GLOBE Charter School
Policies and Procedures
For Employees
2007-2008 School Year

Vision Statement:
GLOBE Charter School enables students to become responsible, competent, aware, innovative and active citizens of the world.

Mission Statement:
GLOBE Charter School fosters each student’s ability to become a successful contributing member of the global community of the 21st century.  We therefore provide a culturally rich, interdisciplinary educational program that teaches tolerance and celebrates diversity.  We support students in acquiring the essential academic and life skills necessary to succeed in their personal and professional lives.  GLOBE strives to make a positive difference in children’s lives so that children can make a positive difference in the world.

Policies and Procedures for GLOBE Employees – 2006/2007
Table of Contents

I. Employment Principals
A. Non-discrimination

B. Sexual an Racial Harassment

C.Vacancies

D. Contracts

II. Position Duties and Responsibilities
A.  Board of Directors

B.  Administration

• Director
• Dean of Students
• Office Manager/School Registrar
• Administrative Assistant

III. Discipline
A.  Student Discipline

• Love and Logic Principles
• No retaliation
• Use of force
• Discipline Office Referrals
• Incident Reports
• Return of students to class
• Teacher supervision

IV. Professional Rights and Responsibilities
A.  Interpersonal Relations

B.  Accountability to students

• Vision and Mission
• Attendance records
• Alcohol and drug procedures

• Smoking
• Fire Drills
• Inclement weather
• Accident Reports
• Incidents
• Child abuse and neglect
• CPR and First Aid certification

• Controversial Issues
• Sex Ed Curricula
• Fictional movies

• Provided to teachers
• Teacher responsibilities of supplies
• Where to find supplies
• Bus driver requirements
• Parent driver requirements
• Fund Raising
• Student fees
• Field Trip Fees
• Repairs
• Cleaning responsibilities of teachers

H.  Credit Card Policy

V. Evaluations
A. Purpose

B. Orientation

C. Timelines

D. Scope

E. Observations

F.  Remediation

VI. Insurance
A.  Health

B.  Dental

C.  Vision

D.  Life

E.  PERA

F.  Worker’s Compensation

VII. Assault
A.  Procedures to follow

VII. Employee Rights
A.  Complaints

B.  Access to Files

C. Progressive Discipline Procedures

1. Director's obligations
2. Sufficient Cause
3. Same offense
4. Progressive Discipline Procedures
• Verbal Warning
• Written Reprimand
• Suspension
• Review
• Termination presented to Board
• Board decision of continued employment
• Board decision of termination

1. Purpose
2. Good Faith
3. Appeals procedures
• Informal
• Formal Level One
• Formal Level Two
• Formal Level Three

4. Failure to file grievance on time

5. Extension of time limit

Employment Principles

1. GLOBE Charter School celebrates diversity in all aspects of the institution, including employment.  GCS provides equal employment opportunities regardless of the racial or ethnic background, national origin, ancestry, age, gender, gender expression, sexual orientation, religion, or disability of the individual.
   

Sexual and Racial Harassment

1. GLOBE Charter School requires each of its employees to avoid any behavior that constitutes unlawful sexual or racial harassment.  GCS also requires employees to avoid any behavior that constitutes retaliation against any person for reporting alleged sexual or racial harassment.

Vacancies

1. All vacancies shall be posted first to current GLOBE employees for the time of two weeks before being posted to the community at large.  A position opening that can be filled by a GLOBE employee will not be considered a vacancy requiring no further posting
   
• If the vacancy is not filled from within, it will be posted in at least one newspaper and remain open for a minimum of ten working days.  Positions shall not be filled during this posting time.
• Whenever possible, teachers shall be involved in the selection process.
• More than one applicant will be interviewed for all vacancies.
• Lateral moves from within the organization may be effected without the position being posted.
• The director reserves the right to use a selection committee if they deem necessary.
• Applicants for a position shall be notified as promptly as is practicable after the selection is made.
• The Director has the authority, should a current position become available during the regular school year, to fill that position with a qualified applicant without going through the posting requirements until the end of the school year.

Contracts

1. The first 90 days of the contract are a probationary period of employment.  Employment may be terminated at any time during this probationary period.
2. GCS employee contracts are for one calendar year (August 9 - August 7) and are eligible for renewal annually.
3. Employees will give thirty days written notice of voluntary termination of services or will be subject to paying GCS damages. Resignation will occur without further compensation other than that accrued and due for services already rendered.

Position Duties and Responsibilities

Board of Directors

1. See Governance Policies

Administration

Director

1. Curriculum development and training
2. Employment Management, to include employee hiring, staff meetings, evaluations, contract renewals, training, and development.
3. Budget, to include state/district funding, payroll, bills, fundraising, capital construction, MLO.  
4. Monitoring of building upkeep/maintenance and security.

Dean of Students (or Administration if no Dean)

1. District, League, and State relations, testing, and reporting
2. Personnel benefits and guest teachers
3. Student discipline
4. Health and Safety

Office Manager/School Registrar

1. Enrolls students into the school, sends for transcripts and Records, inputs grades into the district’s computer, schedules students and maintains records of credits.
2. Billing clerk for extended day program, student fees, field trips, etc.
3. Logs all monies
4. Maintains discipline files and generates reports
5. Publicizes monthly newsletter

Administrative Assistant

1. Director’s personal assistant
2. Prepares forms, generates reports, and compiles statistics
3. Assists on District procedures
4. Maintains computerized student files and records, including daily attendance records.

Teachers

1. GCS requires a training period for all teachers the week before school begins.
2. All full-time teachers will be in the building by 7:55a.m. and will remain until 3:45p.m. 
3. At least ninety-five minutes will be allotted daily to each full-time teacher for planning and lunch.  This includes the five minutes before school, forty minutes for lunch, and fifty minutes of time when the class is with an enrichment teacher.     
4. Teachers will be required to attend all meetings, to include monthly Village Assemblies, facility meetings, conferences, and faculty development.  Any portion of the previously listed meetings that is missed will be deducted from his/her paid time off and will be considered during the renewal process, unless previously approved by the Director.
5. Facility meetings will be held once a month on Wednesday afternoons at 4:00.  Please submit in writing any item that you would like to have discussed at a staff meeting to the Director a week before the meeting.  The Director will distribute agendas the Monday before the scheduled meeting.  If a staff meeting is missed, it is the responsibility of the staff member to complete a faculty absence form and to know and implement what was discussed.
6. Village Assemblies are held monthly on alternate Tuesday evenings and Saturday afternoons.  They last approximately two hours.  Village Assemblies include community business meetings, school performances, and festivals.
7. Conferences are on the school calendar and occur three times during the school year.  These conferences will be used to develop GLOBE Learning Plans (GLPs), review student progress, education and social goals, develop action plans, and review student portfolios.
8. Each conference day will be used by enrichment teachers to do the following:  PE – plan for field day, Art – plan for are fare, and Music – plan for winter concert and talent show.
9. Faculty development opportunities, trainings, and workshops are required by staff members as instructed by the Director.
10. Every student at GLOBE will have a portfolio.  Each student’s teachers, including enrichment and foreign language, will contribute at least two portfolio entries per quarter.
11. All teachers will have their class participate in a service-learning project.  Each class will identify a problem; then design, implement, and evaluate a service-learning project.
12. Absences - Full-time GLOBE employees will receive eleven paid days off (PTO) due to illness or personal leave .
13. Any portion of a regularly scheduled workday, to include all meetings and Village Assemblies, that is missed by any faculty member must be reported on the Absence Request for Leave Form and turned in to the Director two weeks prior to the absence .  If the absence is due to approved school business, please check this on the form,  The Director will return the signed original form to the employee within three days, and will keep a copy in his/her office.  Employees should keep their own copies as well.
14. In the event of an unexpected absence this form must be submitted within one regular workday after the faculty member returns to work. 
15. An employee who is absent without submitting an Absence Request for leave Form may be subject to investigation and progressive discipline for nonperformance of contracted services.
16. Teachers will have lesson plans available for substitutes in their Classroom, including current classroom information, attendance list, schedules, and class work for all subjects taught.
17. The D-11 sub system should be called by a teacher when a planned absence is scheduled.  In the event of an unexpected absence, the teacher should also contact the D-11 sub system and also contact the current Director to inform GLOBE about the absence.  You may reach Marty Caldwell at 633-9261.

Summer School

1. Announcement of summer school and possible openings for Teaching positions shall be adequately published by May First.
2. Teachers who would like to be considered for summer school employment should submit a letter of interest to the Director.
3. Openings shall be filled first by qualified GLOBE teacher applicants.

Discipline

Student Discipline

1. All GLOBE teachers are expected to follow the principles of Love and Logic when disciplining students for infractions found in the D-11 Green Book (Student Code of Conduct).  The Love and Logic principles are explained on the GLOBE Code of Ethics and Discipline (see appendix).
2. No teacher will be retaliated against because of his or her involvement in processing or reporting disciplinary actions.  This will not impair the right of the Director to counsel with a teacher regarding his/her actions in student discipline. 
3. If safety concerns permit, all teachers will first make an attempt to correct a situation through verbal communication.  If in the judgment of the teacher force will provide for the safety of others then such force as is reasonable and necessary may be used to restrain a student form an act of wrong-doing, quell a disturbance threatening physical injury to others, obtain possession of deadly weapons, for the purpose of self-defense, or for the protection of persons or property.
4. All teachers shall use a Discipline Office Referral for students sent to the office.  Students should be sent to the office only for moderate and sever level infractions.  Moderate infractions include habitually disruptive behavior.  The teacher should deal with all minor infractions.
5. At times the Director will require written incident reports in addition to the Discipline Office Referral (DOR).
6. Students receiving DORs will be returned to the classroom when the administration deems appropriate.  In addition, a students homeroom teacher will be notified by the administration that the student has received an office referral when the referral is given by another teacher.
7. Teachers are responsible for supervising their classes at all times.

Professional Rights and Responsibilities

Interpersonal Relations

1. All employees are expected to behave in a professional manner at all times and to model the vision and mission of the school.  We treat other people with dignity, respect, and honesty.
2. All employees will maintain confidentiality in all student, school, and personnel matters.
3. We never judge differences as weaknesses; what may look like a weakness to us could be a strength we do not possess.
4. Staff members must consult with the Director before distributing information on GLOBE letterhead, using the GLOBE brand, or communicating formally on behalf of GLOBE.
5. All staff will respect the schedule of the Director and request an appointment when requiring to discuss an issue with him/her.

Accountability to Students

1. GLOBE employees are held accountable to implement GLOBE’s vision and mission, follow employee policies and procedures, comply with the contract.
              
2. Employees must report to work on time and remain during working hours, unless signed out by the office.  An unsatisfactory attendance record resulting from frequent absences and tardiness may be the basis for progressive disciplinary action.
3. The unlawful manufacture, distribution, dispensing, possession, or use of alcohol or a controlled substance as defined in state and federal law is prohibited.  This policy shall apply to all employees during working time, while operating any school-owned vehicles or school-approved vehicles, or during school-sponsored activities.  This prohibition also shall apply to employees during non-working time to the extent such us impairs an employee’s ability to perform his/her job.  Observance of this policy is a condition of employment.  For any employee found in violation of this policy, sanctions against that employee, including non-renewal, suspension, or termination, shall be in accordance with prescribed Board Policy.  State statutory requirements will apply in the event of a termination.  Pursuant to law and as a condition of employment, any employee who is convicted or pleads nolo contendere under any criminal drug statute for a violation occurring in the work place shall notify GCS no later than five days after the conviction.  Failure to do so shall result in disciplinary action up to and including termination for a first offense.
   

  Health and Safety

1. No smoking is allowed within one hundred fifty meters of the school. Staff must not purchase tobacco products or use them with or in front of students.
2. Fire drills will be held once a month and fire escape routes should be posted in each room.
3. GCS will follow District 11 policy for inclement weather.
4. Accident Reports must be filled out by employees who witness accidents involving physical injury to a person or serious damage to property.  Accident reports must be submitted to the Director, and the administration will fax the report to the insurance representative within twenty-four hours if necessary,
5. Incidents must be reported immediately in writing to the Director, with documented follow up within twenty four hours.
6. Follow up must be specified on the report.  An incident includes but is not limited to student behavior or occurrences which merit serious concern such as disruptive behavior involving minor injury or threat of injury, a minor accident, damage to property involving minimal repairs, theft, etc.
7. For policies on reporting child abuse and neglect see the District 11 website at http://www.d11.org.
8. Report child abuse and neglect to the Director and DHS immediately.
9. All employees must maintain CPR and first aid certification. All teachers conducting end-of-year trips will have medication dispensing certifications from the District.

Academic Guidelines

1. The actions of an individual teacher in carrying out an educational program appropriate to the curriculum can properly involve controversial issues which may be questioned, provided both the issue and the treatment of the issue are within the range, knowledge, maturity, and competence of the students. It is the teacher's responsibility to bring out various sides of controversial questions that would allow the students to make an educated judgment.& The teacher has the right to express his/her opinion, but in doing so it is important that the students understand that it is the teacher's own opinion and is not to be accepted as an authoritative answer.
2. When discussing controversial issues, the student has the right to free access of relevant information, including materials that circulate freely in the community; study under competent instruction in an atmosphere of freedom from bias and prejudice; and to form and express his/her own opinion on controversial issues without thereby jeopardizing his/her relationship with the teacher or the school. Teachers are assured of the support of GCS when the actions of the teacher are in accord with the law and terms and provisions of this manual. Furthermore, no teacher will be subject to disciplinary action for teaching controversial issues when his/her conduct is the result of the exercises of reasonable professional judgment by the teacher.
3. Sex Ed curricula must be pre-approved by the Director. Upon pre-approval the teacher will notify parents of curriculum content and obtain written parental permission.
4. All fictional movies must be approved in advance by the Director.

Staff Involvement in Decision Making

1. GCS will involve people affected by decisions in the decision - making process, and agrees to honor all parties involved and the decision as it is agreed upon. In the development of regulations and arrangements for the operation of the school, both Administration and the Board shall include at the planning stage, whenever feasible, those employees who will be affected by such provisions, particularly in the use of committees.

Curriculum Development

1. The Director is ultimately responsible for GCS curriculum. Faculty contracts require participation in curriculum evelopment.

Facilities, Materials, and Supplies

1. GCS shall provide each teacher with an accessible space to store instructional supplies and materials, a teacher workroom/lounge away from students, access to a copy machine, and a serviceable desk and chair.
2. Teachers are responsible for the proper caer and use of assigned  equipment.  Students are not allowed to use the copy machine for any reason.
3. Supplies are available in the office
4. Bus drivers must have a commercial driver's license with a P2 and an S endorsement on file with the office.
5. Parent drivers must be at least twenty-one years of age and must have their license and proof of insurance on file with the office. All students on GLOBE field trips must have their own seat belts.
6. All fundraising projects must be submitted In writing and pre-approved by the Director.  There will be no door-to-door or candy selling at GLOBE.
7. Students at GLOBE pay a $125 activity/portfolio fee per year. Those qualifying for reduced lunch pay half, and those who qualify for free lunch pay no fee.
8. Field trips and activity fees are collected and counted for by the Office Manager, and should include transportation costs. Each teacher will have a list of students that have paid (collated by the Office Manager) available to him/her.
9. GCS does not have a full-time custodian or repair person.  If repairs or cleaning needed is extensive, faculty should fill out a Repair Request Form and turn it into the Director.
10. Teachers will be responsible for the vacuuming of their classrooms and all other carpeted areas.

Credit Card Policy

V. Evaluations

A. Purpose

1. Evaluations shall serve as a basis for the improvement of instructions, to enhance the implementation of programs of curriculum, serve as the measurement of satisfactory performance of individual personnel, serve as documentation for an unsatisfactory performance dismissal proceeding under Article 62 of Colorado's Statutes, and serve as a measurement of the professional growth and development of personnel

B. Orientation

1. The Director is responsible for acquainting teachers with the formal evaluation procedure. This shall include providing teachers with a copy of the current evaluation form(s).

C.  Timelines

1. A minimum of one Director observation/written evaluation shall   be completed before February 1 annually for teaches and administrative staff.
2. One Board observation/written evaluation shall be completed before February 1 annually for the Director.
3. A face-to-face conference will be held between the Director and the employee (or the Board and the Director) within thirty calendar days of any and each observation.
4. All employees shall have the right to add a written statement to the evaluation before it is placed in the employee’s file.

D. Scope

1. All employees shall have at least one formal evaluation annually before February.

E. Observations

1. Observations shall be at least thirty minutes in duration and shall be conduced openly and with the knowledge of the employee during a set time period. Employees will let the Director know the best opportunities to conduct an observation during this set time period.  These observations may include parents not from the teacher's class and parent comments, but parents will not formally evaluate staff.  Parents should be encouraged to drop in at any time.

F. Remediation

1. If lower than "satisfactory" is given to an employee during an observation or evaluation, a remediation plan to correct the deficiencies will be developed jointly by the Director and the teacher (or Board and Director) and will include observable activities for the employee to perform, as well as a timeline within which these improvements should occur. If indicated, resources and assistance provided by GCS will be stated.
2. If the next performance evaluation indicates the employee’s performance is satisfactory, no further action will be taken regarding the earlier evaluation.
3. If the employee is not performing satisfactorily, the evaluator will make additional recommendations for improvement or recommend non-renewal.

VI.  Insurance
A. Health

1. Deductible: $500
2. Out of pocket: $500
3. Office visit co-payment: $20
4. Coinsurance: 100/70
5. Rx: $50 deductible

1. Deductible: $50
2. Coinsurance: 100/100/60 in network, 100/80/50 out of network
3. Annual maximum: $1,500
4. Orthodontia: Children only - $100 maximum, $0 deductible, 50% coins.

1. There are four plans, each with different designs regarding eye exams, lenses, frames, and contacts.

1. $15,000

1. All GLOBE employees must be enrolled as members of the Public Employees Retirement Association (PERA) and deductions from their salary at each pay period will be made in accordance with State and Federal Statutes.  This retirement deduction is made in place of Social Security deductions, and it may be withdrawn when the employee is no longer a public employee.

1. Any employee of GCS who is temporarily disabled as a result of an injury arising out of and in the course of his/her employment shall be covered by Workers Compensation Insurance.
2. Employees temporarily absent from work and unable to perform their regular or modified duties as a result of personal injury incurred in the scope and course of their employment with GCS shall be deemed to be on injury leave until they are able to resume their duties or unable still to perform their duties after reaching maximum medical improvement.
3. Employees on such leave shall be entitled to receive their statutory benefits provided under the Worker’s Compensation Act.

VII.  Assault

In addition to the procedures otherwise required, the following procedures     will be followed in instances of assault, disorderly conduct, harassment, knowingly false allegations of child abuse, or alleged criminal offense by a student directed toward a teacher or school employee.

1. The employee will notify the Director as soon as possible..
2. The employee will follow up and file a written report with the Director.
3. The employee will contact the local law enforcement agency to report the incident.
4. The Director will insure that the local law enforcement agency was contacted and will conduct an informal hearing. If warranted, the director will suspend the student for at least three but no more than five days, with referral for further disciplinary action in accordance with established policies and procedures in the D-11 green book.

VIII.  Employee Rights

A.  Complaints against an employee by other employees or community members.

1. GCS values open, honest, two-way communication with the right to disagree without reprisal
2. When an employee or community member makes a complaint against an employee, the Director shall promptly attempt to resolve the complaint informally.
3. If the complaint cannot be resolved informally, the complainant may be asked to put the complaint in writing or otherwise affirm their complaint in the employee's presence.
4. Unless the complainant puts the complaint in writing or otherwise affirms by signing the complaint (but not additionally discovered evidence regarding the same or similar conduct) may not be used as evidence in any disciplinary proceeding or unsatisfactory performance rating.
5. If the complaint is made in writing, the following procedure shall govern.
• The employee shall be promptly notified of the nature of the complaint, given a copy of the complaint, and notified of the identity of the complainant.
• After notifying the employee, the Director shall arrange a meeting within seven work days with the complainant, the employee, himself/herself, and, if the employee requests, a Board member as a witness.  The failure of a complainant to appear at such a meeting shall not keep the meeting from proceeding, nor shall it preclude further processing of the complaint, if confirming evidence or facts have been obtained by the Director.
• If the complaint is supported by fact and any record of the complaint or its formal/informal resolution are found in the employee’s files, the employee shall immediately be provided with a copy of such records and have the right to file a written response.  If there is no evidence of similar conduct within an eighteen month time period, the record of such complaint, its resolution, and/or the employee’s response may not thereafter be used as evidence of the employee’s conduct in any disciplinary proceeding, except as rebuttal to evidence offered by or on behalf of the employee to support claims of a good teaching record during the preceding time period.
• Nothing in this procedure shall be construed to prevent the Director from conducting such investigations of employee performance or conduct as is deemed advisable.

1. The Director is authorized to implement a comprehensive and efficient system of personnel records by maintaining a personnel folder for each employee, certificated and classified, in the GCS administrative office.
2. Information included in these files
• Home address
• Telephone numbers
• Financial information
• Fingerprints and background check
• Proof of Citizenship
• Transcripts (when pertain to employment)
• Formal evaluations
3. Lists of GCS employee’s names and addresses will not be released for general public use without the consent of the employee.
4. An employee may review and copy material made a part of his/her personnel record and files maintained by GCS, subject to the provisions of the Colorado Open Records Law, by making an appointment with the Director.  An employee shall be given a copy of any derogatory material places in their file and shall have the right to file a written response within ten days of having received a copy.  Derogatory materials may not be used in any disciplinary proceedings unless the employee has been given at least the working days to respond to such materials.
5. The evaluation report of personnel will be confidential and available only to the evaluated employee and the administrators who supervise his/her work (exception in 5). A written evaluation or any other personnel record will not reflect any good faith actions of the employee which were in compliance with GCS's discipline code and policies/procedures.
6. Personnel records will be available to members of the Board of Directors during termination hearings or the appeals process.  Employees will be notified a least three working days before any Board access.

1. In the event of unacceptable behavior or conduct on the part of individual employees, the Director is obligated to attempt to correct or stop such behavior in a timely fashion
2. Employees will not be disciplined without sufficient cause
3. Employees will be progressively disciplined only for the same type of offense.
4. Progressive discipline procedures
• A verbal warning will be documented and signed by both parties.
• Upon a repeated offence a written reprimand will be documented, to include what happened, the reason for the reprimand, changes that are expected by employee, and what will take place if behavior is not corrected.  Written reprimands shall be delivered in private (see VII.A.5.b. for the employee’s right to a witness) and space granted for written comments by both the Director and the employee.
• In the event that GCS feels it necessary to terminate the agreement for nonperformance and/or malfeasance, or when continued employment presents a clear and present danger to the health and safety of GCS students, the Director reserves the right to suspend employment immediately of said employee.  Such a suspension will be for five working days and will be with pay.
• Both the Director and the employee will engage in a seven calendar day review process with only the parties involved.
• If the Director determines that employment shall be discontinued, the employee and Director will present the results from the review process to the Board for a decision.
• If the Board decides that employment shall continue, the decision is final.
• f the Board determines that employment shall be discontinued, the employee is automatically at Formal Level Two of the Appeals Process.

1. The purpose of this process is to facilitate free, easy, and effective communication between employees and administration at the lowest possible grievance level by securing equitable solutions to problems which affect the employee’s terms and conditions of employment.
2. Administration and employees agree to bargain in good faith.
3. Appeals Procedures
• Informal: The employee shall first discuss the allegation with the Director with the objective to resolve the matter informally.
• If the grievance cannot be resolved within five working days, the employee may initiate the filing of a formal grievance.
• Retaliation and harassment cases automatically originate at Formal Level One
• Formal Level One: The teacher must file the grievance in writing to the director .
• The written grievance shall state the nature of the grievance, the specific provisions of the agreement allegedly violated and the relief requested.
• Written grievance must be filed within ten working days of the incident or the discovery of the incident.
• Formal Level Two: Grievance filed with the Board of Directors
• A copy of the grievance will be brought before the Board  by the Teacher Liaison within five working days of the Director’s written response to the Level One grievance.
• Within ten working days of written Board notification of the grievance, the employee, Board of Directors, and Director shall meet to consider the grievance
• The Board of Directors acknowledges and respects employee rights to privacy.
• Discrimination and harassment complaints shall be investigated in a manner that protects the confidentiality of the parties and facts.
• Individual Board members do not have the authority to resolve grievances. The Board as a whole will render a decision.
• Formal Level Three: Submission of grievance to impartial, non-binding arbitration by Board of Directors
• The Board of Directors must submit grievance within ten working days.
• All parties will mutually agree upon the arbitrator used.
• The arbitrator’s authority shall be strictly limited to deciding only the issue or issues presented and the disciplinary outcome.
4. Failure to file a grievance or appeal the grievance to the next level within the stipulated time period therein shall constitute a waiver of the grievance.
5. An extension of time may be granted due to circumstances mutually agreed upon by both parties.