any donor without the advice of legal counsel. Likewise, the prospective donor shall be advised to seek the counsel of his or her attorney in any and all aspects of the proposed gift, whether by bequest, trust agreement, contract or other. The donor shall particularly be advised to consult his or her tax adviser on matters related to the tax liability of a gift and matters related to planning of the donor’s personal estate. Each gift arrangement also shall be reviewed from the perspective of its potential benefit to the work of the school. While the interests of the donor are paramount, no gift shall be accepted if its benefit to MRA is so remote as to be negligible. The school retains the right to refuse gifts in any for which are deemed in-appropriate to its purposes. Confidentiality All information obtained from or about donors or prospects shall be held in strictest confidence by the school. Neither the name, the amount, nor the conditions of any gift shall be published or otherwise recognized publicly without the approval of the donor and/or the beneficiary.
PERSONNEL & SCHOOL POLICIES 1. EMPLOYMENT OF PERSONNEL
Madison-Ridgeland Academy is committed to providing equal employment opportunities to all qualified individuals. Employment decisions are made on the basis of competence, qualifications, and alignment with the school’s mission and values. Madison-Ridgeland Academy does not discriminate on the basis of race, color, national origin, age, sex, disability, or veteran status in accordance with applicable federal, state, and local laws. As a distinctly Christian educational institution, Madison-Ridgeland Academy lawfully exercises its right under applicable federal and state law to make employment decisions based on religious beliefs, practices, and adherence to the Declaration of Faith. All employees are required to affirm their agreement with and commitment to Madison-Ridgeland Academy’s Declaration of Faith and to actively support the school’s mission and vision as part of their job responsibilities. This policy complies with Title VII of the Civil Rights Act of 1964, as amended, and other applicable laws, which permit religious organizations, including religious educational institutions, to consider religion in their employment decisions to preserve their religious identity and mission. All decisions made with respect to recruiting, hiring, and promotions will be based solely on individual qualifications related to the requirements of the job. Likewise, all other personnel matters such as compensation, benefits, transfers, staff reductions, training, education, and social/recreation programs will be administered free from any illegal discriminatory practices.
2. DISMISSAL OF EMPLOYEES Notice of Termination: If MRA finds it necessary to remove an employee appointed to a full-time or part-time position from the workforce, the employee will normally receive a minimum of two (2) week notice (ten working days).
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