Lionsgate Academy
Staff Handbook
The mission of
To this end, Lionsgate will create an educational environment that will model best instructional practices and research-based techniques so that its graduates of will – to the fullest extent possible – live independently, be involved in further education or gainful employment, and develop meaningful relationships with others.
The Academy prides itself on hiring the best administrative and teaching staff. Lionsgate staff are required to:
- have high expectations for ALL students
- respect
- use a variety of styles in the pursuit of excellence in their field
- provide a safe learning environment
- pursue their own continued learning
- be team players
- have knowledge of other subjects
- be experts in their own subject
- be prepared and organized
- be independent thinkers
- be pleasant and act professionally
- be flexible
- be creative
- Uphold the vision and mission of
This employee handbook was adopted by
The policies and procedures contained in this handbook constitute guidelines for the employment relationship between each employee and
Please read this handbook thoroughly and retain it for future reference. The policies and procedures outlined are not intended to create any contractual rights or duties and will be applied at
Only the Board of Directors has the authority to approve and change this handbook. Any final decisions regarding interpreting or changing these policies rests with the Director and the Board of Directors. Any agreements contrary to this policy must be in writing and signed by the Board of Directors and the Director of the Academy.
Employment Practices
At-Will Nature of Our Employment Relationship
Equal Employment Opportunity
If you feel you have an equal opportunity concern, you are encouraged to bring the matter to the attention of the Academy Director or Board of Directors. An employee may raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.
By virtue of the fact that charter schools are part of the public education system in
This policy is designed to provide a safe work environment, free from unreasonable interference, intimidation, hostility or offensive behavior on the part of supervisors, managers, co-workers or visitors. This includes a prohibition against posting, wearing or distributing items that may be considered offensive. It also acknowledges that harassment, sexual or otherwise, is against the law and will not be tolerated by
No employee who reports possible harassment will be retaliated against in any way. Any employee who retaliates against or intimidates any employee making such a complaint will be subject to disciplinary action, up to and including termination.
Disability Management/Americans with Disabilities Act
While on
Personnel Files
Lionsgate employees must pass a background check as prescribed by
Standards of Conduct
Lionsgate employees are expected to maintain standards of professional, personal and business ethics consistent not only with the school's
Employees must promptly notify the main office of any change in name, address, telephone number, marital status, citizenship, tax-withholding allowances, emergency contact information, insurance beneficiary, dependent insurance records or other information deemed relevant to their ongoing employment with
Comp Time and Over Time for hourly employee
- Employees are designated “exempt” or “non exempt” based on their job descriptions.
- Exempt employees are expected to work the required number of hours to fulfill their responsibilities and are not eligible for overtime pay.
- Non exempt employees will be paid 1 ½ their normal rate of pay for any hours worked exceeding 40 in a given work week. All overtime hours must be pre-approved by the Academy Director.
Employee Classifications
· School Year Employees – 10 months classified as exempt under FLSA
· Administrative Staff – 12 months classified as either exempt or non-exempt
· Hourly Staff – according to contract – classified as exempt
· Facility/Maintenance Staff – according to contract - classified as non-exempt
· Non-Licensed Community Expert/Limited Full Time License/others – according to contract, classified as exempt
· Contracted Employee – according to contract, classified as either exempt or non-exempt
Full-Time Permanent Employee
Part-Time Permanent Employee
Part-time employees are those who work less than an average of 35 hours per week on a regular basis. Part Time employees working less than 35 hours per week are not eligible for benefits other than PERA or TRA.
Temporary Labor (Substitutes and Interns)
Full-time or part-time employees acquired by the School (for example, through an employment service) work on an as-needed or irregular basis. These employees are not eligible for benefits.
Casual Labor
Full-time or part-time employees are those hired by the School to work on a seasonal or irregular basis, not to exceed 6 months. These employees are not eligible for benefits.
Contract Labor
This includes full-time or part-time employees hired by the School to work on a specific project or for a specific period of time, such as educators hired as Long Term substitutes (LTS), or on a contracted specialty services basis (i.e., psychologist, pathologist, etc). These employees will have a specified time period as to when the project will start and end. These employees are not eligible for benefits.
Pay Periods
Both exempt (salaried) and nonexempt (hourly) employees will have federal and state taxes withheld from their wages. Employees are paid on the 15th and on the last day of the month. When the 15th or the last day of the month falls on a holiday or weekend, every effort will be made by the school to pay employees on the day before the holiday or weekend, but this is not guaranteed. Direct deposit is available for all employees to a checking and/or savings account of their choice within the continental
Contracted Days and Hours of Work
Lionsgate Academy
Classes for students attending
At no time shall students be left unattended in the school building, regardless of time of day or night. Any teacher that gives a student permission to arrive at school early or stay late must provide a note for the student to present to main office personnel. The teacher is also responsible for supervising that student at all times before or after school hours.
Performance Reviews
Expense Reimbursement
Reimbursements for purchases will be paid at least once a month. Employees should complete a check request and submit it to the Director. Original receipts must be attached to the request form in order for the reimbursement to be approved.
Dress Code
A neat and professional appearance is expected of all employees of
Telephone Use
Telephones are provided to enable teachers and other employees to carry out their work assignments in an efficient manner. Personal telephone calls should be kept to a minimum and never when students are in the classroom. Personal cell phones should be turned off during class time.
Voice Mail and Electronic Mail
All electronic and telephone communication systems and all communications and information transmitted by, received from, or stored in these systems are the property of Lionsgate Academy and as such are intended for teaching or other job-related purposes. Personal use should be kept to a minimum.
Field Trips
It is the duty of the teacher and any chaperone to supervise students during a school sponsored field trip. No student should be unattended, out of sight or left alone. Any teacher who does not adequately supervise students may face disciplinary action.
No
Personal Property
Postage, Shipping and Office Supplies
Postage, shipping, and office supplies paid for by
Personal Safety
The safety of each employee's health and security is very important to
Leave Policies
A Lionsgate Academy Staff Member (either full or part-time) may be granted professional leave days during a school year without salary deduction. The Lionsgate Staff member seeking a professional leave day must seek the approval of such from the Academy Director prior to the date of leave. The purpose of the professional leave must be for the benefit of
Funeral Leave
When a death occurs in an employee's immediate family, an employee may take up to four (4) days with pay in order to attend the funeral or make funeral arrangements. In unusual circumstances, additional time may be granted, with or without pay, at the discretion of
An employee who is returning from a leave that is longer than one month must notify the Academy Director at least two weeks prior to returning from leave.
If the Academy experiences a layoff during an employee’s leave and the employee would have lost his or her position had the employee not been on leave, the employee is not entitled to reinstatement. If an employee on leave is laid off, the employee retains all rights under the layoff and recall system as if the employee had not taken leave.
Nursing Mother Accommodations
School Activities Leave
Military Duty
The School recognizes duty requirements of members of the United States Armed Forces and will comply with laws regarding military participation. An employee in the National Guard or other reserve unit will be given time off for annual training purposes. Employees who are members of the National Guard or other reserve units will also receive time off if called into or volunteer for active duty. During active duty, the employee's compensation will continue for up to a two-week period of time but will be reduced by the amount of military pay received by the employee during such time period. In no event will the School provide more than two weeks compensation to employees complying with military duty obligations unless otherwise required by law.
Lionsgate Staff will be granted leave with pay through the end of the contact period but adjusted for any compensation received while on active military duty.
Jury Duty will be leave with pay for a maximum of two weeks. Regular salary shall be adjusted for any compensation received while on jury duty, excluding mileage and expenses.
Leave without Pay
An employee may apply for an extended leave of absence without pay for any reason. Extended leaves without pay exceeding five (5) working days require the Board’s approval, following initial approval by the Director. Insurance benefits will continue through the last day of the month in which the leave begins. Minnesota Continuation will be offered for the remainder of the leave. Dropping the insurance coverage during the leave may require proof of insurability upon the employee’s return to work. Lionsgate Academy
Personal Time Off (PTO)
All full time employees will accrue Personal Time Off (PTO). PTO is meant to provide paid time off for medical reasons and to attend to personal matters.
Emergency Closings & Severe Weather
Employee Benefits
Benefits offered to
The following is a list of benefits that
Benefits Package
COBRA
The Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified beneficiaries the opportunity to continue health coverage under the
Disciplinary Policies
Problem Resolution
Lionsgate’s policy is to attempt to deal constructively with employee performance problems and employee errors. The disciplinary process will be determined by
Standards of performance and conduct for employees are necessary at
· Verbal warnings
· Written warnings
· Corrective Action Plans
· Performance Improvement Plans (PIP’s)
· Suspension (with or without pay)
· Termination
Corrective Action will be taken against an employee in response to a rule infraction or violation of
Separation Policies
Job Abandonment
Employees of Lionsgate Academy that are absent for more than two (2) consecutive days without notifying a direct supervisor are considered to have voluntarily terminated their employment with Lionsgate Academy. The effective date of termination will be the last day that the employee reported for work.
Termination
Termination may result from any of the following: (1) voluntary termination of employment, (2) layoffs, which include the elimination of an employee's job function or a headcount reduction due to cost reductions or funding shortfalls, and (3) involuntary termination of employment.
Termination Process
INTERNET ACCEPTABLE USE AND SAFETY POLICY
I. PURPOSE
The purpose of this policy is to set forth guidelines for access to the school computer system and acceptable and safe use of the Internet, including electronic communications.
II. GENERAL STATEMENT OF POLICY
In making decisions regarding student and employee access to the school computer system and the Internet, including electronic communications, the school considers its own stated educational mission, goals, and objectives. Electronic information research skills are now fundamental to preparation of citizens and future employees. Access to the school computer system and to the Internet enables students and employees to explore thousands of libraries, databases, bulletin boards, and other resources while exchanging messages with people around the world. The school expects that faculty will blend thoughtful use of the school computer system and the Internet throughout the curriculum and will provide guidance and instruction to students in their use.
III. LIMITED EDUCATIONAL PURPOSE
The school provides students and employees with access to the school computer system, which includes Internet access. The purpose of the system is more specific than providing students and employees with general access to the Internet. The school system has a limited educational purpose, which includes use of the system for classroom activities, educational research, and professional or career development activities. Users are expected to utilize Internet access through the system to further educational and personal goals consistent with the mission of the school and school policies. For this reason, uses which might be acceptable on a user’s private personal account on another system may not be acceptable on this limited-purpose network.
IV. USE OF SYSTEM IS A PRIVILEGE
The use of the school system and access to use of the Internet is a privilege, not a right. Depending on the nature and degree of a violation and the number of previous violations, unacceptable use of the school system or the Internet may result in one or more of the following consequences: suspension or cancellation of use or access privileges; payments for damages and repairs; discipline under other appropriate school policies, including suspension, expulsion, exclusion or termination of employment; or civil or criminal liability under other applicable laws.
V. UNACCEPTABLE USES
A. The following uses of the school system and Internet resources or accounts are considered unacceptable:
1. Users will not use the school district system to access, review, upload, download, store, print, post, receive, transmit or distribute:
a. pornographic, obscene or sexually explicit material or othervisual depictions that are harmful to minors;
b. obscene, abusive, profane, lewd, vulgar, rude, inflammatory, threatening, disrespectful, or sexually explicit language;
c. materials that use language or images that are inappropriate in the education setting or disruptive to the educational process;
d. information or materials that could cause damage or danger of disruption to the educational process;
e. materials that use language or images that advocate violence or discrimination towards other people (hate literature) or that may constitute harassment or discrimination.
2. Users will not use the school system to knowingly or recklessly post, transmit or distribute false or defamatory information about a person or organization, or to harass another person or engage in personal attacks, including prejudicial or discriminatory attacks.
3. Users will not use the school system to engage in any illegal act or violate any local, state or federal statute or law.
4. Users will not use the school system to vandalize, damage or disable the property of another person or organization, will not make deliberate attempts to degrade or disrupt equipment, software or system performance by spreading computer viruses or by any other means, will not tamper with, modify or change the school system software, hardware or wiring or take any action to violate the school’s security system, and will not use the school system in such a way as to disrupt the use of the system by other users.
5. Users will not use the school system to gain unauthorized access to information resources or to access another person’s materials, information or files without the implied or direct permission of that person.
6. Users will not use the school system to post private information about another person, personal contact information about themselves or other persons, or other personally identifiable information, including, but not limited to, addresses, telephone numbers, school addresses, work addresses, identification numbers, account numbers, access codes or passwords, labeled photographs or other information that would make the individual’s identity easily traceable, and will not repost a message that was sent to the user privately without permission of the person who sent the message.
7. Users must keep all account information and passwords on file with the designated school official. Users will not attempt to gain unauthorized access to the school or any other system through the school system, attempt to log in through another person’s account, or use computer accounts, access codes or network identification other than those assigned to the user. Messages and records on the school system may not be encrypted without the permission of appropriate school authorities.
8. Users will not use the school system to violate copyright laws or usage licensing agreements, or otherwise to use another person’s property without the person’s prior approval or proper citation, including the downloading or exchanging of pirated software or copying software to or from any school computer, and will not plagiarize works they find on the Internet without citing the source.
9. Users will not use the school system for conducting business, for unauthorized commercial purposes or for financial gain unrelated to the mission of the school; to offer or provide goods or services or for product advertisement; or to purchase goods or services for personal use without authorization from the appropriate school official.
B. A student or employee engaging in any of the foregoing unacceptable uses of the Internet when off school premises and without the use of the school system also may be in violation of this policy as well as other school policies. In situations when the school receives a report of an unacceptable use originating from a non-school computer or resource, the school shall investigate such reports to the best of its ability. Students or employees may be subject to disciplinary action for such conduct including, but not limited to, suspension or cancellation of the use or access to the school computer system and the Internet and discipline under other appropriate school policies, including suspension, expulsion, exclusion, or termination of employment.
C. If a user inadvertently accesses unacceptable materials or an unacceptable Internet site, the user shall immediately disclose the inadvertent access to an appropriate school official. In the case of a school employee, the immediate disclosure shall be to the employee’s immediate supervisor and/or the building administrator. This disclosure may serve as a defense against an allegation that the user has intentionally violated this policy. In certain rare instances, a user also may access otherwise unacceptable materials if necessary to complete an assignment and if done with the prior approval of and appropriate guidance from the appropriate teacher or, in the case of a school employee, the building administrator.
VI. FILTER
A. With respect to any of its computers with Internet access, the School will monitor the online activities of minors and employ technology protection measures during any use of such computers by minors and adults. The technology protection measures utilized will block or filter Internet access to any visual depictions that are:
1. Obscene;
2. Child pornography; or
3. Harmful to minors.
B. The term “harmful to minors” means any picture, image, graphic image file, or other visual depiction that:
1. Taken as a whole and with respect to minors, appeals to a prurient interest in nudity, sex, or excretion; or
2. Depicts, describes, or represents, in a patently offensive way with respect to what is suitable for minors, an actual or simulated sexual act or sexual contact, actual or simulated normal or perverted sexual acts, or a lewd exhibition of the genitals; and
3. Taken as a whole, lacks serious literary, artistic, political, or scientific value as to minors.
C. An administrator, supervisor or other person authorized by the executive director may disable the technology protection measure, during use by an adult, to enable access for bona fide research or other lawful purposes.
VII. CONSISTENCY WITH OTHER SCHOOL POLICIES
Use of the school computer system and use of the Internet shall be consistent with school policies and the mission of the school.
VIII. LIMITED EXPECTATION OF PRIVACY
A. By authorizing use of the school system, the school does not relinquish control over materials on the system or contained in files on the system. Users should expect only limited privacy in the contents of personal files on the school system.
B. Routine maintenance and monitoring of the school system may lead to a discovery that a user has violated this policy, another school policy, or the law.
C. An individual investigation or search will be conducted if school authorities have a reasonable suspicion that the search will uncover a violation of law or school policy.
D. Parents have the right at any time to investigate or review the contents of their child’s files and e-mail files and to request the termination of their child’s individual account at any time.
E. School employees should be aware that the school retains the right at any time to investigate or review the contents of their files and e-mail files. In addition, school employees should be aware that data and other materials in files maintained on the school system may be subject to review, disclosure or discovery under Minn. Stat. Ch. 13 (The Minnesota Government Data Practices Act).
F. The school will cooperate fully with local, state and federal authorities in any investigation concerning or related to any illegal activities or activities not in compliance with school policies conducted through the school system.
IX. INTERNET USE AGREEMENT
A. The proper use of the Internet and the educational value to be gained from proper Internet use are the joint responsibility of students, parents and employees of the school.
B. This policy requires the permission of and supervision by the school’s designated professional staff before a student may use a school account or resource to access the Internet.
C. The Internet Use Agreement form for students must be read and signed by the user, the parent or guardian, and the supervising teacher. The Internet Use Agreement form for employees must be signed by the employee. The form must then be filed at the school office. As supervising teachers change, the agreement signed by the new teacher shall be attached to the original agreement.
X. E-MAIL COMMUNICATIONS BETWEEN PARENTS AND STAFF OR ADMINISTRATION
Any off-campus communications from parents to school administration and/or teachers need to go through Lionsgate telephone numbers, email addresses and school postal addresses.
XI. LIMITATION ON SCHOOL LIABILITY
Use of the school system is at the user’s own risk. The system is provided on an “as is, as available” basis. The school will not be responsible for any damage users may suffer, including, but not limited to, loss, damage or unavailability of data stored on school diskettes, tapes, hard drives or servers, or for delays or changes in or interruptions of service or misdeliveries or nondeliveries of information or materials, regardless of the cause. The school is also not responsible for the accuracy or quality of any advice or information obtained through or stored on the school system. The school will not be responsible for financial obligations arising through unauthorized use of the school system or the Internet.
XII. PARENTS’ RESPONSIBILITY; NOTIFICATION OF STUDENT INTERNET USE
A. Outside of school, parents bear responsibility for the same guidance of Internet use as they exercise with information sources such as television, telephones, radio, movies and other possibly offensive media. Parents are responsible for monitoring their student’s use of the school system and of the Internet if the student is accessing the school system from home or a remote location.
B. Parents will be notified that their students will be using school resources/accounts to access the Internet. This notification should include:
1. A copy of the user notification form provided to the student user.
2. A description of parent/guardian responsibilities.
3. A statement that the Internet Use Agreement must be signed by the user, the parent or guardian, and the supervising teacher prior to use by the student.
4. A statement that the school’s acceptable use policy is available for parental review.
XIII. IMPLEMENTATION: POLICY REVIEW
A. The school administration may develop those appropriate user notification forms, guidelines and procedures necessary to implement this policy for submission to the school board for approval. Upon approval by the school board, such guidelines, forms and procedures shall constitute an addendum to this policy.
B. The administration shall revise the user notifications, including student and parent notifications, as necessary, to reflect the adoption of these guidelines and procedures.
C. The school Internet policies and procedures are available for review by all parents, guardians, staff and members of the community.
D. Because of the rapid changes in the development of the Internet, the school board shall conduct an annual review of this policy.
I, _________________________________________ _____ (print name), an
employee of
I also agree to abide by the policies and procedures set forth therein, including but not limited to
Employee Signature
Date
