Assistant Teachers / Teacher Aides may be required to possess such other experience, training or special skills as may be required by the Principal, Executive Director or the Board for any specific position. <span style="color: #003dbb; font-family: Times New Roman,Times New Roman;"> <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">**B-10**

OTHER EMPLOYEES Prior to employment, applicants for other positions must submit the following documents: 1. Application for employment; 2. Written references and recommendations for employment; 3. Copies of any specific license or certificate as may be required by law or by the Principal, Executive Director or the Board for the position sought; 4. An application for the completion of a criminal background check as required by Ohio Revised Code 109.572 and 3319.39. New employees will be employed on a conditional basis pending receipt of a satisfactory background check. Employees must possess both physical and mental health to be able to fulfill the duties of employment or the continuation of employment. Employees may be required to possess such other experience, training or special skills as may be required by the Principal, Executive Director or the Board for the position. SUBSTITUTE TEACHERS Substitute teachers must possess a valid license issued by the Ohio Department of Education. If an applicant can provide evidence that application for a substitute teacher license has been made, the applicant may be employed conditionally for up to 60 days pending receipt of the certificate. If a certificate is not obtained within that period of time, employment will be terminated. <span style="font-family: Verdana, Geneva, sans-serif;">All substitute teachers must make application for a criminal background check required by Ohio Revised code 109.572 and 3319.39. New substitute teachers are employed on a conditional basis pending receipt of a satisfactory background check.

<span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">**B-11 POLICY – EMPLOYMENT** <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;"><span style="font-family: Verdana, Geneva, sans-serif;">**PERSONNEL FILES** <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Constellation Schools will maintain personnel files on each employee. These files may contain the following information: 1. Employment application, resume, and related documents, including criminal background check 2. Any form required by Federal, State and Local government 3. Transcripts, teaching credentials 4. Written performance evaluations 5. Letters of commendation or other indications of excellent performance 6. Reprimands or other written disciplinary records, including grievances and resolutions 7. State Certification/Licensure 8. Evidence of continuing education including Child Abuse Identification and Bloodbourne Pathogen training 9. TB Test, Hepatitis B Consent or Declination To ensure that personnel files are up-to-date at all times, it is the responsibility of each employee to promptly notify the Human Resource Department of Constellation Schools of any changes in name, telephone number, home address, marital status, change in legal name, addition or deletion of dependents, change in beneficiaries, change in Federal or State tax deductions, scholastic achievements, change in emergency information, or other relevant personal information.

ACCESS TO PERSONNEL FILES <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Personnel files are the property of Constellation Schools and access to the files, and the information they contain, is restricted. Generally, management personnel of Constellation Schools and their subsidiaries that have legitimate reason to review information in a file are allowed to do so. Employees who wish to review their own file should contact the Human Resource Department of Constellation Schools. Upon reasonable advance notice, employees may review their own personnel file at the offices of Constellation Schools in the presence of an individual appointed by Constellation Schools to maintain the files. Copies of the personnel files are not available except to the extent required by law.

MEDICAL RECORDS <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Employee medical applications and records are maintained in a file separate from other personnel records, and access to such medical information will be restricted. <span style="font-family: Verdana, Geneva, sans-serif;">**B-12 POLICY – EMPLOYMENT EVALUATION, DISCIPLINE AND TERMINATION** <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Constellation Schools is committed to providing every employee with the tools necessary to be successful. To that end, on a regular basis, the Principal / Supervisor reviews staffing, training and organization needs. All staffing and organization plans must be approved by the Board before implementation.

PERFORMANCE EVALUATION <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Every staff member, both licensed and non-licensed will receive formal performance evaluations during the year which will incorporate all ongoing assessments (observations) made throughout the year. Performance evaluations and feedback sessions will be completed by the Principal / Supervisor with input from other persons as appropriate. The performance evaluation process is designed to provide the information employees need to order to maintain or improve his / her performance. Results of performance evaluations will be used to assess continued employment and the level of compensation for the following year. However, an employee may be terminated or not be invited to return the following year regardless of prior positive performance evaluations. All evaluation documents shall be dated and signed by the evaluator and acknowledged by the person being evaluated. However, an employee’s failure or refusal to acknowledge an evaluation shall not affect the validity of the evaluation or preclude the inclusion of the evaluation in the employee’s personnel file.

PERFORMANCE IMPROVEMENT PLAN <span style="font-family: Times New Roman,Times New Roman;"> Following an employee formal or informal evaluation, the Principal / Supervisor may determine that the employee’s performance does not meet the standards of Constellation Schools and may create a Performance Improvement Plan for the employee. This process shall not interfere with the school’s right to terminate an employee. Typically, a Performance Improvement Plan will involve three steps: 1. The Principal / Supervisor meets with the employee to discuss the performance concern(s) and to identify ways to improve the employee’s performance or behavior. This discussion should be documented and include specific measurable performance objectives that the staff member must meet within a specified time. 2. If the employee does not meet the objectives by the time of the second meeting or if improvement is not sustained, then at the discretion of the Principal / Supervisor, a second plan similar to the first may be devised or the Principal / Supervisor may elect to proceed to step 3 (below). This meeting must also be documented. 3. If the employee’s performance still does not improve or is not sustained at a level satisfactory to the Principal / Supervisor, then appropriate action may be taken which could include termination.

POLICY – EMPLOYMENT EMPLOYEE DISCIPLINE** <span style="font-family: Times New Roman,Times New Roman;"> <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;"><span style="font-family: Verdana, Geneva, sans-serif;">Constellation Schools is committed to establishing and maintaining supervisory practices and procedures that support effective operations in the interest of the organization and its employees. Such procedures may include the administration of disciplinary action to assist employees in overcoming work-related problems, performance deficiencies, or behavior that violates our policies, practices, and procedures. Although we maintain a progressive disciplinary procedure, circumstances may warrant disciplinary action outside of the progressive procedure. The progressive procedure may not be appropriate: (1) when the conduct at issue involves severe performance deficiencies, performance problems related to skill or ability, or certain types of inappropriate conduct; (2) when the initial steps of progressive discipline do not assist the employee in correcting the problem; (3) when the employee occupies a position requiring the exercise of effective management and leadership; or (4) when the employee’s actions, or inactions, may seriously impair the ability of Constellation Schools to carry out its mission. If Constellation Schools determines that these, or similar circumstances exist, progressive disciplinary procedure may not be utilized. Moreover, under certain circumstances, a Principal / Supervisor may determine that although progressive discipline should be implemented, certain steps in the procedure may be omitted or repeated. The progressive disciplinary procedure does not apply to employees during the probationary period. Employment with Constellation Schools is at-will and the Personnel Policies and Procedures Manual does not alter this relationship, nor does it constitute a contract of employment, an offer to enter into a contract of employment, or a promise of specific treatment in specific situations. <span style="font-family: Verdana, Geneva, sans-serif;">**B-14 POLICY – EMPLOYMENT DISCIPLINARY PROCEDURE**
 * B-13

STEP 1: ORAL DISCUSSIONS AND WARNING <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">The initial step of the progressive disciplinary procedure is for the Principal / Supervisor to discuss the problem with the employee as soon as possible after the incident or awareness of the problem occurs, to suggest ways to improve or correct the problem and identify a time period for corrective action. This meeting shall be documented with a description of the content of the meeting.

STEP 2: WRITTEN WARNING <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">The second step is for the Principal / Supervisor to provide the employee with a written warning and is generally taken when the initial step does not correct the problem, although a Principal / Supervisor may determine that a written warning is warranted as the initial step. The Principal / supervisor should meet with the employee, outline the problem, suggest ways to improve or correct the problem and identify a time period for corrective action. The specifics of this discussion should be documented in a letter or memorandum that is provided to the employee, initialed by the employee, and forwarded to the Executive Director of Constellation Schools for placement in the employee personnel file. If the employee refuses to sign or initial the document, this should be documented by the Principal / Supervisor. However, an employee’s failure or refusal to acknowledge the letter or recommendation shall not prevent the document from becoming part of the employee’s official personnel file.

STEP 3: SUSPENSION <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Although not generally a step in the progressive disciplinary procedure, the Principal / Supervisor, in consultation with the Executive Director, may suspend an employee for up to three days without pay where the employee’s misconduct justifies immediate action.

STEP 4: DISCHARGE <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">If prior measures fail to correct a problem, the final step in the progressive discipline procedure is termination. If the Principal / Supervisor is satisfied that discharge is appropriate, and the Executive Director concurs, discharge will be initiated. The circumstances that led to the decision to discharge the employee should be documented by the Principal / Supervisor and included in the employee’s personnel file.

DOCUMENTATION <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Documentation of the oral discussion, written warning, suspension or discharge will become part of the employee’s personnel file. If there has been no further disciplinary action involving a current employee after eighteen (18) months of continuous employment, he / she may request of the Executive Director that documentation of a written warning be removed from his / her personnel file. <span style="font-family: Verdana, Geneva, sans-serif;">**B-15 POLICY – EMPLOYMENT TERMINATION** <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Constellation Schools is an "at will" employer and as such, an employee may be terminated with or without notice and with or without cause. Listed below are some reasons which may result in an employee being disciplined or terminated. This list is not intended to contain all possible reasons for termination.
 * 1) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Theft or dishonesty;
 * 2) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Intentional destruction of school property
 * 3) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Unauthorized use of school property;
 * 4) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Falsification of school records;
 * 5) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Unacceptable work performance;
 * 6) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Willful violation of school policies or property;
 * 7) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Unacceptable attendance record and / or punctuality;
 * 8) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Providing inappropriate assistance to students on standardized tests and proficiency tests;
 * 9) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Threatening, harassing, assaulting or abusing any student, employee or visitor;
 * 10) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Fighting, physical violence and verbal abuse;
 * 11) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Possession of firearms or explosives;
 * 12) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Violation of the drug, alcohol and / or smoking policies;
 * 13) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Intoxication or use of alcohol on school property;
 * 14) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Neglect of duty and disruption of others;
 * 15) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Insubordination;
 * 16) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Abuse or inappropriate access of confidential information
 * 17) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Willful violation of school safety or security regulations.

<span style="color: #000000; font-family: Verdana, Geneva, sans-serif;"><span style="font-family: Verdana, Geneva, sans-serif;">RESIGNATION <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">When an employee wishes to resign, the resignation must be submitted in writing to the Principal / Supervisor at least 30 days prior to the effective date. All school property must be returned prior to the employee’s last day or the employee’s final check will be held.

REDUCTION OF STAFF <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">All employees of Constellation Schools is an "at will" employee, therefore, the Board of Directors reserves the right to eliminate positions and reduce staff as deemed necessary. The Executive Director shall make recommendations for staff reduction and present them to the Board for appropriate action

SEPARATION REQUIREMENTS <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Employees whose employment with Constellation Schools has terminated, either voluntarily or non-voluntarily, are required to meet with the Principal or the Human Resource Manager and return all property, including: computers and other electronic devices or accessories; keys and identification badges; and books, documents, photographs and other miscellaneous items. An employee’s final check will be held until the Executive Director is satisfied that all school property has been returned. <span style="font-family: Verdana, Geneva, sans-serif;">**B-16 POLICY – EMPLOYMENT CONFLICT RESOLUTION PROCEDURE** <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Conflicts and / or grievances by the staff should be submitted to the Executive Director of Constellation Schools where the Principal is part of the grievance. Otherwise, the Principal is responsible for all conflicts and / or grievances that are filed in the course of the year and the Board of Directors will refer such grievances back to the Principal. Where the Principal and Executive Director are unable to resolve the grievance, staff may submit the matter to the Chairman of the Board. <span style="font-family: Verdana, Geneva, sans-serif;">

POLICY – BENEFITS GENERAL POLICY** <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Constellation Schools has adopted a compensation and benefit package designed to attract highly qualified applicants and encourage current employees to maintain their employment with us. Recognizing that we cannot compete dollar for dollar with the traditional public schools, we strive to establish pay levels that are fair and competitive; provide an exceptional level of support, and a great deal of autonomy for our employees; and, create work environments that are appealing and pleasant. Each year the Board of Directors reviews wages, salaries and benefits, taking into consideration many factors, in an effort to meet the needs of our employees. <span style="font-family: Verdana, Geneva, sans-serif;">**C-2 POLICY – BENEFITS OVERTIME PAY** <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Under the Federal Fair Labor Standards Act, exempt employees are usually defined as salaried executives; professional; administrative and outside sales persons. These types of employees, which typically make up the vast majority of Constellation Schools School employees, are exempt from the law requiring payment for overtime work. Exempt employees are responsible for working as many hours as necessary to get the job done and are not offered overtime pay. Non-exempt employees are those employees that are covered by the overtime provisions of the Fair Labor Standards Act and they are entitled to receive overtime pay. Overtime is defined as hours worked in excess of 40 hours per week (Sunday through Saturday). Overtime hours are paid at time and one half the hourly rate. <span style="font-family: Verdana, Geneva, sans-serif;">**C-3 POLICY – BENEFITS INSURANCE**
 * C-1

MEDICAL INSURANCE <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">All eligible employees may participate in the medical insurance plan provided by Constellation Schools. To be eligible, an employee must work a minimum of 30 hours per week. Employees enrolled in the medical insurance plan are responsible for a percentage of the monthly premium. Information and enrollment forms will be made available to employees at the time an eligible position is offered, a qualifying event occurs or during the annual open enrollment period.

DENTAL INSURANCE <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">All eligible employees may participate in the dental insurance plan provided by Constellation Schools. To be eligible, an employee must work a minimum of 30 hours per week. Employees enrolled in the medical insurance plan are responsible for a percentage of the monthly premium Information and enrollment forms will be made available to employees at the time an eligible position is offered, a qualifying event occurs or during the annual open enrollment period.

LIFE INSURANCE <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">All eligible employees will be provided with term life insurance in an amount determined by the Board of Directors. Constellation Schools is responsible for the monthly premium.

SECTION 125 CAFETERIA PLAN <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">A Section 125 Cafeteria Plan is available to employees. Pursuant to the terms of this plan, employees may contribute before-tax dollars to pay for employer sponsored, payroll deducted insurances. <span style="font-family: Verdana, Geneva, sans-serif;">**C-4 POLICY – BENEFITS RETIREMENT**

STATE TEACHERS RETIREMENT SYSTEM (STRS) <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Certificated and Licensed employees will contribute to STRS as required by law. Contribution rates are established by STRS, upon recommendation of its consulting actuary, but cannot exceed statutory maximums of 10% for employees and 14% for employers. STRS provides basic retirement benefits, disability, survivor and retirement health care benefits to members and beneficiaries, based upon eligible service credit. Benefits are established by O.R.C., Chapter 3307. STRS issues a publicly available financial report that includes financial statements and required supplementary information. The report may be obtained by writing to the State Teachers Retirement System, 275 East Broad Street, Columbus, Ohio 43215-3771.

SCHOOL EMPLOYEE RETIREMENT SYSTEM (SERS) <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Non-certificated employees will contribute to SERS, as required by law. Contribution rates are not determined actuarially, but are established by the SERS Retirement Board within rates allowed by statute but cannot exceed statutory maximums of 10% for employees and 14% for employers. SERS provides basic retirement benefits, disability, survivor and retirement health care benefits to members and beneficiaries, based upon eligible service credit. Benefits are established by O.R.C., Chapter 3309. SERS issues a publicly available financial report that includes financial statements and required supplementary information. The report may be obtained by writing to the School Employees Retirement System, 45 North Fourth Street, Columbus, Ohio 43215-3634.

MEDICARE <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Under current law, employees and employers must each contribute the required 1.45% of all employees’ wages as established by Congress for Medicare.

403(b) TAX DEFFERED ANNUITIES <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Employees may elect to participate in tax deferred annuities. All tax deferred annuity plans are at the option of the employee and the employer makes no contributions to any annuity plan. All contributions will be made with employee funds through payroll deduction and will be made with before-tax dollars. <span style="font-family: Verdana, Geneva, sans-serif;">**C-5 POLICY – BENEFITS BENEFIT LEAVE**

SICK LEAVE <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Full time employees will accumulate 1.25 days of sick leave each month of employment (15 days per year) up to a maximum of 120 days. In the sole discretion of the Executive Director, employees who have exhausted their sick leave may receive an advance of sick leave equal to the number of sick leave days which can be earned during the remainder of the school year. Advanced sick leave that remains unearned shall be repaid by payroll deduction. Sick leave may be used for the following purposes: <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;"><span style="font-family: Verdana, Geneva, sans-serif;">An employee who has been absent for five (5) consecutive days, must provide verification of the illness from a licensed physician. However, any employee that is absent of otherwise misses a day that is planned for in-service, professional development or committee assignments must provide verification from a licensed physician and failure to do so will result in the loss of pay for that day. In addition, the Principal / Supervisor may request verification at such times and in such instances as the Principal / Supervisor deems appropriate. A newly hired employee who transfers from another public school district may be credited with the unused balance of his / her sick leave from that system, up to 120 days. Upon termination, accumulated sick leave cannot be converted to cash but may be transferable upon the written request of the terminated employee.
 * 1) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Personal illness including pregnancy-related illness.
 * 2) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Personal injury.
 * 3) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Illness, injury or death in the employee’s immediate family. "Immediate family" means: spouse, children, stepchildren, parent or grandparent.

PERSONAL LEAVE <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Each full time employee is given two (2) personal leave days per year. Personal leave will not be deducted from accumulated sick leave days and do not carry over from year-to-year. Personal leave days may require a minimum three day advance notice and approval of the Principal / Supervisor, and may not be taken on an in-service / professional development day or the day preceding or following a school holiday or vacation period. Upon termination, any unused personal leave cannot be converted to cash.
 * C-6**

JURY DUTY LEAVE <span style="font-family: Verdana, Geneva, sans-serif;">Full time employees who are selected for jury duty will be excused for the duration of the leave and receive his / her normal pay for each day served, for up to two weeks. No employee summoned to serve as a juror shall be discharged or threatened with discharge due to being called as a juror, provided the employee provides reasonable notice to the Principal / Supervisor prior to the commencement of service and the absence is due to the actual service. Upon return to work, the employee must deposit his / her jury duty pay accompanied by a pay receipt with the Treasurer. Failure to do so will result in the forfeiture of the employee’s salary for the period of jury duty.

MILITARY LEAVE <span style="font-family: Verdana, Geneva, sans-serif;">Constellation Schools will observe all applicable laws concerning military leave and re-employment rights following military training and service.

VACATION <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;"> st <span style="color: #000000; font-family: Times New Roman,Times New Roman;">, vacation will be pro-rated. Although granted at the beginning of each fiscal year, vacation is accrued on a pro rata basis, i.e., one-twelfth (1/12) of the total number of vacation days for each full month worked. Therefore, upon termination or resignation, any vacation days paid over the accrued rate will be deducted from the employee’s final pay. Vacation will be granted to all employees required to be at work on a year-round basis. This includes Principals, Administrative / Clerical staff and Central Office staff. The number of weeks will be determined by the Executive Director. For year-round employees who begin employment after July 1 Upon termination, any unused vacation cannot be converted to cash.

HOLIDAYS <span style="font-family: Verdana, Geneva, sans-serif;">The school calendar specifies holidays for teachers and other instructional staff. The holiday schedule for non-instructional staff, including administrative personnel, is established each year by the Board of Directors.
 * C-7**

FAMILY AND MEDICAL LEAVE <span style="color: #003dbb; font-family: Times New Roman,Times New Roman;"> Eligible employees will be granted family and medical leave. An employee is eligible under the Federal Family and Medical Leave Act (FMLA) if: 1. The employee has been employed by Constellation Schools for at least twelve (12) months; 2. The employee has worked a minimum of 1250 hours during the twelve (12) month period before the leave is requested. An employee may take a total of twelve (12) weeks of unpaid leave during the twelve (12) month period described below for any one or more of the following reasons: 1. The birth of a son or daughter of the employee; 2. The placement of a son or daughter with the employee for adoption or foster care; 3. To care for a spouse, son, daughter or parent if such spouse, son, daughter or parent has a serious health condition; 4. The employee has a serious health condition that makes the employee unable to perform the functions of his / her position. An employee is required to give thirty (30) days written notice of his / her intent to take leave, unless such leave is unforeseeable. Notification must be made to the Human Resource Department of Constellation Schools for proper documentation and authorization. Every employee returning from Family and Medical Leave must present certification of the employee’s fitness to return to work and notification of any restrictions relating to the leave of absence. While on Family and Medical Leave, the employee must use any and all benefit leave including sick leave, personal leave and vacation leave (if eligible). If benefit leave is exhausted prior to the employee’s return to work, the employee will go on unpaid leave. The employee will remain covered by the school sponsored health care benefits while on leave. However, he / she will be required to continue payment of any contribution for insured benefits. <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">**C-8 POLICY – BENEFITS** <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;"><span style="font-family: Verdana, Geneva, sans-serif;">**PROFESSIONAL LEAVE AND PROFESSIONAL DEVELOPMENT** <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Constellation Schools is committed to quality professional development for staff. Each full-time employee is allocated $300 per fiscal year, and each part-time employee who works over 15 hours a week per contract year shall be allocated $100 per fiscal year to pay for relevant professional development activities. In addition to paid in-service days each year that are scheduled by Constellation Schools, each full-time employee receives two (2) professional leave days each year to attend meetings, conferences and / or educational programs. In-service days and other professional development offered to all employees on a company wide basis are not deducted from an individual employee’s allocation. Employees are discouraged from using professional leave days during the first six weeks and the last six weeks of each school year. Professional development monies and professional leave days are to be used for conferences, workshops and other appropriate activities directly related to professional duties and / or the Individual Professional Development Plan of the employee. Mileage reimbursement, hotels and other related costs are included in the per person annual allotment. Employees attending professional development activities are required to provide his / her Principal / Supervisor with a report upon returning. <span style="font-family: Verdana, Geneva, sans-serif;">**C-9 POLICY – BENEFITS OHIO WORKERS COMPENSATION** <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Constellation Schools will comply with all applicable Ohio Workers’ Compensation laws. This includes maintaining complete payroll records; providing an annual statement to the Bureau of Workers’ Compensation; and keeping records of all injuries and occupational diseases and providing the Bureau of Workers’ Compensation with a report of any such injuries or diseases. An employee sustaining an injury in the course and scope of employment, may avail himself / herself of Ohio’s Workers’ Compensation laws as set forth in R.C., Chapter 4123, and may be entitled to compensation for said injury pursuant to these statutes. Employees must notify the employer within 24 hours of any injury. Constellation Schools has adopted a workplace transition philosophy and will work with the employee, Bureau of Workers’ Compensation and the employee’s attending physician to develop a transition plan which will allow the employee to return to the workplace at the earliest possible date. <span style="font-family: Verdana, Geneva, sans-serif;">**C-10 POLICY – BENEFITS OHIO UNEMPLOYMENT COMPENSATION** <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Constellation Schools will comply with all applicable Ohio Unemployment Compensation laws. This includes maintaining accurate employment records of all employees and furnishing such information to the Ohio Department of Job and Family Services. An employee whose employment has been terminated from Constellation Schools, may be entitled to collect unemployment compensation benefits pursuant to R.C., Chapter 4141. <span style="font-family: Verdana, Geneva, sans-serif;">

POLICY – EMPLOYEE CONDUCT AND RESPONSIBILITIES CONFLICT OF INTEREST** <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">During School hours employees are prohibited from engaging in any personal activities and associations that may conflict with or distract from their duties with Constellation Schools. Examples of such activities include, but are not limited to, private enterprises, campaigning for a candidate for political or elected office, and soliciting fees for private tutoring of students. Employees may never engage in any activities that conflict with the interests of Constellation Schools regardless of whether they are paid or given other consideration. Employees wishing to engage in outside employment or summer employment must notify their Principal / Supervisor, in writing, and provide the name of the employer and the nature of the employment. Staff members who have any question regarding a potential conflict of interest should confer with the Principal or Executive Director. <span style="font-family: Verdana, Geneva, sans-serif;">**D-2 POLICY – EMPLOYEE CONDUCT AND RESPONSIBILITIES CODE OF CONDUCT** <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Constellation Schools are "character education" schools designed to provide training for students in the areas of values, citizenship and personal conduct. Therefore, we require exemplary moral and ethical standards of conduct by its employees. The Board of Directors also requires that all employees maintain high standards in interpersonal relationships with other employees, parents, visitors and students.
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STUDENT CODE OF CONDUCT <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">To ensure an environment conducive to learning, we have developed specific rules, regulations, policies and procedures to provide guidance to (1) students – so that there will be no ambiguity as to what is expected, and (2) staff – so that when it is necessary to discipline a student, it will be done fairly and respectfully. It is essential that the disciplinary policies and procedures adopted by the Board of Directors be consistently applied to all students. All employees are expected to know and enforce these policies and procedures. POLICY – EMPLOYEE CONDUCT AND RESPONSIBILITIES DRESS, GROOMING AND CONDUCT <span style="font-family: Times New Roman,Times New Roman;"> ** <span style="font-family: Verdana, Geneva, sans-serif;">All employees are expected to set an example for students to follow regarding dress and grooming. Employees shall dress professionally and conduct themselves in a manner which reflects the discipline, respect and dignity associated with the image of the school. Personal hygiene is an important part of an employee’s professional appearance. All employees are expected to practice good personal hygiene. Hair must be neat, clean and appropriately styled. Beards are to be neat and well trimmed. Perfume, cologne, cosmetics and jewelry are to be used in moderation. Pierced earrings may only be worn in the ears and no other visible body piercing is permitted. Tattoos must be covered in an appropriate manner so as to not be visible. The Principal will make the final determination as to the appropriateness of staff attire and / or grooming, and may send an employee home, or take other disciplinary action, when necessary. <span style="font-family: Verdana, Geneva, sans-serif;">**D-4 POLICY – EMPLOYEE CONDUCT AND RESPONSIBILITIES USE OF ALCOHOL AND / OR DRUGS** <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Constellation Schools prohibits the possession of, use of, or being under the influence of alcohol or illegal drugs or other controlled substances during working hours, while on Constellation Schools’ property or in any facility maintained by Constellation Schools. Alcohol or dug use which imperils the health and well-being of its employees or threatens its business will not be tolerated.
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PROHIBITIONS <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Our policy prohibits the following: 1. Use, possession, manufacture, distribution, dispensation, or sale of illegal drugs on Constellation Schools premises, or in school-supplied vehicles, or during working hours. 2. Unauthorized use or possession, or any manufacture, distribution, dispensation, or sale of a controlled substance on Constellation Schools premises or any facility maintained by them in school-supplied vehicles, or during working hours. 3. Use, manufacture, distribution, dispensation, possession, storage, or any sale of alcohol or illegal drugs or controlled substances on Constellation Schools, or in school-supplied vehicles, or during working hours. 4. Being under the influence of alcohol or a controlled substance or illegal drugs on Constellation Schools premises or during school business or at any facility maintained by the school, or during working hours. 5. Use of alcohol off Constellation Schools premises that adversely affects the employee’s work performance, his own or others’ safety at work, or which we regard as adversely affecting its reputation in the community or with its customers. 6. Switching or adulterating any urine, blood, or other sample submitted for testing. 7. Refusing consent to testing or to submit a urine, blood, or other sample for testing when requested by management. 8. Refusing to submit to a search when requested by management in accordance with this policy. 9. Failure to adhere to the requirements of any alcohol or drug treatment or counseling program in which the employee is enrolled. 10. Arrest or conviction under any criminal drug law. 11. Arrest or conviction under any law prohibiting driving under the influence of alcohol or other drugs. 12. Failure to notify the Constellation Schools of any arrest or conviction under any criminal drug law or laws prohibiting driving under the influence of alcohol or other drug, within five (5) days of the arrest or conviction.
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SEARCHES <span style="font-family: Verdana, Geneva, sans-serif;">Whenever Constellation Schools has reason to believe that an employee possesses alcohol or drugs on our premises or the employee’s work performance or on-the-job behavior may be affected by alcohol or drugs, we may search the employee, the employee’s locker, desk, or other school property under the control of the employee, as well as the employee’s personal effects or automobile on our property or any facility that we maintain, including common parking areas which are not school property but which are designated for employees.

CONSEQUENCES <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Violation of our Alcohol and Drug Abuse Policy may result in severe disciplinary action, including discharge, at our sole discretion. In addition to any disciplinary action, we may refer the employee to a treatment and counseling program for alcohol or drug abuse. The Executive Director of Constellation Schools shall determine whether an employee who has been referred for alcohol or drug treatment and counseling should be temporarily reassigned to another position. Any employee testing positive for alcohol or drugs while undergoing treatment and counseling for alcohol or drug abuse will be promptly terminated, regardless of whether such treatment and counseling is voluntary or required by us.

TESTING <span style="color: #003dbb; font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">When there is reason to believe that an employee’s work performance or on-the-job behavior may be affected in any way by alcohol or drugs, we may require the employee to submit a urine, blood, or other sample for testing. We will afford employees subject to testing the opportunity, prior to testing, to list all prescription and non-prescription drugs they have used in the last thirty (30) days and to explain the circumstances surrounding the use of such drugs. Employees subject to testing must sign an approved form consenting to the testing and consenting to the release of the test results to Constellation Schools. Refusal to sign the consent form will be considered refusal to be tested and will result in discharge and may result in denial of workers’ compensation benefits. Constellation Schools, prior to taking any action, will give all applicants and employees who test positive the opportunity to explain the test results in writing. <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">**D-6**

PRIVACY AND CONFIDENTIALITY <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;"><span style="font-family: Verdana, Geneva, sans-serif;">Constellation Schools is responsible for establishing and maintaining records of drug testing. Information regarding an employee’s alcohol testing results or rehabilitation will not be released to anyone outside Constellation Schools, or their subsidiaries without the express written authorization of the tested individual, except upon the request of Federal / state agency officials as part of an accident investigation. An employee’s rehabilitation or alcohol test records will not be released to a subsequent employer without the employee’s written consent.

USE OF TOBACCO OR ALCOHOLIC BEVERAGES All employees are prohibited from using any tobacco product or any alcoholic beverage while in the school building, on school grounds, on school transportation or at any school-related event. <span style="font-family: Verdana, Geneva, sans-serif;">**D-7 POLICY – EMPLOYEE CONDUCT AND RESPONSIBILITIES ABSENCE FROM DUTY** <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Whenever possible, employees must provide the Principal / Supervisor with advanced notice of anticipated or expected absences from duty. However, when an employee must be absent from duty for short periods of time due to illness or other unforeseen events, the employee must do the following:
 * 1) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Notify the Principal / Supervisor at his or her home between 6:30 am and 6:45 am of the date of absence, or, as soon as possible under emergency circumstances. An employee must make a good faith effort to speak directly to his / her Principal / Supervisor, not merely leave a voice mail message;
 * 2) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Employees must indicate the severity of the illness and attempt to project the anticipated duration of absence;
 * 3) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">Lessons and / or other information prepared by the Teacher must be conveyed to the assistant or substitute;
 * 4) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">A call must be made each morning during the employee’s absence if he / she has been indefinite as to the duration of the absence;
 * 5) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">A call need not be made each morning if the employee has stated a definite term of absence. A phone call should confirm the expected return of the employee and a progress report should be periodically provided;
 * 6) <span style="color: #000000; font-family: Verdana, Geneva, sans-serif;">The employee shall complete the appropriate leave form upon returning to work.

<span style="color: #000000; font-family: Verdana, Geneva, sans-serif;"><span style="font-family: Verdana, Geneva, sans-serif;">**D-8 POLICY – EMPLOYEE CONDUCT AND RESPONSIBILITIES STUDENT / SCHOOL RESPONSIBILITIES**

CONFIDENTIALITY OF STUDENT RECORDS <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">A file is kept for each student enrolled in the school. Student information is confidential and cannot be discussed with other students or parents. Any employee who initiates, contributes to, or facilitates the unauthorized release or use of student information may be subject to disciplinary action, including termination.

DISCIPLINARY ACTIONS <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Discipline should be developed in a positive manner and should be a learning experience rather than a punitive experience. Children naturally want to follow rules if adults clearly define the rules and then invite the children to assume responsibility for his or her behavior. Assuming responsibility for behavior is to understand and accept the consequences for violating rules. Children whose rights are violated by physical harm are asked to report the problem to the teacher, or any available adult. Once notified, the teacher implements progressive discipline, where appropriate.

PARENT INVOLVEMENT <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">The successful operation of Constellation Schools relies on the efforts of parents. Staff should ensure that parents feel as though they are a welcome part of the school community and an integral part of the education of their children. Parents should be encouraged to become partners with the school through volunteer activities that directly impact the school and the educational environment. Families are asked to contribute at least ten hours per school year in volunteer time. Any adult having interaction with children is required to undergo a criminal background check. The Principal must bring to the attention of the Board all relevant negative information obtained from the criminal background checks and the Board will determine the appropriate level of participation for the affected adults(s).

VISITORS <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">To maintain a safe and secure environment for children, the doors to the school will be locked, and all visitors will be required to sign in upon entry to the building and sign out upon leaving. The faculty and staff should maintain a high level of awareness regarding visitors entering the building and should approach visitors and offer assistance whenever they observe an unknown person in the building. The Principal shall be notified immediately of any unauthorized visitors.

TELEPHONE AND CELLULAR PHONE USE <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">School phones are for business use. On rare occasions for emergency and / or medical purposes, staff may utilize school phones to make personal calls during the school day. These calls should be kept to a brief duration, and the prior approval of the Principal is required. School related calls may be placed from the office. Teachers will not be called to the phone during class time. Messages will be placed in staff mailboxes. The use of personal cellular telephones is not permitted in any classroom. <span style="font-family: Verdana, Geneva, sans-serif;">**D-9 POLICY – EMPLOYEE CONDUCT AND RESPONSIBILITIES USE OF ELECTRONIC EQUIPMENT** <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">To ensure that the school’s electronic equipment is used only for lawful and appropriate purposes and to further its business interests, Constellation Schools has adopted the following Policy which applies to all employees. Each employee and student having access to the electronic equipment of the school is required to abide by this policy. The school will strictly enforce this policy.

ACCEPTABLE USES OF THE SCHOOL’S EQUIPMENT <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Software and business equipment, including telephones, facsimile machines, computers, the school’s electronic mail system, the school’s Internet access, and copy machines (collectively, the "Equipment") are intended to be used for business purposes only. The Equipment is the exclusive property of the school and its sole purpose is to facilitate the business of the school. Each student and employee has the responsibility to maintain and enhance the public image of the school and to use the Equipment in a productive and appropriate manner. The school’s Equipment may not be used for transmitting, receiving, or storage of any communications of a defamatory, discriminatory, or harassing nature, or materials that are sexually explicit, pornographic, or obscene. Harassment of any kind is prohibited. No messages with derogatory or inflammatory remarks about an individual’s race, sex, age, disability, religion, national origin, or physical attributes shall be transmitted through the school’s Equipment. The school will not tolerate actions that may create a hostile environment. Equipment may not be used for any purpose which is illegal or against the school’s policies or contrary to the school’s best interest. Sensitive or confidential information respecting the school or its students or vendors should not be transmitted via the Internet or over facsimile machines without the consent of the school. Solicitation of non-school business, or any use of the school’s equipment for personal gain, is prohibited.

COMMUNICATIONS <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">Students and employees are responsible for the content of all information that they transmit over the school’s Equipment. All electronic communications must correctly identify the student or employee responsible for the communication.

SOFTWARE AND COPYRIGHT ISSUES <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">To prevent computer viruses from being transmitted through the school’s Equipment, there will be no downloading or copying of any software and / or files from the Internet onto the school’s Equipment without prior approval of Constellation Schools. License agreements relating to any software, whether individually owned or owned by the school, will be strictly complied with. Any student or employee desiring to reproduce or store information of any sort downloaded from the Internet should contact the Executive Director to determine whether the intended use is permissible. No copyrighted material will be copied illegally on the school’s Equipment or transmitted through the school’s Equipment.
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ELECTRONIC MAIL COMMUNICATION <span style="font-family: Times New Roman,Times New Roman;"> <span style="font-family: Verdana, Geneva, sans-serif;">The electronic mail system of Constellation Schools is to be used for business purposes only. Constellation Schools, as the owner of its electronic mail system, reserves the right to access and review all communications and matter created, received, sent or stored by any individual using the school’s electronic mail system. Certain employees, as authorized by Constellation Schools, must have unrestricted access to the School’s electronic mail system for purposes such as, but not limited to, retrieving school business-related information, troubleshooting system problems, preventing system misuse, and complying with legal and regulatory interests. For these reasons, Constellation Schools will retain a copy of all computer passwords and cannot guarantee the privacy of communications or matter created, received, sent or stored on its electronic mail system. Offensive, harassing or otherwise inappropriate communications or matter on the school’s electronic mail system is prohibited. Violations of the policy should be reported directly to the Principal / Supervisor and will result in discipline up to and including termination.

ELECTRONIC SECURITY <span style="font-family: Verdana, Geneva, sans-serif;">No student or employee may use a pass code or voice-mail access code that has not been issued to them by Constellation Schools. The School has the technical means, and the legal right, to monitor all office electronic mail and Internet communications sent to or from the school’s Equipment. The School will exercise this right as deemed necessary by the school. There are several legitimate business reasons for the School monitoring the use of its Equipment including: (1) ensuring that the sole use of the Equipment is to further its business purposes; (2) preventing inappropriate and unprofessional comments, or even illegal activity, via it Equipment; (3) preventing and controlling the spread of viruses in its Equipment; (4) the need for supervision, control, and the efficient operation of the workplace; and (5) controlling costs.

VIOLATIONS <span style="font-family: Verdana, Geneva, sans-serif;">Any student or employee who abuses the privilege of using the School’s Equipment will be subject to appropriate disciplinary action. We also reserve the right to advise appropriate authorities of any illegal use of the Equipment.

END.