For ease of reading, the corporate names of Choice Education & Development Corporation and Edkey, Inc. will be replaced by using the terms Sequoia Schools, Sequoia or School in this manual. This manual is also coded with standard nomenclature to group polices as below:
A Foundations and Basic Commitment B Board Governance and Operations C General School Administration D Fiscal Management E Support Services F Facilities Development G Personnel H Negotiations I Instruction J Students K School Community Relations L Education Agencies Relationships
Nondiscrimination/Equal Opportunity
G. Sequoia Schools will not discriminate against anyone on the basis of ethnicity, national origin, gender or disability. Sequoia Schools will be nonsectarian in its programs, placement practices and all other operations. Sequoia Schools assures that personnel policies and procedures comply with applicable laws relating to labor and civil rights. This policy extends to recruitment, selection, wages, benefits, tenure, promotions, terminations, layoffs and all other terms, conditions and privileges of employment.
Adopted April 3, 2003
Harassment
G. Every employee has the right to expect a workplace free of conduct that is harassing, abusive or disruptive. Harassment is a form of discrimination that is contrary to basic standards of conduct and prohibited by Title VII of the Civil Rights Act of 1964 and subsequent local, state and federal laws. Racial, ethnic, religious and sexual harassment are unacceptable behaviors in the work place and will not be tolerated. Harassment, subtle or otherwise, shall not be tolerated; violators shall be subject to disciplinary action up to and including termination and referral for criminal prosecution. Any unwelcome written or verbal slurs, vulgar jokes, derogatory statements or actions directed at an individual’s race, color, religion, national origin, sex, age, mental or physical disability, or sexual preference shall be considered harassment.
Sexual Harassment
K.
-
It is the policy of Sequoia Schools to maintain a learning and/or workplace environment free of sexual harassment.
-
It is a violation of Sequoia Schools policy and unlawful (A.R.S. §41-1461et seq.) for any staff member or outside service provider to engage in sexual harassment of a student or staff member, or, for a student to harass another student or staff member.
Sexual harassment shall consist of unwelcome sexual advances, requests for sexual favors and other inappropriate verbal or physical conduct of a sexual nature when made by any member of the school staff to a student, or when made by any member of the school staff to another staff member, or when made by a student to a student or to a staff member when:
-
Submission to such conduct is either explicitly or implicitly a term or condition of employment or education, when,
-
Submission to or rejection of such conduct by an individual is used as the basis for academic or employment decisions affecting that individual, or when,
-
Such conduct has the purpose or effect of substantially interfering with an individual’s academic or professional performance or creating an intimidating, hostile, or offensive employment or education environment.
Examples of sexual harassment, as set forth in Section 3 may include, but are not limited to the following:
- Non welcomed verbal harassment or abuse
-
Pressure for sexual activity
-
Repeated remarks to a person, with sexual or demeaning implications. Including, but not limited to: weight, age, gender preference, religion, etc.
-
Unwelcome touching
-
Suggesting or demanding sexual involvement accompanied by implied or explicit threats concerning one’s grades or jobs.
-
Displaying sexually suggestive objects, pictures, or cartoons from E-mail, Internet publications or any other media source.
-
It is a violation of this policy and unlawful for anyone to retaliate against a person who has filed a complaint of harassment, or for cooperating in an investigation of a complaint for sexual harassment. Staff members who violate this policy are subject to disciplinary action including a verbal reprimand, suspension or discharge.
-
Students who violate this policy are subject to disciplinary action including a verbal warning, suspension or expulsion.
-
All new supervisory personnel shall receive training on this policy and their responsibilities to take immediate and appropriate corrective actions in addressing sexual harassment complaints.
-
Students and staff may file a written or oral complaint under this policy with the principal of the school or their supervisor.
-
All new staff members shall receive a written copy of this policy as part of their orientation.
-
Staff members shall receive a written copy of this policy annually.
-
A copy of this policy will be given to all third party vendors who provide service at the school.
-
Students will be provided a copy of this policy as part of the student handbook.
Harassment Complaints
K. Administrators and supervisors shall be responsible for communicating this policy to employees and for acting promptly to address harassment concerns and complaints.
Harassment complaints are subject to the following procedures and provisions:
-
Employees shall report harassment complaints to their immediate supervisor. If the employee’s supervisor is the source of the problem the employee may report the conduct directly to the Superintendent. Nothing herein shall prohibit the employee from following the established grievance procedure outlined in the Sequoia Schools Grievance Policy.
-
The accused shall not contact the complainant regarding allegations of harassment once a complaint has been filed. Contact could, however, be made in a formal appeal situation.
-
Confidentiality will, to the extent practical under the law and under the necessities of disciplinary action, be protected.
-
Any act of reprisal against any person who opposes a practice forbidden under this policy, or has filed a charge, is prohibited and therefore subject to disciplinary action. Likewise, reprisal against any person who has testified, assisted or participated in any manner in an investigation, proceeding or hearing under this policy is prohibited.
-
Malicious or frivolous complaints of harassment shall result in corrective or disciplinary action taken against the accuser.
Adopted April 3, 2003
Sequoia School Grievance Policy
G.
-
If an individual or group believes that there are grounds for a grievance, the individual or group shall first make an effort to resolve the problem by discussing the matter with their immediate administrator, supervisor or employee liaison.
-
If the aggrieved party is not satisfied with the outcome of the informal meeting and wishes to continue processing the grievance, the aggrieved party shall present the alleged grievance formally in writing to their immediate administrator or supervisor. The administrator or supervisor shall, within five days after receipt of the alleged grievance, render a written decision to the aggrieved party.
-
If the aggrieved party is not satisfied with the decision made by their immediate administrator or supervisor and wishes to continue processing the grievance (without fear of retaliation), the aggrieved party shall present the alleged grievance formally in writing to the Superintendent.
-
The Superintendent shall, within ten days after receipt of the written grievance, meet with the aggrieved party and other appropriate persons for the purpose of resolving the grievance. The Superintendent shall, within five days after such meeting, render a decision in writing to the aggrieved party and their immediate administrator or supervisor.
-
If the aggrieved party is not satisfied with the decision made by the Superintendent, the aggrieved party may appeal the decision before a Hearing Officer. The Hearing Officer shall be appointed by the Superintendent. The Superintendent’s office shall notify the appropriate persons of the place and time of the Hearing. The Hearing Officer shall render his/her decision in writing to all persons concerned within ten days after the hearing, this decision is final.
Adopted October 2, 2006
Code of Conduct
G. Each employee is expected to comply with the moral and ethical standards of the school, the community and the educational community.
Adopted April 3, 2003
Staff Conduct
G. All staff members on school property or using school property for any purpose shall refrain from engaging in:
-
Any conduct intended to obstruct, disrupt, or interfere with teaching, research, service, administrative, or disciplinary functions, or any activity sponsored or approved by the Board.
-
Physical or verbal abuse of, or threat of harm to, anyone on property owned or controlled by Sequoia Schools or at functions sponsored or supervised by the school.
-
Damage or threat of damage, to property of the school, regardless of location, or property of a member of the community or a visitor to the school, when the property is located on premises controlled by the school.
-
Forceful or unauthorized entry to or occupation of the school’s facilities, including buildings and grounds.
-
Use, possession, distribution or sale of drugs, alcohol, or other illegal contraband on school property or at school-sponsored functions.
-
Conduct or speech that violates commonly accepted standards of the school and that, under present circumstances, has no redeeming social value.
-
Failure to comply with lawful direction of the school officials, security officers, or any other law-enforcement officers acting in performance of their duties, or failure to identify oneself to such officials or officers when lawfully requested to do so.
-
The carrying or possession of a weapon on school grounds unless they are peace officers or have obtained specific authorization from the appropriate school administrator.
-
A knowing violation of Sequoia School’s policies and regulations.
-
Any conduct violating any federal, state, or city law or regulation.
At a minimum, all staff members will:
-
Thoroughly acquaint themselves with the provisions, rules, regulations, and applicable information contained within the policies adopted by the Board.
-
Conduct themselves in a manner consistent with effective and orderly education and protect the students and school property.
-
Maintain order and carry out all orders given by the Superintendent concerning maintenance of order.
-
Dress and maintain a general appearance to reflect their position and so as not to be detrimental to the educational program of the school.
-
Immediately report to the Superintendent, or to a principal who is their immediate supervisor, a violation of A.R.S. 13-3411 when they observe a person present in a drug-free school zone who:
-
Possesses or uses marijuana, peyote, dangerous drugs, or narcotic drugs; or
-
Is intentionally present in a drug free zone for the purpose of selling, marijuana, peyote, dangerous drugs, prescription only drugs or narcotic drugs.
Employees of Sequoia who violate these rules may be subject to a warning, reprimand, suspension or dismissal.
Adopted April 3, 2003
Staff Conduct with Students
G. Employees are expected to exercise general supervision over the conduct of students, not only while in the classroom, but also before and after school and during recess. At all times teachers and other staff members will accord students the dignity and respect that they deserve, and avoid embarrassing any student unnecessarily.
All personnel employed by Sequoia Schools are expected to relate to students in a manner that maintains social and moral patterns of behavior consistent with community standards and acceptable professional conduct.
Relationships between staff members and students that include “dating,” “courtship” or “romantic involvement” are prohibited. These behaviors deviate from ethical or professional standards and shall be deemed unacceptable and contrary to the expectations of Sequoia governance. Staff/student relationships shall reflect mutual respect between staff members and students and shall support the dignity of the entire profession and educational process. At no time should any employees allow themselves to be in a situation where this policy appears in violation.
Violations of the above shall be considered serious and may result in severe disciplinary action.
Adopted April 3, 2003
Computer and Internet Usage Policy
G. Sequoia Schools (designated as School) has established a policy effective November 17, 2009 with regard to access of the Internet and the School’s private Intranet.
Certain employees may be provided with access to the Internet to assist them in performing their jobs. The Internet can be a valuable source of information and research. Use of the Internet, however, must be tempered with common sense and good judgment. The School’s Intranet is a private information system of the School and its intended use is strictly for business purposes.
Any individuals using either system expressly consent to monitoring of their activities. Anyone using either system in violation of the School’s Internet usage policy may be subject to disciplinary action, including possible discharge. Furthermore, employees could be exposed to civil and criminal liability. The School reserves the right to amend or modify this policy at any time as may be required.
The School is not responsible for material viewed or downloaded by users from the Internet. The Internet is a worldwide network of computers that contains millions of pages of information. Users are cautioned that many of these pages include offensive, sexually explicit, and inappropriate material. Even innocuous search requests may lead to sites with highly offensive content.
Employees must not deliberately perform acts unrelated to legitimate business interests that waste computer resources. These acts include, but are not limited to, sending mass mailings or chain letters, spending excessive amounts of time on the Internet unrelated to business, playing games, engaging in online chat groups, listening to streaming audio (radio, music, etc.) or streaming video (News casts, TV, Movie Trailers, etc.),or otherwise creating unnecessary network traffic. Because audio, video and picture files require significant storage space, files of this, or any other sort, shall not be downloaded unless they are business-related.
The computers and computer accounts provided to employees are to assist them in the performance of their jobs. Employees should not have an expectation of privacy or ownership in anything they create, store, send, or receive on the computer system. The computer system belongs to the School, and may only be used for business purposes. The School has the right, but not the duty, to monitor any and all of the aspects of its computer system, including, but not limited to: monitoring sites visited by employees on the Internet, email traffic, any document created or stored on the computer system, and installed software applications.
The School may use software to identify inappropriate Internet sites, including but not limited to sexually explicit sites. Such sites may be blocked from access by the School’s network. In the event you nonetheless encounter inappropriate material while browsing on the Internet, immediately disconnect from the site, regardless of whether the site is subject to the School’s blocking software.
Material that is unlawful (including, but not limited to, illegal copies of software, music files, movie files or malware {malicious software, such as computer virus, Trojan horse, spyware, keyloggers, etc.}, harassing, embarrassing, sexually explicit, profane, obscene, intimidating, defamatory, or otherwise offensive {including offensive material concerning sex, race, color, national origin, religion, age, disability, or other characteristic protected by law}, or in violation of the School’s equal employment opportunity policy and its policies against sexual or other harassment, may not be loaded, downloaded from the Internet, displayed or stored on the School’s computers. Employees encountering or receiving this kind of material should immediately report the incident to their administrator. The School’s equal employment opportunity policy and its policies against sexual or other harassment apply fully to the use of the Internet and any violation of those policies is grounds for discipline up to and including discharge.
Employees may not illegally copy material protected under copyright law or make that material available to others for copying. You are responsible for complying with copyright law and applicable licenses that may apply to software, music files (.mp3, .wma, .rm, .ra, etc.), movie files (ripped copies of movies/videos to .avi, .mpg, .wmv, .mov, etc.), graphics, documents, messages and other material you wish to download or copy. You may not agree to a license or download any material for which a registration fee is charged without first obtaining the express written permission of the School.
To ensure security and to avoid the spread of viruses, employees connecting to our network from a computer not supplied by the School, must have up-to-date virus protection, a secure VPN connection, and use a hardware-based router or software firewall. The School will provide, upon request, VPN (Virtual Private Network) client software for installation on your personal computer. However, all other security software is the responsibility of the end user.
Files obtained from sources outside the School, including disks brought from home; files downloaded from the Internet, bulletin boards, or other online services; files attached to e-mail and files provided by clients or vendors may contain dangerous computer viruses that may damage the School’s computer network. If you suspect that a virus has been introduced into the School’s network, notify the IT Department immediately.
Information posted on the School’s Intranet is property of the School. Any copying, or unauthorized use, of such information is strictly prohibited without express written consent of the School.
Electronic Mail Policy
G. Sequoia Schools (designated as School) has established a policy effective November 17, 2009, with regard to access and disclosure of electronic mail messages created, sent or received by School employees using the School's e-mail system.
The School reserves the right to amend or modify this policy at any time as may be required.
The School’s e-mail network, both network-based and internet-based, is a private information system of the School. Individuals using this system expressly consent to monitoring of their activities. Any employee who violates this policy or uses the electronic mail system for improper purposes may be subject to disciplinary action up to and including discharge.
-
The School maintains an email system, which includes both network-based programs and web-based e-mail programs accessed via the School computer network, and all e-mail messages, together with attachments, sent or received via, or created or stored on, the School e-mail system. The School provides this system to assist in conducting School business.
-
The e-mail system is the property of the School. Additionally, all messages composed, sent, or received on the e-mail system are and remain the property of the School. They are not the private property of any employee.
-
The use of the e-mail system is reserved solely for the conduct of School business. The email system shall not be used for personal business, except for those necessary, occasional communications with family or friends that do not interfere with School business operations and do not involve inappropriate content or materials as described, but not limited to those, in paragraphs 4, 5, 6, and 10. Further, the use of passwords for security does not guarantee confidentiality of the e-mail.
-
Employees may not use the e-mail system to solicit for commercial ventures, religious or political causes, outside organizations, or other non-job-related solicitations.
-
The e-mail system shall not be used to create any offensive or disruptive messages. Among those which are considered offensive are any messages which contain profanity, sexual implications, racial slurs, gender-specific slurs, or any other comment that offensively addresses someone's age, sexual orientation, religious or political beliefs, national origin, or disability.
-
The e-mail system shall not be used to send (upload) or receive (download) unauthorized or illegal copyrighted materials, trade secrets, proprietary financial information, or similar materials without prior authorization.
-
The School reserves and intends to exercise the right to review, audit, intercept, access and disclose all messages created, received or sent over the e-mail system for any purpose. There should be no expectation of personal privacy or ownership of any e-mail, including attachments, created, sent, or received via, or stored on, the School e-mail system.
-
Users of the e-mail system should routinely delete outdated or otherwise unnecessary e-mails and attachments.
-
Employees shall not retrieve or read any e-mail messages that are not sent to them. Notwithstanding the School's right to retrieve and read any e-mail messages, such messages should be treated as confidential by other employees and accessed only by the intended recipient. Employees shall not send e-mails from another employee’s account without permission, and identification of the intended true sender. All business related e-mail should be stored in the School’s document management system within the respective case or department collection.
-
Employees are expected to avoid making statements in electronic mail or computer files that would not reflect favorably on the employee or the School.
-
The School will attempt to block/delete with security software any potentially dangerous emails, such as those that are infected with a computer virus or that might have embedded links to corrupt Internet sites. However, there may be some email messages that “slip past” such software. It is important that users NOT open any email from unrecognized senders or if the email looks suspicious. The School’s network security requires everyone’s participation and diligence.
-
Any employees who discover a violation of this policy shall notify Administration.
Personal Laptop Use Policy
G. Sequoia Schools (designated as School) has established a policy effective November 17, 2009 with regard to access of the School’s Internet and private Intranet via a Personal Laptop.
The purpose of this policy is to protect the schools network and technical resources. The School provides its network (Sequoia) in support of its educational mission. Use of the network (Sequoia) is a privilege. As such, it is the responsibility of each patron to use these services appropriately and in compliance with all School, City, County, State and Federal regulations. These policies are in addition to School Computer and Internet Usage Policy, are not all-inclusive, and may be modified at any time. Any employee who violates this policy may be subject to disciplinary action up to and including discharge.
Personal laptops may be used by staff members only and must meet the minimal technical specifications listed below. Students will not be allowed to connect their personal laptops to the network.
PC system requirements:
Windows XP Professional
Microsoft Internet Explorer Version 6.0 / Mozilla Firefox 2
Hardware Requirements: 1.6 GHz processor, 2 Gb RAM, 40Gb available on hard drive, CD/DVD player
Network connectivity: Ethernet connector
All software drivers for the machine must be installed properly before joining the network as well as the software patches for the Operating system and Office must be installed
The machine must be free of any virus or other harmful items.
Only genuine software licenses.
Mac system requirements:
Mac OS X (10.3 Panther)
Safari 3 / Firefox 2
Hardware Requirements: 800 MHz G3 processor, 512 Mb RAM, 40Gb available on hard drive, CD or DVD player
Network connectivity: Ethernet connector
1. All software drivers for the machine must be installed properly before joining the network as well as the software patches for the Operating system and Office must be installed.
2. The staff member assumes all liability for damage, theft, or loss of the laptop.
3. Use of personal laptops must be tied to academic endeavors.
4. Playing of games is not allowed at any time on school premises-except for educational purposes (for instance -for previewing an educational game.)
5. Personal laptops may not be used for assessment purposes
6. The staff member is responsible for the secure storage of their personal laptop at all times as the school does not accept liability for equipment owned by staff members.
7. Digital reproduction and distribution of copyrighted materials is against federal law. Anyone found distributing (sharing) such material, including copyrighted music, digitized video from copyrighted motion pictures, copyrighted software, etc.), while on the schools network is subject to termination of their network services.
8. Attempts to circumvent or defeat any mechanism put in place by Schools tech department to manage the network or filter Internet access will result in the immediate termination of the network services provided to any such individual.
9. The network (Sequoia) may not be used for any commercial purposes or used to provide Internet or network access to anyone outside of the school community for any purpose.
10. The forgery or other misrepresentation of the identity via email or any other form of communication is a violation of School Policy. This includes forging of IP addresses or Ethernet adapter addresses to conceal your computer’s identity.
11. Any unauthorized attempt to access another computer (on or off campus) is prohibited. Any attempt to access other computers will result in the immediate disconnection of the suspected network connection until the matter has been resolved.
12. The staff member will keep the computer’s operating system fully updated with all critical and security updates.
13. The staff member will be required (at their own expense) to maintain a paid subscription to one of the antivirus/malware programs listed below. The software must be installed, running, and up to date at all times. As of the publication of this policy, there are no known viruses for OSX; therefore antivirus software will not be required for Apple laptops running OSX.
Trendmicro
Symantec
McAfee
14. School-owned licensed software shall not be installed on staff member’s personal laptops.
15. The School and its Tech department are not responsible for any support of an individual’s personal laptop or any possible damage the connection to the network may cause. The School assumes NO responsibility for costs associated with loss or damage to an individual’s personal laptop computer and its associated peripheral equipment.
16. The staff member will provide the Schools Tech department the following information about their personal laptop before connecting it to the network:
Name and Brand of laptop
Current Computer Name
Network Interface Card (NIC) MAC address
Wireless MAC address
17. The staff member will notify the Schools Tech department of any changes made to their personal laptop (ex. Computer name).
18. The Schools Tech department may examine a staff member’s personal laptop at any time for the purpose of verifying that it is in compliance with this policy.
Drug-Free Workplace
G. No employee shall violate the law or School policy in the manufacture, distribution, dispensing, possession, or use, on or in the workplace, of alcohol or any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana, or any other controlled substance.
Workplace includes any school building or any school premises and any school-owned vehicle or any other school-approved vehicles used to transport staff members or students to and from school or school activities or on school business. Off school property, the workplace includes any school sponsored or school-approved activity, event, or function where students or staff members are under the jurisdiction of the school.
Any employee who has been convicted under any criminal drug statute for a violation occurring in the workplace, as defined above, shall notify their supervisor within five days thereof that such a conviction has occurred.
As a condition of employment, each employee shall abide by the terms of the school policy respecting a drug-free workplace.
Any employee who violates this policy in any manner is subject to discipline, which may include but is not limited to dismissal.
Adopted April 3, 2003
Smoking on School Premises
G. It is the intention of the Board that all campuses be tobacco free.
The Board recognizes that smoking on school property presents a health and safety hazard and can have serious consequences for the smoker and the nonsmoker and is, therefore, of concern to the Board. For purposes of this policy, smoking shall mean all uses of tobacco.
The Governing Board directs that smoking and the use of tobacco products by staff, students, or visitor shall be prohibited on school property. This shall include all school buildings, grounds and school-owned vehicles at all times. Signs regarding this policy shall be displayed prominently as close to the entrance of school property as feasible. This policy applies to all school-sponsored or school-approved activities, events, or functions, on or off campus, where students are under the jurisdiction of the school. A.R.S. §36-798.03: Tobacco products prohibition at schools and school-related areas; exception; violation; classification.
- Tobacco products are prohibited on school grounds, inside school buildings, in school parking lots or playing fields, in school buses or vehicles or at off-campus school sponsored events. For purposes of this subsection, “school” means any public, charter or private school where children attend classes in kindergarten programs or grades one through twelve. Subsection A of this section does not apply to an adult who employs tobacco products as necessary component of a school sanctioned tobacco prevention or cessation program established pursuant to section 15-712.
A person who violates this section is guilty of a petty offense.
Adopted April 3, 2003
Staff Benefits
G. Sequoia Schools will provide at a minimum, the employee benefits required by law.
Employee Definitions for Staff Benefits
-
Salaried and Contract Employees
-
Full time—12 month Employees
-
Full Time—Other than 12 month Employees
-
Temporary Employees & Substitutes
-
Part Time
Adopted April 3, 2003
Employee Personal/Sick Leave
G.
Definitions:
-
The term Personal/Sick Leave is a generic term that includes both Personal Time and Sick Time.
-
Sick Time is a benefit that is available when an illness or injury requires an employee to miss work.
-
Personal Time is a benefit that is available for personal issues which requires an employee to miss work.
-
Immediate Family: Spouse, children, step children, the parents, and the grandparents of the employee.
-
Extended Family: Include immediate family plus siblings, aunts, uncles, and nieces and nephews of the employee. Also includes parents, grandparents and siblings of the employee’s spouse.
Policy:
-
Personal/Sick Leave accrual begins on the first day of employment for all salaried and full-time employees.
-
New employees may request Personal/Sick Leave after the successful completion of their probation period (90 days).
-
Employees will NOT be paid for accrued Personal/Sick Leave upon separation.
Accrual of Personal/Sick Leave:
-
Personal/Sick leave is accrued at the rate of four (4) hours for each calendar month of employment for all salaried and full time employees.
-
Personal/Sick leave for all contract employees is defined per individual contract—presently, six days personal/sick leave per school year.
-
Personal/Sick leave can be accrued to a maximum of 96 hours. Employees cease to accrue Personal/Sick leave when the maximum is reached.
Use of Personal/Sick Leave
-
Whenever possible, the employee is expected to notify his/her Supervisor prior to requesting Personal/Sick Leave. The Supervisor has the right to require from the employee a physician’s statement verifying the existence of a medical problem.
-
Personal/Sick time may be used for illness of immediate family.
-
Personal/Sick time may be used for routine medical appointments.
-
Sequoia Schools recommends employees obtain temporary disability insurance to cover major illnesses.
-
If an employee requests a personal leave greater than their accrued Personal/Sick time, the employee may request an unpaid leave of absence.
-
Maternity and sick leave is included in accrued Personal/Sick time. Time off beyond the limits of accrued personal/sick leave will be without pay in accordance with FMLA as further described below.
-
Male employees may use accrued personal/sick time as paternity leave.
-
Bereavement time shall be available for any employee who has suffered a death in their immediate or extended family. This is an additional benefit and shall be a maximum of two (2) paid days off.
Adopted April 3, 2003
Absent Without Leave
G. An employee shall be deemed “absent without leave” when absent from work because of (1) a reason that conforms to a policy currently in effect but the maximum days provided for in that policy will be exceeded, (2) a reason that does not conform to any policy currently in effect, or (3) failure to report to work without prior notification to the Supervisor.
In no case shall an employee be compensated for time lost due to being absent without leave.
G. An employee who is absent from work without prior approval is subject to disciplinary action, as is one who was unable to obtain prior approval due to unusual circumstances and such approval is denied upon the employee’s return.
Adopted April 3, 2003
Family and Medical Leave Act of 1993
G.
Purpose
To describe Sequoia Schools’ family and medical leave policies.
Policy
Sequoia Schools allows employees to take up to 12 weeks of leave, paid and unpaid, in a 12 month period. The leave is available to care for a child after birth or adoption or due to a serious health condition of the employee and his or her parent, spouse or child. This policy is intended to comply with the requirements of federal law.
Procedure
Eligibility –Sequoia Schools will allow you to take up to 12 weeks of leave from your job in a 12-month period if you are an "eligible employee."
Leave is available for the following events:
-
Birth of a child, and to care for the child (must be taken within one year of the birth).
-
Placement of a child for adoption or foster care.
-
To care for a seriously ill spouse, child or parent as defined by the applicable FMLA Regulations.
-
Because of your own serious health condition that makes you unable to perform the essential functions of your job.
To be an "eligible employee," you must satisfy the following conditions:
You must have worked for Sequoia Schools for at least 12 months (need not be consecutive).
You must have worked at least 1,250 hours during the 12 consecutive months preceding the start of your requested leave.
You must work at an eligible worksite.
You work at an "eligible worksite" if at least 49 other employees, including part-time employees, work within a 75-mile radius of you.
The 12-month period (during which up to 12 weeks of leave is available) is a rolling 12-month period measured backward from the date leave is requested or taken.
Application for a Leave – To qualify for a leave, you must apply using the "Application for Family or Medical Leave of Absence." The completed application must state the reason for leave, the duration of the leave, and the starting and ending dates of the leave. All applications are kept confidential and separate from your personnel file. In the event of a foreseeable leave of absence, you must apply 30 days prior to the day you want to start your leave. If you fail to do so, your leave starting date may be delayed for up to 30 days after you do apply. In the case of a leave that is not foreseeable, you must notify Sequoia Schools as soon as possible, generally within one or two days. After you submit your app for leave the employer will determine whether you need to provide additional information.
Sequoia Schools also will ask you to submit an application for leave after you have missed five (5) consecutive days of work, or if you request days off or time off in advance, other than for vacation.
Sequoia Schools will determine whether or not you meet the eligibility requirements at the time you apply for the leave.
Approval of Leave – Sequoia Schools will approve or disapprove of the leave as qualifying under this policy as soon as practical after all required information is received from you.
In no event will Sequoia Schools tolerate outside employment in any capacity. Any outside employment or work for compensation on any basis by an employee on a leave under this policy will result in immediate dismissal and forfeiture of all rights under this policy.
Medical Certifications – You will be required to provide a certification of a health care provider if you request a leave to care for a seriously ill family member or if you request a leave because you are unable to perform your job due to a serious health condition. The certification must state the date on which the health conditions commenced, the probable duration of the conditions, and the appropriate medical facts regarding the condition. You must use the form, "Certification of Physician or Practitioner," available from the human resources office. You must give your physician or practitioner a copy of your most recent job description. A similar certification will be required for a reduced hours or intermittent leave due to your health condition or that of your family member. In that case, the certification must be completed to state that such a leave is medically necessary, the expected duration, and a schedule of your leave.
Sequoia Schools may require a second certification at its own expense if it wants to confirm the first opinion. Sequoia Schools designates or selects this physician or practitioner for the second certification. Sequoia Schools may require a third certification, again at Sequoia’s expense, if the first two opinions conflict, by a physician or practitioner jointly approved by you and Sequoia Schools. This third opinion is binding on everyone.
Re-certification may be required by Sequoia Schools not more often than every 30 days, in the absence of different circumstances, a request for an extension, or when the employer has reason to question the validity of the original certification.
Intermittent or Reduced Hour Leaves – You may be able to work reduced hours or take an intermittent leave (in other words, you can take hours or days off, rather than leaving work altogether for 12 weeks). The total leave is still limited to 12 weeks per year. The leave must be medically necessary to care for a seriously ill family member or due to your own illness, provided the physician or practitioner certifies it as medically necessary.
This type of leave schedule will need to be pre-approved by Sequoia Schools if it is requested for the care of a son or daughter following birth or preceding adoption or foster care placement, and approval is at Sequoia Schools' sole discretion for these events. Sequoia Schools may require you to have a schedule that does not disrupt its business operations.
If you must take leave on such a schedule due to the need to care for your ill family member or due to your own poor health, Sequoia Schools may transfer you to a position for which you are qualified (without your approval) that better accommodates your new schedule, while still providing you with equivalent pay and benefits.
Substitution of Paid Leave – You generally must use up your accrued paid vacation, personal, sick and other paid days off as part of your 12 weeks of leave. If you are taking paid time off when you have an event qualifying for a leave under this policy, your 12 weeks will be measured from the date of the event.
Health Benefits During Leave – Sequoia Schools will continue to provide you with coverage under our health plans under the same conditions as when you were not on leave. You also will be eligible for and subject to any new health plans or changes to the existing health plan that take effect while you are on your leave. Your regular health benefits will end when you indicate that you will not be returning to work, but you may choose to elect continued medical coverage under our plan at your expense at that time.
If you are receiving a paycheck due to using paid days off, the premiums may be deducted pre-tax, provided you designate that you agree to this treatment when you apply for the leave. Otherwise, you must pay the premiums on an after-tax basis at two week intervals. You must pay your premium contributions toward health care benefits by sending them to the address below:
Choice Education and Development Corporation (Sequoia Schools)
1460 S Horne
Mesa, Arizona 85204
Sequoia Schools will continue to pay its share of the health premiums, if any. Your health coverage will be terminated following a 30-day grace period if you fail to pay your required premiums.
Sequoia Schools may collect its premiums relating to the unpaid portion of your leave (and any paid on your behalf, should you fail to pay them) from you if you fail to return to work. The only exceptions to Sequoia Schools’ reimbursement rights are if (1) the event that prevents you from returning to work is a serious health condition of you or your family member or (2) is beyond your control (as determined by Sequoia Schools in its sole discretion). Sequoia Schools will require you to provide a certification of the serious health condition within 30 days of Sequoia Schools’ request if the event preventing your return to work is a serious health condition. If you fail to provide the certification, Sequoia Schools can recover the premiums paid on your behalf during the leave period.
An employee is not entitled to the accrual of any seniority or employment benefits that would have occurred if not for the taking of the leave. An employee who takes family or medical leave will not lose any employment benefits that accrued before the date leave began.
Return to Work and Restoration of Job – Prior to returning from a leave, you must obtain a fitness for duty certification from your physician. Upon returning from a leave under this policy, you will be entitled to be restored to the same position you held when your leave started, or to an equivalent position with equivalent benefits, pay, and other terms and conditions of employment. Sequoia Schools cannot guarantee that an employee will be returned to his or her original job. If you cannot be returned to your original job you will be assigned to an equivalent position with equivalent pay and benefits. The equivalent position will be determined by Sequoia Schools, in its sole discretion, under federal guidelines.
Some key employees (those in the top 10% of the workforce in terms of compensation for a 75-mile radius) may not be eligible for reinstatement. If the return of a key employee would cause substantial and grievous economic injury to the employer, based on factors such as workplace disruption, Sequoia Schools can deny his or her reinstatement. If you desire more information about the rules relating to key employees, please ask your benefits manager for details. You will be notified after you apply for a leave whether or not you are a "key employee," and that if you are, you may not be eligible for reinstatement.
Upon your return, you will also be entitled to participate in all of the employee welfare benefit plans you participated in prior to your leave, without meeting any otherwise applicable qualification requirements (such as satisfying a waiting period or pre-existing condition waiting period, waiting for open enrollment, or passing a medical examination). Any increases in benefits that do not depend on seniority or accrual during the leave period will be provided upon your return.
Additional Information – You may obtain additional explanation by contacting our FMLA Coordinator at the address below:
Patric R. Greer
1460 S Horne
Mesa, Arizona 85204
480-461-3200 EXT 2285
Adopted April 3, 2003
Jury Duty Leave
G. The Board recognizes the fact that its employees have citizenship responsibilities, and in order to make it possible for said employees to carry out their responsibilities, the Board will allow Jury Duty Leave with regular pay, up to one week, without deduction of personal leave time.
It is the responsibility of the employee to notify their supervisor of the need for jury duty leave as soon as notice is received.
It is the responsibility of the employee to reimburse Sequoia Schools for jury duty pay received within the granted leave time (up to one week) when such payment is made directly to the employee.
An employee excused from jury duty after being summoned shall report for regular duty as soon as possible.
Adopted April 3, 2003
Holiday Pay
G. The school will pay for the following Holidays for all full time employees:
-
Labor Day
-
Veteran’s Day
-
Thanksgiving and the day after
-
Christmas Day
-
New Years Day
-
Martin Luther King Day
-
Memorial Day (if you are working at that time of year)
-
4th of July (for full time employees who work year round)
Additionally, full time employees (i.e. employees who average more than 30 hours per week) whose job responsibilities do not require them to work days when school is not in session (School Holidays) may be paid for these additional days School Holidays will be paid for only if they are scheduled as paid days by the school and approved by the Governing Board prior to the start of the school year. Scheduled paid School Holidays are listed above.
Payment for all holidays including School Holidays will be based upon the average number of hours worked by the applicable employee for the previous three pay periods. For example, if the employee worked on average 6 hours per day during the previous three pay periods their payment for each holiday would be 6 times their hourly pay rate.
Adopted April 3, 2003
Vacation Pay
G. Full time employees whose job responsibilities require them to work during other school holidays will accrue vacation with a maximum of days of vacation per fiscal year commensurate with service years. The School does not pay for other school holidays and vacations. If you are paid for school holidays, your accrued vacation time will be reduced by the number of days that you are paid for as school holidays. Vacation days not used during the current year will be forfeited and are not cumulative from one fiscal year to another. The amount of vacation is commensurate with the number of years of service to Sequoia. Following is a chart of corresponding service years and vacation:
Years of Service Vacation time
0-4 2 weeks
5-9 3 weeks
10+ 4 weeks
Payment for these days will be based upon the average number of hours worked by the applicable employee for the previous three pay periods. For example if the employee worked an average 6 hours per day during the previous three pay periods their payment for each vacation day used would be 6 times their hourly pay rate.
Adopted June 10, 2010
Employment of Close Relatives
G. No person employed by the School may be directly supervised by a close relative (father, mother, sister, brother, son, daughter, spouse, grandparent, cousin, grandchild, or spouse of the preceding). This policy applies to all positions; summer and/or part-time work as well as for full-time employment.
Adopted June 9, 2005
Fingerprints
G.
Instructional Position and Employees with One-to-One Contact with Students:
All potential employees applying for an instructional position must have a Fingerprint Clearance Card prior to their date of hire.
A Fingerprint Clearance Card is also required for individuals who will be in a position where one-to-one interaction with students occurs, prior to their date of hire.
Employees with a Fingerprint Clearance Card may use their card to fulfill the fingerprinting requirements for those positions that do not require a Fingerprint Clearance Card as long as the card is still current and valid.
Non-Certificated Employees:
Employees who are not in an instructional position and do not have direct contact with students, are required to submit fingerprints for regular processing through the Department of Public Safety, and FBI Fingerprinting Departments, at the time of hire but are not required to have a fingerprint clearance card.
If the non-certificated employee is re-assigned to an instructional position or tasks which require direct contact with students, he/she must apply for a Fingerprint Clearance Card and receive the approved card prior to moving to the new position
Bus Drivers:
Bus drivers are required to submit fingerprints at the time of their processing for a CDL License. Fingerprinting is handled by the Transportation Department prior to allowing the individual to drive a bus. Other members of the Transportation Department, who do not have direct contact with students or who do not hold an instructional position, will have fingerprints processed by the Department of Public Safety and the FBI but are not required to have a fingerprint clearance card.
Students:
Employees who are currently high school students at a Sequoia school are not required to submit fingerprints. Students from other schools seeking employment must submit fingerprints for processing.
Temporary Employees:
Employees whose term of employment is less than one week—who will not have contact with students—are not required to submit fingerprints for processing.
Volunteers:
A volunteer who will have direct contact with students and is not a parent or guardian of a student(s) shall be required to obtain a fingerprint clearance card.
All employee fingerprint records are kept on file in the business office.
Adopted October 13, 2004
NCLB Parents Right to Know – Teacher Qualifications
G. Per “No Child Left Behind Act of 2001” Public Law 107-110
At the beginning of each school year, Sequoia Schools, hereafter “the school”, shall notify the parents of each student that they may request information regarding the professional qualifications of their student’s teacher. Upon request, the school will provide this information to the parent in a timely manner. The information to be provided shall include the following minimum information.
-
Whether the teacher has met State qualification and licensing criteria for the grade levels and subject areas in which the teacher provides instruction.
-
Whether the teacher is teaching under emergency or other provisional status through which State qualification or licensing criteria have been waived.
-
The baccalaureate degree major of the teacher and any other graduate certification or degree held by the teacher, and the field of discipline of the certification or degree.
-
Whether the child is provided services by paraprofessionals, and if so, their qualifications.
Additionally, parents may also request, and the school will provide:
-
Information on the level of achievement of their student in each of the State academic assessments as required; and,
-
Timely notice that the parent’s child has been assigned to, or has been taught for four or more consecutive weeks by, a teacher who is not highly qualified. (This is a specific notification in addition to the general notification given at the beginning of the school year.)
Information collected for the purposes of meeting the requirements of this policy shall be collected and held in such a manner as to protect the privacy of individuals.
Adopted October 13, 2004
Educational Assistance/Tuition Reimbursement Policy
The purpose of the Educational Assistance Policy is to promote professional growth and assist employees in achieving a higher educational level in order to enhance their contribution to the organization.
-
Sequoia Schools supports an employee’s desire for continuing education when the completion of the educational process can be expected to help the employee in the performance of his/her job.
-
Educational assistance is available to any full-time employee who has been employed by Sequoia Schools for 6 months prior to request for assistance.
-
Eligible employees desiring to attend employment related seminars and/or workshops shall submit a Request for Enrollment Approval online prior to enrollment in the course or seminar. The request will be approved or denied based on the needs of the organization and budget availability. If the seminar/workshop is paid for in advance by Sequoia Schools, the employee is responsible for attending and must reimburse Sequoia Schools if he/she does not attend.
-
Eligible employees desiring to enroll in courses of study at local educational institutions and desiring tuition reimbursement will submit a Request for Enrollment to their supervisor. This request will include the course title, purpose of taking this course, relevance to the job, cost, dates, times of classes and the name of the institution to be attended.
-
Tuition reimbursement will be processed upon successful completion of the course work and presentation of a transcript, certificate of completion, or grades from the educational institution along with the Request for Payment.
-
The maximum assistance to be provided to an eligible employee will be $2,000 per calendar year (or less depending on budgetary constraints).
-
Before accepting educational reimbursement from Sequoia Schools, eligible employees will be required to sign a letter of intent stating that they agree to remain an employee for one year from the date of course completion and reimbursement. Employees who terminate employment earlier will be required to return the full amount reimbursement received during the preceding 12 months.
-
If financial constraints arise which disallow funds to be available for this benefit, Sequoia Schools is not obligated in any way or form to continue the funding of this policy.
Adopted 5/11/2007
Curriculum Mapping
Sequoia Curriculum Mapping Project (SCMP)
Purpose
The purpose of the Sequoia Curriculum Mapping Project (SCMP) is to create a “Blue Print” for each subject and teacher that aligns instructional plans, assessments and teaching tools with the state standards. A curriculum map is an ever evolving document that helps teachers translate essential standards into their day-to-day instructional planning and is a working tool that they can utilize to implement, assess, and revise their instructional practices. In order to provide the best education for their students each teacher will create or revise a curriculum map and begin utilizing it according to the policy below.
Policy Statement for Curriculum Mapping
Any teacher employed by Sequoia Choice Education and Development, and Edkey, Inc shall create and utilize a curriculum map in his/her core subject(s).
2009 Implementation
Elementary School Teachers
Secondary School Teachers
All Teachers Employed After June 1, 2009
-
Teachers employed after June 1, 2009 shall complete the first DRAFT of their curriculum map by January 21, 2010 and submit it electronically to their principal and the Instructional Support Department
2010 and Beyond Implementation
All Teachers Employed After 2009
Failure to create and submit the required curriculum maps will be viewed as a serious breach of Arizona’s Professional Teaching Standards and may result in dismissal.
Adopted 21, 2009
Family Friendly Policy
Sequoia Schools recognizes its responsibility to establish and promote quality educational programs and student services by attracting and retaining qualified faculty and staff. To fulfill this responsibility Sequoia strives to establish an environment that supports its employees in managing the complex demands of work and family life. Accordingly, to the extent possible, Sequoia permits its employees to bring their children into the workplace in those rare, emergency and otherwise unforeseen circumstances that may occasionally arise in accordance with the conditions outlined below:
Conditions
-
-
-
After receiving a request from an employee the employee's principal or supervisor will consider the circumstances, logistics and propriety of the request and make a determination that minimizes distractions in the work place, protects other employees and students and satisfies, where possible, the needs of the requesting employee. If the principal or supervisor consents, they will sign the Agreement below for each occurrence.
-
If, at any time after consenting to allow an employee to bring a child into the workplace, circumstances change or the child's presence becomes an obstruction to the purposes of the school or workplace, the principal or supervisor may revoke this privilege.
-
The requesting employee recognizes that this privilege is granted on a very temporary and infrequent basis when no other practical alternative for child care can be arranged on a particular day.
-
Employee's children are not allowed in meetings, one-on-one assessments or parent conferences.
-
Children in the workplace must be in the parent's immediate supervisory range.
Sequoia Schools food service program will stress good, nutritious meals. The school lunch program shall be conducted in a manner to promote a pleasant eating environment. Food Services will include lunches, and may include breakfast, through participation in the National School Lunch Program. All parents, including those of students entering during the year, shall be informed of the program. Applications shall be reviewed and maintained by the director of food services. The income poverty guidelines prescribed on July 1 of each year must be used for the ensuing fiscal year.
As required for participation in the National School Lunch Program, the Board prescribes:
-
That a school lunch be made available for students in the schools that are participating in the National School Lunch Program.
-
That free and reduced-price lunches be provided students who qualify under federal guidelines in the schools that are participating in the National School Lunch Program.
The following guidelines shall apply:
-
The decision concerning the sale of candy and other food items; i.e., cookies, brownies, etc., shall be left to the discretion of each individual principal. However, if food sales are allowed, no competitive food items shall be sold during the lunch hours.
-
All student food sales (or outside food sales) shall receive prior approval from the principal.
The Sequoia Schools food service program will comply with the following:
-
The Chief Financial Officer, with the approval of the Governing Board, at the beginning of each year will establish meal prices for students and adults.
-
Cafeteria workers are allowed one free lunch per day. All other school employees or adults are required to pay the full price of the meal if they choose to purchase a school lunch.
Adopted April 3, 2003
-
Community Use of School Facilities
In order to assure a close community relationship, it shall be the policy of the Board to grant the use of school facilities to responsible and properly organized community groups. Such use shall not interfere with any school activity.
The authorized representative of the Board may approve the use of school facilities. Individuals or organizations request the use of facilities by completing the Request for Use of School Facilities. Charges shall be made according to the Facilities Use Fee Schedule developed by the Superintendent and approved by the Board. Proof of liability insurance shall be required for the use or lease of school property pursuant to A.R.S. 14-1105(C).
School-related use of facilities shall at all times be under the supervision of school personnel.
The use of facilities shall be granted only for legitimate purposes. Therefore, the permit holder shall assume full-responsibility for any unlawful act committed during the exercise of the permit.
The user of school facilities will agree to:
-
Observe the rules and regulations for the use of school facilities as established in Board Policy.
-
Assume full responsibility for loss or damage to school property resulting from such use.
-
Pay the usual and customary fee for such use.
-
Sign a hold-harmless agreement with Sequoia School.
Adopted April 3, 2003
-
Public Conduct on School Property
Conduct Expected of All Persons on or Using School Property
No person on or using school property for any purpose shall engage in:
-
Any conduct intended to obstruct, disrupt or interfere with teaching, service, administrative, or disciplinary functions or any activity sponsored or approved by this Board.
-
Physical or verbal abuse or threat of harm to any person on property owned or controlled by Sequoia Schools or at supervised functions sponsored by any Sequoia school.
-
Damage or threat of damage to property of Sequoia Schools, regardless of the location, or property of a member of the community or a visitor to the school, when such property is located on premises controlled by Sequoia School.
-
Forceful or unauthorized entry to or occupation of Sequoia facilities, including both buildings and grounds.
-
Unlawful use, possession, distribution, or sale of tobacco, alcohol, or drugs or other illegal contraband on Sequoia Schools’ property or at school sponsored functions.
-
Conduct or speech that violates commonly accepted standards of Sequoia School.
-
Failure to comply with the lawful directions of school officials or law enforcement officers acting in performance of their duties, and failure to identify oneself to such officials or officers when lawfully requested to do so.
-
Any conduct constituting an infraction of any federal, state, or city law or policy or regulation of the Board.
-
Carrying or possessing a weapon on school grounds unless they are peace officers or have obtained specific authorization from the appropriate school administrator.
Any member of the general public considered by the Superintendent or his designee to be in violation of these rules shall be instructed to leave the Sequoia Schools’ property. Failure to obey said instruction may subject the person to criminal proceedings pursuant to A.R.S. 13-2911 and to any other applicable proceedings, civil or criminal or tribal ordinance.
Adopted April 3, 2003
-
Vandalism/Property Loss
School employees shall report to the school principal every incident of vandalism, and, if known, the names of those responsible.
The Superintendent or his designee is authorized to sign a criminal complaint and to press charges against perpetrators of vandalism against Sequoia property, and is further authorized to delegate, as he sees fit, authority to sign such complaints and to press charges.
Students who destroy Sequoia property through vandalism or arson, or who create a hazard to the safety of other people on Sequoia’s property, may be referred to law enforcement authorities. Such students who are caught vandalizing Sequoia property shall be subject to disciplinary action, including but not limited to suspension and expulsion.
Parents and students shall be made aware that the law provides that parents are liable for the willful destruction of property by a minor in their custody or control. Sequoia personnel shall take appropriate action to recover the cost of repair(s) from the student and/or parent(s).
Sequoia Schools shall not assume responsibility for the loss of, or the damage to, non-school-owned personal property stored, installed, or used on school premises.
Adopted May 11, 2007
-
Public Information and Communications
The Superintendent has the responsibility of keeping the public informed as to the purpose, goals, methods, and progress of the educational program. Accuracy, reliability, and leadership in this area will develop confidence and understanding, creating better relationships between Sequoia Schools and the community. All school personnel are responsible for good public relations.
All written notices, bulletins, newsletters, and matters pertaining to students are to be approved prior to release. Matters that pertain to an individual school are to be approved by the principal prior to release. Matters that pertain to the organization as a whole are to be submitted for approval to the Superintendent prior to release.
Non-school-originated material of a commercial, political, or religious nature shall not be released through the students. Notices from community organizations, such as Camp Fire Girls, Boy Scouts, etc., that directly affect the students may, at principal’s discretion, be sent home via the students.
This policy is not intended to interfere with the responsibility of school personnel to communicate directly with the parents or legal guardians of a particular student in areas affecting that student’s progress at school. It is intended to ensure that prompt, reliable and accurate information is released to the parents and community.
Adopted April 21, 2009
Finance
A. Signature Stamp Policy
Administrative staff will manage the Superintendent and Governing Board President’s signature stamps. Accounting staff will not have access to the signature stamps. The signature stamps will be stored in a locked box in a locked cabinet. Three members of the administrative staff will be given access to the signature stamps. Whenever the stamps are used the document that is stamped must be scanned, attached to an e-mail and sent to the person of signature (Superintendent or Governing Board President).
Approved May 11, 2007
B. Override of Standard Purchasing Approval Process
Whenever there is an override of the standard approval process, the Superintendent or Governing Board President will be sent notification by e-mail along with sufficient description and/or documentation detailing the transaction.
Adopted May 11, 2007
C. Governing Board Attendance
Per Diem travel expenses are authorized for members of the Corporate Board for traveling to and from board meetings and for attending board meetings subject to the following terms:
a. Per Diem at the rate of $200.00 per meeting attended
b. Per Diem is to reimburse Corporate Board members for all travel expenses and time loss from employment
Adopted November 2, 2007
D. Budget Changes
It is the policy of the Sequoia Schools that any expenditure not reflected on the currently approved budget is not authorized. Changes to budgets may be requested by submitting the Budget Change Request Form or by submitting the information specified on the Budget Change Request Form in a different format.
Reclassification of expenditures less than $1,000.00 from one account to another which do not increase the total budgeted expenditures require approval by the Chief Financial Officer. Changes greater than $1,000 or which increase total expenditures require Governing Board approval. Reclassification of revenues requires Governing Board approval.
The following items are required in order to ensure that the Chief Financial Officer and the Governing Board have sufficient information to approve proposed changes:
-
Date of the request
-
Name of the school or department
-
School year
-
A table or spreadsheet reflecting the proposed changes in a format similar to the format of the table in the Budget Change Request Form.
-
The reasons for the change. Changes in budgeted revenues require formal revenue projections approved by the Chief Financial Officer. Such projections must be based upon daily student counts by grade level from the first day of school through the date the change is requested.
Adopted September 3, 2004
A. Admission Procedures
K. Admission is not limited based upon ethnicity, national origin, gender, income level, disabling condition, proficiency in the English language, or athletic ability. There are no tuition fees charged for attending Sequoia Schools.
Sequoia Schools will admit all eligible pupils who submit a timely application. As a condition of acceptance, the parents or legal guardian and student must agree to comply with all school policies. Sequoia Schools shall give enrollment preference to pupils returning to Sequoia Schools in the second or any subsequent year of its operation and to siblings of pupils already enrolled in Sequoia Schools. If, by the application deadline, the number of applications exceeds the capacity of a program, class, grade level or building, all applications for that program, class, grade level or building will be selected for the available slots through an equitable selection process, such as lottery, except that preference shall be given to siblings of a pupil. After the application deadline, pupils for any remaining slots or from a waiting list will be accepted in chronological order. A.R.S. 15-184.
Adopted April 24, 2003
Sequoia Schools Kindergarten Admission Requirements
J. Arizona Revised Statute 15-821.C Admission of children; required age:
“If a kindergarten program is maintained, a child is eligible for admission to kindergarten if the child is 5 years of age. A child is deemed five years of age if the child reaches the age of five before September 1 of the current school year. A child is eligible for admission to first grade if the child is six years of age. A child is deemed six years of age if the child reaches the age of six before September 1 of the current year. The governing board may admit children who have not reached the required age as prescribed in this subsection if it is determined to be in the best interest of the children. For children entering the first grade, such determination shall be based upon one or more consultations with the parent, parents, guardian or guardians, the children the teacher and the school principal. Such children must reach the required age of five for kindergarten and six for first grade by January 1 of the current school year.”
In order to assure compliance with ARS 15-821. C, the Sequoia Schools organization prohibits the admission of a child into a kindergarten program that has not reached the age of five by January 1 of the current year or admission of a child into 1st grade that has not reached the age of six by January 1 of the current year.
Admission of Expelled Students
A school is not required to admit a pupil who has been expelled, is in the process of being expelled, or who is not in compliance with a condition of disciplinary action imposed by another school, school district or the juvenile court.
A student who has been expelled or is the subject of current discipline from another school may be admitted at the discretion of the principal. In such a case the principal shall notify the Superintendent of such action in writing.
Adopted April 24, 2003
Suspension/Expulsion
J.
1. Short-Term Suspensions
Short-term suspension means the temporary withdrawal of the privilege of attending school for a period of ten consecutive school days or less. The school principal and/or the principal’s designee have the authority to impose short-term suspensions. The principal/designee may suspend the student for ten days or less, choose another disciplinary alternative, or exonerate the student. A written record of the decision shall be kept in the student’s discipline file.
If a short-term suspension is imposed upon the student, the following steps shall be taken:
-
The student shall receive verbal notice of the alleged misconduct. The student shall be provided with the opportunity to explain his/her version of the situation. The school official involved shall make reasonable efforts to verify facts and statements prior to making a decision regarding discipline.
-
A parent must be notified before the student is allowed to leave campus. If no parent contact can be made, the student may be isolated until dismissal time and then given a written message to the parents.
-
On the day of suspension, the principal shall contact the parent and inform him/her of the suspension. If the parent cannot be contacted by phone, a letter must be sent to the parent explaining the terms and reasons for the suspension and to request a meeting to solicit his/her help.
2. Long-Term Suspension/Expulsion
Long-Term Suspension means the temporary withdrawal of the privilege of attending school for a set period of time for eleven or more consecutive school days.
Expulsion means the permanent withdrawal of the privilege of attending a Sequoia School.
The Superintendent, and/or the Governing Board are authorized to impose a long-term suspension or expulsion.
The student shall receive the verbal notice of the alleged misconduct. The student shall then be provided with the opportunity to explain his/her version of the situation. The school official involved shall make reasonable efforts to verify facts and statements prior to making a recommendation regarding discipline.
If a long-term suspension is imposed, a notification of the long-term suspension will be mailed (certified) or hand delivered to the parent, guardian or emancipated minor to the last known address. This letter should include the following information:
-
The nature of the offense(s) alleged and the policies, regulations or rules allegedly violated.
-
A statement that the school principal has imposed long-term suspension.
-
Definition of long-term suspension.
-
The extent of the punishment, including the restrictions placed on the student during the period of suspension.
-
The date suspension begins.
-
A statement that the parent, guardian, or emancipated student are welcome to meet with the principal to discuss the situation in an informal setting.
-
A statement that a formal hearing may be requested. This request must be made in writing and returned to the principal within five school days after the notice of intent to long-term suspend letter is mailed or hand delivered.
If a timely written request for a formal hearing is received, the principal shall forward the request to the Governing Board secretary. A hearing date shall then be scheduled. Written notice regarding the hearing shall be mailed and/or hand-delivered to the parent(s), guardian(s), or emancipated student within three days prior to the hearing and shall include the following information:
-
The charges and the rule or regulation violated.
-
The extent of the punishment to be considered.
-
The date, time and place of hearing.
-
A statement that the student may present witnesses.
-
A statement that the student may be represented by counsel at his/her own cost. Notice that the student will be represented by legal counsel shall be provided to Sequoia Schools at least two working days prior to the hearing.
-
If a hearing officer has been designated, the name of the hearing officer.
A formal hearing will be held, during which the student will be informed of the following:
-
The student is entitled to a statement of the charges and the rule or regulation violated.
-
The student may be represented by counsel, at his own expense.
-
The student may present witnesses.
-
The student or counsel may cross-examine witnesses presented by the School.
-
Either the hearing must be recorded on tape or an official record must be kept in some other appropriate manner. In addition, parents are to be allowed to tape-record the hearing at their own expense.
The Hearing Office shall prepare a written decision within ten days after the hearing. Copies of the decision shall be provided to the parent, guardian, or emancipated student and principal.
Suspension of Special Education Students
Prior to the long-term suspension of a special education student (this would include infractions of the zero tolerance policy) a team meeting will take place. Included in this meeting will be:
Certified Special Education Teacher or Psychologist
Administrator
Parent
Student
The re-entry conference will include the above persons.
Distribution of School Report Cards
K. Each School in the Sequoia Schools system shall distribute report cards to parents of pupils enrolled at the school, no later than the last day of school of each fiscal year, and shall present a summary of the contents of the report cards at an annual public meeting held at the school. The school shall give notice at least two weeks before the public meeting that clearly states the purposes, time and place of the meeting. ARS §15-746
Adopted October 13, 2004
Bullying
K. The Sequoia Schools System is committed to providing all students with a safe school environment where everyone is treated with respect. Students have a right to be free from any form of bullying. Students, parents, and school employees have a right and a responsibility to report incidents of bullying. Reports must be made within 30 days of the last incident.
Definition: Bullying is the act of systemically and chronically inflicting physical harm and/or psychological distress on others) to include, but not limited to, fear, anxiety, psychological and emotional harm).
Any student who has committed the act of bullying, intentionally filed a false report or retaliated against another who has participated in an investigation, proceeding or hearing conducted in response to an investigation of bullying, will be subject to disciplinary action including possible police involvement.
Anti-Bullying Policy
The aim of the anti-bullying policy is to ensure that students learn in a supportive, caring and safe environment without fear of being bullied. Bullying is an anti-social behavior that affects everyone. It is unacceptable and will not be tolerated. Only when all issues of bullying are addressed will students be able to fully benefit from the opportunities available at schools.
Bullying is defined as deliberately hurtful behavior, repeated over a period of time, where it is difficult for those being bullied to defend themselves. The three main types of bullying are:
-
physical (hitting, kicking, theft)
-
verbal (name calling, racist remarks)
-
indirect (spreading rumors, excluding someone from social groups)
Students who are being bullied may show changes in behavior, such as becoming shy and nervous, feigning illness, taking unusual absences or clinging to adults. There may be evidence of changes in work patterns, lacking concentration or truancy from school.
Students must be encouraged to report bullying in schools. Teaching and support staff must be alert to the signs of bullying and act promptly and firmly against it in accordance with school policy.
Responsibility of Schools
The principal has the responsibility to adopt procedures throughout the whole school to prevent bullying among students and to teach these procedures to all staff, parents and students in curriculum, professional development and assemblies as appropriate.
Implementation
The following steps may be taken when dealing with incidents:
-
If bullying is suspected or reported, the incident will be dealt with immediately by the member of staff who has been approached
-
A clear account of the incident will be recorded and given to the principal
-
The principal or appointee will interview all concerned, record the incident and take appropriate disciplinary action
-
Teachers will take appropriate preventive actions and advise the principal of repeat incidents so that principal can take further necessary action
-
Parents will be kept informed
-
Punitive measures will be used as appropriate
Students who have been bullied will be supported by receiving:
-
an immediate opportunity to discuss the experience with a trusted staff member
-
reassurance from the staff
-
an offer for continuous support to help restore self-esteem and confidence
Students who have bullied will be supported when they are given an opportunity to:
-
discuss the incident(s)
-
discover why and how they became involved in the incident(s)
-
acknowledge and take ownership for the wrong doing and the need to change
-
inform their parents or guardians and enlist their help in the process of change
The following disciplinary steps may be taken:
Monitoring, evaluation and review
The school will review this policy annually and assess its implementation and effectiveness.
Adopted May 11, 2007
Hazing
K. It is the policy of Sequoia Schools to strive for a learning environment for students which is free from Hazing. Hazing, or aiding and abetting another person who is engaged in hazing, is prohibited at any of the Sequoia Schools and is prohibited in connection with any organization that is affiliated with Sequoia Schools.
Hazing is defined as any intentional, reckless act committed by a student, whether individually or in concert with other persons, against another (with or without their consent), which contributes to substantial risk of potential physical injury, mental harm or personal degradation in connection with an initiation into, an affiliation with or the maintenance of membership in any organization that is affiliated with Sequoia Schools.
Hazing does not include customary athletic events, contests or competition sponsored by the school, or any activity affiliated with a legitimate educational curriculum or legitimate extracurricular program.
Any staff member who knowingly permits, authorizes, condones, or fails to report hazing activity will be subject to disciplinary action. Any student that has engaged in violation of this policy shall be subject to disciplinary action, which may include suspension or expulsion.
If a student believes he or she has been subject to hazing, the student should report the behavior to a teacher or school administrator. Staff members must report the incident to the school administrator or next higher administrative supervisor in writing (including all details provided). A failure by a staff member to timely inform the school of a hazing allegation or their observation of an incident of hazing may subject the staff member to disciplinary action. The staff member shall preserve the confidentiality of those involved, disclosing the incident only to the appropriate school administrator. Any instance of reported or observed hazing which includes possible child abuse or violations of statutes known to the staff member shall be treated in accord with statutory requirements and be reported to a law enforcement agency.
To assure that students and staff are aware of its content and intent, a notice of this policy and procedure shall be posted at each school and shall be made a part of the rights and responsibilities section of each school’s student handbook.
The Sequoia School’s procedure for reporting and investigating harassment/discrimination claims shall apply for all hazing violations.
Adopted May 11, 2007
Threat/Interference to an Educational Institution
K. Safety and security are the essential elements of an effective learning environment and central to student achievement and academic success. Clear and consistent expectations for appropriate behavior contribute to a peaceful, caring student culture and help establish a safe learning environment. Students need to be held accountable for misconduct, especially behaviors that threaten the safety and security of student and staff members.
A student who is determined by the administration to have threatened an educational institution shall be recommended to the Governing Board for expulsion for at least one year. However, the administration may, in its discretion, modify this expulsion recommendation requirement for a student on a case-by-case basis. In such recommendations the administration shall consider the student’s willingness to take responsibility for the threat and its resultant affects by participating in mediation, community service, restitution or other requirements established by the administration.
For purposes of this policy any threatening of an educational institution is defined as the interference with or disruption of an educational institution by engaging in one or more of the following, including but not limited to:
-
Threatening to cause physical injury to any employee of an educational institution or any person attending an educational institution;
-
Threatening to cause damage to any educational institution, the property of any educational institution, the property of any employee of an educational institution or the property of any person attending an educational institution;
-
Going on or remaining on the property of any educational institution for the purpose of interfering with or disrupting the lawful use of the property or in any manner as to deny or interfere with the lawful use of the property by others;
-
Refusing to obey a lawful order to leave the property of an educational institution.
Any one or more of the following categories of misconduct may fall within and be included with the general category of threatening an educational institution depending upon the circumstances of each individual case:
-
Theft/vandalism/extortion.
-
Involvement in a potential disturbance on or in the vicinity of campus.
-
Endangering health, welfare or safety of others; any act that disrupts the normal educational process.
-
Criminal involvement in an off-campus offense indicating that the offender is likely to pose a threat to the safety or welfare of students or staff members or impair the normal educational process or educational climate.
-
Intimidation of or threatening another person.
-
Physical assault of another person.
-
Physical assault of another person which results in physical injury necessitating medical attention.
-
Possession of a weapon or dangerous instrument capable of intimidating or inflicting bodily harm to another person.
-
Threatening bodily harm on another person with a weapon or dangerous instrument.
-
Use of a dangerous weapon resulting in the infliction of bodily harm on another person.
-
Possession of a loaded or unloaded, operable or inoperable firearm or any other device capable of propelling a lethal projectile, whether by explosive or mechanical means.
All schools in the Sequoia Schools system are required by law to report to local law enforcement any suspected crimes against persons or property and incidents that could potentially threaten the safety or security of students and staff. If violations of this nature occur, school officials will notify the police and student’s parents/guardians.
Any action taken by law enforcement officials will be in addition to the action taken by the school.
A.R.S. 13-2911, 15-341(33), 15-507, 15-521(A) (4), 15-841,15-842,15-843
Adopted May 11, 2007
K. Child Abuse Reporting
Any school personnel having responsibility for the care or treatment of children, whose observation or examination of any minor discloses reasonable grounds to believe that a minor is or has been the victim of injury, sexual abuse pursuant to A.R.S. 13-1404, sexual conduct with a minor pursuant to ARS 13-1405, sexual assault pursuant to ARS 13-1406, molestation of a child pursuant to ARS 13-1410, commercial sexual exploitation of a minor pursuant to ARS 13-3552, sexual exploitation of a minor pursuant to ARS 13-3553, incest pursuant to ARS 13-3608, child prostitution pursuant to ARS 13-3212, death, abuse, or physical neglect that appears to have been inflicted upon such minor by other than accidental means or is not explained by the available medical history as being accidental in nature, or any school personnel having reasonable grounds to believe there has been a denial or deprivation of necessary medical treatment or surgical care or nourishment with the intent to cause or allow the death of an infant protected under ARS 36-2281 shall immediately report or cause reports of such information to be made to a peace officer or to the protective services of the Arizona Department of Economic Security. Such reports shall be made forthwith by telephone or in person and shall be followed by a written report within seventy-two hours. Such reports shall contain:
-
The names and addresses of the minor and his parents or person or persons having custody of such minor, if known.
-
The minor’s age and the nature and extent of his injuries or physical neglect, including any evidence of previous injuries or physical neglect.
-
Any other information that such person believes might be helpful in establishing the cause of the injury or physical neglect.
A person furnishing a report, information, or records required or authorized under Arizona Revised Statutes or a person participating in a judicial or administrative proceeding or investigation resulting from a report, information, or records required or authorized under Arizona Revised statutes shall be immune from any civil or criminal liability by reason of such action unless such person has acted with malice or unless such person has been charged with or is suspected of abusing or neglecting the child or children in question.
Adopted May 11, 2007
Field Trips and Excursions
K. Field trips must be planned within the context of the school program and must be appropriate for the age level, grade level, and curriculum. Due to limitations imposed by local conditions, field trips may be limited by the Superintendent. All field trips must be specifically approved by the Superintendent or designee far enough in advance so that arrangements can be made prior to the trip. Before any student is taken from the school grounds on a field trip, written permission must be obtained from the parents or legal guardians. Transportation shall be provided only by school approved conveyances, operated by authorized personnel.
Field trips shall be planned and conducted in accordance with the following guidelines:
Purpose
Educational field trips shall meet academic objectives of the school and state standards. All field trips shall have a stated objective that is appropriate and aligned with the school mission.
Planning/Funding
The school principal must approve field trips that take place within the state of Arizona and is no longer than one (1) day in length. Teachers will submit the request on the approved Online Field Trip Request Form (you need to be logged in to view this). Out of state/overnight field trips must be approved by the Superintendent. Approval must be received before any financial commitments are made by the group submitting an overnight or out-of-state field trip request.
Entertainment activities, such as trips to amusement parks, shall not be scheduled on instructional days.
Overnight or out-of-state field trips are not encouraged for Kindergarten, First or Second Grade students.
The teacher shall make arrangements to insure that no student is excluded because of financial constraints for trips that occur during the instructional day or trips that are required for grading purposes.
To reduce the loss of instructional time, a student may only attend field trips a maximum of five school days per semester.
If an overnight or out-of-state field trip impacts three or more consecutive school days, affected teachers must be given prior notice and have the opportunity to express any concerns to the teacher who is sponsoring the field trip.
If a student’s parent does not want the student to attend a field trip, the parent must submit a written request for the student not to go on the trip. The teacher planning the trip will be responsible for arranging an appropriate educational experience and supervision for students who do not participate in the field trip.
Students may not participate in field trips during scheduled test taking dates.
Notice to Parents
Prior to each trip, the teacher shall provide parents with written information concerning the purpose and objective of the trip, transportation, eating arrangements, date and time of departure, estimated time of return, and a detailed itinerary if the trip will extend beyond the school day.
The Field Trip Permission and Medical Release Form must be signed by a parent and returned to the teacher in charge before the trip begins. Written parental permission is required for each child participating in the trip. The supervising teacher on a field trip will be responsible for the Field Trip Permission and Medical Release Form. In exceptional circumstances, the administrator may allow a child to participate in an in-state trip if the child receives verbal permission from the parent/guardian. This verbal permission must be documented by the administrator.
Chaperones
The minimum adult-to-student ratio for chaperones on a field trip is one (1) adult to ten (10) students. The adult-to-student ratio for special education students is one (1) adult to five (5) students. More chaperones should be included when appropriate. The teacher is responsible for informing the chaperones of their duties and responsibilities.
Student Conduct
Student conduct policies apply during the entire duration of the trip. The teacher shall review acceptable standards of conduct with the students in advance of the trip. The teacher has primary responsibility for the conduct of the students.
A student may not be denied participation in a curricular-related trip for attendance or behavior issues unless the administrator determines that the student poses a health or safety risk. If a student is denied participation because of a safety risk, the teacher must have documentation that outlines the risk. The teacher must have previously communicated to the parent that the student may not be able to go on the trip.
Should an emergency occur, the teacher is responsible for immediately notifying the administrator and parents.
Transportation
If the students return to school after school hours, a staff member shall remain on the premises until all students have departed.
For a field trip requiring school transportation, a Field trip Request Form must be submitted to the administrator and forwarded to the Transportation Department at least three weeks prior to the trip.
Waivers of Liability
Sequoia Schools will not accept any responsibility or liability and prohibits any employee from any official school participation in the following activities:
-
Any activities held at private residences
-
Unauthorized trips to restaurants or parks
-
Unauthorized community organized and operated activities
In the absence of official school approval, staff members should use caution by not participating in any activities that would place them in personal jeopardy.
Adopted May 11, 2007
Medications on Field Trips
K. The procedure for the administration of medication to students on field trips is as follows:
-
The principal will designate a person to administer medications to students while on a field trip.
-
Prior to the field trip, the health assistant (or staff member responsible for administering medications on the school campus) will in-service the principal designee regarding the medication to be administered. The in-service will include the following:
-
Legal requirements
-
Methods of administration (e.g. administration of pills, liquids, use of inhaler)
-
Possible signs and symptoms of adverse side effects and overdose
-
Proper handling and storage
-
Record keeping
-
Emergency procedures
-
The principal designee will be provided with a Medication Administration Log. All medications must be counted and initialed before being taken on the field trip.
-
All medication will be packaged in the original container and should be placed in a locked box or fanny pack worn by the principal designee.
-
The principal designee will dispense the medications to the student while on the field trip.
-
The principal designee will note the administration of the medication on the Medication Administration Log with his/her initials.
-
Upon returning to school, the medication will be returned to the health office to be placed in the locked medicine cabinet.
-
All medications must be counted when returned to the health office and the Medication Log signed by the principal designee and initialed by the health assistant or the staff member responsible for medications on the school campus.
-
In most cases, the principal designee will be a teacher or school employee who is chaperoning. However, a health care professional (e.g. doctor, nurse) may be authorized by the principal to be the principal designee.
I. Student Transportation in Private Vehicles
See Guidelines and new policy requirements.
During school or school-sponsored functions, students may be transported only in school-approved vehicles operated by authorized school personnel unless specific approval by the Superintendent or designee has been obtained. The Board specifically forbids any employee to transport students for school purposes without prior authorization by the Superintendent or designee. When transporting students, seat belts must be worn by all occupants and they must be transported in the passenger compartment of the vehicle. Employees may not transport more passengers than the number of seat belts in the vehicle. ARS 28-414.01
Adopted May 11, 2007
Wellness Policy
K. The School Health Council shall be comprised of the Principal, representative of the school food authority, school site council, and other community members as deemed necessary to help develop, revise, integrate and implement a School Wellness Policy that meets the guidelines set by federal and state laws.
The School Health Council shall act as the Child Nutrition and Physical Activity Advisory Committee and shall report the minutes of their meetings to the DHC. They shall meet a minimum of 6 times per year and the meetings shall be open to the public. Their duties and responsibilities are listed on the Child Nutrition and Physical Advisory Committee Guidelines AR 3550.
Appropriate goals shall be designed and established to promote student wellness by emphasizing:
-
-
-
-
nutrition education that is interactive and teaches essential skills
-
physical activity
-
other school based activities promoting other core areas of health
-
nutritious student meals
-
healthy eating behaviors
-
opportunities for physical activity during the school day through daily recess, elective physical education classes, walking programs or integration of physical activity into the academic curriculum
-
other school based activities that promote wellness, do not use food or physical activity as a reward or punishment and encourage all areas of wellness.
The Health Council shall oversee the implementation of the wellness policy through contact with the principal who is charged with the operational responsibility for ensuring that the school meets the wellness policy. The wellness policy shall be measured through school involvement in programs, nutrition activities and activities the school elects to promote and participate in.
Nutrition Guidelines for all foods made available during the school day will be provided to promote student health and reduce childhood obesity. State regulations will be followed when establishing guidelines for food and beverages sold on school premises or as part of any school sponsored fund-raising activity.
Guidelines for reimbursable school meals shall not be less restrictive than regulations and guidance issued by the Secretary of Agriculture pursuant to subsections (a) and (b) of section 10 of the Child Nutrition Act (42USC1779) and section 9(f)(1) and 17(a) of the Richard B. Russell National School Lunch Act (42 USC1758(f)(1), 1766(a) 0, as those regulations and guidance apply to schools.
Adopted July 13, 2006
Sequoia Schools Homeless Policy
K. Admission of Homeless Students
In compliance with the Arizona State Laws and Arizona Administrative Code and the McKinney-Vento Homeless Education Assistance Improvements Act of 2001, Choice Education and Development Corp recognizes a homeless child or unaccompanied youth as an individual who lacks a fixed, regular, and adequate nighttime residence. The school selected for enrollment must immediately enroll any homeless student, regardless of whether the student lives with the homeless parents or has been temporarily placed elsewhere. Homeless children and youth will not be stigmatized or segregated on the basis of their status of homelessness. Enrollment may not be denied or delayed due to the lack of any document normally required for enrollment, including;
Choice Education and Development Corp will contact the student’s previous school to obtain school records. Initial placement of students whose records are not immediately available can be made based on the student’s age and information gathered from the student, parent, and previous schools. If the student needs to obtain immunizations or medical records, Choice Education and Development Corp shall refer the parent or guardian of the student to the liaison for homeless children and unaccompanied youth, who shall assist in obtaining necessary immunizations or medical records.
Choice Education and Development Corp will provide transportation to and from the “school of origin”.
Homeless children and youth are not stigmatized or segregated on the basis of their status as homeless.
Liaison
Each of the Choice Education and Development Corp’s Principals will designate an appropriate staff person as liaison for homeless students who will carry out duties as assigned. Among those duties will be the responsibility to coordinate activities and programs in the best interest of the homeless students which may include but not be limited to; keep a homeless student in the school of origin (to the extent feasible), except when doing so is contrary to the wishes of the student’s parents or guardian or the unaccompanied youth (a youth not in the custody of a parent or guardian).
In the case of an admission dispute:
-
The student shall be immediately admitted to the school in which enrollment is sought, pending resolution of the dispute.
-
The parent or guardian of the student shall be provided with a written explanation of the school’s decision regarding school selection or enrollment, including the rights of the parent, guardian, or student to appeal the decision.
-
The student, parent, or guardian shall be referred to the liaison for homeless students, who shall carry out the dispute resolution process in accordance with the procedure found in the Arizona State Plan
-
In the case of an unaccompanied youth, the liaison for homeless students shall ensure that the student is immediately enrolled in school pending resolution of the dispute.
-
Parents may appeal directly to the State Department of Education if in disagreement with school’s ruling.
Homeless students are automatically eligible for Title I, Part A services.
Adopted August 2009
Student Conduct
J. The Superintendent will establish regulations governing the conduct of students in school, traveling to and from school, and at school functions. Students are expected to comply with school policies, obey all rules and to obey any order given by a member of the faculty or staff relating to school activities. Students in school buildings, on school grounds, using school property for any purpose or attending a school sanctioned event shall not engage in improper behavior, including but not limited to the following:
-
Any conduct intended to obstruct, disrupt, or interfere with the educational process.
-
Physical/verbal abuse or threat of harm to any person.
-
Damage to property.
-
Unauthorized entry or use of school facilities.
-
Unlawful use, possession, distribution, or sale of tobacco, alcohol, or drugs or other illegal contraband.
-
Conduct or speech that violates commonly accepted standards of the school and that, under the circumstances, has no redeeming social value, e.g., profanity or vulgarity.
-
Defiance of authority involving failure to comply with the directions from school employees or law enforcement officers acting in performance of their duties.
-
Defiance of authority involving failure to identify themselves to officials or law enforcement officers when requested to do so.
-
Carrying or possessing a weapon or dangerous instrument.
The school reserves the right to take disciplinary measures including, but not limited to: reprimand, suspension, or expulsion against students who violate student conduct as defined by this policy.
The school reserves the right to take disciplinary measures against students who commit violent acts off campus or are convicted of violent or other serious crimes off campus, upon a determination that the student’s off campus conduct or conviction may present a serious threat to the health, safety, welfare or educational environment of the school community.
When a long-term suspension or expulsion is involved, notice, hearing, and appeal procedures shall conform to legal requirements.
The authority of the Superintendent to establish regulations covering students may be delegated to principals for their individual schools.
Adopted: April 21, 2009
Student Discipline
J. The Governing Board is committed to maintaining school environments that are stable and contribute to the educational process. Within this context, the Board recognizes the need for fair, consistent, and responsive student discipline procedures designed to maximize administrator, teacher, student, and parent understanding and involvement.
Students are expected to conduct themselves, at all times, in a manner that will bring credit to themselves, their parents, and the school.
It is important that students know that the school staff is legally responsible for the conduct of students during school hours, while the students are on campus, or at any school function. Students are expected to follow the directions provided by all staff members during these times of responsibility.
Legal Ref: 15-342 (1), 15-803(E), 15-841, 15-842, 15-843
Adopted April 21, 2009
Student Interviews, Searches, and Arrests
J.
Interviews
School officials may interview students regarding matters incident to school without limitation. The parent will be contacted if a student interviewed is then subject to discipline for a serious offense. In the case of an incident requiring the contact of law enforcement, the Superintendent will also be contacted.
If a law enforcement officer requests to interview a student, the school administrator shall be notified and an attempt will be made to contact the student’s parent(s). If the interview is held at the school, a school administrator shall be present unless the law enforcement officer requests that the administrator not be present. In these cases, the law enforcement officer should complete the Form for Signature of Interviewing Authority. If the parent(s) cannot be reached, the law enforcement officer will be requested to contact the parent(s) following the interview.
There may be times when a law enforcement officer or a CPS caseworker does not want the school administrator to contact the parent. In these cases, the law enforcement officer or CPS caseworker will be asked to complete the Form for Signature of Interrogating Authority. In all other cases, a parent, with the law enforcement officer’s permission, may be present during the interview except when interviews are conducted by a child protective services’ worker (in the case of suspected abuse) pursuant to A.R.S. 8-224 and 8-564.01.
Arrests
In the event that a student arrest becomes necessary during the school day and on school property, school personnel shall cooperate fully with the police. The following guidelines are to be followed:
-
The arresting officer shall notify the principal of the impending arrest upon his arrival and sign the Form for Signature of Arresting Officer.
-
The principal or designee shall make an attempt to notify the parent(s) of the impending arrest.
-
The Superintendent shall be immediately notified of the student arrest.
-
The school staff shall cooperate with the officer in locating the student within the school.
-
The principal shall submit a summary report of the arrest to the Superintendent.
-
If information is to be released relative to the arrest, the release shall be made only by the Superintendent or designee.
Searches
The administration has the right to search and seize property, including school property temporarily assigned to students, when there is reason to believe that some material or matter detrimental to the health, safety, and welfare of the student(s) exists.
Items provided by the school for storage (e.g., lockers, desks) of personal items are provided as a courtesy to the student, but remain the property of the school and are subject to its control and supervision. Students have no reasonable expectation of privacy: lockers, desks, storage areas, backpacks, vehicles, etc., may be inspected at any time without notice by school personnel. A.R.S. 8-303, 8-823, 8-304, 8-802, 8-821, 13-3881, 13-3883 A.G.O. I04-003, I88-062, I77-211, I91-035, I82-094
April 21, 2009
Sequoia Schools Memorandum on Transporting Students in Private Vehicles
To: Staff and Parents/Community Members
RE: Parent Drivers for Field Trips Policy
IN order to avoid potential problems for all concerned, please be aware of the following when planning a field trip using parents / community members as drivers. Please complete the Statement of Insurance on Private Vehicles Form for this purpose and return it to the supervising teacher prior to the field trip with a copy of your current vehicle liability insurance and a copy of your driver’s license.
Privately owned Vehicles:
The use of private vehicles requires the approval of the principal and is subject to the following.
-
Under no circumstances may the maximum number of passengers transported exceed ten persons, including the driver, or the designed passenger capacity, of the vehicle, whichever is less. Each person transported must individually seat-belted into a designed seating space.
-
Motor homes and truck cargo areas may not be used to transport passengers.
-
Drivers operating vehicles with school students or employees aboard must possess a valid Arizona driver’s license of the appropriate class and other applicable certificates which may be required for the vehicle driven. Drivers may not operate vehicles in violation for any driver’s license restriction.
-
The principal, sponsor, or person supervising the activity or trip must provide drivers with written instructions regarding the driver’s liability, insurance requirements, vehicle requirements, safety checks, and passenger load limitations.
Insurance
-
Private automobile insurance. Drivers of private automobiles must maintain liability insurance. School insurance coverage relating to private vehicles is applicable only after the vehicle owner’s insurance company has paid. If in the event of an accident with injury, the School’s insurance covers medical expenses for occupants of the driver’s auto. The driver is advised to carry automobile insurance coverage available to him/her for that purpose. Drivers are strongly advised to carry a minimum of $100,000 / $300,000 liability coverage. In the event of a judgment against a driver resulting from use of a private auto while on school business, the School’s insurance coverage takes effect after the driver’s insurance company, as prime carrier, has paid. Drivers frequently using private automobiles’ on school business, (including transportation of students) should advise their insurance company or agent. This may result in increased premiums. If a driver has not advised his/ her insurance carrier of this use, he/ she may not be covered in the event of an accident.
-
School Liability Insurance. The school carries comprehensive general liability insurance covering employees while acting within the scope of their employment, including transportation of students. The limit of the school’s liability occurs when a private automobile is used as described in the preceding paragraph.
-
Litigation. In the event of possible litigation, the Administrative Office shall be notified immediately.
