Termination of MRA employment will fall into one of several categories, with indicated policies applicable to each. These categories are described below. Whatever the circumstances of termination, employees will be paid all salary due up through their last day of work. Voluntary Resignation: Employees may decide on a voluntary separation and, therefore, resign from MRA employment with notification of at least two (2) weeks (ten working days) before departure. Mutual Agreement: In some circumstances, both the employee and MRA may agree that it is mutually beneficial to end the employment relationship. Under such circumstances, the employee and MRA will work out a mutually satisfactory termination/departure date. Staff Reduction: Occasionally, MRA may find it necessary to eliminate a job(s) because of changes in programs or circumstances. When this occurs, affected employees will be given as much advance notice as possible. The action will be explained and every effort made to place the person(s) in other available jobs. MRA reserves the right to not offer a contract for a current employee. Employees are required to sign a contract for employment. 3. RESIGNATIONS Faculty: Madison-Ridgeland Academy expects teachers who have to resign during the school year to meet, at the earliest possible time, with the Head or his/her designee outlining the reason(s) for resignation and to conclude appropriate arrangements for the teacher to leave the School. Teachers who plan to resign at the end of the school year should submit their resignations at the earliest possible date. Benefits provided by the School will be terminated with the final pay period of the non-returning employee. Non-Teaching Employees: Non-teaching employees who resign are expected to give in writing at least two (2) week notice, but preferably one month’s advance notice. Benefits provided by the School will terminate with the final pay period of the non-returning employee. 4. SEXUAL HARASSMENT AND MISCONDUCT All employees and students have the right to work in an environment that is free of harassment, which is defined as any employee conduct, whether intentional or unintentional, that results in the discomfort of another employee or student because of or on the basis of his/her race, color, religion, national origin, sex, age, height, weight, marital status, socio-economic status, handicap, or veteran status. Any such harassment is prohibited. Any employee who feels he/she has been subjected to harassment is urged to immediately advise his/her supervisor, or any other supervisory person with whom he/she feels comfortable in discussing the problem. Any student who feels he/she has been subjected to harassment is urged to immediately advise his/her counselor or principal. Further, any such acts of harassment by an employee or student will be investigated immediately, and that person will be subject to disciplinary action up to and including discharge. Sexual Harassment It is Madison-Ridgeland Academy’s policy that all employees are responsible for ensuring that the work place is free from sexual harassment. Because of Madison-Ridgeland Academy’s strong disapproval of offensive or inappropriate sexual behavior at work, all employees must avoid any action or conduct which is perceived as sexual harassment, including but not limited to: (1) unwelcome sexual advances,
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