CATHEDRAL SCHOOL FOR BOYS
Faculty and Staff Handbook
2017-2018
1275 Sacramento Street San Francisco, CA 94108 Phone: (415) 771-6600 Fax: (415) 771-6696 http://www.cathedralschool.net
Table of Content s
I. Introduc tion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4 II. Sta tements of Mission, Philosophy , Diversity , and Non -Discrimination . . . . 5 a . Mission Sta tement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 b . Sta tement of Philosophy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5 c . Sta tement of Diversity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 d. At-Will Employment Re lationship . . . . . . . . . . . . . . . . . . . . . . . . . . . .7 e . Non-Discrimination Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 f. Policy Aga inst Harassment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 g. Sexua l Harassment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9 h. Compla int and Reporting Process . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 i. Investiga ting and Resolv ing Compla ints . . . . . . . . . . . . . . . . . . . . . . . 11 j. Whistleb lower Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 k . Open Door Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 III. Standards of Professiona lism . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13 a . Persona l Conduc t and Appearance . . . . . . . . . . . . . . . . . . . . . . . . . . .13 b . Duties of Homeroom Teachers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 c . Standards of Conduc t . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 d. Policy Aga inst Violence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17 e . Policy Aga inst Fra terniza tion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18 f. Confidentia l and Proprie tary Informa tion . . . . . . . . . . . . . . . . . . . . . .18 g. General Communication . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18 h. School-Home Communica tions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 i. Campus Visitors . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .19 j. Soc ia l Media Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 k . Use of School Property , Equipment, and Sta tionery . . . . . . . . . . . . . . 22 l. Mobile Phone Use . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .22 m. Use of Tobacco . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .23 n. Drugs and Alcohol . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .23 o. Personne l Records & Re ferences . . . . . . . . . . . . . . . . . . . . . . . . . . . .24 p. Employment Outside of CSB . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 IV. School and Student Sa fe ty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 a . Mandatory Reporting Requirements . . . . . . . . . . . . . . . . . . . . . . . . . 25 b . Student Illness & Acc idents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
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c . Tubercu losis Screening . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 V. Bene fits and Leaves of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .26 a . Workers Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 b . Facu lty Absences . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .27 c . Professiona l Deve lopment & Eva lua tion . . . . . . . . . . . . . . . . . . . . . . 27 d. Sabba tica l Program . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 e . Leaves of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .28 i. Jury Duty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 ii. FMLA/CFRA Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 A. Family Care Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 B. Medical Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 C. Pregnancy Disab ility Leave , Accommoda tions, & Transfers 30 D. Military Ex igency Leave . . . . . . . . . . . . . . . . . . . . . . . . 30 E. Military Caregiver Leave . . . . . . . . . . . . . . . . . . . . . . . .30 iii. Ca lcula tion of FMLA/CFRA Leave . . . . . . . . . . . . . . . . 31 iv . Workers’ Compensation Leave and the FMLA . . . . . . . .31 v . Notice of Need for Leave . . . . . . . . . . . . . . . . . . . . . . .31 v i. Compensa tion and Bene fits During Leave . . . . . . . . . . . 32 v ii. Re turning from Leave . . . . . . . . . . . . . . . . . . . . . . . . . .33 v iii. Other Types of Leave . . . . . . . . . . . . . . . . . . . . . . . . . .33 A. Adoption Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33 B. Bereavement Leave . . . . . . . . . . . . . . . . . . . . . . . . . . 33 C. Leave and Reasonable Accommodation for Vic tims of Domestic Violence , Sexual Assau lt, and Sta lk ing . . . . . 34 D. Organ and Bone Marrow Donor Leave . . . . . . . . . . . . .34 E. Military Leave for Ac tive Serv ice . . . . . . . . . . . . . . . . .35 F. Military Spouse and Domestic Partner Leave . . . . . . . . 35 G. Leave for Vic tims of Serious Crime . . . . . . . . . . . . . . .36 H. Time Off for Voting . . . . . . . . . . . . . . . . . . . . . . . . . .36 I. Time Off for School and Chi ldcare Purposes . . . . . . . .36 J. Accommodation for Nursing Mothers . . . . . . . . . . . . . 37 f. Compensa tion and Work Hours . . . . . . . . . . . . . . . . . . . . . . . . . . . .37 i. Payroll and Paydays . . . . . . . . . . . . . . . . . . . . . . . . . . . .37 ii. Timekeeping . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .37 iii. Meal and Rest Periods . . . . . . . . . . . . . . . . . . . . . . . . . .37 g. Overtime Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .38 i. Overtime Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38 ii. Overtime Authoriza tion . . . . . . . . . . . . . . . . . . . . . . . . .38 Acknowledgement and Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
VI.
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I .
Int roduct ion
This handbook is intended as a means of communicating our policies and procedures to you in order for you to better understand how Cathedral School for Boys (“CSB” or “The School”) operates. It has been prepared for both present employees and those who may be hired in the future. Unless otherwise indicated, the information contained in this handbook applies to all employees of the school and supersedes all prior policies and procedures. All employees are subject to the policies outlined in this handbook, unless the employee and Headmaster make individual exceptions. The following is presented as a matter of information only, and the contents of this Handbook should not be interpreted, and are not intended, as a written employment contract between the school and any of its employees or a guarantee of continued employment. CSB operates under the principle of “at will” employment. This means that, unless you have a signed contract between you and the School, neither you nor the School has entered into a contract regarding the duration of your employment. You are free to terminate your employment with CSB at any time, with or without reason. Likewise, CSB has the right to terminate your employment, or otherwise discipline, transfer, or demote you at any time, with or without reason, and at the School’s discretion. The School hopes that you will give at least two weeks written notice in the event of your resignation. We have attempted to be as comprehensive as possible in preparing this Handbook. However, the Handbook cannot possibly cover all employment situations that may arise. As circumstances change, the benefits, policies, and practices described in the Handbook may also change. Thus, the School reserves the right to modify, amend, or suspend any of the policies in this Handbook at any time. We will strive to advise employees of any changes that may affect their employment at CSB. If you need further information, or if you would like to discuss any policies in the Handbook, please speak to your supervisor or the Headmaster.
The only policy not subject to change is our at will policy, which can be changed only by written agreement signed by the Headmaster.
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Nothing in this Handbook is intended to unlawfully restrict an employee’s right to engage in any of the rights guaranteed them by Section 7 of the National Labor Relations Act, including but not limited to, the right to engage in concerted protected activity for the purposes of their mutual aid and/or protection. Nothing in this Handbook will be interpreted, applied or enforced to interfere with, restrain or coerce employees in the exercise of these Section 7 rights.
II . Statement s of Mi ssion, Phi losophy , Di versi ty , and Non-Di scr iminat ion
Mission Statement
To provide an excellent education for boys at the elementary level.
To attract a diverse student body of strong academic potential.
To provide a school committed to intellectual inquiry and rigor, centered in the Episcopal tradition, respectful of and welcoming to people of all religious traditions and beliefs.
To develop civic responsibility through exemplary programs of outreach and service.
To create a community bonded by open-heartedness, hope, compassion, and concern.
Statement of Philosophy
Cathedral School for Boys, founded in 1957, strives to provide education in the best tradition of the Episcopal Church and in consonance with the mission of Grace Cathedral. We believe that this education is derived from three main sources: the highest academic and personal standards humanely applied; building a diverse community united in its concern for the school and for the world; and an active engagement with religion and the spiritual dimension. Academically, the school sets high standards in literacy, basic skills, self-discipline, the joy of learning, and the pursuit of wisdom. We set equally high standards in good behavior, caring, mutual respect, truth telling and honor, and emphasize these qualities in all aspects of school life. Art, music, drama and physical education are integral parts of the curriculum. We prepare boys to enter demanding secondary schools confidently; we recognize that there is a variety of learning styles and paces among able students, and we try to teach accordingly. Teachers are able to focus on those learning styles, which are boy-friendly, hands-on, active learning, which allows for
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movement and vigor. We affirm the integrity of childhood and elementary curriculum, and do not try to replicate secondary school studies.
We believe that the school’s programs are affected by a talented, enthusiastic, and loving collegial faculty. These men and women are recruited and retained based on their professional skills, their willingness to model the highest standards in every respect, and their commitment to professional and personal growth. It is a priority of the school to provide funds and other support for that growth, and to strive toward competitive faculty compensation. We believe that our all-boy environment frees our students to explore the full range of their potential. Our awareness of the different learning styles, rhythms and activity level needs of boys promotes an openness and flexibility in the program that allow for success in all areas of study. Personalities have the freedom to develop without gender stereotyping, and boys can inhabit all roles in social, academic, and aesthetic areas. Thus they develop a strong sense of self without the need for posturing and pretending. In an atmosphere where friendships are valued, and where cooperation and collaborative problem solving are practiced, boys are able to talk about their feelings freely. Being the recipients of empathy, understanding, and compassion, boys learn to become caring and compassionate people. Our belief that all people are children of God and citizens of a shrinking world leads us to develop as diverse a community as possible. We seek families of all races, creeds, and economic circumstances, subject only to their ability to take advantage of our program. A growing financial aid program, tied by policy to the tuition income, exists to effect economic diversity. We make every effort to ensure that all families feel welcome in the school community. seek to assure literacy in the content and discipline of all major religions, recognizing the limitations of what is age-appropriate and the general sensitivity of the subject. We strive to open minds and hearts to the religious dimension of life, and to discourage uncritical dogmatism. The time we spend regularly in Grace Cathedral, with its soaring spaces and magnificent music, provides the boys with an opportunity to come together as a community in a sacred place of great beauty. The spiritual dimension of the school and its program adds immeasurably to the exploration of values, the development of character, and ethical and moral sensibilities. Clergy of many faiths lead worship from time to time. Twenty or more of the boys sing in the Cathedral Choir of Men and Boys, receiving a special musical training and religious experience. We are committed also to outreach beyond the financial aid program. This commitment is evidenced at present by programs of community service and charitable outreach through the entire school community. Religious education includes exploring questions of meaning, purpose and personal identity within the daily life and studies of the boys. Using the Bible and Anglican worship as starting points, we
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Finally, we believe that education thrives in a school where parents, teachers, students, and trustees know each other well, communicate comfortably and openly in an environment of mutual respect, and habitually laugh together. We are committed to remaining small in size, but large in mind, heart, and spirit.
Statement of Diversity
From its inception in 1957 Cathedral School for Boys has always strived to be a school that reflected “the many neighborhoods of San Francisco.” As the school has grown and matured, its definition of what makes a truly diverse community has grown and matured as well. Cathedral School strives to welcome in its community families and students of all races, faith traditions, cultural backgrounds, economic circumstances, and sexual orientations. We greatly value as part of our boys’ educational experience the varying perspectives and learning styles, the richness of culture, the sharing of tradition, and the working through and resolution of conflict that comes from being a truly diverse community. It is through our understanding of the other that we come to be at peace with ourselves. It is through our deepening understanding of difference that we come to know and appreciate our commonalities. And it is through the sharing of the traditions and rituals of others that we gain a deeper meaning and purpose to our own. We believe that the school’s curriculum should represent the diversity of our community and give our students an opportunity to open their hearts and minds to a wide range of perspectives on history, culture, literature and religion. To truly become critical thinkers in a global world, our boys need a strong foundation in not only the core subjects of mathematics, language arts, science and technology, but also need a foundation in understanding the dynamics of human relationships, the values and traditions of various cultures, the balance between the needs of the individual and the needs of others, and a way to live out one’s spiritual and moral values as they are challenged and questioned each day of their lives. We believe the curriculum and program are enriched by a diverse administration, faculty, and staff. The experience of every student is enhanced not only by the different perspectives that a diverse faculty can bring, but also from seeing themselves and their experience mirrored in the community. The school is committed to achieving diversity in its hiring by using the resources available to locate and evaluate a wide range of candidates for each position. We believe economic diversity enriches the educational opportunities for all families, and is critical to the health of the school community. Toward this end the school is committed to making the financial resources available to ensure a need blind admissions policy, so that economic circumstance will not be a determining factor in a child’s admission to Cathedral School.
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Finally, we are aware that none of these goals are easily reached; that they take commitment, time, patience and understanding. We are aware that just as in one’s personal growth, where there is pain, there is opportunity for growth, where there is failure, there is opportunity for redemption, and that accomplishment and success mean little they are not shared with others. It is no different in the life of a community. We welcome the challenges and opportunities that the continuing dialogue will bring.
At-Will Employment Relationship
For employees who do not have contracts with the School, employment at CSB is “at will.” This means that employees without contracts are free to resign from employment at any time. Similarly, the School is free to terminate the employment relationship at any time, with or without cause or prior notice, as it deems appropriate. The School retains such discretion to take other actions as well, such as transfer, reassignment or disciplinary action. In addition, because the employment relationship is at will, CSB may change its employment policies from time to time in its discretion. The only policy not subject to change is the at-will employment relationship, which can be changed only in a written agreement signed by the School’s Headmaster. CSB is an equal opportunity employer and makes employment decisions on the basis of merit. We want to have the best available person in every job. School policy prohibits discrimination based basis of race, religion, creed, ethnicity, national origin, color, ancestry, age, sex (including pregnancy, breastfeeding, and conditions related to breastfeeding), sexual orientation, gender (including gender identity and gender expression), domestic partner status, marital status, familial status, military and veteran status, physical or mental disability, medical condition, genetic information, AIDS/HIV status, weight, height, lawful change of name, Social Security Number or federal employment authorization document, receipt of Medi-Cal coverage, having a California driver’s license with a “federal limits apply” notation, or any other characteristic made unlawful by federal, state, or local laws (“Legally Protected Characteristics”). The school is committed to complying with all applicable laws providing equal employment opportunities to individuals regardless of any Legally Protected Characteristic. This commitment applies to all persons involved in the operations of the school and prohibits unlawful discrimination by any employee of the school. This policy governs all aspects of employment at the School, including hiring, assignments, training, promotions, compensation, employee benefits, employee discipline and discharge, and all other terms and conditions of employment. Non-Discrimination Policy
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To comply with applicable laws ensuring equal employment opportunities for qualified individuals with a disability, the school will make reasonable accommodations for known physical or mental limitations of an otherwise qualified individual who is an applicant or an employee to the extent the accommodation will enable them to perform the essential functions of the job unless undue hardship would result. Any applicant or employee who requires an accommodation in order to perform the essential functions of the job should contact their direct supervisor or the Head of School. The individual with the disability should specify what accommodation he or she needs to perform the job. The School will identify possible accommodations, if any, that will help eliminate the limitation. If the accommodation is reasonable and will not impose an undue hardship, the School will make the accommodation.
Policy Against Harassment
The School intends to provide a work environment that is healthy, professional, and free from intimidation, hostility, or other offenses that might interfere with work performance. CSB condemns and prohibits harassment based on an individual’s Legally Protected Characteristics as defined above. This policy applies to all workers – not only employees but also to contractors, unpaid interns and volunteers. It both protects these workers and governs their conduct while engaged in CSB business and interacting with other School workers.
Our workplace is not limited to the School’s facilities. In fact, any place where workers and their supervisors are together is likely seen as the workplace.
Prohibited harassment includes, but is not limited to:
1.
Verbal harassment such as epithets, lewd talk, suggestive comments, derogatory
comments, jokes negative stereotyping or slurs; 2. Physical harassment such as assault, intimidation, impeding or blocking movement or any physical interference with normal work or movement; 3. Visual forms of harassment such as derogatory posters, cartoons, photographs, calendars, or drawings; or any written or graphic material circulated that denigrates, shows hostility or aversion towards an individual or group because of any Legally Protected Characteristic. Whether or not the person means to give offense or believed his or her comments or conduct were welcome is not significant. Rather, the School’s policy is violated when other workers,
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whether recipients or mere observers are, in fact, offended by comments or conduct based on any Legally Protected Characteristic. Sexual Harassment Sexual harassment is a form of prohibited harassment requiring special mention. Sexual harassment is defined as unwelcome sexual conduct of any nature that creates an offensive or hostile work environment or unwelcome sexual conduct that is made a condition of working at the Company. Sexual harassment, like other forms of prohibited harassment, will not be tolerated. Examples of prohibited sexual harassment include unwelcome sexual conduct such as: • Verbal harassment (e.g., sexual requests, comments, jokes, slurs); • Physical harassment (e.g., touching, kissing) and; • Visual harassment (e.g., posters, cartoons or drawings of a sexual nature.) Sexual harassment is not limited to conduct motivated by sexual attraction or desire. It may occur between members of the opposite sex or members of the same sex, regardless of their sexual orientation. It also may be in the form of non-sexual, offensive conduct that is directed at an employee because of his or her gender (including gender identity and gender expression). The legal standards and consequences of unlawful sexual harassment are still evolving. The School’s policy is more all-encompassing than what the law prohibits. This is because CSB’s policy rests on the fundamental precept that each employee must treat all others with respect, dignity and professionalism. Deviation from that standard will not be tolerated. Any worker who believes he/she has been subjected to any form of discrimination or harassment prohibited by this handbook is encouraged to report them through the complaint procedure outlined below. You can raise concerns and make reports without fear of retaliation. The School encourages any worker who believes he or she has been discriminated against, harassed or retaliated against in violation of this policy, or who has witnessed such conduct toward others, to report that conduct regardless of the identity of the offender. (For example, it does not matter if the offender is another worker, or a parent, alumnae, or business contact of the School.) Reports may be either orally or in writing, and should be directed to the employee’s immediate supervisor. If the immediate supervisor is involved in the conduct or if for some other reason the employee feels uncomfortable making the report to that individual, the employee should contact the Head of the School or the President of the Board of Trustees. The School encourages prompt reporting of complaints so we can take appropriate action. Late reporting by itself, however, will not preclude CSB from taking remedial action. In addition, an individual may lodge a complaint of unlawful discrimination, harassment or retaliation with the California Department of Fair Complaint and Reporting Process
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Employment and Housing, www.dfeh.ca.gov, and/or the U.S. Equal Employment Opportunity Commission, www.eeoc.gov.
Because harassment can often be dealt with informally we encourage individuals who believe they are being harassed to firmly and promptly notify the offender that his or her behavior is unwelcome. Because this may be difficult, however, such direct communication is not a requirement of filing a complaint. Any manager or supervisor who witnesses or hears about conduct that may constitute discrimination, harassment or retaliation prohibited by this policy must immediately report the conduct by contacting the Head of School. The School will not retaliate, nor will it tolerate retaliation against workers who complain in good faith about discrimination, harassment, or retaliation in the workplace, or who participate in any workplace investigation under this policy.
Investigating and Resolving Complaints
The School will promptly investigate all allegations of prohibited harassment, discrimination or retaliation that are brought to its attention. The investigation will be conducted by qualified personnel in as confidential manner as is practical and appropriate under the circumstances, recognizing that some disclosure will be necessary to effectively investigate the complaint. The investigation and complaint process will give all parties notice of the nature of any allegations made against them and a meaningful opportunity to respond. All workers, including managers and supervisors, have a duty to cooperate in the School’s investigation of misconduct under this policy. Investigations will be documented and tracked to ensure that reasonable progress is made and timely closure achieved. Upon completing its investigation, the School will make findings and conclusions based on the evidence it has collected. If it determines that misconduct has occurred, CSB will take appropriate remedial action. Individuals found to have violated this policy will be appropriately disciplined commensurate with the severity of the offense. Discipline may range from a verbal or written warning, to suspension or demotion, up to and including termination of employment. Appropriate action will also be taken to deter any future misconduct. The complaining person and the individual accused of misconduct will be made aware of the outcome of the investigation. The School will not retaliate against any individual for filing a good faith complaint and will not permit retaliation by administration, faculty, or staff.
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Any employee who refuses to cooperate with or otherwise interferes with an investigation conducted by or on behalf of the School will be subject to disciplinary action, up to and including termination. Any employee who knowingly provides false information or intentionally withholds information without an appropriate basis for doing, during an investigation conducted by or on behalf of the School, will be subject to disciplinary action, up to and including termination. Whistleblower Policy It is the School’s intent to protect its integrity, ensure the highest standards of conduct among its employees, and adhere to all applicable laws and regulations. CSB therefore encourages employees to report any reasonable belief that a legal violation has potentially occurred due to any policy, practice or activity by the School or its employees, customers, or vendors. A report of any such potentially improper activity may be submitted on a confidential basis by the employee. Alternatively, the employee may provide an anonymous report, but anonymous reports must include sufficient specific facts to enable the School to investigate the matter. CSB will not retaliate against an employee who, in good faith, reports any potentially improper activity. Nor will the School tolerate any other employee retaliating against or attempting to influence the employee. Any employee who does so will be subject to discipline up to and including termination of employment. The School will conduct a prompt and appropriate investigation into all reports of potentially improper activity. All employees are required to cooperate with The School’s internal investigations by providing any requested information and truthfully and fully answering questions. Failure to cooperate with or impeding an investigation, or knowingly providing false information, will result in disciplinary action. Reports of potentially improper activity and related investigations will be kept confidential to the extent possible, consistent with the need to conduct an appropriate investigation. Anyone found to have engaged in improper activity will be subject to disciplinary action up to and including termination of employment. Civil liability or criminal prosecution of the wrongdoer may also result. In accordance with the Defend Trade Secrets Act, an individual shall not be held criminally or civilly liable under any State or Federal trade secret law for the disclosure of a trade secret that is made (1) in confidence to an attorney or to a government official, either directly or indirectly, for the sole purpose of reporting or investigating a suspected violation of law; or (2) in a complaint or other document filed in a lawsuit or other proceeding, if such filing is made under seal. An individual who files a lawsuit for retaliation for reporting a suspected violation of the law may
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disclose the trade secret to his or her attorney and use the trade secret information in the court proceeding so long as the individual files any document containing the trade secret under seal and does not disclose the trade secret except pursuant to court order. Open Door Policy CSB strives for an open environment that encourages employees to participate in decisions affecting them and their daily responsibilities. We believe that open and direct communication will produce a productive workplace, enhance the quality of decisions, and ultimate improve the quality and value of our products and services. Employees who have job related concerns or complaints are encouraged to discuss them with their supervisor or any other management representative with whom they feel comfortable. The discussion should occur as soon as possible after the events causing the employee’s concern. We cannot guarantee that CSB will make the changes you suggest or resolve your concern in the way you would prefer, but your voicing your concerns will give us the opportunity to address them and provide important feedback for us in our efforts to improve the school and our work environment. No employee will be disciplined or otherwise penalized for raising a good faith concern. This open door policy is an important tool for maintaining the School's environment of mutual respect and for resolving individual or group differences informally without fear of retaliation. III . Standards of Professional i sm This section outlines the general standards of professionalism expected of all CSB staff members. CSB’s reputation and success are determined by the work that we do and by the employees who represent us. Regardless of whether a staff member is interacting with students, parents, trustees, alumni, colleagues, or the general public, the manner in which employees conduct themselves should reflect the standards of professionalism expected by the school. Attributes such as personal appearance, behavior, habits, and communication play a major role in communicating those expectations to the public and generating confidence in the School. CSB recognizes that in a professional work environment like ours, most employees take responsibility for ensuring that their own behavior complies with the school’s standards. At times, however, it may become necessary for the School to intervene when an employee fails to meet the school’s expectations regarding performance, attendance, conduct, or other standards. The School has the sole discretion to determine whether circumstances warrant disciplinary action and, if so, what type of action is warranted. Examples of School responses include, but are not limited to, verbal warnings, written warnings, suspension with or without pay, and termination. Nothing in this policy alters the “at will” nature of employment.
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Personal Conduct and Appearance
Employees are expected to conduct themselves with professionalism, courtesy, and respect in their dealings with each other and with other members of the school's community. In addition, dress, grooming, and personal appearance contribute to the morale of all employees and influence the School’s reputation in the community. As the School requires neat standards of dress for the students, faculty members are expected to be role models in this area. Thus, it is important that employees present a professional appearance consistent with the nature of their job. Employees who have specific questions about appearance and dress should contact the Head of School. Cathedral School for Boys believes that a positive adult presence contributes to a healthy school culture. Adult presence demonstrates our commitment to the students, models healthy behavior, and helps foster the type of community where students thrive. All staff members are expected to be on campus by 7:45 and remain on campus until 4:00. Staff members should also plan to remain on campus until 5:00 for weekly faculty meetings. Similarly, all staff should expect to participate in regular or called meetings scheduled before, after, and during the school year. Faculty members are expected to attend all school activities scheduled during the academic day, including Chapel. We ask faculty members to sit with their students during all school events, even if they are not accompanying a class at that time. All teachers are required to attend these events whether or not they have a class at that hour. The classroom constitutes the most important experience at CSB. We ask teachers to prepare lessons that will occupy their students for the entire class period. Teachers should not leave their classes unattended. We also ask our staff, especially in the upper school, to be present in the hallways immediately before and after school and during passing times. Staff members are asked to make every effort to greet their students at the door as they enter the classroom. We ask staff to take an active role in promoting good behavior at all times. We encourage faculty members to attend student events, such as athletic competitions, musical performances, and school-sponsored events, held after school hours, especially when their students are participating in these events. Finally, we believe that presence with the students is not limited to our physical company. It is important for staff to engage formally and informally with the boys. To this end, we ask staff to refrain from using electronic devices, especially cell phones, for personal use when in the boys’ presence. We also ask staff to limit time spent on personal matters during school hours. Personal calls should not be made during class time or when staff members are with students. To the extent
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that personal calls need to be made, we ask staff to find a quiet location away from the students to quickly and efficiently attend to the personal matter.
We also ask staff to make every effort to schedule personal business, such as doctor’s appointments, outside of school hours.
Faculty members are asked to keep Division Directors apprised of significant student problems through email or personal meetings. Referrals for tutoring or outside evaluation should not be discussed with parents until they have been approved by the Division Directors. When at all possible, the Division’s learning resource teacher should also be apprised of requests for tutoring or outside evaluation. In addition to excellence in the classroom, faculty members are expected to promote high standards of behavior and to act as role models for the students. Teachers’ private lives and political views are a private matter. In presenting controversial topics for student consideration, both sides of any issue should be examined. Teachers are also advised to consult their division director in before presenting material that some parents or students may deem to be controversial or offensive. In some cases, it may be prudent for the teacher or division director to give parents advance notice of the material. Division Heads must clear Guest lecturers scheduled to meet with students. The Division Director should also approve textbooks, audio-visual aids, and other potentially controversial material.
Duties of Homeroom Teachers
Any teacher in charge of a class bears primary responsibility for the class and the students in it. Attendance must be taken by the teacher and reported to the front desk by 8:30 a.m. Students absent from classes during the school day may participate in activities such as sports, field trips, plays if that participation has been approved by the Division Director or the Headmaster. The homeroom teacher is responsible for maintaining a neat and orderly classroom. All classrooms are to be kept as neat as possible during the day. Before dismissal in the afternoon, we ask each homeroom teacher to be put the classroom in proper order.
While all teachers are asked to maintain the student dress code, homeroom teachers bear this primary responsibility.
The halls, faculty room, and workrooms are community space for which everyone is responsible. Teachers are expected to do their part to promote general neatness and orderliness throughout the
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school. When emergency maintenance is required, notify the office and/or the Business Office immediately. Otherwise, fill out a Maintenance Request form and deliver it to the Business Office.
All teachers are assigned additional duties that involve supervision of students outside the classroom at times. Since these assignments influence the safety of the students, they are to be handled with care and seriousness of purpose. Teachers are expected to be prompt and attentive. Should field trips, special programs, or other unexpected events prevent a teacher from handling recess or other duties, it is the responsibility of the teacher to arrange for a substitute. In Upper School all homework assignments, projects, quizzes, and tests should be recorded on the online assignment calendar. Standards of Conduct CSB prides itself on our friendly and flexible environment. As in other organizations, however, order and discipline are essential to the School’s ability to provide excellent service to our students and their families. Employees are expected to comply with basic standards of conduct and professionalism in the workplace and while conducting school-related business. Although it is impossible to provide a complete list of conduct that is not tolerated at the School, the following are examples:
• Unsatisfactory job performance;
• Poor attitude (for example, rudeness or lack of cooperation);
• Excessive absenteeism or tardiness, or an unacceptable pattern of absences;
• Insubordination;
• Dishonesty;
• Unauthorized use of the school’s name or letterhead for personal use;
• Harassing, including sexually harassing, employees, students, vendors, or other persons with whom the school has a business relationship; • Theft, unauthorized possession or removal of property belonging to the school, fellow employees, students, vendors, or other persons with whom the school has a business relationship;
• Engaging in behavior that is threatening, physically aggressive, or violent;
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• Disparaging the School’s services in violation of the employee’s duty of loyalty as a CSB employee;
• Failure or refusal to cooperate in or interference with an internal school investigation;
• Sharing confidential or proprietary School information;
• Possession, distribution, sale, use, or being under the influence of illegal drugs while on school property or while conducting school-related business; • Unauthorized use of alcohol or being under the influence of alcohol while on school- related business or on school property;
• Violation of school policy;
Employees who engage in such conduct may be subject to School discipline, up to and including termination with our without cause or prior notice. Nevertheless, nothing in this policy changes the at-will nature of employment at the School.
Policy Against Violence
As part of its commitment to workplace safety, the School is committed to providing a workplace that is free of threats or acts of violence and to protecting its employees from such conduct on its premises. In keeping with this commitment, we have established a strict policy that prohibits any employee from engaging in behavior that is violent, threatening or intimidating, while on duty or on School-related business. This policy applies to all employees. The School will not tolerate those who make threats, engage in threatening behavior, or commit acts of violence against others. In addition, the School is committed to preventing violent or threatening behavior on its premises by non-employees, such as students, visitors, guests, or family members of its employees. This policy prohibits not only physically violent behavior, but also behavior that is threatening, harassing or intimidating. Prohibited behavior includes, but is not limited to: Possession of firearms, explosives, weapons such as knives, or any other hazardous or dangerous devices on school property or at any school function, whether on or off premises. Additionally, use of any item as a weapon is prohibited. Disorderly conduct on organization property, including fighting, inciting/provoking another to fight, battery, attempted bodily injury, or physically abusing any employee or visitor.
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Using abusive or threatening language, coercing, threatening or otherwise harassing any employee or visitor. Actual or threatened physical violence towards another employee, student, visitor, or school community member. All employees are responsible for being aware of and reporting potentially violent behavior, including any incident involving threats or acts of violence. Reports should be made immediately to the employee’s supervisor, the Headmaster, or to any manager. The matter will be investigated and any appropriate corrective action taken. Violations of this policy will lead to disciplinary action, up to and including immediate dismissal. To assist the school in its efforts to maintain a violence-free workplace, employees are strongly encouraged to notify the Headmaster about any restraining order in effect or any potentially violent situation outside of work that could result in violence in the workplace. Employees who become aware of any other workplace security hazards or who have suggestions for increasing security in the workplace should also speak with the Headmaster. Employees making reports as encouraged by this policy will not be retaliated against, and the school will not tolerate any such retaliation. CSB is committed to fostering a professional work environment where their managers treat all employees fairly and impartially. Intimate personal relationships between supervisors and subordinates may result in workplace problems, such as a lack of objectivity in supervising and evaluating employees, the perception of favoritism by other employees (whether justified or not), and the potential for sexual harassment claims if a relationship ends. The school therefore prohibits supervisors and managers from dating, engaging in amorous relationships with, or participating in sexual relations with employees who report to them, either directly or indirectly. Employees in a direct or indirect supervisory relationship who begin dating or amorous relationships with one another, who enter a domestic partnership, or who become married or related to one another during their employment, may request a transfer to comply with this policy. While the school will attempt to accommodate such requests, it reserves the sole right to deny such requests based on its business needs. Questions about the application of this policy should be directed to the Headmaster. Confidential and Proprietary Information Policy Against Fraternization
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All employees have a continuing responsibility to protect the school’s confidential and proprietary information, both during and after their employment with CSB. Such confidential information includes, for example, private information about students and their families, financial data, donor information, or any other proprietary information acquired through employment at CSB. This information should be kept strictly confidential. Care should be taken to protect confidential information from disclosure. It should be marked “confidential,” kept out of sight, and stored in locked cabinets or drawers when not in use. Any proprietary information not in use should be shredded. It is not to be discussed outside the School, except as necessary in the normal course of business and cannot be used except for the benefit of the school. CSB’s telephone, Internet, and email systems are important school asset and intended for school- related use. Personal calls should be made sparingly. Employees are expected to limit all personal calls so as not to interfere with work. Although employees have passwords that restrict access to voicemail messages left for them on the School’s voicemail system, employees should be aware that the School can access any messages stored in the voicemail or email systems and may do so from time to time. Therefore, employees should not assume that such messages are confidential. Before contacting a parent, a teacher must discuss the intent of communication with the Division Head. In particular, a teacher must have a discussion with the Division Director when he/she questions a student’s ability to perform at grade level and/or would like to suggest tutoring. All significant, non-routine conversation between teachers and parents should be communicated to the appropriate Division Director by email or through a personal meeting. Similarly, all formal conferences are to be scheduled with the approval of the Division Head. Teachers should make every effort to address the individual learning needs of each student through a variety of strategies. If a teacher determines that a student needs additional tutoring, he/she should discuss it with the learning specialist and the Division Director before contacting the parent. If a parent contacts a teacher to request tutoring, the request must be referred to the Division Head. Teachers are not permitted to tutor students in their own classes for pay. If a teacher would like to contact parents about their son’s severe academic or socio-emotional struggles, he/she must consult the learning specialist or school counselor, and Division Head before doing so. A joint meeting with the teacher, learning specialist or counselor, and Division General Communication School-Home Communications
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Director, and parents should be scheduled. Any concerns about the student’s ability to remain at CSB should be stated with the Division Head present.
All teachers are expected to check their voicemail and e-mail at least twice a day for parent messages. All staff should make every effort to respond to communication, especially from parents, on the same day, if possible, or no later than 24 hours after receiving the communication.
Campus Visitors
All visitors should sign in at the front desk. Employees should remain with their guests at all times and remain responsible for the actions of their guests. Members of the public attending public events, such as parent education or athletic competitions, may proceed directly to the appropriate location without signing in. While CSB seeks to create a community that supports the role our staff members play in the lives of their children and families, we also recognize that hosting visitors, including family members and children, can interfere with the ability to effectively perform our jobs. This is especially true in the event of a job-related emergency to which a staff member would need to respond. The potential competition between personal and professional responsibilities can place both students and visitors at risk. For these reasons, we ask staff to refrain from bringing visitors, especially children, to work during school hours or while managing school-related responsibilities either on or off campus. In the event that personal events complicate a staff member’s ability to meet this expectation, he or she should consult the immediate supervisor. Social Media Policy The Internet has become an accessible and powerful means of public communication, whether through e-mail, participation in chat rooms, personal websites, blogs, or social networking sites like Google+ and Facebook (“Social Media”). CSB respects the right of employees to use these vehicles of self-expression and communication. We expect and insist, however, that our employees’ use of Social Media be confined to non-work time and to employees’ own electronic equipment. We do not permit employees to use Social Media during work time or on School equipment. We also expect and insist that employees’ use of Social Media does not damage the School, its students or our working environment. Employees should observe the following guidelines to ensure that their public activities on personal websites, blogs, and social networking sites do not conflict with their responsibilities toward the school and its students including their duties of loyalty and confidentiality.
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