theta 947-alpha centauri

8/19/2019 Theta 947-Alpha Centauri

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EMPLOYEE HANDBOOK BY DONALD PIERCE


2/17

MISSION STATEMENT

• THE MISSION OF SONORAN SCHOOLS IS TO PROVIDE A RIGOROUS

PREP, STEM-FOCUSED EDUCATION THROUGH A CHALLENGING

COMPREHENSIVE CURRICULUM, CONTINUOUS ASSESSMENT, AND D

TEACHERS, INSPIRING STUDENTS TO BECOME THE LEADERS OF TO


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WORK HOURS

• SONORAN SCHOOLS’ STANDARD WORK WEEK FOR FULL-TIME EMPLOYEES IS

EMPLOYEES WILL BE REQUIRED TO ATTEND WEEKEND SCHOOL AND SCHEDU

ACTIVITIES/EVENTS INCLUDING BUT NOT LIMITED TO OPEN HOUSES, FACULTY

TRAININGS, IEP MEETINGS, MET MEETINGS, SECTION 50 MEETINGS, AND FIE

EMPLOYEES MAY NOT DEVIATE FROM THE SCHOOL’S HOURS OF WORK, UNLE

PRINCIPAL SPECIFICALLY APPROVES A REQUEST.

• ALL EMPLOYEES MUST BE ON CAMPUS FROM !"5 A.M. TO "#5 P.M. MONDAY

FRIDAYS. LATE ARRIVAL OR EARLY DEPARTURE MUST BE APPROVED BY THE P

DESIGNATED ADMINISTRATOR. TEACHERS SHOULD BE AVAILABLE IN THEIR C

AT LEAST #0 MINUTES BEFORE THE #ST CLASS PERIOD STARTS.


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VISITORS

• ONLY PARENTS AND AUTHORI$ED VISITORS ARE PERMITTED AT SCHOOL.

• VISITS FROM FRIENDS AND FAMILY SHOULD BE KEPT TO A MINIMUM AND SHOULD

E%CEED #5 MINUTES.

• EMPLOYEES ARE RESPONSIBLE FOR THE CONDUCT OF THEIR GUESTS.

• ALL VISITORS MUST ENTER THROUGH THE RECEPTION AREA AND RECEIVE A NAM

ANY

• EMPLOYEE THAT NOTICES AN UNAUTHORI$ED VISITOR SHOULD DIRECT THAT PER

• RECEPTION AREA FOR A NAME BADGE AND NOTIFY AN ADMINISTRATOR OR STAF

IMMEDIATELY.


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CONDUCT

• SONORAN SCHOOLS RESPECTS THE PRIVACY INTERESTS OF ITS EMPLOYEES AND RECOG

RIGHT TO CONDUCT THEIR PERSONAL LIVES FREE FROM INTERFERENCE FROM THE SCH

NONETHELESS, EMPLOYEES SHOULD KEEP IN MIND THAT, EVEN WHILE OFF-DUTY, THEY

SONORAN SCHOOLS TO THE PUBLIC AND SHOULD STRIVE TO PRESERVE SONORAN SCH

REPUTATION. IN ADDITION, CERTAIN TYPES OF OFF-DUTY CONDUCT MAY REFLECT POOR

EMPLOYEE’S CHARACTER AND &UDGMENT AND THEREBY INFLUENCE HIS OR HER STAND

SONORAN SCHOOLS EMPLOYEE. THEREFORE, EMPLOYEES WHO ENGAGE IN UNPROFESSCRIMINAL CONDUCT OR OTHER SERIOUS MISCONDUCT OFF-DUTY MAY BE SUB&ECT TO D

ACTION BY THE SCHOOL, UP TO AND INCLUDING TERMINATION OF '5 EMPLOYMENT, IF

CONDUCT IS DETERMINED BY MANAGEMENT TO BE HARMFUL TO OUR IMAGE, TO BE INC

WITH E%PECTATIONS OF OUR EMPLOYEES, OR TO OTHERWISE ADVERSELY AFFECT OUR

BUSINESS INTERESTS.


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'ND &OB

• EMPLOYEES MAY WORK FOR ANOTHER EMPLOYER OR THEMSELVES, AS LON

THE WORK DOES NOT INTERFERE WITH MEETING THE PERFORMANCE STA TIME

REQUIREMENTS OF THEIR &OBS SONORAN SCHOOLS.

THE WORK DOES NOT AND WILL NOT BE IN DIRECT COMPETITION WITH SO

SCHOOLS. THE WORK WILL NOT CREATE ANY CONFLICT OF INTEREST AFFECTING SO

SCHOOLS.

THE EMPLOYEE’S ACTIVITY WILL NOT SUB&ECT SONORAN SCHOOLS TO PUCRITICISM OR EMBARRASSMENT. THIS IS AT THE DISCRETION OF SONORAN S


7/17

HARRASSMENT

• HARASSMENT IS DEFINED AS VERBAL OR PHYSICAL CONDUCT THAT

DENIGRATES OR SHOWS HOSTILITY OR AVERSION TOWARDS AN IN

BECAUSE OF RACE, COLOR, RELIGION, SE%, NATIONAL ORIGIN, AGE

DISABILITY, OR PREGNANCY. HARASSMENT MAY INCLUDE VARIOUS

RELATING TO AN INDIVIDUAL’S PROTECTED CLASS SUCH AS" EPITH

SLURS, NEGATIVE STEREOTYPING, THREATS, INTIMIDATION, HOSTIL

UNWELCOME &OKES, OR HOSTILE WRITTEN OR GRAPHIC MATERIAL

WORKPLACE.


8/17

HARASSMENT

• SE%UAL HARASSMENT IS DEFINED AS FOLLOWS" UNWELCOME SE%UAL A

REQUESTS FOR SE%UAL FAVORS AND OTHER VERBAL OR PHYSICAL COND

SE%UAL NATURE, SUCH AS UNINVITED TOUCHING OR SE%UALLY-RELATED

COMMENTS, WHEN (#) SUBMISSION TO THE CONDUCT IS MADE EITHER E

OR IMPLICITLY A TERM OR CONDITION OF AN INDIVIDUAL’S EMPLOYMENT

SUBMISSION TO OR RE&ECTION OF SUCH CONDUCT IS USED AS THE BASIEMPLOYMENT DECISIONS AFFECTING THE PERSON INVOLVED* OR (+) SUC

CONDUCT HAS THE PURPOSE OR EFFECT OF SUBSTANTIALLY INTERFERIN

INDIVIDUAL’S WORK PERFORMANCE OR CREATING AN INTIMIDATING, HOS

OFFENSIVE WORKING ENVIRONMENT.


9/17

HARASSMENT

SE%UAL PRANKS, OR REPEATED SE%UAL TEASING, &OKES, OR INNUENDO,OR VIA E-MAIL*

SE%UAL EPITHETS, &OKES, WRITTEN OR ORAL REFERENCES TO SE%UAL COGOSSIP REGARDING ONE’S SE% LIFE* COMMENT ON AN INDIVIDUAL’S BODYABOUT AN INDIVIDUAL’S SE%UAL ACTIVITY, DEFICIENCIES, OR PROWESS*

DISPLAYING SE%UALLY SUGGESTIVE OB&ECTS, PICTURES, CARTOONS*

TOUCHING OR GRABBING OF A SE%UAL NATURE*

UNWELCOME LEERING, WHISTLING, BRUSHING AGAINST THE BODY, SE%UGESTURES, SUGGESTIVE OR INSULTING COMMENTS* AND,

INQUIRIES INTO ONE’S SE%UAL E%PERIENCES.


10/17

GIFTS

• SONORAN SCHOOLS REQUIRES THAT EMPLOYEES NOT COMPROMIS

SCHOOL, ITS CUSTOMERS, PARTNERS, OR SUPPLIERS FOR PERSON

E%AMPLES OF CONFLICT OF INTEREST INCLUDE, BUT ARE NOT LIM

ACCEPTING GIFTS WORTH MORE THAN '5, REQUESTING OR GRA

FAVORS, OR CONDUCTING BUSINESS FOR PERSONAL GAIN. ANY AM

OVER '5 IS SUB&ECT TO PRIOR SCHOOL APPROVAL. EMPLOYEES A

REQUIRED TO DISCLOSE ALL CONFLICTS OF INTEREST TO THE PRIN

FAILURE TO DO SO MAY RESULT IN DISCIPLINARY ACTION, UP TO AN

INCLUDING TERMINATION.


11/17

DRESS CODE

• SONORAN SCHOOLS FACULTY AND STAFF ARE REQUIRED TO ADHER

DRESS CODE. EMPLOYEES ARE E%PECTED TO USE GOOD &UDGMENT

TASTE AND TO SHOW COURTESY TO THEIR CO-WORKERS AND ASSO

DRESSING IN A FASHION THAT IS PRESENTABLE AND APPROPRIATE.

DRESS MAY AFFECT THE RESPECT GIVEN TO TEACHERS AND STAFF

STUDENTS AND THEIR PARENTS. FOR THIS REASON, ALL STAFF MEM

SHOULD APPEAR NEAT, CLEAN, AND APPROPRIATELY DRESSED AT A

THE SCHOOL ENVIRONMENT. THE PRINCIPAL OR SUPERVISOR MAY A

VARIATIONS FOR SPECIAL SITUATIONS SUCH AS FIELD TRIPS OR SPIR


12/17

DRESS CODE

NO:

#) SKIRT, SKORTS, OR DRESS HEMLINES MORE THAN THREE INCHES ABOVE THE TOPKNEE.

') SHORTS OR SKORTS WITH HEMLINES ABOVE THE FINGERTIPS WHEN ARMS ARE PL

ONE’S SIDES. (PE E%EMPT)

+) BLUE &EANS, E%CEPT FOR FREE DRESS DAYS OR FIELD TRIPS (PE, SECURITY GUAR

) TORN OR RIPPED CLOTHING.

5) SWEAT SUITS OR WIND SUITS, E%CEPT BY PRIOR APPROVAL OF THE PRINCIPAL (PE

) TANK TOPS, STRAPLESS, SPAGHETTI STRAPPED, OR LOW-CUT TOPS.


13/17

CONFIDENTIAL

• STUDENT RECORDS OR INFORMATION

• FAMILY INFORMATION

• PERSONNEL RECORDS OR INFORMATION

• COMPUTER PROCESSES

• COMPUTER PROGRAMS AND CODES

• FINANCIAL INFORMATION

• MARKETING STRATEGIES

• EDUCATIONAL STRATEGIES

• PENDING PRO&ECTS


14/17

FERPA

• THE FAMILY EDUCATIONAL RIGHTS AND PRIVACY ACT (FERPA) WAS

TO PROTECT THE PRIVACY INTERESTS OF STUDENT RECORDS. ALL

EMPLOYEES MUST FULFILL THE REQUIREMENTS SET FORTH IN FERP


15/17

FERPA

• YOU CANNOT SHARE"

• THE RIGHT FOR PARENTS TO ACCESS AND REVIEW THE EDUCATIONOF THEIR CHILDREN, AND THE RIGHT FOR ELIGIBLE STUDENTS TO INSREVIEW THEIR OWN RECORDS.

• THE RIGHT FOR PARENTS AND ELIGIBLE STUDENTS TO CHALLENGE RECORDS THAT THEY FEEL ARE INACCURATE, MISLEADING, OR IN VIOL

THEIR PRIVACY RIGHTS.• THE RIGHTS FOR PARENTS AND ELIGIBLE STUDENTS TO GIVE PRIOR

BEFORE A THIRD PARTY CAN HAVE ACCESS TO ANY EDUCATION RECOR

• THE RIGHT TO BE INFORMED OF THE RIGHTS GRANTED BY FERPA APROCEDURES FOR E%ERCISING THOSE RIGHTS.


16/17

FERPA

• FERPA ALLOWS FOR THE DISCLOSURE OF STUDENT RECORDS WITH

PARENTAL CONSENT IN THE FOLLOWING CIRCUMSTANCES"

• DIRECTORY INFORMATION,

• TEACHERS OR OTHER SCHOOL OFFICIALS,

• OFFICIALS OF ANOTHER SCHOOL SYSTEM WHERE THE STUDENT SE

ENROLL,• STATE &UVENILE &USTICE SYSTEMS OR THEIR OFFICIALS,

• STATE AND FEDERAL EDUCATIONAL AUTHORITIES,


17/17

FERPA

• IN COMPLIANCE WITH A &UDICIAL ORDER OR A LAWFULLY ISSUED SU

• IN CONNECTION WITH THE RECEIPT OR APPLICATION OF FINANCIAL

• ORGANI$ATIONS CONDUCTING EDUCATIONAL STUDIES,

• ACCREDITING ORGANI$ATIONS, OR

• HEALTH AND SAFETY EMERGENCY.

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