Under normal working conditions, employees who have a job-related problem, question or complaint should first discuss it with their immediate supervisor. At this level, employees usually reach the simplest, quickest, and most satisfactory solution. If the employee and supervisor do not solve the problem, Levine Academy encourages employees to contact Human Resources.
Whistleblower and Retaliation Policy
A whistleblower as defined by this policy is an employee of Ann and Nate Levine Academy who reports an activity that he or she considers to be illegal or dishonest to one or more of the parties specified in this policy. The whistleblower is not responsible for investigating the activity or for determining fault or corrective measures; appropriate management officials are charged with these responsibilities. Examples of illegal or dishonest activities are violations of federal, state or local laws; billing for services not performed; and other fraudulent financial reporting. If an employee has knowledge of or a concern of illegal or dishonest fraudulent activity, the employee is to contact his or her supervisor, Human Resources, the Controller, the Head of School or Board President. The employee must exercise sound judgment to avoid baseless allegations. An employee who intentionally files a false report of wrongdoing will be subject to corrective action up to and including discharge. Whistleblower protections are provided in two important areas -- confidentiality and against retaliation. Insofar as possible, the confidentiality of the whistleblower will be maintained. However, identity may have to be disclosed to conduct a thorough investigation, to comply with the law and to provide accused individuals their legal rights of defense. The school will not retaliate against a whistleblower. This includes, but is not limited to, protection from retaliation in the form of an adverse employment action such as discharge, compensation decreases, or poor work assignments and threats of physical harm. Any whistleblower who believes he or she is being retaliated against must contact Human Resources, the Controller or Head of School immediately. The right of a whistleblower for protection against retaliation does not include immunity for any personal wrongdoing that is alleged and investigated.
Employees with any questions regarding this policy should contact Human Resources.
Workplace Solicitation Policy
All employees will be solicited occasionally for fundraising campaigns during the school year. Participation in fundraisers is encouraged but will in no way impact employment reviews or ongoing employment with Ann and Nate Levine Academy.
Literary Property
Materials prepared by educational staff members on assignment or incidental to it and published or released by Ann and Nate Levine Academy are the property of Levine Academy. Individuals engaged by Levine Academy to prepare texts or instructional materials have no property rights to the work product unless a written agreement with Levine Academy, signed by the Head of School, explicitly provides for such rights. The copyright to literary or educational material prepared by an educational staff member may be retained by the employee only if the material was conceived and produced by the employee (or at the employee’s direction) outside of the employee’s duties, scope, and hours of employment.
SECTION 3 DAILY OPERATIONAL POLICIES & PROCEDURES
Supplies; Expenditures; Obligating Levine Academy
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