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2019-2020

Employee Handbook

Baker Web Academy and Early College

2725 Seventh Street Baker City, OR 97814 www.bakercharters.org

541-524-2300 – Main Phone Line

541-524-2339 – Fax


TABLE OF CONTENTS

1        Introduction

1.1        Organizational Structure

1.2        Mission Statement

1.3        Time Zone

1.4        Connection to Board Policies

1.5        Changes in Policy and Handbook Sections - Board Policy BFC

2        Employee Definitions

3        Employment Policies

3.1        General Guidelines - Board Policy BFC

3.2        At-Will Employment

3.3        Appropriate Licensing - ORS 338.135 (7)

3.4        Equal Employment Opportunity - Board Policy GBA

3.5        Americans with Disabilities Act/Oregon Disabilities Law - Board Policy ACA, ACA-AR

3.6        Immigration Law Compliance - Immigration Reform and Control Act of 1986 - and New Hire Reporting Requirements

3.7        Employee Background Check - Board Policy GCDA/GDDA, GDDA-AR

3.8        Harassment and Unlawful Discrimination Policy - Board Policy AC, AC-AR, GBNA,   GBNA-AR, GBN/JBAR, GBN/JBA-AR

3.9        Whistleblower - Board Policy GMBA

3.10        Violence in the Workplace - Board Policy GBNA, GBNA-AR. GBN/JBAR, GBN/JBA-AR

3.11        Work Year - Board Policy GAB

3.12        Working Expectations and Schedule - Board Policy GAB

3.13        Punctuality

3.14        Meal and Break Periods

3.15        Accountability

3.16        Parent/Student Orientation and Home Visits

3.17        Sick Leave

3.18        Bereavement Leave

3.19        Personal Leave

3.20        Family Medical  Leave

3.21        Maternity/Paternity Leave

3.22        Jury Duty ORS 10.090

3.23        Unscheduled Absence without Notice

3.24        Coaching Leave

3.25        BCS Day of Service Leave

3.26        Other Leaves

3.27        On the Job Accidents or Injuries - Board Policy EB, EBBA

3.28        Weather-Related and Emergency-Related Closings

3.29        Visitors in the Workplace

3.30        Employment of Relatives - Board Policy BBFB, BBFA, GBC

3.31        Employment Opportunities - Board Policy GBA

3.32        Mandatory Reporting - Board Policy JHFE, JHFE-AR, JHFF

3.33        Student Management - Board Policy JFC, JG, JGA, JGAB, JGAB-AR, JGD, JGDA/JGEA, JGDA/JGEA-AR, JGE

3.34        Confidential Information and Nondisclosure - Board Policy JO/IGBAB, JO/IGBAB- AR, JOA, JOB

3.35        HIPAA Compliance Statement

3.36        Dress Code - Board Policy GBCA, GBCA-AR

3.37        Computers and School Property - Board Policy KGF/EDC

3.38        Student Computers

3.39        Mobile Hand-Held Devices (Cell Phones) - Board Policy EGACA, EGACA-AR

3.40        Use of Internet

3.41        Social Media Policy

3.42        Use of Facilities - Board Policy KGF/EDC

3.43        Mileage Reimbursement - Board Policy- DLC, DLC-AR

3.44        Travel Reimbursement - Board Policy- DLC, DLC-AR

3.45        Professional Development/Tuition Reimbursement Requirements

3.46        Purchasing Process - Board Policy DJ, DJ-AR, DLC, DLC-AR

3.47        Smoking Policy - Board Policy KGC/GBK/JFCG

3.48        Alcohol and Substance Abuse - Board Policy GBEC

3.49        Benefits

3.50        Base Compensation

3.51        Longevity and National Certification Stipends

3.52        Mandatory Trainings

3.53        Staff Evaluations

3.54        Notification of Staff Renewal/Non-Renewal

3.55        Evaluation/Re-Evaluation of Employee Caseload

3.56        Mentorship Program

3.57        Extra Duty Compensation

3.58        Transportation of Students - Board Policy EEAE

3.59        Remote Location

3.60        Transfer Request Process

3.61        Involuntary Transfer

4        Employee Communications

4.1        Conflict Resolution

4.2        Employee Performance Improvement - Board Policy KL, KL-AR

4.3        Termination

4.4        Staff Meetings

4.5        Student Interaction

4.6        Telephone Etiquette

4.7        Closing Statement

Acknowledgement

  1. Introduction

This document has been developed by Baker Web Academy and Early College administration in order to familiarize employees with Baker Web Academy and Early College and provide information about working conditions, key policies, procedures, and benefits affecting employment at Baker Web Academy and Early College.

  1. Organizational Structure

Baker Charter Schools Organization is a public benefit nonprofit corporation in Oregon, with 501(c)(3) tax-exempt status. The organization has two Assumed Business Names: Baker Web Academy and Baker Early College (“Early College”). Each ABN is its own charter school, under two separate, but identical charter agreements with Baker School District 5J. The organization is overseen by a Board of Directors, who directly supervise the Superintendent. The Superintendent reports to the board and is ultimately responsible for supervising the rest of the staff.

  1. Mission Statement

The mission of Baker Web Academy and Early College is to empower families, teachers, and community members by creating an educational culture that offers academic and social support and prepares students for a successful transition to the world of work or post-secondary education.

  1. Time Zone

All references to times of day in this Handbook are based on Pacific Standard Time (PST), regardless of the time zone in which employees are performing work.

  1. Connection to Board Policies

The Board of Directors establishes policies for the organization. Policies adopted through a board vote at a properly called meeting are called Board Policies (“Board Policy/Policies”). This Handbook frequently cites Board Policies. Such citations are meant to reference the Board Policy upon which that section of the Handbook is based or on which it elaborates, not to quote that Board Policy in its entirety. Although every effort will be made to update this Handbook to reflect changes in Board Policy, as explained below, if there is a contradiction between this Handbook and a Board Policy, the Board Policy will prevail. All current Board Policies are posted at http://policy.osba.org/bakerweb/index.asp.

  1. Changes in Policy and Handbook Sections - Board Policy BFC

This Handbook supersedes all previous employee manuals and memos. While every effort is made to keep the contents of this document current, Baker Web Academy and Early College reserves the right, in its sole discretion, to modify, suspend, or terminate any of the policies, procedures, and/or benefits described in the Handbook, with or without notice to employees. Any changes in policy will be communicated to all employees in a timely manner.  Changes to the Handbook can be made by administration, although they must be in compliance with the law and current Board Policies. Changes to Board Policies can only be made by the board and must be changed or adopted in compliance with Board Policy BFC. Administration will review and update the Handbook as needed.


  1. Employee Definitions

“Baker Web Academy and Early College” refers to the two public charter schools sponsored and authorized by the Baker 5J School District.

An “employee” of Baker Web Academy and Early College is a person who is currently employed by Baker Web Academy and Early College on a wage or salary basis.

“Certified” refers to a position that is required to carry a Teacher Standards and Practices Commission (“TSPC”), or other appropriate state institution of licensing, certificate.

“Classified” refers to a position that may not require specific licenses or certificates.

“Administrative” refers to a position that requires a TSPC, or other appropriate state institution of licensing, certificate for leadership roles.

“Full-time employee” is an employee who works 40 hours a week for a contracted amount of days also known as 1.0 FTE.

“Part-time employee” is any employee who works less than 40 hours a week for a contracted amount.

“Blended” refers to a position that regularly reports to a Baker Charter Schools Organization campus, may also travel to conduct home visits, and provides required supervision of the Student Center.

“Hybrid” refers to a position that works from home while also traveling to conduct home visits. Hybrid teachers are required to visit each student either in their home or a public place every other week.  They will also have an assigned grading load in their licensed content area.

“Online” refers to a position that works from home, has no student face-to-face interactions, and keeps posted office hours with regular student contact electronically.

“Student Center” refers to a face-to-face campus locations, currently located in Baker City, West Portland, East Portland, Salem, Roseburg, Eugene, Central Point, and Bend, where students regularly attend to receive additional support from Blended staff.

“Caseload” refers to the total number of students assigned to each teacher for progress monitoring, required attendance, synchronous communication, assessment coordination and analysis, and informational distribution.

“Full Hybrid or Blended Caseload” is defined as a teacher with no fewer than 30 students and no greater than 35 students assigned to them as teacher.

“Full Online Caseload” is defined as a teacher with no fewer than 60 and no more than either 70 students if they are online-only students with a full schedule or 90 students if they are taking only one online class through BCS Select.

“Halftime Caseload” is defined as a teacher with 15 or fewer students (for Hybrid) or 30 (for Fully Online) assigned to them as teacher.

"Grading Caseload" is defined as the number of students a teacher provides a final grade for, provides feedback on student work, and publishes expectations online.  A Full-time Hybrid teacher can grade from 100-200 students (depending on the amount of feedback required) and a Fully Online teacher may grade 300-400 students.  Grading caseload is established by administration based on the current licensure and needs within the department.  

“Caseload Correction” refers to when regional administrators request a caseload correction based on the unique conditions of a teacher’s caseload, such as high concentration of IEP or at-risk students and travel distances.  There are also certain posted positions that have caseload corrections according to the additional duties of that role.

“Synchronous” work refers to any work performed that requires real-time interaction (online, over the phone, or in person) with Baker Web Academy and Early College staff, students, parents, or others involved in our programs and activities.

“Exempt Employees” are salaried employees in executive, administrative, or professional positions exempt from federal and state overtime and minimum wage rules. All certified and administrative licensed positions are exempt.

“Non-Exempt Employees” are positions subject to federal and state wage and hour laws. Classified employees are non-exempt, hourly employees.


  1. Employment Policies

  1. General Guidelines - Board Policy BFC

All employees are expected to become familiar with Baker Web Academy and Early College rules and standards of conduct and are expected to follow these rules and standards while performing assigned activities and conducting the school’s business.  The staff of Baker Web Academy and Early College is bound by the Employee Handbook as well as any and all applicable federal and state laws.  All employees are required to adhere to policies, until such policies may be changed. If there is a contradiction between any Board Policy and this Handbook, which effectuates and elaborates on those policies, the Board Policy will prevail.

  1. At-Will Employment

This Handbook does not create a contract of employment between Baker Web Academy and Early College and its employees. Baker Web Academy and Early College is an at-will employer for all its employees, unless an employee has an employment contract that expressly changes that default, meaning that either you or Baker Web Academy and Early College remains free to terminate the employment relationship at any time, with or without cause or notice. Our employment relationship remains at-will notwithstanding any provision in this Handbook. No supervisor, manager, or representative of Baker Web Academy and Early College  has authority to enter into any agreement with you regarding the terms of your employment that deviates from the provisions in this Handbook, unless either Baker Web Academy and Early College’s Board of Directors or the Superintendent approves the change and documents that decision in writing. All employment contracts must be in writing and  approved by either Baker Web Academy and Early College’s Board of Directors or (for contracts with a total payment of less than $25,000) the Superintendent. All contracts are signed by the HR Administrator. If any of the sections of this Handbook contradict the terms of an employment contract between Baker Web Academy and Early College, the terms of the contract govern over anything in this Handbook

  1. Appropriate Licensing - ORS 338.135 (7)

All Baker Web Academy and Early College certified employees understand that they must keep a current appropriate license for the work they do in order to be eligible for the benefits described in this Handbook. Failure to provide the school with valid documentation regarding your license and certification is grounds for immediate termination of employment, whether or not you have an employment contract.  While Baker Web Academy and Early College staff will assist the employee with the licensing process, it is ultimately the responsibility of the employee to handle the requirements of licensing.  Baker Web Academy and Early College staff members are required to have an active driver's license, reliable transportation, and appropriate insurance in order to conduct their duties related to meetings with students, parents, stakeholders, and staff.  Additionally, Baker Web Academy and Early College staff must understand and abide by their rights and responsibilities under the Ethical Educator code of conduct as provided by TSPC.

  1. Equal Employment Opportunity - Board Policy GBA

Baker Web Academy and Early College is an equal employment opportunity employer. Employment decisions are based on merit and school needs, without regard to race, color, religion, sex, sexual orientation, national origin, marital status, familial status, age, veteran's status, genetic information, and physical or mental disability as defined by the Americans with Disabilities Act and Oregon law or any other classification protected by law.  This policy applies to all aspects of the employment relationship—including but not limited to, recruitment, hiring, compensation, promotion, demotion, transfer, disciplinary action, layoff, recall, and termination of employment. All employees are expected to comply with this policy. Any employee’s failure to do so may result in discipline, up to and including, termination.

  1. Americans with Disabilities Act/Oregon Disabilities Law - Board Policy ACA, ACA-AR

It is the policy of Baker Web Academy and Early College to comply with all the relevant and applicable provisions of the Americans with Disabilities Act (ADA) and Oregon disability laws.  Baker Web Academy and Early College does not discriminate against any qualified employee or job applicant with respect to any terms, privileges, or conditions of employment because of a person’s physical or mental disability as defined by the ADA or Oregon law.

Accommodations:

Baker Web Academy and Early College will make reasonable accommodations for known physical or mental disabilities of an applicant or employee as well as known limitations related to pregnancy, childbirth or a related medical condition, such as lactation, unless the accommodation would cause an undue hardship. Among other possibilities, reasonable accommodations could include:

  1. Acquisition or modification of equipment or devices;
  2. More frequent or longer break periods or periodic rest;
  3. Assistance with manual labor; or
  4. Modification of work schedules or job assignments.

Employees and job applicants have a right to be free from unlawful discrimination and retaliation. For this reason, Baker Web Academy and Early College will not:

  1. Deny employment opportunities on the basis of a need for reasonable accommodation
  2. Deny reasonable accommodation for known limitations, unless the accommodation would cause an undue hardship.
  3. Take an adverse employment action, discriminate or retaliate because the applicant or employee has inquired about, requested or used a reasonable accommodation.
  4. Require an applicant or an employee to accept an accommodation that is unnecessary.
  5. Require an employee to take family leave or any other leave, if the employer can make reasonable accommodation instead.

To request an accommodation or to discuss concerns or questions about this notice, please contact your immediate supervisor or the Human Resources Department.

Employees may present an ADA Grievance for alleged violations of the ADA by complying with Board Policy ACA-AR.

  1. Immigration Law Compliance - Immigration Reform and Control Act of 1986 - and New Hire Reporting Requirements

All offers of employment are contingent upon verification of the candidate’s right to work in the United States. On the first day of work, every new employee will be required to sign Federal Form I-9, Employment Eligibility Verification Form, and no later than the third day of employment, provide supporting documentation as required by law.

  1. Employee Background Check - Board Policy GCDA/GDDA, GDDA-AR

Positions Requiring a Background Check

It is Baker Web Academy and Early College’s policy to require criminal background checks and fingerprinting on all job applicants, as well as volunteers and all others that will have direct, unsupervised contact with students. “Direct, unsupervised contact” means contact with students that provides the person opportunity and probability for personal communication or touch.

Baker Web Academy and Early College will follow Board Policy GCDA/GDDA-AR in the frequency, process, and use of background checks, including as a reason for termination.

Process

Under normal circumstances, Baker Web Academy and Early College contract with a Fair Credit Reporting Act-compliant third party to conduct background checks. If, however, Baker Web Academy and Early College itself obtains a criminal background check, then in addition to the notification required under Board Policy GCDA/GDDA-AR, Baker Web Academy and Early College will provide applicants and current employees with a disclosure form. This form must be signed and returned by the applicant or employee, or the applicant or employee will not be considered for employment or continued employment.

Baker Web Academy and Early College does not do credit report checks on applicants or employees.

  1. Harassment and Unlawful Discrimination Policy - Board Policy AC, AC-AR, GBNA, GBNA-AR, GBN/JBAR, GBN/JBA-AR

It is Baker Web Academy and Early College’s belief that its employees are the primary means by which the goals and objectives of the organization will be met. To that end, the rights of all employees must be respected. As such, harassment and unlawful discrimination will not be tolerated. By definition, harassment is any unwanted attention or action by someone in the workplace that creates an intimidating, hostile, or offensive work environment, including sexual assault and harassment, and will not be tolerated.

Sexual Assault and Harassment

Sexual assault is defined as unwanted conduct of a sexual nature that is inflicted upon a person or compelled through the use of physical force, manipulation, threat or intimidation.

Sexual harassment of staff shall include, but is not limited to, unwelcome sexual advances, requests for sexual favors and other verbal, nonverbal or physical conduct of a sexual nature when:

  1. The conduct or communication has the purpose or effect of demanding sexual favors in exchange for benefits;
  2. Submission to or rejection of the conduct or communication is used as the basis for educational decisions affecting a student or decisions affecting the employment or assignment of staff;
  3. The conduct or communication is so severe, persistent or pervasive that it has the purpose or effect of unreasonably interfering with a student’s educational performance or with an employee’s ability to perform his/her job; or creates an intimidating, offensive or hostile educational or working environment. Relevant factors to be considered will include, but not be limited to, did the individual view the environment as hostile; was it reasonable to view the environment as hostile; the nature of the conduct; how often the conduct occurred and how long it continued; age and sex of the complainant; whether the alleged harasser was in a position of power over the student or staff member subjected to the harassment; number of individuals involved; age of the alleged harasser; where the harassment occurred; and other incidents of sexual harassment at the school involving the same or other students or staff.

Examples of sexual harassment may include, but not be limited to, physical touching or graffiti of a sexual nature, displaying or distributing of sexually explicit drawings, pictures and written materials, sexual gestures or obscene jokes, touching oneself sexually or talking about one’s sexuality in front of others or spreading rumors about or rating other students or others as to appearance, sexual activity or performance.

The foregoing list is not exhaustive.

Other Forms of Harassment

This policy covers and prohibits other forms of harassment as well. Other forms of prohibited harassment and unlawful discrimination include hazing, intimidation, acts of cyberbullying, and menacing. It also includes harassment/unlawful discrimination against an individual on the basis of race, religion, color, sex, age, national origin, disability, veteran status, sexual orientation, gender identity, gender expression or any other classification protected by applicable law.

Such harassment may include verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of any protected status, such as epithets, slurs, negative stereotyping, or threatening, intimidating, or hostile acts that relate to a protected class, or written or graphic material that denigrates or shows hostility or aversion toward an individual or group because of protected status. Please note that this type of harassment involves behavior geared toward a protected class. In other words, it occurs when some individual feels that another employee is threatening or intimidating him or her because of his or her protected status, such as race or gender. This policy does not cover situations where employees dislike their supervisor’s communication style or another employee’s overall demeanor, unrelated to any issue of protected class or sexual harassment. Conflicts of this sort should be resolved using the procedures laid out in the Conflict Resolution section in this Handbook, below.

Process for Reporting Prohibited Conduct

Each member of management is responsible for creating an atmosphere free of discrimination and harassment, sexual or otherwise. Further, employees are responsible for respecting the rights of their coworkers and strictly adhering to the letter and spirit of this policy. All employees are encouraged to discuss this policy with their immediate supervisor, any member of the management team, or the Human Resources Department at any time if they have questions relating to the issues of discrimination or harassment.

If you believe that you have experienced or observed any harassment or discrimination, you are expected and required to report the incident using the appropriate form, as listed below:

  1. For sexual harassment, the “Sexual Harassment Complaint Procedure” From contained in Board Policy GBN/JBA-AR.
  2. For all other types of prohibited harassment, the “Hazing/Harassment/Intimidation/Cyberbullying/Menacing Complaint Procedures – Staff” Form contained in Board Policy GBNA-AR.
  3. For all unlawful discrimination, the “Discrimination Complaint/Grievance Procedure” Form contained in Board Policy AC-AR.  

Investigation

All complaints and reports will be promptly and impartially investigated.

Protection Against Retaliation

Baker Web Academy and Early College prohibits retaliation in any way against any employee because the employee has made a good-faith complaint pursuant to this section of the Handbook, has reported harassing or discriminatory conduct directed at others, or has participated in an investigation of such conduct. Any employee who is found to have retaliated against another employee in violation of this policy will be subject to disciplinary action up to and including termination of employment.

Confidentiality

All complaints under this policy will be treated as confidentially as is possible under the circumstances and as is consistent with applicable Board Policy and Baker Web Academy and Early College’s need to investigate and respond to the complaint.

  1. Whistleblower - Board Policy GMBA

When an employee has good faith and reasonable belief that Baker Web Academy and/or Early College has violated any federal, state or local, law, rule or regulation; has engaged in mismanagement, gross waste of funds or abuse of authority; or created a substantial and specific danger to public health and safety by its actions, and an employee then discloses or plans to disclose such information, Baker Web Academy and/or Early College will not:

  1. Discharge, demote, transfer, reassign or take disciplinary action against an employee or threaten any of the previous actions.
  2. Withhold work or suspend an employee.
  3. Discriminate or retaliate against an employee with regard to promotion, compensation or other terms, conditions or privileges of employment.
  4. Direct an employee or to discourage an employee to not disclose or to give notice to the charter school prior to making any disclosure.
  5. Prohibit an employee from discussing, either specifically or generally, the activities of the state or any agency of or political subdivision in the state, or any person authorized to act on behalf of the state or any agency of or political subdivision in the state, with:
  1. Any member of the Legislative assembly;
  2. Any Legislative committee staff acting under the direction of any member of the Legislative assembly; or
  3. Any member of the elected governing body of a political subdivision in the state or any elected auditor of a city, county or metropolitan service district.

An employee's good faith and reasonable belief shall serve as an affirmative defense to civil or criminal charges related to the employee's disclosure of lawfully accessed information related to the violation, including information that is exempt from disclosure by public records law.

The charter school will use the complaint process in Board Policy KL-AR (“Public Complaints Procedure”) to address any alleged violations of this policy.

  1. Violence in the Workplace - Board Policy GBNA, GBNA-AR. GBN/JBAR, GBN/JBA-AR

Baker Web Academy and Early College has adopted a policy prohibiting workplace violence. Acts of violence include but are not limited to: acts or threats of physical violence, physical or verbal intimidation, harassment, and/or coercion against Baker Web Academy and Early College employees, volunteers, directors, officers, students, parents, or others involved with our operations or which occur on Baker Web Academy and Early College facilities or property.  This behavior will not be tolerated and could result in disciplinary action up to and including termination and possible legal action.   Furthermore, Baker Web Academy and Early College employees will not have on their person or in their work space any guns, knives, or objects otherwise considered weapons while performing work-related duties in any location. This includes when employees are performing work-related duties in their home if other Baker Web Academy and/or Early College employees or students, parents, or any other individual associated with Baker Web Academy and/or Early College is present. In that situation, any objects considered weapons must be placed in a secure, locked safe, or, for firearms, they can be secured with a trigger lock or cable lock.  

  1. Work Year - Board Policy GAB

The regular work year for Baker Web Academy and Early College employees will be based on their respective contract of hire, if applicable, and/or job description and the terms defined therein.  The school year calendar will be set in advance and communicated to employees prior to the 1st of June of each school year or upon the date of hire, whichever occurs later.  Please wait to make vacation plans for the following year until you have received the approved school calendar.

  1. Working Expectations and Schedule - Board Policy GAB

All full-time employees are expected to work 40 hours each week, Monday through Friday on all published working days (see current school calendar).  Part-time employees must set their schedule with their supervisor.  Certified and administrative licensed positions are professional employees exempt from federal and state overtime and minimum wage rules while classified employees are non-exempt hourly employees for work schedule related purposes (see Definitions section, above).  

Working expectations will be established upon issue of an employee’s original employment contract, if any, or job description and reviewed at the semester transition on or after the 2nd Monday in January as is applicable (“mid-year review”).  Any teacher whose “caseload” falls below full time as defined above before the mid-year review, will serve the charter school in other capacities proportional to the amount their caseload has decreased including but not limited to marketing, administrative assistance work, special projects and duties as assigned by their supervisor and as such additional duties are available until their caseload increases.  After the mid-year review, employees working below full time due to a lack of additional duties available to assign to them will have their FTE and any related benefits adjusted accordingly.  At their option at any time during a contract term, if consistent with the terms of the contract, employees may elect to work prorated hours and receive prorated compensation and benefits based on their part-time caseload FTE.

All “Online” and “Hybrid” staff will work an 8-hour day, which will include a ½ hour lunch between the hours of 7:00 a.m. and 7:00 p.m. Pacific Standard Time (PST).  All working hours must be recorded and reported to the supervisor using approved documentation and reporting systems within time frames established by administration; for non-exempt employees, lunch must be taken between the third and sixth hours of any 8-hour shift.    Weekly reports are expected to be available to the supervisor for all staff in a timely manner.  All employees will enter attendance data by Monday at 8:00 a.m. of each working week for the previous week.  Weekly schedules of expected work periods must be made available to students, parents, and staff via internet posting, email, or other communication.

All “Blended” staff will work an 8-hour day, which will include a ½ hour lunch between the hours of 7:00 a.m. and 7:00 p.m.; for non-exempt employees, lunch must be taken between the third and sixth hours of any 8-hour shift. In addition, as a function of their job, blended staff members must be present in a Student Center for a period of time established by the school administrator for student supervision between the hours of 8:00 a.m. and 3:00 p.m. Monday through Friday. All “Blended” and “Classified” staff will follow the work schedule provided by administration.  All working hours must be recorded and reported to the supervisor using approved documentation and reporting systems in the time frames established by administration. Weekly reports are expected to be available to the supervisor for all staff.  All employees will enter attendance data by Monday morning at 8:00 a.m. of each working week for the previous week.  Weekly schedules of expected work periods must be made available to students, parents, and staff via internet posting, email, or other communication.

Breaks for lactation are also available.  Please see the Human Resources Department if this applies to you.

Any request for change or adjustment in regular work hours should be communicated to your administrator immediately. Upon approval for adjustment in working hours, please update any work log or reporting mechanism to reflect the shift in working hours. While performing any synchronous job-related duties for Baker Web Academy and Early College with staff, students, parents, or community members, or others involved with our programs and activities, please make appropriate arrangements for child care, other dependent care, and pets.

Change requests in location or FTE must be submitted using the current school-approved process. See also the Transfer Request Process section in this Handbook, below.

Non-Exempt Employees will be paid time and a half (or 150% of their normal hourly wage) for all hours worked in excess of 40 each week, in accordance with state and federal overtime requirements. Prior approval of a supervisor is required before any non-exempt employee works overtime. Employees working overtime without approval may be subject to disciplinary action, up to and including termination.

  1. Punctuality

Baker Web Academy and Early College expects employees to be at their assigned location and available for contact by phone or responsive email based on the employee’s posted schedules. Baker Web Academy and Early College is aware that emergencies, unexpected accidents, or situations beyond the employee's control may arise. It is the responsibility of all employees to contact all affected parties if they will be absent or late within 1 hour from the time of the emergency incident that caused their tardiness, if at all possible. Employees are expected to call and talk with their supervisor as soon as possible.  If the supervisor is unavailable, employees may leave a message, text, or email for the supervisor containing a phone number where the employee can be reached.

  1. Meal and Break Periods

Non-exempt employees must take, and document, a ½ hour lunch during the 3rd and 6th hour of any 8-hour period of work and between the 2nd and 5th hour for shifts that last between 6 and 7 hours. Additionally, for any 4-hour shift, they must take, and document, a 10 minute break; however, breaks may not be added to the beginning or ending of the work day.

Exempt employees may take a ½ hour lunch during any 8-hour period of work. Additionally, for any 4-hour shift, they may take a 10-minute break; however, breaks may not be added to the beginning or ending of the work day.

  1. Accountability

One of the primary jobs of a Baker Web Academy and Early College employee is to hold all students accountable for academic progress using the software or other learning tools provided by the school. Further, it is the responsibility of every advisory teacher or counselor to ensure their students complete all necessary testing and diagnostic programs required by the school.  To help ensure this goal is met, staff will be required to keep a complete and detailed log of all contacts with students and parents using the approved method. These logs shall contain enough information to determine the purpose of the contact and the outcome/commitments made. Furthermore, staff will be asked to provide weekly documentation of their working hours via these logs and other reports to their supervisor.

  1. Contact logs: Record all student/parent contacts in a weekly log entered by Friday of each week. These logs determine attendance requirements for Oregon Department of Education (‘ODE”) compliance and will be a strong evaluative component in your administrator’s evaluation of your performance.  Baker Web Academy staff assigned a student caseload must contact those students twice a week via two-way communication such as telephone, web conference, or a face-to-face visit.  Staff must drop any student, in accordance with the Student Handbook, due to lack of participation or academic progress.  Staff members will be expected to maintain a 90% average attendance rate during the year.  Our goal for every staff member is 100%.  However, the minimum expectation of 90% must be met in order to avoid disciplinary consequences.
  2. Time logs: Record all non-student work periods and school-related travel and meetings using the appropriate log entry format by Friday of each week.
  3. Updated Public Calendar: By Friday of each week post your projected work schedule for the next week online for your supervisor’s review. Include planned home visits, grading periods, meetings, and other work commitments.  Staff will use the currently approved school calendar tool and make it visible to school personnel and students.  This is a public document, so be sure that either students’ first or last names are withheld to ensure privacy and that staff names are appropriately labeled.
  4. Student schedules: Input and maintain a schedule of all classes for each student on your caseload into the approved student information system within 1 month of enrollment.
  5. Grading: Staff will post and update grades online and in the student information system on a regular basis.  Grade reports will be sent out in January and June each year.  Full-time staff will complete grading for their grading caseload as per instructed by administration.
  6. Progress Monitoring: Prepare and share required student progress reports and/or evaluations to parents and students on a regular basis with a minimum of once per week for students in online curricula and twice per month for paper and pencil curricula.  The goal of the progress sheets is to clearly state in writing where the student is at and where they need to be by the next visit.  The sheet must be shared and reviewed by the advisory teacher, parents, students, admin, and support staff.  All staff must use the school-provided form; if you want to do additional formatting or additional steps, please be sure to keep it clearly understandable for all stakeholders with no explanation.
  7. State testing and diagnostic tracking: Work with school-provided resources and documents to ensure all students assigned to your caseload complete required assessments for essential skills or other approved purposes.

  1. Parent/Student Orientation and Home Visits

All Baker Web Academy and Early College teachers are required to visit and conduct support meetings for their families every two weeks.  Visits should be face-to-face unless there is an appropriate suggested alternative by the parent/student or a safety concern.   Online visits may be arranged for weather related or emergency situations but should not be the regular format of meetings.  Each teacher is responsible for going through the Parent and Student Handbooks, filling out the curriculum agreement, the computer agreement, demonstrating the use of our computer programs, updating students and parents on progress, presenting small lessons as needed for each of their families, and informing, scheduling, and administering required state assessments.  Each staff member is expected to know all handbooks and agreements and to be fully prepared to correctly answer questions the families might ask.

All Baker Web Academy and Early College employees understand that at no time should a teacher, staff member, administrator, or counselor ever be alone with a student in a private location, including but not limited to a home, vehicle or office.  Communications between students and staff members should include a parent or guardian as well.  At all times there must be an additional parent/guardian or another staff member present in the same location when you are working with a student unless you are in a public, visible location.

Perhaps the most important service Baker Web Academy and Early College provides is the home visit. Since this is crucial in how we serve our students and families, there are certain precautions we ask employees to take in conjunction with these visits.  When scheduling home visits, especially the first one, ask about pets in the home and general surroundings you can expect to encounter while visiting them.  Be sure to confirm that the student and a responsible adult will be present before driving to a scheduled home visit. Upon arrival if NO adult is present, immediately leave the premises and make arrangements for another visit at a later time.  If a family continually misses home visits, please refer to the current discipline manual. If there is anything near or in the home that makes you feel unsafe (guns, large dogs, machines, etc.) you have permission to leave the property and report your concerns to your administrator as soon as possible. Your safety is a high priority for Baker Web Academy and Early College.  You may also make arrangements to meet the student and parent at an alternate location, such as a local library or other space with internet connectivity at no cost.

Teachers in a region are generally assigned students that are 1-2 hours from the teacher’s location and within their region.  Occasionally, teachers may have students outside of their regular area and they may request to have a caseload correction with their regional administrator.  The admissions office will do their best to evaluate caseloads when assigning new students to a staff member.  They will make the best determination based on distance from teacher, availability in region, grade level and factors of the student, and other factors as appropriate (IEP, ESL, At-Risk, etc.).  No employee may be assigned their own family member for advisory or home visit duties.  Employees may grade their own children as appropriately assigned in coursework.

In addition to student/parent home-based visits, all teachers are expected to lead and participate in field trips or activity days at centers. New teachers are welcome to participate but not required to in their first year.  After the first year, teachers are required to lead at least 1 event in a year.  By leading a student activity, a teacher will manage the student sign up, secure the space and fulfill agreements with the vendor, take attendance and post information 1 month ahead of time.

  1. Sick Leave

All situations of leave with pay must be communicated immediately to the employee’s supervisor. Additionally, appropriate requests and documentation must be entered into the approved employee accounting system.

Amount

Full-time employees will be given 10 paid sick days a year, or 80 hours.  Part-time employees will receive a prorated number of paid Sick Leave days equal to the percentage of FTE stated in their contract.  Starting with the 2017-2018 school year any unused Sick Leave will rollover from year to year with no lifetime maximum as long as the employee remains employed by Baker Web Academy or Early College.  As of the 2017-2018 school year employees may transfer in unlimited sick leave from past educational institutions and have 3 months from the adoption of the policy or from their first contract day to turn in paperwork.  All requests made for sick-leave must be used in 1-hour increments.

Unused Sick Leave

Employees are not entitled to compensation for any accrued but unused Sick Leave when employee’s employment with Baker Web Academy and Early College ends, for whatever reason, including termination, resignation, or retirement. However, accrued but unused Sick Leave will be used in retirement calculations to the extent required by PERS.  

Allowed/Required Uses

Sick Leave must be used for all medical appointments and illnesses that occur during contracted work days that would prevent an employee from completing their regularly scheduled duties or work hours that day. If an eligible event will prevent an employee from completing 8 hours of work in a given day or 40 hours of work in a given week, he or she must use Sick Leave.

Eligible events for Sick Leave include the following:

  1. To care for the employee or the employee’s family member with a mental or physical illness, injury, or health condition, need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition, or need for preventive medical care;
  2. To care for an infant or newly adopted child under 18 years of age, or for a newly placed foster child under 18 years of age, or for an adopted or foster child older than 18 years of age if the child is incapable of self-care because of a mental or physical disability, completed within 12 months after birth or placement of the child;
  3. To recover from or seek treatment for a health condition of the employee that renders the employee unable to perform at least one of the essential functions of the employee’s regular position;
  4. Absences associated with the death of a family member by:
  1. Attending the funeral or alternative to a funeral of the family member;
  2. Making arrangements necessitated by the death of the family member; or
  3. Grieving the death of the family member;
  1. Absences related to domestic violence, harassment, sexual assault or stalking:
  1. To seek legal or law enforcement assistance or remedies to ensure the health and safety of the employee or the employee’s minor child or dependent, including preparing for and participating in protective order proceedings or other civil or criminal legal proceedings related to domestic violence, harassment, sexual assault or stalking;
  2. To seek medical treatment for or to recover from injuries caused by domestic violence or sexual assault to or harassment or stalking of the eligible employee or the employee’s minor child or dependent;
  3. To obtain, or to assist a minor child or dependent in obtaining, counseling from a licensed mental health professional related to an experience of domestic violence, harassment, sexual assault or stalking;
  4. To obtain services from a victim services provider for the eligible employee or the employee’s minor child or dependent; or
  5. To relocate or take steps to secure an existing home to ensure the health and safety of the eligible employee or the employee’s minor child or dependent; or
  1. In the event of a public health emergency, including but not limited to:
  1. Closure of the employee’s place of business, or the school or place of care of the employee’s child, by order of a public official due to a public health emergency;
  2. A determination by a lawful public health authority or a health care provider that the presence of the employee or the family member of the employee in the community would jeopardize the health of others; or
  3. The exclusion of the employee from workplace under any law or rule that requires the employer to exclude the employee from the workplace for health reasons; or

Covered Family Member for Sick time

Covered family members include the employee’s spouse, same-gender domestic partner (as described in ORS 106.300 to 106.340), biological child, adopted child, stepchild, foster child, same-gender domestic partner’s child, parent, adoptive parent, stepparent, foster parent, parent-in-law, same-gender domestic partner’s parent, grandparent, grandchild, and any individual with whom an employee has or had an in loco parentis* relationship.

 

*Persons “in loco parentis” are those with day-to-day responsibilities to care for or financially support a child, or who had such responsibility for the employee when the employee was a child.

Medical Verification

Baker Web Academy and Early College may require medical verification of sick time if:

  1. An employee takes more than three consecutively scheduled workdays of sick time;
  2. The need for sick time is foreseeable and is projected to last more than three consecutively scheduled workdays;
  3. An employee commences sick time without providing notice as required below; or
  4. Baker Web Academy and Early College has sufficient evidence to suspect that an employee is abusing sick time, including engaging in a pattern of absenteeism, regardless of whether the employee has used sick time for more than three consecutive days.

Baker Web Academy and Early College will pay any associated costs for providing medical verification or certification, including lost wages, that are not paid under a health benefit plan in which the employee is enrolled. Baker Web Academy and Early College will not require that the verification or certification explain the nature of the illness or details related to domestic violence, sexual assault, harassment, or stalking that necessitates the use of sick time.

Notice

Employees using Sick Leave must give 10 days’ advance notice for foreseeable use (such as a scheduled surgery) of Sick Leave. For an unforeseeable use of sick time, they must give notice as soon as is practicable, no later than the following, as explained below:

  1. All Online and Hybrid teachers must report to their supervisor by noon (12:00 pm) on the same working day.
  2. All staff that report to a Baker Charter Schools campus must report to their supervisor by 6:30 a.m. on the same working day.

It is the responsibility of the staff member to appropriately reschedule and cover the work duties for sick days missed. When necessary, a sub is assigned to cover missed duties.  

All “Blended” staff will be required to complete a substitute request form available online when requesting Sick Leave. Administration will contact substitutes for all Blended and classified staff reporting to the Baker City campus.

No Retaliation

Baker Web Academy and Early College will not retaliate against an employee who has taken or is taking sick time in accordance with this section and Oregon law.

  1. Bereavement Leave

Paid Bereavement Leave, in addition to that allowed under Sick Leave (above) and FMLA/OFLA Leave (below) will be allowed as explained below.

Employees will be given up to 3 working days (plus up to an additional 2 working days if travel beyond 100 miles is necessary) in order to grieve, attend the funeral (or alternative service/memorial) for, or make arrangements necessitated by the death of an Immediate Family Member.  “Immediate Family Member” is defined as a spouse, domestic partner, child, grandchild, grandparent, mother, father, sibling, parent or sibling in-law, stepfather, stepmother, and stepchild, or any person who is the resident responsibility of the employee.

Employees will be given one day Bereavement Leave on the day of the funeral (or alternative service/memorial) for a Near Relative, close friend, or district associate if the funeral is held on a contracted work day.  “Near Relative” is defined as a first cousin, aunt, uncle, niece, and nephew.

All “Blended” staff will be required to complete a substitute request form available online when requesting Bereavement Leave.

  1. Personal Leave

Each full-time employee will be given 3 additional days of paid leave per work year for personal use.  Part-time employees will receive a prorated whole day value rounded up to the nearest day based on their FTE (i.e. 0.5 employees will receive 2 days).  In order to use Personal Leave, you must submit a request in writing to your supervisor 3 working days in advance stating the reason for the leave and the times and dates.  This request may be denied or approved in the supervisor’s sole discretion, taking into account special needs on those days and other factors. All Personal Leave must be used in 4-hour increments.  Personal Leave must be documented and reported in addition to being approved by the employee's supervisor. If Personal Leave is used the first or last day around a scheduled break, such as vacation, in-service, or holiday, then communications, grading and other duties must be kept up to date. Personal Leave should not be used on staff meetings days.

All “Blended” staff will be required to complete a substitute request form available online when requesting Personal Leave.

Employees are not entitled to compensation for any accrued but unused Personal Leave when the employee’s employment with Baker Web Academy and Early College ends, for whatever reason, including termination, resignation, or retirement.

  1. Family Medical  Leave

The Oregon Family Leave Act (“OFLA”) and federal Family and Medical Leave Act (“FMLA”), which apply to Baker Web Academy and Early College, allows employees to take unpaid Family Medical Leave for certain lengths of time for certain purposes.

Baker Web Academy and Early College will administer this policy in accordance with all legal requirements under federal and Oregon law. In the event that any part of this policy is in conflict with current Oregon or federal law, the Oregon or federal law takes precedence over the conflicting provision of this policy (but all other non-conflicting provisions of this policy will remain in full force and effect). Please also refer to the “Oregon Family Leave Act: Notice to Employers and Employees” and the “Employee Rights Under the Family and Medical Leave Act” notice posted in all Baker Web Academy and Early College campuses and offices and online, and which is incorporated here by this reference.

Definitions

  1. Family Member: “Family member” is defined as a spouse, parent (biological, adoptive, step, foster, parent of same-gender domestic partner, or in loco parentis), parent-in-law, grandparent, grandchild, same-gender domestic partner, or child under the age of 18, or over the age of 18 if he/she is incapable of self-care (includes biological, adopted, step, foster, child of same-gender domestic partner, or in loco parentis).
  2. Serious Health Condition: “Serous health condition” is defined as an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a health care provider or 1 visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment. The common cold, earaches, upset stomach, minor ulcers, headaches other than migraine, routine dental or orthodontia problems, periodontal disease, and cosmetic treatments (without complications), are examples of conditions that are not generally defined as serious health conditions.

Reasons for Taking Leave

Family Medical Leave may be taken under any of the following circumstances:

  1. Pregnancy Leave: For incapacity due to pregnancy, parental medical care, or birth.
  2. Parental Leave: For the birth of a child or the placement of a child under 18 years of age for adoption or foster care. Parental leave must be completed within 12 months of the birth of a newborn or placement of an adopted or foster child.
  3. Family Member’s Serious Health Condition Leave: To care for a family member with a serious health condition.
  4. Employee’s Serious Health Condition Leave: To recover from or seek treatment for an employee’s serious health condition, including pregnancy-related conditions and prenatal care.
  5. Sick Child Leave: Under OFLA only, an employee can take leave to care for a child who suffers from an illness or injury that does not qualify as a serious health condition but that requires home care. This type of leave does not provide for routine medical and dental appointments or issues surrounding the availability of childcare when the child is not ill or injured. Sick child leave is not available if another family member is able and willing to care for the child.
  6. Bereavement Leave: For OFLA only, to attend the funeral (or alternative) of a family member, make arrangements necessitated by the death of a family member, or grieve the death of a family member.
  7. Call to Active Duty Leave and Servicemember Leave: FMLA and the Oregon Military Family Leave Act (“OMFLA”) allow eligible employees, if specific criteria are met, to use unpaid leave for situations related to family members’ involvement in the armed forces, including if they are on active duty in the National Guard or Reserves or if they are deployed during a period of military conflict. The amount of leave available varies based on specific circumstances. For more information on whether you are eligible for this leave, please contact the Human Resources Department.

Eligible Employees

To qualify for OFLA Leave for a serious health condition or a sick child leave, an employee must have been employed for at least 180 days and worked an average of at least 25 hours per week. To qualify for parental leave under Oregon law, an employee must have been employed for at least 180 days (no per-week hourly minimum is required). For FMLA leave, employees are eligible if they have been employed for at least one year for 1,250 hours during the 12 months preceding the date leave is to begin.

Length of Leave

In any 1-year calculation period, eligible employees are generally entitled to 12 weeks of Family Medical Leave within the following limits:

  1. Bereavement leave is limited to 2 weeks leave per death of a family member;
  2. Employees are entitled to 12 weeks of Family Medical Leave (parental leave, serious health condition leave, or sick child leave);
  3. Employees are entitled to 12 weeks of leave for an illness, injury, or condition related to pregnancy or childbirth that disables the employee; and
  4. Employees who take the entire 12 weeks of parental leave are entitled to an additional 12 weeks of leave to care for a sick child.
  5. For leave related to family members involvement in the armed forces, please contact the Human Resources Department.

1-Year Calculation Period

The “twelve-month period” during which leave is available (also referred to as the “one-year leave calculation period”) will be determined by a rolling twelve-month period measured backward from the date an employee uses any Family Medical Leave. Each time an employee takes Family Medical Leave, the remaining leave entitlement would be any balance of the 12 weeks which has not been used during the immediately preceding 12 months.

Intermittent Leave

Intermittent or reduced schedule leave may be taken when medically necessary due to the serious health condition of a covered family member or the employee or due to a qualifying emergency. For more information, contact the Human Resources Department.

Employee Responsibilities – Notice

Employees must provide at least 30 days advance notice before the Family Medical Leave is to begin if the reason for leave is foreseeable based on an expected birth, placement for adoption or foster care, or planned medical treatment for a serious health condition of the employee or of a family member. If 30 days’ notice is not practicable, such as because of a lack of knowledge of approximately when leave would be required to begin, a change in circumstances, a medical emergency, or the death of a covered family member, notice must be given as soon as practicable, but no later than the following, as explained below:

  1. All Online and Hybrid teachers must report to their supervisor by noon (12:00 pm) on the same working day.
  2. All staff that report to a Baker Charter Schools campus must report to their supervisor by 6:30 a.m. on the same working day.

For Call to Active Duty Leave, notice must be provided as soon as practicable, regardless of how far in advance such leave is foreseeable.

If circumstances change during the leave and the leave period differs from the original request, the employee must notify the Human Resources Department within 3 business days, or as soon as possible. Further, employees must provide written notice within 3 days of returning to work.

Employees who fail to comply with these notice procedures may be denied leave, or the start date of the employee’s Family Medical Leave may be delayed.

Certification

Generally speaking, employees must provide sufficient information for Baker Web Academy and Early College to determine if the leave may qualify for Family Medical Leave protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for Call to Active Duty Leave. Employees also must inform Baker Web Academy and Early College if the requested leave is for a reason for which Family Medical Leave was previously taken or certified. Additionally:

  1. Employees requesting serious health condition leave for themselves or to care for a covered family member may be required to provide certification from the health care provider of the employee or the covered family member to support the request.
  2. Employees requesting sick child leave under OFLA may be required to submit a medical certification if the employee has requested to use more than three days (i.e., one three-day occurrence or three separate instances) of sick child leave within a one-year period.

Employees must furnish Baker Web Academy and Early College’s requested medical certification information within 15 calendar days after such information is requested by Baker Web Academy and Early College. This form is available from the Human Resources Department.

In some cases (except for leave to care for a sick child), Baker Web Academy and Early College may require a 2nd or 3rd opinion, at Baker Web Academy and Early College’s expense. Employees also may be required to submit subsequent medical verification. Employees will not be asked for, and they should not provide, any genetic information about themselves or a family member in connection with an FMLA/OFLA medical certification.

Fitness-for-Duty Certification

If Family Medical Leave is for the employee’s own serious health condition, the employee must furnish, prior to returning to work, medical certification (fitness-for-duty certification) from their health care provider stating the employee is able to resume work.

Substitution of Paid Leave for Unpaid Leave

Employees are required to use any available Personal Leave and Sick Leave while on approved Family Medical Leave. If the employee’s paid Personal Leave and Sick Leave is exhausted, the leave will be unpaid.

Holiday Pay While on Leave

Employees using paid Personal Leave and Sick Leave during a portion of provided Family Medical Leave in which a holiday occurs will qualify to receive holiday pay. Employees who are on unpaid Family Medical Leave during a holiday will not qualify to receive holiday pay.

On-the-Job Injury or Illness

Periods of employee disability resulting from a compensable on-the-job injury or illness will qualify as FMLA Leave if the injury or illness is a “serious health condition” as defined by applicable law.

OFLA Leave will not be reduced by and will not run concurrently with any period the employee is unable to work because of a disabling compensable injury; however, if the injury or illness is a “serious health condition” as defined by Oregon law and the employee has refused a bona fide offer of light-duty or modified employment, OFLA Leave will commence. If the employee’s serious health condition is the result of an on-the-job injury or illness, the employee may qualify for workers’ compensation time-loss benefits.

Benefits While on Leave

If an employee is on approved Family Medical Leave under FMLA, Baker Web Academy and Early College will continue the employee’s health coverage under any “group health plan” on the same terms as if the employee had continued to work.

If an employee is on approved OFLA Leave only (and does not qualify for FMLA leave), Baker Web Academy and Early College will continue the employee’s health coverage under any “group health plan” through the end of the month in which the leave began. Employees wishing to maintain health insurance during the period of approved OFLA Leave will be responsible for bearing the cost of coverage.

Job Protection

Employees returning to work from Family Medical Leave will be reinstated to their former position. If the position has been eliminated, the employee may be reassigned to an available equivalent position. Reinstatement is not guaranteed if the position has been eliminated under circumstances where the law does not require reinstatement.

Employees are expected to promptly return to work when the circumstances requiring Family Medical Leave have been resolved, even if leave was originally approved for a longer period. With the exception of employees on leave as the result of an on-the-job injury or illness or otherwise required by law, reinstatement shall not be considered if the leave period exceeds the maximum allowed.

The use of Family Medical Leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave.

For employees who are on leave because of a “serious health condition”: Employees who work for other employers during a “serious health condition” leave may be subject to discipline up to and including termination. Additionally, all employees who use Family Medical Leave for reasons other than the reason for which leave had been granted may be subject to discipline up to and including termination.

  1. Maternity/Paternity Leave

A Baker Web Academy and Early College employee can use paid Personal Leave or Sick Leave as well as any unpaid FMLA/OFLA Leave for maternity/ paternity leave, if allowed under those provisions, as explained in the applicable sections above.  

  1. Jury Duty ORS 10.090

Baker Web Academy and Early College will release employees to report for Jury Duty and/or Jury Duty orientation without a loss in pay for days in which the employee is scheduled to work during the normal work year.  This time does not count toward any other leave provided the employee. A copy of the court notice must be submitted to the employee’s supervisor to verify the need for such leave. If the employee receives a stipend, excluding mileage reimbursement, for Jury Duty services a copy of such fee shall be forwarded to the payroll department and that amount (excluding any mileage reimbursement) will be deducted from your normal pay for that day.  Upon permission from your supervisor, an excuse from Jury Duty may be requested.  The above also applies when an employee is responding to a subpoena that has been issued relating to his/her duties as a Baker Web Academy and Early College employee.

  1. Unscheduled Absence without Notice

Unless allowed by law, unscheduled and unreported absences from work for 2 consecutive days without notifying the appropriate supervisor will be considered a voluntary resignation.

  1. Coaching Leave

In recognition of the importance of athletics and activities to students’ academic, personal, and social growth and the coach's integral role in athletics and activities, Baker Web Academy and Early College will provide paid release time, not counted toward any other paid or unpaid leave provided the employee, for athletic trips that last longer than 1 hour one way.  In order to be eligible, the employee must be a coach, must be on track with their grading, attendance, email responses, and other duties as assigned, and must be approved by the employee's supervisor prior to the start of the season. The employee's past and current history with timeliness of grading, attendance, email responses, and other responsibilities will be considered by the supervisor prior to approval and will be monitored throughout the season. If necessary, the employee can request a substitute. The request must be given to the administrator in charge of substitutes no later than 3 days prior to the event.  If the employee does not stay up on their responsibilities, permission for coaching leave can be rescinded at the discretion of his or her supervisor.

  1. BCS Day of Service Leave

In recognition of Baker Web Academy and Early College's belief that its employees should have a positive impact on their local community, 8 hours of release time each year will be granted for employees to provide positive service in their local community. The release time can be in 2-hour blocks spread out over up to 4 days or other combinations of day(s) and hour(s) up to 8 hours total. The employee, if at all possible, should wear their BCS gear during their day of service. No substitute will be provided but paid release time, not counted toward any other paid or unpaid leave provided the employee, will be granted.

  1. Other Leaves

Any other leave, if any, required by state or federal regulations will be granted in accordance with those regulations and appropriately documented. In addition, employees may request additional eave (“Other Types of Leave”). In doing so, all “Blended” staff will be required to complete a substitute request form available online when requesting Other Types of Leave.  Other Types of Leave will be unpaid leave and must be approved by the supervisor and administrative team.  Requests for Other Types of Leave may be denied, at the sole discretion of the employee’s supervisor.

  1. On the Job Accidents or Injuries - Board Policy EB, EBBA

Baker Web Academy and Early College wants all employees to be safe and able to serve students in a secure environment; however if medical attention is needed while performing work-related duties employees should seek immediate and appropriate medical care and then report all work-related injuries and accidents within a reasonable time frame to their supervisor.

  1. Weather-Related and Emergency-Related Closings

At times, emergencies such as severe weather, fires, or power failures can disrupt school operations. In such instances, administrative staff will decide on the closures and an appropriate communication system will be developed to inform all employees of closures.  If the school district where you have planned to make a home visit is closed due to weather or other emergency, you are requested to meet online or reschedule the home visit.  This does not include a single building closure within a district.

  1. Visitors in the Workplace

All employees should consult with their immediate supervisor to authorize all visitors including but not limited to family, friends, or children while performing work-related duties.  Visitors are not permitted to accompany employees during home visits, on site supervision in a Student Center, or during virtual or face-to-face scheduled meetings.

  1. Employment of Relatives - Board Policy BBFB, BBFA, GBC

Baker Web Academy and Early College will consider the employment of qualified family members, domestic partners, significant others and/or similar personal relationship of employees as long as such employment does not violate Board Policy GBC, regarding Staff Ethics, particularly section (I) on Conflicts of Interest; Board Policy BBFA, regarding Board Member Ethics and Conflicts of Interest; or Board Policy BBFB, regarding Board Member Ethics and Nepotism. In accordance with Baker Web Academy and Early College employment policies, the basic criteria for employee selection or promotion shall be appropriate qualifications in terms of education, experience, training and performance, consistent with the position’s needs. Relationships by family, marriage, domestic partnership and/or similar personal relationship shall constitute neither an advantage nor a disadvantage to selection, promotion, salary, or other conditions of employment.  When Baker Web Academy and Early College employs more than one family member of a family, one may not supervise or be in a position of influence over the other.  If such a situation should arise, the supervisor, or if necessary the Human Resources Department, will decide upon a workable solution that does not violate this section of the Handbook or the Board Policies its references.

  1. Employment Opportunities - Board Policy GBA

All Baker Web Academy and Early College open positions greater than 0.5 FTE for any position will be posted on a public recruiting and hiring website for no less than 7 days.  All qualified applicants internal or external are invited to apply.  Interview teams will consist of administrators, board members, and other staff as appropriate. The interview team may elect to only interview internal candidates for a position as is appropriate.  Internal candidates are those who currently work for or have worked for Baker Web Academy and Early College on a wage or salary basis during the last 3 years prior to the start date of the position.  Candidates who meet the specific requirements pertaining to the position may be interviewed online and/or face-to-face at a Student Center, as is appropriate.

  1. Mandatory Reporting - Board Policy JHFE, JHFE-AR, JHFF

All employees are mandatory reporters under ORS 419B.005(3)(bb) and (cc). This means that you are required by law to immediately report any suspected child abuse (physical, sexual, or emotional) to the local office of the Department of Human Services or to a law enforcement agency within the county where the abuse is/was occurring. Baker Web Academy and Early College takes this responsibility seriously and failure to file a report can result in discipline, up to and including termination.

Employees must also report any suspected abuse to the Superintendent, and the Superintendent must follow up to ensure an appropriate report has been made and other appropriate action taken. If the suspected abuse involves the Superintendent, the employee should report it to the President of the board, in addition to making the mandatory report required by law. Please refer to supplemental documents and training on mandatory reporting guidelines as required by TSPC.

When the Superintendent or President of the board receives a report under this section, he or she shall follow the procedures in Board Policy JHFE-AR, and as appropriate, Board Policy JHFF, for investigating that report.

  1. Student Management - Board Policy JFC, JG, JGA, JGAB, JGAB-AR, JGD, JGDA/JGEA, JGDA/JGEA-AR, JGE

Staff is expected to report behavioral problems immediately to their supervisor.  Any student emails, texts or other messages that are received by a staff member that cause concern should be saved by the staff member and forwarded to their supervisor.  Furthermore, staff is expected to know and follow the Student Handbook related to student management issues and procedures.  For specific consequences and procedures please refer to the current discipline policies, including the Board Policies listed in the heading of this section and the Student Handbook.  All situations of student management should be communicated with your supervisor.

  1. Confidential Information and Nondisclosure - Board Policy JO/IGBAB, JO/IGBAB- AR, JOA, JOB

Confidential Information

During the course of employment with Baker Web Academy and Early College, employees may be exposed to confidential information regarding Baker Web Academy and Early College or its operations (e.g., donor lists, grants and contracts and associated information, accounting information, future plans, curriculum, personnel issues, confidential student information, etc.). By continuing employment, employees agree they will protect all confidential information by safeguarding it when in use, filing it properly when not in use, and discussing or otherwise disclosing it only with or to those who have a legitimate need to know related to Baker Web Academy and Early College’s operations. Employees may not post or disclose confidential Baker Web Academy and Early College information on the internet. This obligation lasts after employment ends, for whatever reason.

Staff must understand all Board Policies related to safeguarding student education records and records of students with disabilities, including those listed in the heading for this section. Staff may not send email or files electronically that have 2 or more student identifiers (social security number, date of birth, state secure identification number SSID, etc.) and must abide by FERPA and the Oregon Student Information Act.

Employees will also know and become familiar with all laws and implications of FERPA and HIPPA.

Intellectual Property

All supplies and materials are the property of Baker Web Academy and Early College unless purchased by the employee, and the employee has documentation of such purchase. All work products of an employee are the intellectual property of Baker Web Academy and Early College and shall remain the property of Baker Web Academy and Early College after employee’s employment with Baker Web Academy and Early College ends, for whatever reason. Some examples of intellectual property include, but are not limited to:

  1. Materials that are subject to copyright;
  2. Brands, logos, and other trademarks or service marks;
  3. Curriculum; and
  4. Software.

The employee may retain any personal files, but work files and other papers are the property of Baker Web Academy and Early College and shall remain with Baker Web Academy and Early College.

  1. HIPAA Compliance Statement

Baker Web Academy and Early College does not anticipate receiving or disclosing any individually identifiable information in the normal course of providing services. Should Protected Health Information (PHI) be made available, or obtained by Baker Charter Schools, we do hereby assure our students and staff that we will comply with the rules and regulations concerning the privacy and security of PHI under the Health Insurance Portability and Accountability Act of 1996 (HIPAA) as they may apply to Baker Web Academy and Early College.

  1. Dress Code - Board Policy GBCA, GBCA-AR

Baker Web Academy and Early College employees understand the importance of dressing for the work they do.  You are expected to wear clothing that is clean, neat and appropriately professional.  Please use discretion and fair judgment when assessing what type of attire is appropriate for your specific work day. The manner of your dress communicates both your level of professionalism personally and that of Baker Charter Schools.

When performing work-related duties around students/parents or community members, staff should consider a business casual dress code including but not limited to sport coats, ties, slacks, khakis, dresses, skirts, BCS provided gear, etc.  While on field- or active-based duties please dress accordingly.  If clothing fails to meet these standards, the employee may be asked to leave to change clothes and return to work as soon as possible.  If the problem persists, the employee may be disciplined, up to and including termination.

Staff members are welcome to have tattoos pertaining to their personal preferences; however, please keep in mind that we serve families from all walks of life.  Tattoos that may be deemed offensive to any of our stakeholder groups will need to be covered while performing any and all work-related duties.  Tattoos that may offend include but are not limited to those containing: curse words; nudity; drug or alcohol references; racial slurs; terms, phrases, or images that could be deemed derogatory to any protected class or group; or sexual content.  Staff members should consult with their local administrator to make the best determination for their region.

  1. Computers and School Property - Board Policy KGF/EDC

Baker Web Academy and Early College will provide resources for staff to use in their jobs.  These resources are intended for any and all uses pertaining to their job assignment with Baker Web Academy and Early College.  The equipment is the property of Baker Web Academy and Early College and the employee agrees to return the equipment at any time, with or without notice or reason, at the request of Baker Web Academy and Early College. Employees leaving Baker Web Academy and Early College for any reason must return any and all supplies belonging to Baker Web Academy and Early College immediately.

Baker Web Academy and Early College understands that it may sometimes be necessary for employees to communicate during the workday with people other than their coworkers. However, employees should restrict personal calls, use of social media, emails, texts, etc. to scheduled meal and break periods using their personal phone, email, or communication devices and accounts and personal use of company phones, technology and email (including texting) are not permitted during the workday. However, employees may use school-issued “Mobile Hand-Held Devices” for personal calls in some limited situations, as explained in the Mobile Hand-Held Devices (Cell Phone) Policy, below.

While actively working or within any school facilities for work-related purposes, it is understood that employees will focus on their assigned activities and duties.  Use of company time, equipment and/or facilities for personal gain is unacceptable and will result in appropriate disciplinary action up to and including termination.

Employees who receive school property for their work will be responsible for turning the equipment in at the end of the school year. If there is a need to keep the equipment during the recess time, acceptable arrangements must be made in advance.  The employee must notify the Technology Department as soon as possible regarding any damages that occur to school property.

  1. Student Computers

Staff are expected to arrange for the timely delivery and pickup for all of their students’ computers.  If a staff member is unable to deliver or pick up a computer, it is his or her responsibility to arrange an acceptable alternative solution.

All computer problems must be identified and dealt with in a timely and effective manner.  Do not wait until your next home visit to pick up a computer that is not working.  All computer problems must be handled and solved with the Technology Department.  Any exchanging of computers must be handled appropriately, including using proper forms and completing all associated paperwork.  No computers will be exchanged without the administration’s or Technology Department’s approval.

  1. Mobile Hand-Held Devices (Cell Phones) - Board Policy EGACA, EGACA-AR

Mobile Hand-Held Devices are defined as a device capable of text messaging, voice communication, entertainment, navigation, accessing the internet or producing electronic mail, and include but are not limited to cell phones, pagers, and iPads.

Baker Web Academy and Early College recognizes that the use of Mobile Hand-Held Devices may be appropriate to provide for the effective and efficient operation of the school and to help ensure safety and security of school property, staff, and others while on school property or engaged in school-sponsored activities.  To this end, Baker Web Academy and Early College authorizes the purchase and employee use of Mobile Hand-Held Devices, as deemed appropriate by the Superintendent (or in the case of the Superintendent, the board).

School-owned Mobile Hand-Held Devices may be purchased and authorized for staff use in accordance with the following:

Authorization

Mobile Hand-Held Devices may be assigned or made available on a temporary basis by the Superintendent when it is determined that:

  1. The assignment of a Mobile Hand-Held Devices to the employee is a prudent use of school resources;
  2. The employee's job responsibilities require the ability to communicate frequently and access to a school or public telephone is not readily available; or
  3. The employee's job responsibilities involve situations where immediate communication is necessary while engaged in school-sponsored activities.

Cellular Telephone Use

  1. Mobile Hand Held Devices are provided specifically to carry out official school business when other means of communications are not readily available.
  2. School-provided Mobile Hand-Held Devices will be used in accordance to ORS 811.507 at any time while an employee drives a personal vehicle for work-related business. When driving on business, or driving while conducting business on behalf of Baker Web Academy and Early College or in any other manner, the following applies:
  1. Employees are not allowed to use a Mobile Hand Held Device, in accordance with ORS 811.507, while operating any vehicle for work-related business, including but not limited to while transporting students for any reason. Employees should let incoming calls go to their voicemail and then find a safe place to pull over and park before initiating a call.
  2. Employees that disobey the policies will be disciplined accordingly, up to and including termination.
  1. Personal use of school-provided Mobile Hand-Held Devices is limited to making or receiving calls for family emergency purposes, including contacting a family member or child care provider to advise that the employee is going to be late arriving home or picking up children for a reason directly related to his/her official duties, (i.e., a meeting which runs later than expected or a last-minute schedule change).
  2. Mobile Hand-Held Devices are not to be loaned to others. Employees issued a Mobile Hand-Held Device are responsible for its safekeeping at all times. Defective, lost or stolen Mobile Hand-Held Devices are to be reported immediately to the administrative assistant who will in turn notify the service provider.

Return

Cellular telephones and all other assigned technology must be returned to administration at the conclusion of employment and during summer. Administration may allow employees to retain assigned technology during the summer if needed.

Number Transfer/Contracts

All cell phone devices provided by Baker Web Academy and Early College will come with a working cell phone number.  Any costs related to the transfer of the number or termination of a current personal contract shall be paid for by the employee.  Employees are encouraged to seek the options available to them through the current Baker Web Academy and Early College provider and their personal carrier.  

  1. Use of Internet

Baker Web Academy and Early College employees understand that all downloaded, broadcasted, posted, displayed, or otherwise shared information should be professional in nature.  Employees are encouraged to use caution when choosing screensavers, wallpapers, web site pictures, blog postings, etc., and follow the Social Media section of this Handbook, below.  

Employees recognize that the school’s computers and the onsite internet network is the property of the school and is to be used for school business purposes only. All employees have a responsibility to use the school’s computer resources and onsite internet network in a professional, lawful, and ethical manner. Use of the school’s computer resources or onsite internet network for personal financial gain is not permitted.

Abuse of the school’s computer resources or onsite internet network, or other violation of this Policy, may result in disciplinary action, up to and including termination and/or criminal liability.

Employees expressly waive any right of privacy in anything they create, store, send, or receive using Baker Web Academy and Early College’s computer equipment or internet access. Baker Web Academy and Early College has the right to monitor and log any and all aspects of its computer system and onsite internet network including, but not limited to, monitoring internet sites visited by employees, monitoring chat and newsgroups, monitoring file downloads, and all communications sent and received by employees via Baker Web Academy and Early College computer or internet systems or accounts.

  1. Social Media Policy

Certain types of on-duty and off-duty activities by our employees, in particular certain online and social media conduct, have the potential to affect Baker Web Academy and Early College’s image and credibility, pose risks to its students, and damage our working environment. They can also create liability for our organization and cause us to lose students, funding, and community respect.

Be Respectful

Always be fair and courteous to fellow employees, students, parents, and other individuals or parties connected with Baker Web Academy and Early College. Also, keep in mind you are more likely to resolve work-related complaints by speaking directly with your coworkers or by utilizing our Conflict Resolution policy, explained in this Handbook, than by posting complaints to a social media or other online outlet. In all cases, avoid using statements, photographs, video, or audio that reasonably could be viewed as malicious, obscene, threatening, or intimating; that disparages employees, students, parents, and other individuals or parties connected with Baker Web Academy and Early College; or that might constitute harassment or bullying. Inappropriate postings, even off-duty, that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination.

Connections

As a general rule, employees should not expect or assume that coworkers want to connect with them on social or business networking websites. Employees are not allowed to “friend” or otherwise connect with students on social media websites, unless that student is also a family member of the employee. This includes sending messages directly to students or communicating with them in any private manner, other than on public, Baker Web Academy and Early College-hosted social media pages and websites.

Post Only Appropriate and Respectful Content

Do not post any information that violates the Confidentiality Policy, above. Additionally, employees may not take photos of individuals connected to Baker Web Academy and Early College (other than of their own children) while performing work-related duties or attending Baker Web Academy and Early College activities and then post those photos online. However, employees may post photos with permission from their supervisor to Baker Web Academy and Early College-hosted social media pages and websites, after obtaining a Photo Release Form for any child in the photo.

  1. Use of Facilities - Board Policy KGF/EDC

Use of Baker Web Academy and Early College facilities is limited to work-related activities and duties and should be coordinated with the appropriate responsible staff member.  The facility will have a calendar dedicated to reserving space available.  If a receptionist is not available, staff will make every effort to coordinate with each other and assume responsibility for the space.  Please refer to your supervisor for current information about our facilities.

  1. Mileage Reimbursement - Board Policy- DLC, DLC-AR

All reimbursements must be in compliance with the Board Policies cited in the heading of this section. Baker Web Academy and Early College employees driving for covered business purposes during their work hours will receive reimbursement at the current IRS rate.  Mileage reporting may begin either from the employee’s home office or Student Centers.  This mileage must be reported using the approved Baker Web Academy and Early College process by the first Friday following the end of the current month in order to receive reimbursement. Reimbursement will not be given for requests submitted 60 days past the date the mileage was incurred. Employees who may be working for both charters will need to appropriately assign mileage to the school for which the work occurred.  Employees who primarily report to a physical location will not receive mileage for commuting time from their home to that location and back; however, they are eligible for mileage for work-based trips.  Employees may report mileage to Student Centers if they are meeting students, staff, etc. and they do not primarily report to that Student Center for work. In general, commuting time to and from Student Centers will not be reimbursed.  Employees may choose to rent a vehicle instead of driving their own car if they comply with Board Policy DLC-AR; however, the cost of the rental, including insurance and gas, must be less than the cost of mileage for the trip. Mileage reimbursement requests over $5,000 must receive board approval in a regular board meeting before reimbursement is granted.

  1. Travel Reimbursement - Board Policy- DLC, DLC-AR

All reimbursements must be in compliance with the Board Policies cited in the heading of this section. Employees traveling for work-related purposes that require overnight stay must seek prior approval from their supervisor, and no reimbursement will be granted for travel that are not pre-approved. In addition, reimbursement will not be given for any receipts/requests submitted 60 days past the date the expense was incurred.  Expense requests over $5,000 must receive board approval in a regular board meeting before reimbursement is granted.

All travel and meal purchasing should be done in the most cost-effective manner.  

Generally, meal reimbursement is reserved for work travel over 50 miles as well as group meetings with administrative approval.  Tip is to be no more than 15%.  Meals will be reimbursed at the following amounts: Dinner, $27; Lunch $20; Breakfast, $15.  Administration can override those limits if circumstances require.  Amounts over the per diem limits are the responsibility of the employee.  Alcoholic beverages will not be reimbursed by Baker Web Academy or Early College.  

Lodging reimbursement is generally reserved for work-related travel over 50 miles that requires an overnight stay. Baker Web Academy and Early College may arrange lodging or staff may arrange alternative lodging such as to reserve a vacation rental (e.g., VRBO (Vacation Rental by Owner), Airbnb or a bed and breakfast).  Individuals or groups of employees may make the arrangements.  Staff members understand risks associated with rental properties and will be responsible for following the terms of the rental agreement and for any damages that occur as a result of their stay.

Employees must inform group organizers by appropriate deadlines of their decision to stay in alternative lodgings.  Please note, there have been reports of racial discrimination, spying cameras, conditions not matching descriptions, etc., in some alternative lodging settings. Baker Web Academy and Early College is not responsible for any damage to employee’s property or injury to person or any other harm whatsoever incurred by employees when staying at alternative lodging.

Staff members will be reimbursed either the amount of their alternative lodging (up to the current IRS rates for that region, available at https://www.gsa.gov/travel/plan-book/per-diem-rates) or at the rate of the employer-arranged lodging, if applicable, whichever is less. However, administration can preapprove more than the current IRS rate for employee-arranged lodging if needed, such as to allow for lodging near the event site.

  1. Professional Development/Tuition Reimbursement Requirements

Baker Web Academy and Early College complies with Baker School District’s Board Policy GLC-AR on Professional Development.

The completion of professional development requirements, as set forth in Oregon Administrative Rule (OAR) Chapter 584, Division 255, by the TSPC for licensing or license renewal is the sole responsibility of the employee.

Each employee is responsible for acquiring the number of continuing professional development units (“PDUs”) to meet the requirements as stated by the TSPC. Acceptable professional development activities shall be those reviewed and approved by the employee's supervisor or professional development advisor and for which evidence is submitted to verify completion. Upon receipt of evidence from an employee, the employee's supervisor or professional development advisor shall verify completion of the required PDUs for license renewal on the TSPC-provided Professional Educational Experience Report (“PEER”) form, and submit the form to the superintendent or designee. The superintendent shall ensure that the required forms are submitted to the TSPC. Completed TSPC PEER forms shall be filed in the employee's personnel file.

Reimbursement

Full-time employees will be granted up to $2,000 a year to be used for pre-approved college courses, workshops, conferences, degrees, and programs.  Part-time employees will be eligible to receive a prorated dollar amount equal to the percentage of FTE stated in their contract, if applicable, or job description.  

Funds are only available for the current contract year and will not roll over nor may they be donated or cashed out.  Please work with your supervisor to initiate the pre-approval and reimbursement process. Professional development should be connected with personal professional, system, or school goals.  No conferences should be scheduled during in-service, teacher work days, or the first/last week of a semester.  Staff members who wish to extend their stay or bring family members while traveling for professional development will be responsible for all costs over that required for the professional development portion of their travel (and must comply with the Handbook section above on reimbursement and expenses) and must be available for all assigned duties.  No Baker Web Academy and Early College funds may be used to cover any expenses for family members.  Travel arrangements will be made to ensure adequate time to attend the conference or event but additional days or nights will be the responsibility of the staff member.

Upon completion of courses an official transcript must be provided to your supervisor.  Reimbursement will not be granted if the course is failed.  All required paperwork for reimbursement must be received by the first working Friday of the month following completion of the work in order to receive funds by the next pay period.

When credits are used towards TSPC required PDUs please use the following conversion chart:

Semester

Quarter

1 credit

10 PDU hours

1 credit

6 PDU hours

2 credits

14 PDU hours

2 credits

9 PDU hours

3 credits

18 PDU hours

3 credits

12 PDU hours

4 credits

22 PDU hours

4 credits

15 PDU hours

5 credits

25 PDU hours

5 credits

18 PDU hours

Step Increase

When credits are being used to increase a step on the salary schedule, a signed Letter of Step Increase from the appropriate administrator must accompany the official transcripts.  Staff may request a step increase associated with additional credits anytime, however it will begin at the beginning of the following semester.  

Credits are based on quarter credits.  To convert semester to quarter credits, multiply by 1.5 (e.g., 9 semester credits = 13.5 quarter credits). All required paperwork must be received by the last working day of the month to have the increase go into effect by the next pay period.

  1. Purchasing Process - Board Policy DJ, DJ-AR, DLC, DLC-AR

Any employee wanting to purchase supplies, equipment, services, or other school-related items should consult their administrator for guidelines and permission in advance of the anticipated purchase. Purchases may be approved if in accordance with Board Policies DJ (“Public Charter School Purchasing”) and DJ-AR (“Expenditure of Public Charter School Funds for Meals, Refreshments and Gifts”). No reimbursements will be given for purchases that do not go through the appropriate pre-approval process. If the employee expects to be reimbursed for the items purchased they must provide an original receipt and fill out the appropriate paperwork by the first Friday of the month following the expense. All reimbursement requests must comply with the sections of this Handbook on reimbursement, above, and Board Policies DLC (“Expense Reimbursements”) and DLC-AR (“Staff Expense Reimbursement”).

  1. Smoking Policy - Board Policy KGC/GBK/JFCG

Use, distribution or sale of tobacco in any form by staff on Baker Web Academy and Early College’s property, including parking lots, at school-sponsored events, in school-owned, rented or leased vehicles or otherwise while on duty on or off school premises is prohibited at all times. This includes while meeting with students or parents in any location. 

For the purpose of this section of the Handbook, “tobacco” is defined to include any lighted or unlighted cigarette, cigar, pipe, bidi, clove cigarette, and any other smoking product, spit tobacco, also known as smokeless, dip, chew, snuff, in any form, nicotine or nicotine delivering devices, chemicals or devices that produce the physical effect of nicotine substances or any other tobacco substitute (e.g., e-cigarettes). This does not include FDA approved nicotine replacement therapy products used for the purpose of cessation.

Staff and/or all others authorized to use any private vehicle to transport students to school-sponsored activities are prohibited from using tobacco products in those vehicles while students are under their care.

Clothing, bags, hats and other personal items used by staff to display, promote or advertise tobacco or inhalant delivery system products are prohibited on all school property, including parking lots, at school-sponsored activities or in school vehicles.  

Violations of this policy will lead to disciplinary action up to and including termination.

  1. Alcohol and Substance Abuse - Board Policy GBEC

Baker Web Academy and Early College is a drug free workplace. Use of alcohol or any controlled substance is prohibited in the workplace and/or while performing work related duties.  All employees must carefully read and abide by Board Policy GBEC (“Drug-Free Workplace”), available at http://policy.osba.org/bakerweb/G/GBEC%20G2.PDF. If employees are found to be in violation of this policy they will be disciplined appropriately, up to and including possible termination and/or other legal action.

  1. Benefits

All employees working 0.50 FTE or more are eligible to receive full benefits including medical, dental, vision, and life insurance, with a maximum employer contribution to the premiums that will be determined year-to-year.  Employees working 0.50-0.79 FTE (20-31 hours per week) receive a lesser monthly employer contribution to insurance premiums than those working 0.80 FTE (32 hours per week) or more. Please see your supervisor for the most up-to-date benefits package.  Employees who start working on the 1st of the month will have their insurance coverage start on the 1st of the month they started working.  For employees who start working after the 1st of the month, insurance coverage will begin the 1st of the next month after they started working.

Baker Web Academy and Early College is required to participate in PERS (“Public Employees Retirement System”) for Oregon as a public charter school organization.  Employees must qualify for PERS benefits in order to receive this benefit.  Ultimately it is the responsibility of the employee to understand their PERS status and ability to receive benefits.  It is currently the practice of Baker Web Academy and Early College to cover (or “pick-up”) the mandatory 6% employee contribution to PERS as well as covering the employer portion at the current rate set by the state. Baker Web Academy and Early College will follow all PERS rules and regulations in making PERS contributions and will not “pick up” employer’s contributions or make other contributions if not allowed to do so by PERS.

  1. Base Compensation

It is Baker Web Academy and Early College’s desire to pay all employees wages or salaries that are competitive with other employers in the marketplace. Compensation may vary based on roles and responsibilities, individual, and company performance, and in compliance with all applicable laws. Please see the current salary schedule for reference.  In order to increase steps for education obtained please see the process under the Professional Development/Tuition Reimbursement section of this Handbook, above.  New employees will be given experience steps for working in educational settings performing similar work under similar licensing requirements to that which they are being hired to perform. Experience in different levels or positions will not necessarily transfer (e.g., teaching steps do not transfer to administrative steps).  

  1. Longevity and National Certification Stipends

It is Baker Web Academy and Early College’s desire to recognize staff members who have chosen to dedicate their career to the students at our schools.  In recognition of this dedication, staff members are eligible for longevity stipends after 5 years of service and are staggered at the 5, 10, 15, and 20 years of service mark for an increased stipend.  Additionally, we value our staff being experts in their field.  If a staff member is nationally certified in their field, he or she is eligible to receive a national certification stipend.  Both longevity and national certification stipends are prorated based on the staff member’s FTE, as explained in the current salary schedule.

  1. Mandatory Trainings

Baker Web Academy and Early College staff will complete all assigned mandatory trainings by the date assigned by administration.

  1. Staff Evaluations

All Baker Web Academy and Early College staff above 0.30 FTE will have an evaluation conducted by the administrator assigned to them.  Starting with the 2019-2020 school year, certified staff will receive a full evaluation each year for their first 3 years in a full- or part-time contract with the school (full year meaning more than 80% of the regular contract days in a school year).  A full evaluation for certified staff consists of the following: goal setting and evaluation, at least 2 digital walk throughs, 1-3 informal observations, 1 formal observation and a final evaluation.  After 3 years of employment, certified employees will receive an off-cycle evaluation, which consists of the following: goals setting and evaluation and at least 2 digital walk throughs.  Classified and administrative staff will receive a full evaluation each year for their first 2 years with the school. A full evaluation for classified and administrative staff consists of the following: goals setting and evaluation. Classified and administrative staff will receive an off-cycle evaluation every other year thereafter, which consists solely of reviewing goals. (See Annual Performance Summary for more information).  Supervisors may always perform additional observations or data gathering, should they feel they need more information.  

  1. Notification of Staff Renewal/Non-Renewal

In order to help employees make plans for the upcoming school year, Baker Web Academy and Early College will strive to notify current employees of contract renewal/non-renewal decisions by March 15th.  If a recommendation of non-renewal is being made, the affected employee should be given written notice in advance of the March board meeting, or as required by their current employment contract, if any.  However, nothing in this section changes the at-will nature of the employment relationship, meaning that (unless expressly altered by an employee’s individual employment contract), both Baker Web Academy/Early College or the employee may terminate employment at any time with or without cause.

Employees have until April 15th to notify of their intent to accept or reject the contract offer from Baker Web Academy and Early College, unless the offer contains a different deadline.  Rejection of the offer or failure to return the notice by April 15th will result in forfeiture of the employer’s offer for employment in the following school year.

  1. Evaluation/Re-Evaluation of Employee Caseload

All staff caseloads will be evaluated at the beginning of the year in June to determine initial “half time” or “full-time” status. Changes to caseload numbers, either up or down, will be re-evaluated in January at or immediately after the conclusion of Semester 1. An employee whose caseload decreases to or below 15 full-time students will be moved to “half time” status and will receive remuneration consistent with “half time” employees. Evaluation and re-evaluation will only occur in January and June.

  1. Mentorship Program

Employees who have 2 or more years of experience in any school and who have received the recommendation of their supervisor may take on a mentor role and can receive a Mentor Benefit for their work.  Mentors who work for a full year with a mentee will receive a full Mentor Benefit equivalent to the current Professional Development stipend to use on additional Professional Development activities, as explained in that section, above; those who work with a mentee for at least 40 school days but less than half a school year receive half a Mentor Benefit.  

To receive a Mentor Benefit, employees must fulfill the requirements of the mentorship program, as set out and agreed upon in the beginning of the year.  Administration can remove or reassign a mentor when, in its sole discretion, the mentor is not meeting the needs of the mentee. When that occurs, if the mentor has already used the Mentor Benefit on Professional Development activities, he or she will not be required to repay that amount; however, if the mentor has not yet used the Benefit, he or she will lose it.

Mentors who take on additional mentees may earn an additional half benefit per additional mentee they work with for a full year, or prorated for half a year (if they work with the mentee for at least 40 school days).  Total compensation under the Mentor Benefit is capped at 2.5 times the regular Professional Development stipend.

  1. Extra Duty Compensation

When staff members have approval from administration, extra duty pay may be available.  Extra duty pay will not be given unless the staff member receives approval from administration prior to beginning the work and all work must be completed in order to receive compensation.  Proof of work and documentation must be submitted using the currently approved method; for information on the current method, contact the Human Resources Department.  The extra duty compensation rate is set at $25 an hour for the 2019-2020 school year, and is subject to change.

  1. Transportation of Students - Board Policy EEAE

Baker Web Academy and Early College understands that under rare circumstances staff may need to transport students in their private vehicles.  This practice is not recommended as it can be a liability issue for both the students and staff members.  As such, there is a very specific process in place to ensure safety of students and staff.  There must always be multiple students or two staff members in the vehicle; a staff member must not ever transport a single student.  Staff who wish to transport students will need to receive permission from their supervisor prior to traveling, send a copy of their driver’s license and updated insurance to the main Baker office, receive permission in writing from the parent, ensure the student has an updated field trip and medical release form, and drive with the utmost caution (no cell phone use while transporting students—see the Mobile Hand-Held Devices (Cell Phones) section in this Handbook, above).  Large, 12-15 passenger vans are not allowed for this mode of transportation.   Employees transporting students must also be sure that all applicable laws regarding child safety seating are followed for each rider.   Children under the age of 13 will not ride in the front seat.  All such transportation must comply with Board Policy EEAE.  

  1. Remote Location

Staff members who do not have duties that require live face-to-face meetings with students may apply to work in a remote location.  A remote location is any location in the world beyond 50 miles from the Oregon border.  Applications for remote location must be submitted according to the Transfer Request Process, explained below, and an application may be denied if any conditions currently set by administration for general remote location work are not met, or if administration feels the quality of work will be compromised by this particular employee working in this particular remote location.  Staff members working in remote locations will need to be sure they have access to high quality internet and a quiet location.  Staff members will need to complete their hours during the Pacific Standard Time zone, especially when working live with students or staff, within the recommended hours of 7:00 a.m. PST and 7:00 p.m. PST.   Unless arrangements have been made, 0.5 FTE or less employees are not required to attend meetings live.  All employees above 0.5 are expected to be at monthly staff meetings (online at least) and start/end of year events (in person).  Round trip/total travel costs (mileage, rental costs, airfare and parking) for meetings and events is capped at $500 per event regardless of remote location.  Data and voice costs will be capped at the standard cost per employees.  Staff will need to keep up with regular duties and licensure requirements per their job description/duties.

  1. Transfer Request Process

“Transfer Requests” include remote location work (any location beyond 50 miles from the Oregon border), increase or decrease in hours, a change in grading subject area, or a location change within 50 miles of the Oregon border. In order to apply for a Transfer Request, employees must submit  their application to administration within the current contract renewal/transfer request timelines. The request period starts on the day of the February staff meeting and ends on the day of the March staff meeting each year. All Transfer Requests must be made in the school year prior to the date the transfer is requested to go into effect. Transfer Requests will be granted or denied in the administration’s sole discretion.

  1. Involuntary Transfer

Upon a charter school-directed involuntary reclassification or reassignment to a position with a different rate of pay, an employee shall be frozen at their current rate of pay prior to the reclassification/reassignment until the applicable step for the new position is greater than his or her frozen rate of pay.


  1. Employee Communications

  1. Conflict Resolution

Baker Web Academy and Early College understands that people can occasionally have disagreements within the school. If an employee has an issue with a co-worker, Baker Web Academy and Early College encourages employees to discuss the situation directly with that person in a reasonable and professional manner. If a resolution is not reached, employees should arrange a meeting with their direct supervisor. If the concern, problem, or issue is not properly addressed at that level, employees should contact the school’s Board of Directors.  Any information discussed at a supervisory or higher-level problem resolution meeting is considered confidential. It will be shared only on a “need to know” basis to allow management to respond to the problem/situation. Retaliation against any employee for their usage of the school’s conflict resolution process is unacceptable.

  1. Employee Performance Improvement - Board Policy KL, KL-AR

Employees are expected to perform to the best of their abilities at all times. There will be occasions, however, where employees perform at an unsatisfactory level, violate a policy, or commit an act that is inappropriate. When performance or conduct does not meet Baker Web Academy and Early College standards, performance improvement is often appropriate.

Process

The performance improvement process may be initiated following a formal or informal performance review, a public complaint (see Board Policy KL and KL-AR) or at any other time that the administration deems warranted. (Note that this process may run concurrently with or following the procedure for dealing with Public Complaints in Board Policy KL-AR.) For classified and certified employees, the employee improvement process is conducted by the appropriate member of the administration team. For members of the administration team, it is conducted by the superintendent. For the superintendent, it is conducted by the board. This section of the Handbook uses the term “Supervisor” to refer to the individual or group who has authority to discipline the particular employee in question.

There are several levels of corrective action in the performance improvement process, any one of which may be entered into, depending on the circumstances and severity of the problem, and in the administration’s sole discretion. In conducting employee discipline, this Handbook should be followed, as well as any provisions in an individual employee’s employment contract, if any.

Verbal Warning

The Supervisor should review pertinent job requirements with the employee to ensure his/her understanding of them. Immediately following the review, the Supervisor should document the verbal warning, including a date and signature, send a copy in an email to the employee and place a copy in the employee’s personnel file for future reference. The employee may submit a letter of explanation regarding the verbal warning.

Written Warning

If the unacceptable performance or behavior continues, the next step is written warning. Certain circumstances, such as a violation of a safety requirement, may justify a written warning without first using a verbal warning. The Supervisor will gather all evidence and present it to the subject employee in a meeting.  Resolution of the presented issues and improvement goals will be discussed. Immediately following the meeting, the Supervisor will draft a written warning, including a date and signature, send a copy in an email to the employee and place a copy in the employee’s personnel file for future reference. The employee may submit a letter of explanation regarding the verbal warning. The written warning should meet the following requirements:

  1. Define the problem and how it may be corrected;
  2. Indicate that a final written warning will result if improvement is not observed;
  3. Set a time frame during which improvement must be made and maintained and a check-in process as determined.

Final Written Warning

If a written warning does not solve the problem, a final written warning will be issued. All the same steps and information apply as for a written warning, except that the final written warning should also indicate that a plan of assistance (and possibly termination) will result if improvement is not observed.

Plan of Assistance

A plan of assistance is warranted if the problem has not been resolved through a written warning or if the circumstances warrant it. A plan of assistance generally will last no less than 6 months, in order to ensure adequate time to collect data, reflect on practice, and modify performance concerns. However, nothing in this Handbook creates a contract for employment, or any other guarantee of employment for a specific time period, with any employee either generally or because they are on a plan of assistance. In addition, nothing in this Handbook prevents Baker Web Academy or Early College from terminating an employee, in its sole discretion, while he or she is on a plan of assistance.

The plan of assistance will be confidential to the extent possible, and only will be shared on a “need to know” basis. The plan for any employee will be presented to and discussed with the board during executive session, unless the employee requests an open session. The following steps should be followed for a plan of assistance:

  1. The Supervisor will advise the employee in writing of the specific improvement(s) required, that termination will likely occur if improvement in performance or conduct is not achieved within the period of the plan, and the period of the plan, which will be no less than 6 months, but may vary in time beyond that, as determined by the administration.
  2. The plan of assistance notice shall be made a part of the employee’s permanent personnel file.
  3. On the specific, defined counseling dates, the employee and the Supervisor will meet to review the employee’s progress in correcting the problem which led to the plan of assistance. This meeting will be immediately documented in writing and placed in the employee’s personnel file
  4. At the completion of the plan period, the Supervisor will determine whether the employee has achieved the required level of performance and consider whether to remove the employee from the plan or if the employee needs further action.
  5. The employee shall be notified in writing of the final decision.

Employees on a plan of assistance are not eligible for promotions, transfers, or pay increases unless specifically approved by the Supervisor.

Suspension With or Without Pay

Suspension with or without pay may be warranted when circumstances reasonably require an investigation of a serious incident in which the employee was allegedly involved. A suspension is usually without pay, but if there is no evidence of wrongdoing yet but an allegation so serious that it could be harmful to have the employee in the building/working with students or other staff, the Supervisor may decide that suspension with pay is appropriate. A suspension may also be warranted when employee safety, welfare, or morale may be adversely affected if a suspension is not imposed, such as a violation of safety rules; fighting; drinking alcohol on the job; endangering a student, child or other individual; failing to following the Mandatory Reporting section, above; no longer meeting qualifications for employment; egregious harassment or unlawful discrimination; or other misconduct. These examples do not limit the employer’s use of suspension with or without pay in other circumstances. The following steps should be followed in suspension:

  1. A written report should set forth the circumstances justifying the suspension and shall become a part of the employee’s permanent personnel file.
  2. A formal investigation of the allegations should be initiated and completed (some types of behavior require that a specific investigation be undertaken, as explained in this Handbook and the Board Policies).
  3. At the completion of the investigation, the employee shall be reinstated to the previous position or terminated effective immediately depending on the findings of the investigation.

Employees on suspension are not eligible for promotions, transfers, or pay increases unless specifically approved by the Supervisor.

Involuntary Termination

Involuntary termination may be appropriate at the discretion of Baker Web Academy and Early College for major violations or for failure to comply with the preceding steps, including failure to improve during a plan of assistance. The termination notice is prepared by the Supervisor. All of the steps for termination explained in the Termination section, below, in this Handbook should be followed, as well as any provisions in an individual employee’s employment contract, if any.

Discretion of Baker Web Academy and Early College

Notwithstanding this section all employees are at-will employees (unless that default is expressly changed by their individual employment contracts), meaning employment may be terminated by the employee or Baker Web Academy and Early College at any time with or without cause and without following any system of discipline or prior warnings.

Accordingly, Baker Web Academy and Early College reserves the right to proceed directly to written warning, final written warning, a plan of assistance, suspension with or without pay, or involuntary termination without any prior disciplinary steps, when Baker Web Academy and Early College deems such action appropriate.

  1. Termination

Resignation

If you choose to terminate your employment, it is anticipated that you will give administration (or, for the superintendent, the board) as much notice as possible—preferably a minimum of 10 working days for classified staff and 60 days for certified and administrative staff. However, because our employment relationship is at-will, notice is not required (unless that default is expressly changed by your individual employment contract). If you do not give the requested notice, you will not be eligible for reemployment at a later date.

Other Discharges        

Discipline and/or discharge may result for many reasons including, but not limited to, inappropriate conduct and/or unsatisfactory performance. In deciding whether involuntary termination is appropriate, the Employee Performance Improvement section, in this Handbook, above, will be followed.

Despite that policy, Baker Web Academy and Early College remains free to terminate the employment relationship at any time, with or without cause or notice, for all at-will employees.

Exit Interview

At the time of your employment termination, for whatever reason, your supervisor will meet with you to conduct an exit interview. At that time, the details of your leaving will be discussed and other information relative to your employment will be explained to you.

On or before your last day of work, you must return all Baker Web Academy and Early College property to your supervisor, including identification cards, keys, manuals, passwords, and all other materials, in whatever form and in accordance with Board Policy KGF/EDC and applicable sections in this Handbook on school property. In addition, you must delete all electronic copies of any Baker Web Academy and Early College materials from your personal devices and cut off all access to any shared or non-shared electronic resources, accounts, or materials.

Employees are not entitled to compensation for any accrued but unused Personal or Sick Leave or any other benefit (unless required by law, or to the extent required by PERS in calculating retirement benefits) when employee’s employment with Baker Web Academy and Early College ends, for whatever reason.

  1. Staff Meetings

Staff meetings are important to the operation of the school.  All staff meetings, department meetings, and regional meetings are critical to communications, growth, networking, and training.  Staff will be expected to attend and participate in staff meetings.  The format of the meeting will be determined by the appropriate supervisor/administrator. Each year it will be expected that staff meet face-to-face at least 3 times a year for in-service, state testing training, and our final staff meeting.  For regular monthly meetings staff must attend electronically at least.  Face-to-face for the regular staff meetings is important and recommended but not required.  It is expected that the information shared in these meetings will be confidential and that, whenever possible, a student’s name will not be used.  

Staff members are expected to be on time to these meetings.  Staff will also be expected to attend and participate in team meetings in addition to other staff meetings.  The time and place of these meetings will be decided by the individual groups and/or discussion leader.  The team will report out to their supervisor, and when appropriate the school/board, as they progress. Furthermore, each member of the team will be required to implement policy updates and program changes which are decided upon in meetings.  If a staff member is not able to attend a meeting they must notify their supervisor ahead of time.  Missing a meeting and failing to notify a supervisor will result in a verbal warning for the 1st offense, written warning 2nd, final written warning 3rd, and further formal discipline for subsequent missed meetings.  The 1st tardy to a meeting will be excused, then a verbal warning, written warning, final written warning and further discipline. The Employee Performance Improvement section of this Handbook, above, should be followed in disciplining staff members. Nothing in this section changes the at-will default of the employment relationship or the ability of Baker Web Academy and Early College to proceed directly to any form of discipline, including termination, without any prior disciplinary steps, when Baker Web Academy and Early College deems such action appropriate.

  1. Student Interaction

Because of the nature of our teacher to student model, staff is expected to adhere to the most professional standards of student interaction.  Please ensure your appearance is clean and well groomed (see dress code section of this Handbook, above).  Since effective learning is dependent on a strong student-staff relationship, we expect that an academically based relationship will be established in a professional manner and that the relationship will adhere to all guiding laws and policies.

You are expected to be professional when interacting with your families.  If you disagree with a school policy, it is inappropriate to share your feelings with families.  In addition, if there is an area that you feel you need improvement, it is also inappropriate to share your feelings with the families.  For example, telling your families you don’t know math, or your caseload is really high, etc., would be unprofessional and inappropriate.  If you feel uncomfortable in a particular area, spend some time training yourself, confer with a colleague or your supervisor, or take some classes.

It is very important that staff arrive promptly at the prearranged time to a student’s house or at the designated location for student meetings.  In addition, please make childcare arrangements for your own family needs prior to home visits.  It is inappropriate to bring your own child to a home visit. A teacher should never be alone with a student in a non-public area, such as a home or office. The teacher should be one of at least two adults while meeting with a student.  If there is not another responsible adult present, the teacher should leave immediately and reschedule the appointment for a later date.

  1. Telephone Etiquette

Telephone etiquette means being respectful to the person with whom you are talking, showing consideration for the other person’s demeanor, allowing that person time to speak, and communicating clearly.

If you are ever unavailable for any reason, please take a moment to update your voicemail message and email auto-reply so students, parents, community members, and staff will be aware of your absence. Timely communication is always a goal in our operations, and these notices will inform important constituents of your whereabouts in your absence.  If you do not have time to change your messages due to an emergency situation, please respond to communications as soon as possible upon your return.

Your voice must create a pleasant impression over the telephone.  Good telephone etiquette is important. Your inflection and vocabulary provide a sense of who you are without being able to be seen.  Be as positive as possible in your interaction.  How you say something is as important as what you are saying.

  1. Closing Statement

Successful working conditions and relationships depend upon successful communication. It is important that employees stay aware of changes in procedures, policies, and general information. It is also important to promptly communicate ideas, suggestions, personal goals, or problems as they affect work at Baker Web Academy and Early College. Anyone can identify a problem. We need those who have ideas on how we can fix a problem and become more effective.  Since Baker Web Academy and Early College’s success impacts everyone’s job future, earnings and benefits it is important to recognize that we all have a vested interest in improving our operational and educational success.  Together we can be the best, most effective educational organization in our field.  Thank you for your participation and “Welcome Aboard!”


Acknowledgement

Employee shall annually agree to this statement by applying their signature on their employee contract.  

I acknowledge that I have read and understand the policies outlined in this copy of Baker Web Academy and Early College’s Employment Handbook. I understand that these policies provide only a general reference and are not a full statement of Baker Web Academy and Early College’s procedures and they are subject to change at any time at Baker Web Academy and Early College’s sole discretion. I also understand that this Handbook controls over any other contradictory statements made by any employee or board member of Baker Web Academy and Early College.

I acknowledge that this Handbook is not an employment contract and the information it contains is not intended to give any express or implied right to continued employment or to any other term or condition of employment. As such, I understand that nothing in these policies changes the at-will default of employment with Baker Web Academy and Early College, and that at-will employees and their employers may terminate the employment relationship at any time, for any or no reason, with or without cause, and with or without advance notice.

If I have an employment contract, I acknowledge that this Handbook supplements my employment contract. However, if any policies or terms contradict my contract with Baker Web Academy and/or Early College, the terms of the contract govern over anything in this Handbook.

I understand that Baker Web Academy and Early College complies with all applicable laws regarding equal employment opportunity and provides a workplace free from unlawful harassment and discrimination. I will bring any questions or concerns I have regarding equal employment opportunities, discrimination, retaliation, or harassment to my supervisor, the administrative team, or another trusted manager or supervisor. I understand that it is my responsibility to, and agree that I will, update these policies as I am provided with new materials and agree to carefully read and make sure I understand all new policies or changes in policies.

I agree that if I have any questions or do not understand any policy that I will ask my supervisor for clarification until I understand the policy. I will return this copy of the Employment Handbook, or any other copy in my possession in any form, including electronic, to Baker Web Academy and Early College upon resignation or termination of my employment.

I have read this Acknowledgement carefully before signing my employment contract and understand that by signing that contract, I evidence my agreement to the statements in this Acknowledgment.

Baker Charter Schools Employee Handbook