Although Madison-Ridgeland Academy will try to maintain the confidentiality of the investigation and the witness interviews, Madison-Ridgeland Academy cannot guarantee such confidentiality as disclosure of some or all of the facts may be necessary to complete the investigation, remedy the situation and enforce this policy. a. Retaliation by anyone for bringing an accusation against a student or employee will be subject to disciplinary action up to and including discharge. b. Anyone suspected of sexual misconduct may be suspended or placed on leave with or without pay pending the outcome of the investigation. c. The employee accused of engaging in sexual misconduct has an obligation to cooperate fully with the investigation. Failure to do so shall result in his/her termination. d. Upon conclusion of the investigation by Madison-Ridgeland Academy and law enforcement authorities, both the alleged victim, if any, and the accused will be advised of the results of the investigation and what action, if any, Madison-Ridgeland Academy will or has taken to remedy the situation and enforce this policy. e. If it is determined that no sexual misconduct occurred, both the alleged victim and the accused shall be so notified. All relevant parties shall be notified that although no finding of sexual misconduct was made, Madison-Ridgeland Academy’s policy is to protect all employees and students from sexual misconduct and retaliation. 5. VACATIONS Full-time employees are eligible for paid vacations, which should be scheduled in advance with their supervisor. Vacation time is calculated on a contract basis with each employee. 6. FACULTY COMPENSATION MRA strives to compensate with competitive rates and benefits to attract and retain men and women that are knowledgeable, skillful, and dedicated. 7. EMPLOYEE INSURANCE All full-time employees are eligible to participate in the group medical/dental/life/long-term disability coverages offered by MRA. Specific eligibility requirements, benefit payments, terms/conditions, and associated costs for these coverages are contained in descriptive booklets prepared by the insurance carriers provided upon employment, or when a person becomes eligible to participate. Madison-Ridgeland Academy reserves the right to change or drop these benefits. In the event of any questions or conflict, the terms of the actual benefit plan document will control. Madison-Ridgeland Academy’s sole obligation is to pay its share of the premium. Madison-Ridgeland Academy is not liable for the payment of any benefits or claims if the administrator of the plan and/or insurance company denies coverage for or fails to pay.
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