2015­16 EMPLOYEE HANDBOOK

THE CO­OP SCHOOL 2015­16 EMPLOYEE HANDBOOK

TABLE OF CONTENTS INTRODUCTION ......................................................................................................................................................... 4

WELCOME ................................................................................................................................................................... 4

HISTORY ..................................................................................................................................................................... 4

MISSION STATEMENT OF THE CO­OP SCHOOL .................................................................................................... 4

EDUCATIONAL PHILOSOPHY .................................................................................................................................... 5

WHAT A COOPERATIVE MEANS ............................................................................................................................... 8

THE FGCH CO­OP SCHOOL LISTSERV – EMAIL COMMUNITY & COMMUNICATION .......................................... 8

PLANNING TIME ......................................................................................................................................................... 8

ASSESSMENT.............................................................................................................................................................. 9

STUDENT ATTENDANCE ......................................................................................................................................... 9

CLASSROOM ENVIRONMENT.................................................................................................................................... 9

TRIPS............................................................................................................................................................................ 9

INQUIRY BINDERS.................................................................................................................................................... 10

CUMULATIVE STUDENT RECORDS........................................................................................................................ 10

SUBSTITUTES............................................................................................................................................................ 10

THE CO­OP STAFF ................................................................................................................................................... 10

EMPLOYMENT AND HIRING POLICIES .................................................................................................................... 11

AT­WILL POLICY AND ACKNOWLEDGEMENT ........................................................................................................ 11

COMMITMENT TO EQUAL OPPORTUNITY ............................................................................................................. 11

DIVERSITY STATEMENT .......................................................................................................................................... 11

AMERICANS WITH DISABILITIES ACT ..................................................................................................................... 12

BACKGROUND CHECK ............................................................................................................................................. 12

HIRING ……………………………………………………………………………………………………….………………..12

INTERNAL APPLICATION PROCESS ....................................................................................................................... 12

EMPLOYMENT OF RELATIVES ................................................................................................................................. 12

CELLULAR PHONE..................................................................................................................................................... 12

COMMITTEES............................................................................................................................................................. 13

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PROFESSIONAL DEVELOPMENT.............................................................................................................................. 13

OBSERVATIONS & REVIEWS .................................................................................................................................... 13

NEW EMPLOYEE INFORMATION .............................................................................................................................. 14

STAFF ORIENTATION WEEK .................................................................................................................................... 14

CURRICULUM NIGHT................................................................................................................................................. 14

EMPLOYMENT, TAX AND/OR ELIGIBILITY FORMS ................................................................................................ 14

CHILD SUPPORT REPORTING REQUIREMENTS ................................................................................................... 14

EMPLOYEE CLASSIFICATIONS ................................................................................................................................ 14

HOURS OF WORK ..................................................................................................................................................... 15

MEAL AND REST BREAKS ........................................................................................................................................ 15

OVERTIME .................................................................................................................................................................. 16

PAY POLICIES ............................................................................................................................................................ 16

PAYDAY ...................................................................................................................................................................... 16

ADVANCE POLICY ..................................................................................................................................................... 16

PAY DOCKING ........................................................................................................................................................... 16

PAYROLL DEDUCTIONS ........................................................................................................................................... 16

WAGE GARNISHMENTS ............................................................................................................................................ 17

PERFORMANCE AND EVALUATION ........................................................................................................................ 17

PERFORMANCE DOMAINS ....................................................................................................................................... 18

PARENT/TEACHER COMMUNICATION ................................................................................................................... 19

STAFF/COOPERATIVE COMMUNICATION ............................................................................................................. 19

DISCIPLINE ................................................................................................................................................................ 20

STAFF GUIDELINES ................................................................................................................................................. 21

EMPLOYEE APPEARANCE AND DRESS ................................................................................................................. 21

INSUBORDINATION .................................................................................................................................................. 21

COMPLAINT POLICIES ............................................................................................................................................. 22

HEALTH AND SAFETY .............................................................................................................................................. 23

HEALTH OF CHILDREN............................................................................................................................................. 24

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ALLERGIES................................................................................................................................................................. 24

ACCIDENTS................................................................................................................................................................ 24

LICE.............................................................................................................................................................................. 25

FIRE DRILL/EMERGENCY EVACUATION.................................................................................................................. 25

EMPLOYEE PRIVACY / RECORDS ............................................................................................................................ 25

DRUGS AND ALCOHOL ............................................................................................................................................. 26

DISCRIMINATION AND HARASSMENT .................................................................................................................... 27

ENDING EMPLOYMENT ............................................................................................................................................. 28

JOB DESCRIPTIONS (APPENDIX A) .......................................................................................................................... 29

SCHOOL POLICIES (APPENDIX B) ........................................................................................................................... 38

DAILY SCHEDULE & GUIDELINES (APPENDIX C) ..................................................................................................

EMPLOYEE BENEFITS (APPENDIX D) ..................................................................................................................... 39

HANDBOOK ACKNOWLEDGMENT FORM ............................................................................................................... 45

THE CO­OP SCHOOL

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81­87 Irving Place, Brooklyn, New York 11238 40 Brevoort Place, Brooklyn, New York 11216

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INTRODUCTION

WELCOME It is our pleasure to welcome you to The Co­op School. We are an energetic, creative and dedicated group. We value each one of our staff members, and we hope, in turn, that each of our staff members finds his or her work here rewarding and satisfying. We believe that our staff are happiest and value their roles when they know what they can expect from The Co­op School and what The Co­op School expects from them. The purpose of this handbook is (1) to introduce you to the history, educational philosophy and general operating procedures of the school, and (2) to outline our employment and evaluations policies so that this information is clear and accessible to our staff.

HISTORY The Co­op School was created by a group of neighborhood parents who saw the need for a high quality and affordable preschool option in the Fort Greene/Clinton Hill community. From our inception in a family brownstone in 2003, and subsequent move into Taaffe Lofts, the Co­op School had longed for a more permanent home. After two years of searching high and low we moved to a, new and spacious location at 87 Irving Place in the summer of 2009. A year later, the school expanded by opening a second location at 40 Brevoort Place. As of 2013, The Co­op School operates in both buildings and is a private pre­school as well as a growing elementary school. The school is a child­centered and parent­supported cooperative serving Fort Greene, Clinton Hill, Bedford­Stuyvesant and surrounding communities. Our program is a non­profit, ethnically and culturally diverse and non­sectarian program. Our Irving Place facility occupies three floors of a commercial building between Fulton Street and Putnam Avenue, and our pre­school facility is fully licensed by the Department of Mental Hygiene, Bureau of Day Care. Our Brevoort Place facility occupies three floors of a commercial building between Franklin and Bedford Avenues, and our elementary school there is chartered by the New York State Board of Regents. We invite neighborhood families to join us in creating a unique learning environment for our children. MISSION STATEMENT OF THE CO­OP SCHOOL In a large city like New York, The Co­op School provides a safe and stimulating micro­environment where students experiment and learn. All members of The Co­op School — students, families and staff — contribute to the development of our unique culture and participate in and improve our community and beyond. As students learn to work together, preparing for a global environment, families also work in committees and on the board to support the school. Whether painting walls, assembling furniture, growing the school through various initiatives, and much more, we all help The Co­op School flourish. Meanwhile, faculty collaborate to create learning opportunities that evolve with students’ strengths and interests in addition to utilizing best practices. Teachers guide students in the dynamic, life­long process of questioning and deepening connections. Through far­reaching social studies projects enriched through literature, math, science and the arts, students make decisions, research and reflect. Students will leave The Co­op School confident to effect change in the community and comfortable reflecting on ways to challenge and grow themselves. As creative problem solvers, each with unique viewpoints and learning styles, students will embrace the idea of a more equitable world. We strive to inspire passion and teach children to become protagonists in their own educational journey by fostering their innate sense of curiosity and creativity. We listen to and honor the individual interests and strengths of each child. We, The Co­op School , believe in the following Core Values:

1. Compassion: We value and nurture the strength of character it takes to work together as a team, to be an individual, to respect differences of opinions, and have the ability to empathize with others.

2. Uniqueness: We value and nurture the confidence that leads to risk taking, problem solving, and taking pride in one’s own point of view.

3. Innovation: We value and nurture curiosity, imagination, creativity, experimentation and perseverance when faced with challenges.

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4. Community Action: We value and nurture an overall awareness, respect and care for our surroundings, community and environment.

5. Joy: We value and nurture the simple joy of playing, learning, and friendship making. Statement of Inclusivity The Co­op School is an inclusive community. We welcome and celebrate students and families who represent the diversity of Brooklyn and beyond, as it relates to race, ethnicity, gender, family structure, religion, sexual orientation, socio­economic class and physical ability. We encourage students and families to share their whole selves. The Co­op School strives to help our students recognize and honor how we are different and how we are the same. We are committed to anti­bias teaching, which for young children is as much about precluding the formation of biases as it is disproving their myths. Conversations and explorations differ and might include Pre­K students discussing a variety of family structures, or thinking about the different roles that are expected of different people; Kindergartners might help each other examine paints to find a skin color match for a self portrait, noticing the wide variety of shades; or a First Grade debate during a Parks study about the fairness of park locations relative to the city’s different neighborhoods, or who was displaced for “the public good” when new parks were built. An inclusive community promotes an understanding of experiences and viewpoints other than our own. Ultimately, this will extend beyond the walls of our school and lead to broader explorations of equity and social justice. EDUCATIONAL PHILOSOPHY The Co­op School believes in progressive, constructivist education through differentiated instruction that educates the entire child on all levels: emotional, social, physical and intellectual. We follow the lead of our students and work our curriculum around their desires for learning and exploration. In the preschool program, this is evident in our emergent curriculum approach. For our elementary aged children, we mature into an Inquiry approach that spans all subjects and ideas. We have high expectations for our students and provide them the support they need to excel. We teach reading, writing, mathematics and science through hands­on learning activities. We believe children learn through experiencing and experimenting. We listen to our children to find out what questions they have and do our best to make learning fun and engaging! We believe that children learn best when they are invested in finding out the answers to their questions and when learning is embedded in meaningful contexts. Children receive direct instruction in all content areas as well as ongoing social studies inquiry projects. Not only are parents and teachers on committees but children are as well! We want the children to feel empowered in their thoughts and opinions. Their opinions are important and they can create change in the world around them. Each new year brings a new staff view and a new classroom desire. This means that each tenant and value may be reexamined and altered to fit our community’s ever­growing search for knowledge. PRESCHOOL Play The largest emphasis in our preschool classrooms is play. Children should be supported, nurtured and encouraged through open/free play. Teachers will constantly look for teachable moments through play and will use their student’s interest to develop their classroom centers, activities and curriculum. Projects/Studies Each year the preschool classes will partake in several projects and studies. The way these are introduced, created and enacted in the classroom is influenced by the Reggio Emilia model and Emergent curriculum. As a group, we encourage questioning, exploration, critical thinking and they allow the children to have a say in what they are learning about. The teachers set overarching themes, such as school, community, family, but the way the class explores these topics is based solely on student interest and engagement.

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The Arts and Movement Fostering self­expression and creativity are also significant parts of our ethos and each classroom makes use of painting, drawing, clay, collage, construction, block building, cooking and gardening. We have a gardening, music and movement teacher to host weekly classes. Through these studies, we encourage each child to look and engage in the process. We are instilling perseverance and problem solving, by encouraging them to think outside of the box and create in a way that is new and invigorating to them. Most importantly, we hope to teach them that many ideas have different outcomes than what we originally anticipated but that in the end our product reflects the hard work and continued process of our creative efforts! ELEMENTARY Projects An integral part of our curriculum are our Inquiry Projects, influenced by the Reggio Emilia model, as they encourage questioning, exploration, critical thinking and they allow the children to have a say in what they are learning about. The term project refers to an in­depth look into a particular topic, usually undertaken by a class working on subtopics in small or whole group, occasionally even individually. The key feature is that it is an investigation, research that involves children seeking answers to their questions. This approach to learning emphasizes children’s active participation in the planning, development, and assessment of their own learning. Children are encouraged to take initiative and responsibility for the work they are doing. Long­term projects provide contexts where children’s curiosity can be expressed purposefully as it enables them to experience the joy of self­motivated learning. We are creating curriculum with and for children to help them develop lifelong thinking and communication skills. Literacy The Co­op School uses a balanced literacy approach, a researched and proven method which recognizes the need for both the explicit teaching of skills and the opportunity for children to participate in activities that are designed to build comprehension and meaning. Our goal is not only will every child be able to read and write but that they will love doing it! We work with our literacy coach to cultivate readers through a balanced literacy approach, which explicitly teaches reading and writing skills. It also gives students a chance to participate in meaningful literacy rich activities. Balanced literacy instruction provides students with a differentiated instructional program that supports the reading and writing skill development of each individual child. The reading and writing workshop model is used in this approach, where the teacher begins by modeling one reading/writing strategy in a mini lesson. The bulk of the time is spent practicing the focal strategy in small groups or independently as the teachers circulate and provides guidance. Selected students share their work so they become comfortable talking in front of a group as well as gain confidence in their ideas. Beginning in kindergarten, students are asked to read leveled texts independently or write independently for an extended period of time as the teachers observe record observations and confer. Additionally, starting in kindergarten, guided reading groups also occur, where teachers look at student assessments and make small book clubs. During this time, the teachers model a specific targeted strategy. They work together to master this skill, whether it is word study, fluency, or comprehension related. The purpose of guided reading is to support and differentiate decoding, fluency and/or comprehension skill­building in an organized fashion. Additionally, phonics and word study is taught through phonics­based mini­lessons. A phonemic element is directly taught and then students practice the phonemic pattern. Following this, students analyze the patterns of word derivations, root words, prefixes and suffixes.

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Math Beginning at an early age the children have opportunities to play with open ended math manipulatives that give them the foundation for patterns, numbers, geometry, fractions and more. Many mathematical concepts are seamlessly embedded into classroom activities (looking at the calendar, counting how many children are here, figuring out how many snacks we need per child). In addition to a daily math workshop beginning in kindergarten, there are also math centers that take place during choice time. Additionally, math is constantly being utilized during project work (ex: During a Playground Study, children might count playground equipment and create a graph comparing various neighborhood playgrounds). We use TERC Investigations of Number, Data, and Space, which is aligned with the Common Core Standards, along with supplemental investigations from Contexts for Learning. These investigations teach computation skills as well as encourage reasoning and problem skill development through practical applications. Children are encouraged to figure out problem solving strategies that work for them and then find ways to represent and explain their work. Additionally we have a math coach working with our staff to best meet our students’ needs. Science The Co­op School has developed its own science curriculum, taught in our science laboratory. The curriculum is aligned to the Common Core Standards. It teaches children, pre­k and up, the scientific method through hands on exploration and investigations. Each lesson starts with open ended questions and encouragement for student observation and input. We have integrated literacy, art and movement into our curriculum so our budding scientists will always be active and engaged! Community Action An important aspect of our curriculum is the idea of building active and prosocial members of our community. Our teachers are working with the children to find interesting ways to not only teach this behavior within our school but, also, within our community as well. Each grade will focus on one topic that will span the school year. Each classroom will find a neighborhood organization to partner with. The Arts and Movement Fostering self­expression and creativity are also significant parts of our ethos and each classroom makes use of painting, drawing, clay, collage, construction, block building, cooking and woodworking. We have an art teacher as well as a wood shop teacher. Children participate in a variety of movement activities. Through these studies, we encourage each child to look and engage in the process. We are instilling perseverance and problem solving, by encouraging them to think outside of the box and create in a way that is new and invigorating to them. Most importantly, we hope to teach them that many ideas have different outcomes than what we originally anticipated but that in the end our product reflects the hard work and continued process of our creative efforts! Spanish Additionally we have Spanish classes for kindergarten and up. The classes are fully immersed in Spanish, with no English instruction. We will teach the children through conversation, storytelling, music and games. ­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­ We have introduced you to The Co­op School’s history, values, culture and goals. Please incorporate this information into your day­to­day performance, understanding where we began, where we hope to go and the community of families and teachers who make everything run! The remainder of this Handbook will familiarize you with the benefits and responsibilities of being a Co­op School teacher. This Handbook can only highlight and summarize our policies and practices. While it cannot cover every detail, it does state who and how to ask if you have questions or concerns. If you are not sure about a written or

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unwritten policy, practice or benefit of The Co­op School, have questions about any portion of this Handbook, or need further information, your first and best resource is the School’s Director. This Handbook is presented as a matter of information only, and is not intended to create any promise, representation, guarantee, or contractual obligation, express or implied, that conflicts in away way with the at­will employment policy of The Co­op School, nor does it in any way alter the “employment­at­will” relationship that exists between The Co­op School and its employees. “Employment­at­will” means that either The Co­op School or the employee may terminate the employment relationship for any reason that is not illegal, without cause and with or without notice. Please understand that at The Co­op School, as in the rest of the world, circumstances are constantly changing. As a result, we may revise, rescind or supplement these policies when necessary. Nothing in this Handbook is a contract or a promise. Policies can change at any time, for any reason, without warning or prior notice. We are always looking for ways to improve communications with our staff. If you have suggestions for ways to improve this Handbook in particular or employee relations in general, please bring them to the School’s Director. WHAT A COOPERATIVE MEANS Each family in this school participates in the school community in a meaningful way. Each family has chosen to be part of this environment because they value the cooperative approach and are willing to contribute time and energy to the school. Families participate in both prescribed and ad hoc ways. The former includes participating on a committee, in maintenance work shifts, contributing to weekly snack duty, and participating in fundraising tasks. The latter includes chaperoning on field trips, bringing a special song or lesson into the classroom, helping with tasks around the school, etc.

THE CO­OP SCHOOL LISTSERV – EMAIL COMMUNITY & COMMUNICATION Co­op School families communicate through a closed listserv – meaning that only current Co­op School parents may participate on the listserv, and that all Co­op School parents must use the listserv to share and receive important notices, information and other postings having to do with the school. The Director also uses the listserv to post monthly lesson plans, circle­time songs, daily updates, helpful parenting articles, meeting times, and any other news or needs. All staff members are also welcome and expected to be part of the listserv. It is a nice way to become familiar with the families in the community and to share information when appropriate. For example, head teachers may use the listserv to share fun information about their class each day. However, please remember that anything you wish to communicate about a school matter, or about a particular student or family, must be communicated through the Director. It is important that she be the mouthpiece, as it is not only her role, but also protects employees and families from any matters of disagreement. If you have any question about whether or not your post is appropriate for the listserv, please ask the Director. To join the listserv email fgchcoop­subscribe@yahoogroups.com or responding to an email invitation from the Director. Each classroom has their own listserv as well, used for general classroom communication. Every teacher needs to join their own. Additionally there is an internal staff listserv used for sharing resources, professional development and general school wide announcements that all employees must join. To join the listserv email coopteachers­subscribe@yahoogroups.com or responding to an email invitation from the Director. There is a mandatory 48 turnaround time for emails for all employees – emails from parents or from other staff members/administration. Extensions are granted for weekends and vacation time. PLANNING TIME

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There is a required, one hour, weekly planning period for all teachers and classrooms. If there is an initial classroom conflict you may pick a different day to meet but, moving forward, no outside classes or other commitments should be planned for Monday afternoons. ASSESSMENTS Individual assessment is the primary responsibility of all teachers. You must have documentation for each student’s performance in all subjects. For elementary school classrooms, the workshop model of teaching provides time for independent student work during which the teacher is expected to circulate the room, sit with students, do small group instruction and conduct individual conferences documented with conference notes. For elementary school, classroom teachers are expected to know the current independent reading level of each student. This means the highest level the child can read with 95% accuracy and full comprehension. Teachers must also have conference notes on each child’s progress in terms of the specific goals (content/language) of the ongoing units of study in each curriculum area. You are expected to assess your students in all curricular areas. This information will be used to inform report cards and support recommendations. STUDENT ATTENDANCE For the elementary school: The student attendance and lateness records are legal documents which can be required for court proceedings. They are considered part of the multiple criteria used for promotional decisions. Therefore please make sure that you keep accurate attendance and lateness records. Students cannot fill out attendance forms. This will need to maintained and updated on a monthly basis in Google Docs. CLASSROOM ENVIRONMENTS We know that a lot of thought, planning and effort is required to make our classrooms conducive to and appropriate for teaching and learning. Classrooms should be set up with clearly organized areas that will promote children’s independence and facilitate their learning. Our classrooms reflect our values and speak volumes about our purposes and goals. Consult the Education Director for support in setting up your rooms and acquiring needed materials. Early in the year we will conduct composite walk­throughs by grade so you will get feedback and support. Charts and print should reflect current units of study. Classrooms conducting inquiry studies should have inquiry walls and inquiry word walls (for kindergarten and up). For children in kindergarten and below we encourage the use of pictures for all charts. TRIPS Trips are a wonderful experience for our children and we encourage teachers to work together to plan appropriate and enjoyable trips for our students. Please bring medical supplies as well as a parent contact list. Leave your cell phone turned on in case we need to contact you. If you do not have a cell phone, please check with your chaperones. If none is available, contact the office. Please let Mandy (at Brevoort) and Meredith (at Irving) know of any class trip so that it can be added to the community calendar. Bus Trips: Teachers must get the approval of the Director on all bus trips. Please email Meredith if you are interested in organizing this. Walking Trips: In the beginning of school send a “School Walking Trip Permission Slip” home. Please collect these and keep them in a folder in your classroom. This form gives one­time blanket approval for all walking trips to nearby institutions throughout the school year. Please note that, even though you have permission in advance, it is still a good idea to notify parents of an upcoming walking trip. This may affect their decision to send a child to school who is just recovering from illness. It may also help avoid children arriving with inappropriate shoes for walking or insufficient outerwear.

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Chaperones: Never leave students alone with a chaperone. A licensed teacher must supervise all students all of the time. The chaperone is there to assist you with monitoring the children (they are your extra eyes and ears). You are ultimately responsible for the safety and well­being of your students. Cost: No child is ever to be excluded from a trip due to an inability to pay. Refused Permission: Certain parents may choose not to allow their child to attend a particular trip for personal reasons. In such a case please inform office of the plan. Exclusions: No child is to be excluded from a trip for behavioral reasons unless permission has been given by the Director. If you are anxious about a particular child please ask the parent to be a one­to­one chaperone for his/her child. INQUIRY BINDERS All elementary school classrooms (prek­up) are required to maintain Inquiry Binders, where planning sheets, supporting documents, photos and reflection sheets for all studies conducted will be added throughout the year. This will allow for greater reflection and support for future projects. CUMULATIVE STUDENT RECORDS Every classroom is responsible for filling out cumulative records at the end of the year and delivering them to the offices for secure storage. Parents have the right at any time to request to see their child’s records. A supervisor needs to be present. SUBSTITUTES All classrooms should create substitute folders that are hung near the front door or in a very clear place. When a substitute is scheduled to arrive in your class, please hand a folder with the following: • Your Class Schedule • Sample Lesson plan • Any health alerts • Individual dismissal plans • ADD LESSONS FOR THE DAY IF IT IS A PLANNED SUB DAY The school can assist you in finding substitutes but all substitutes need to be approved by the Director. THE CO­OP SCHOOL STAFF – ORGANIZATIONAL STRUCTURE The Director oversees all aspects of the management of the school. The Director communicates with current and potential families, directs curriculum development, manages the staff, and organizes the day­to­day operations of the school. The Director floats among classrooms and office, as needed. Each classroom has a dedicated Head Teacher. The Head Teacher manages the classroom and leads the additional teacher and assistants. The job description and responsibilities of each staff member are described in more detail in a later section of this Handbook. Some classrooms have Co­Head Teachers, those two work in tandem as representatives and leaders of a classroom. All Head/Co­Head Teachers must hold, or be pursuing, a Masters in Education. If A Head/Co­Head teacher does not have a degree upon hiring, or promotion, they have two years (from their start date as a Head/Co­Head teacher) to begin a Masters in Education Program. All Head/Co­Head teachers should be certified to teach by the state of New York once they have completed their education program. If A Head/Co­Head teacher does not have their certification upon hiring, or promotion, they have two years (from their start date as a Head/Co­Head teacher or graduation from their education program) to attain their certification.

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There is a Curriculum/Education Director at both Irving and Brevoort sites. They work with Director and teachers to ensure that the classrooms methods and means of teaching are supported and support The Co­op School’s mission statement and educational philosophy. The Director and school are also supported by the Co­op School’s Board of Trustees. The Board helps manage the affairs and business of the school. The Board supports both the staff and the families. The Board’s decisions are guided by the school’s mission statement, cooperative approach, educational philosophy, and rules and regulations. The Board acts in accordance with these guidelines and in the best interest of the school. The Board holds regular monthly meetings and may convene at additional times when necessary. The Director communicates directly and regularly with the Board. The Director attends monthly Board meetings to report on school business, and the Board may advise on certain matters.

EMPLOYMENT AND HIRING POLICIES

AT­WILL EMPLOYMENT POLICY AND ACKNOWLEDGEMENT We are happy to welcome you to The Co­op School. We sincerely hope that your employment here will be a positive and rewarding experience. The Co­op School follows an at­will employment policy. While we hope that our employment relationships will be long­term, either you or The Co­op School may terminate your employment at any time for any reason that is not illegal. Either you or The Co­op School may terminate your employment, with or without notice, and with or without cause. No Co­op School representative, other than the Director acting at the behest of the Board, has the authority to change the at­will employment relationship or to contract with any employee for different terms of employment. Furthermore, the Director may change the at­will employment relationship only in a written contract that is expressly approved by the Board and signed by the Director and the employee. The policies, practices, and benefits set forth in this Handbook are presented as a matter of information only. Nothing in this Handbook is intended to create any promise, representation, guarantee, or contractual obligation, express or implied, that conflicts in any way with the at­will employment policy of The Co­op School, nor shall it in any way be construed to alter the at­will employment relationship. No facts or circumstances arising out of your employment, including acceptance of employment, length of employment, or any policy, practice, benefit, wage increase, promotion, performance review, representation, or oral or implied agreement can alter the at­will employment relationship. Although other terms and conditions of your employment may change, this at­will employment relationship will remain in effect throughout your employment with The Co­op School.

COMMITMENT TO EQUAL OPPORTUNITY As part and parcel of our operating philosophy, it is the policy of The Co­op School to provide equal employment opportunities to all employees and applicants. No employee or applicant will be subject to discrimination because of age, race, religion, color, gender, sex, age, national origin, citizenship status, marital status, pregnancy, military status, Vietnam or other veteran status, sexual orientation, domestic partnership status, physical or mental disability or any other status protected by city, state, or federal law. If you should ever feel that you are subject to discrimination in violation of this policy, you have the responsibility to immediately report this, in a written complaint, to the Director or the Board. The Director or the Board will investigate all complaints. If you are asked to cooperate in an investigation of the complaint, you must comply. You will be protected from coercion, intimidation, retaliation, or discrimination for filing a complaint or assisting an investigation. Complaints will be handled in confidence to the extent possible, and if a complaint is found to be valid, prompt remedial action will be taken to stop the discrimination and prevent its recurrence.

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DIVERSITY STATEMENT The goal of The Co­op School is to hire, motivate, and develop an outstanding, diverse faculty and staff who work together harmoniously toward the School’s common mission. We strive to celebrate differences, resulting in a productive and respectful work environment where employees are valued, talents are fully utilized, and organization goals are achieved.

AMERICANS WITH DISABILITIES ACT In accordance with the Americans With Disabilities Act, employees with disabilities will be provided with reasonable accommodation. Should you require such accommodation, you must advise your supervisor and the Director as soon as possible and provide medical records requested to make determinations about your ability to carry out your essential job functions.

BACKGROUND CHECK All offers of employment are contingent upon complete and satisfactory findings of all applicable background checks. All prospective employees must consent to and submit to all applicable background checks as required by the New York City Department of Health and Mental Hygiene, Bureau of Day Care, in order to maintain the school’s daycare license. A formal background check will include fingerprinting of the applicant to search for any criminal records, ensuring that the applicant is not listed in the New York State Central Child Abuse and Maltreatment Register, consultation of the State Central Registry and the New York State Sex Offender Registry, and checking the references of each of the applicant’s three most recent employers. Complete and satisfactory background check results are due prior to the first day of employment.

HIRING The Co­op School follows a policy of hiring the best available candidate for its open positions. All applicants are required to submit a resume, cover letter and references to the Director. All applicants complete two interviews and participate in a in­class mini­lesson with a class prior to any offer of employment. With the support of the Board, the Director makes the final decision regarding all hiring and termination. Board members may assist in the interview process as well as the probation process or termination of a staff member. All personnel decisions are administered without regard to any of the protected status categories set forth under the Equal Opportunity policy.

INTERNAL APPLICATION PROCESS In addition to hiring outside candidates for open positions, The Co­op School may also consider current employees. If you would like to be considered for a different position within the school, please express this to the Director. With the support of the Board, the Director is ultimately responsible for all employment decisions. Current employees may express interest at scheduled evaluation meetings with the Director.

EMPLOYMENT OF RELATIVES Usually, The Co­op School will not refuse to hire someone simply because he or she is related to one of our current employees. There are times, however, when employing relatives is inappropriate and has the potential to affect the morale of other employees and to create conflicts of interest for the relatives involved. Therefore, we will not hire relatives of current employees if this would place family members in a supervisor/subordinate relationship or create or appear to create a conflict of interest. If two employees become related while working for The Co­op School, and a supervisor/subordinate relationship or conflict of interest results, only one of the employees will be allowed to keep his or her current position.

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Under this policy, the term "relatives" includes husbands, wives, domestic partners, parents, children, siblings, in­laws, cousins, aunts, uncles, other members of the same household, and persons with whom you have special or dating relationships. This policy covers biological relationships, marriage relationships, and step relationships. CELLULAR PHONES The use of cell phones in your classroom or in the hallway during instructional time is expressly prohibited. Your cell phone should be turned off and put away while you are teaching. In the event of any emergency requiring you to make or receive a call when you are not on your prep or at lunch you must contact the office for assistance. In anticipation of a rare incoming emergency phone call during instructional time you must provide the caller with the general office number and alert the office staff to the possibility of such a call. If you must make a rare emergency call during instructional time, please speak to a supervisor in advance and we will make every effort to work something out. You may not place or receive a personal phone call of any kind in your room while you are teaching. In addition, calls to parents should be made during your prep. If you are speaking on a cell phone in your room at lunch or during your prep we ask that you close your door. Please do not make calls in the hallways. We appreciate your cooperation. COMMITTEES All teachers will be asked to serve on a committee and meet monthly, the goals being to support the staff, to communicate to the families and create events tied into that subject area. There will be a head committee member selected from each that will make sure meetings happen, turn in committee notes into a binder in the office and invite teacher specialists to those meetings when appropriate. PROFESSIONAL DEVELOPMENT Faculty members will be notified when professional development opportunities become available. Expectations for participation in Professional Development / Working with Coaches and Staff Developers: What this administration expects of its faculty as learners is no less than what you as teachers expect of your students as learners. We participate in a variety of activities and share best practices to become more effective at meeting the diverse needs of our students. When we are committed to our own professional learning and growth, student outcomes increase. It is expected that you: Arrive on time and prepared for scheduled meetings. Come to all meetings prepared to learn and work. Take notes Participate in discussions and follow through on all assigned tasks. Work collaboratively and cooperatively with coaches and staff developers. Review all curricular materials and handouts provided by coaches and staff developers. Try new strategies observed or discussed at meetings. Remain committed to your own professional learning. Share your expertise and participate in discussions. Welcome your colleagues, coaches and staff developers into your classroom. Seek support when you are struggling.

NEW EMPLOYEE INFORMATION

STAFF ORIENTATION WEEK We conduct orientation for all employees during one week prior to the opening week of school each fall. We use this period for professional development, to review lesson plans, to organize the classrooms and the school supplies, to prepare the first weeks’ projects, and to organize the staff. This week is mandatory for all full time teachers, if teachers cannot attend days they will be charged for a ½ day and it will be deducted from the paychecks. CURRICULUM NIGHT

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Takes place for both programs in early October and is an opportunity to familiarize our families with classroom routines, curriculum for the year and requirements. All attendance is mandatory. Time and half will be deducted from personal days if you cannot attend. OBSERVATIONS & REVIEWS For elementary school, all teachers will have one observation conducted per year, whole class or individual that will take place in the Fall conducted by the Education Director. Additionally, each full time classroom teacher will conduct a peer review with another peer assigned to you. All teachers will participate in annual three month and end of the year reviews with the Director. These could be one­on­one reviews or 360/peer reviews.

New Employee Extended Orientation Period The first 90 days of your employment are an orientation period. During this time, your Director and/or Head Teacher will work with you to help you learn how to do your job successfully and what The Co­op School expects of you. The purpose of this period is for you and the school to determine whether you can satisfactorily perform your job responsibilities and whether you are suited for the position for which you were hired. During the orientation period, your Director and/or Head Teacher will give you feedback on your performance and will be available to answer any questions you might have. Neither your employment during the orientation period nor your completion of the orientation period alters The Co­op School’s at­will employment policy, which, as stated above, applies throughout your employment . Employees will receive written notification of their eligibility for benefits during the orientation period.

EMPLOYMENT, TAX AND/OR ELIGIBILITY FORMS During staff orientation, you will be asked to complete paperwork and forms relating to your employment, such as tax withholding forms, work eligibility forms, emergency contact forms, background check forms and benefits paperwork. All paperwork must be completed and cleared prior to your first day of employment.

CHILD SUPPORT REPORTING REQUIREMENTS Federal and state laws require us to report basic information about new employees, including your name, address, and Social Security number, to the State Directory of New Hires. New York State collects this information to enforce child support orders. If the State determines that you owe child support, it will send The Co­op School an order requiring us to withhold money from your paycheck to pay your child support obligations.

EMPLOYEE CLASSIFICATIONS / JOB DESCRIPTIONS There are different classifications of employment within the School. All employees are either classified as “exempt” (not eligible for overtime pay) or “non­exempt” (eligible for overtime pay) based on the provisions of the Fair Labor Standards Act (FLSA) and definitions set forth by the Department of Labor and applicable state law.

EXEMPT EMPLOYEES Employees holding executive, senior administrative, professional or faculty positions (as defined by federal and state labor statutes), who receive a fixed salary, are exempt from mandatory overtime payments, regardless of the number of hours they work in any workweek.

NON­EXEMPT EMPLOYEES

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Employees not falling into the classifications above are generally classified as “non­exempt.” Non­exempt employees may be paid on an hourly or salaried basis, but will be paid for overtime. “Overtime” is defined as any time worked in excess of forty (40) hours per week.

HOURLY EMPLOYEES It is often necessary for us to hire individuals to work on an hourly schedule. Hourly employees are eligible to participate in any of our benefit programs. Additionally we will provide hourly employees with any and all benefits that we are mandated by law to provide. Hourly employees cannot change from hourly status to any other employment status by such informal means as remaining in our employ for a long period of time or through oral promises made to them by coworkers or supervisors. Hourly employees may be offered a salaried position, based on their performance, experience and the needs of the school; at the time the offer is made, the Director will specify whether the salaried position will be exempt or non­exempt. Hourly employees may request additional compensation or benefits at scheduled review periods, and this request may be taken into consideration by the Director and the Board. A signed contract must be in place for any change in job title or compensation. Like all employees, hourly employees work on an at­will basis. This means that both they and the school are free to terminate their employment at any time for any reason that is not illegal. If an hourly worker is hired for a particular project, they may be terminated even if they have not completed the temporary project for which they were hired.

SALARIED EMPLOYEES Salaried employees are full­time employees and are scheduled to work at least 31 hours per week for the ten month, school year calendar. Like all employees, salaried employees work on an at­will basis. This means that both they and the school are free to terminate their employment at any time for any reason that is not illegal. Salaried employees have the option to work additional hours, such as early drop­off, after school and summer camp, which will be paid (at a determined rate) on top of their bi­weekly salary.

HOURS OF WORK

HOURS OF WORK The School’s regular hours of business are from 8:30am to 6:00pm, five days a week. These hours are divided as follows: Ladybugs, Fireflies, Crickets and all Brevoort classes — 8:30am to 3:30pm Caterpillars, Butterflies, Rolly Pollies — 9:00am to 4:00pm After­school — 3:30pm to 6:00pm The Director will inform you of your work schedule, including what time you will be expected to begin and finish work each day.

Early Drop­Off In the event that families may request early drop­off, Lead Teachers / Classroom Managers may be required to open their classroom and receive students earlier than the times listed above.

After­School Salaried employees may be asked to cover after school at times, as organized by the Director. Hourly employees may be asked to participate in the after­school schedule if there is sufficient need. There will be an agreed upon wage.

MEAL AND REST BREAKS

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Employees are not permitted a morning meal break, but may eat during morning snack time. Each teacher is provided with one 45­minute break during a morning activity once a week. All full time employees are encouraged to take up to 1 hour for lunch break where possible within the classroom schedule. All full time employees are required to take at least a 30­minute lunch break daily. Hourly employees are not paid for lunch break. Employees are permitted to leave the school for a lunch meal period, provided that there are at least two other teachers on­site in the classroom and that employees return to the classroom at least 15 minutes prior to students’ scheduled wake­up from nap time or end of rest period HOURLY TIMESHEETS Hourly workers must fill out work start and finish times including time in and out for lunch for all days worked and anticipated to work during the pay period. Timesheets are due on the Tuesday before payday so hours worked during the days in the second week are to be estimated and noted based on work schedule. Any variations will be adjusted on the following payroll. Timesheets are to be delivered to the Business office on the second floor of 87 Irving Place or to the Main Office at 40 Brevoort Place. Paychecks are delivered on Fridays. OVERTIME Typically, employees are not required to work more than 40 hours a week. However, on occasion, workloads may require you to work longer hours than your regular schedule. If this occurs, your supervisor will attempt to provide you with advance notice. In any event, you are expected to work the additional hours when and as requested by the Director. If you are an “exempt” employee, it is expected that you will make every effort to work whatever schedule (hours) necessary to complete your job duties and you will not receive overtime pay, even if you work more than 40 hours per week or on weekends. If you are a “non­exempt” employee, you will receive additional pay for any overtime worked. If you work over 40 hours within one week, the hours over 40 are paid at one and one­half times your regular hourly rate. When calculating the one and one­half rate over 40 hours, paid time off and holidays are treated as time worked. All non­exempt employees must have prior authorization from the Director in order to work overtime.

PAY POLICIES

PAYDAY Employees will be paid bi­weekly. You will receive your paycheck on Fridays. If a payday falls on a holiday, you will receive your paycheck on the last working day immediately before that holiday, but it will be post­dated for the date of the payday.

ADVANCE POLICY The Co­op School does not allow employees to receive pay advances.

PAY DOCKING Our School’s policy prohibits docking the pay of an employee—that is, paying the employee less than his or her full regular salary—except in the following circumstances:

The employee serves an unpaid disciplinary suspension of at least one full day, imposed in good faith for violating a workplace conduct rule.

The employee takes unpaid leave pursuant to the Family and Medical Leave Act.

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A salaried employee exceeds his or her allotted paid days off, and the amount docked is equivalent to the number of these absences.

Though we do not dock pay for salaried staff for missing mandatory staff meetings, any such missed meeting will be charged against the staff member’s paid personal leave. Any missed mandatory staff meeting will count as ½ of a personal day. Additionally, any salaried staff member who misses paid in service days (e.g., classroom prep days, professional development days) will incur a paid personal leave charge of 1.5 times the amount of in service time missed.

PAYROLL DEDUCTIONS Your paycheck reflects your total earnings for the pay period, as well as any mandatory or voluntary deductions from your paycheck. Mandatory deductions are deductions that we are legally required to take. Such deductions include federal income tax, Social Security tax (FICA), and any applicable state and local taxes. Voluntary deductions are deductions that you have authorized. If you have any questions about your deductions, or wish to change your federal withholding form (Form W­4), contact the Business Director.

WAGE GARNISHMENTS A wage garnishment is an order from a court or a government agency directing us to withhold a certain amount of money from an employee's paycheck and send it to a person or agency. Wages can be garnished to pay child support, spousal support or alimony, tax debts, outstanding student loans, or money owed as a result of a judgment in a civil lawsuit. If we are instructed by a court or agency to garnish an employee's wages, the employee will be notified of the garnishment at once. Please note that we are legally required to comply with these orders. We will, however, honor federal and state guidelines which protect a certain amount of an employee’s income from being subject to garnishment. If you dispute or have concerns about the amount of a garnishment, you must contact the court or agency that issued the order.

PERFORMANCE AND EVALUATION The following descriptions of performance expectations and job performance evaluation reviews are included for general information purposes. Performance expectations will be further described in staff contracts, and staff evaluations. Job Performance Expectations / Job Performance Reviews

Job Performance Each and every employee contributes to the success or failure of our School. If one employee allows his or her performance to slip, then all of us suffer. We expect everyone to perform to the highest level possible. Poor job performance can lead to discipline, up to and including termination.

Performance Reviews Because our employees' performance is vital to our success, we conduct periodic reviews of individual employee performance. We hope that, through these reviews, our employees will learn what we expect of them, and we will learn what they expect of us. We require all employees to participate in the review process. Failure to participate could lead to discipline, up to and including termination. To learn more about our performance review system, please ask the Director.

Role and Responsibility of the Teacher Each teacher is responsible for knowing all information contained in this Handbook. The teacher should know and demonstrate effectiveness in the performance domains. The teacher must take responsibility for her/his own professional growth by preparing and implementing an Individual Professional Development Plan. If a teacher’s

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performance with regard to any domain is evaluated as unsatisfactory, then that domain will be targeted by the Director as an area in need of additional support and development.

Role and Responsibility of the Director The Director is responsible for knowing all information contained in this document and demonstrating the skills essential for effective observation and evaluation of teachers. The Director has the sole responsibility for the final evaluation of staff within the school and for making recommendations to the Board of Trustees with respect to employment contracts for the following school year. As the instructional leader in the school, the Director must: confer with the teacher in a goal setting conference, conduct formal and informal observations, hold pre­ and post­ conferences, review the teacher’s curriculum portfolio and make recommendations for the Individual Professional Development Plan, and, finally, appraise results of teacher performance.

Performance Domains The performance domains identify the behaviors that assess the performance of teachers in the conduct of their professional responsibilities. Domain One ­ Teacher/Director Planning and Preparation, includes indicators that provide for the evaluation of teachers in planning procedures that reflect knowledge of content and pedagogy. Indicators: Demonstrating Knowledge of Content and Pedagogy ­ planning reflects knowledge of content and pedagogy, logical organization of tasks, and appropriate pacing of planned activities. Demonstrating Knowledge of Students ­ planning reflects teacher understanding of student knowledge, skills, and readiness levels, including individual student needs, interests, and learning styles. Selecting Instructional Goals ­ Planning reflects the Cooperative’s Educational Philosophy goals and objectives. Demonstrating Knowledge of Resources ­ teacher selects and uses a variety of materials appropriate to the lesson’s objectives and the students’ abilities. Assessing Student Learning ­ Teacher/Director self assesses and reflects on lesson and learning objectives.

Domain Two ­ The Classroom Learning Environment, includes indicators that provide for the evaluation of teachers in the establishment and maintenance of an orderly and effective learning climate.

Indicators: 1. Managing Student Behavior ­ Teacher creates and maintains an organized, productive, safe, and orderly classroom environment that promotes positive discipline and is in line with the discipline policy of the Cooperative. 2. Establishing A Culture for Learning ­ Teacher expresses and reinforces a positive learning experience through nurturing creativity, curiosity and play. 3. Managing Classroom Procedures ­ Teacher utilizes time management skills that support a toddler’s need for consistency in daily schedule. 4. Creating an Environment of Respect and Rapport ­ Teacher establishes and maintains an atmosphere of mutual respect between colleagues, Board of Directors, parents and most importantly children. 5. Organizing Physical Space ­ Teacher works with colleagues to organize classroom space to best promote student learning and activity. Domain Three ­ Instruction, includes indicators that provide for the evaluation of teachers in the development of effective learning activities and quality teacher­student interactions in the classroom. Indicators: 1. Communicating Clearly and Accurately ­ Teacher’s communication are clear and precise. 2. Using Questioning and Discussion Techniques ­ Teacher uses a variety of questioning and discussion techniques, such as open ended questions and questions that promote extension of child’s activity. 3. Engaging Students in Learning ­ Teacher uses prompt and frequent reinforcement to encourage students to participate in group activities. Teacher uses developmentally appropriate, learner­centered techniques that provide for acquisition of basic skills and knowledge and promotes critical thinking and problem solving. 4. Providing Feedback to Parents ­ Teacher monitors and assesses social, emotional and cognitive development and provides parents with constructive feedback.

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5. Demonstrating Flexibility and Responsiveness ­ Teacher provides opportunities for students to relearn and teachers to reevaluate materials. Domain Four ­ Teachers’ Professional Responsibilities, includes indicators that provide for the evaluation of teachers’ participation in meaningful school improvement and professional growth. Indicators: 1. Teacher maintains an organized, accurate system for monitoring and reporting individual student development and skill progress. 2. Teacher interacts professionally, ethically, legally, and respectfully with parents, children, colleagues, and supervisors. 3. Teacher works collaboratively to contribute to a safe, orderly, and productive school environment. 4. Teacher is available for conferences and consultations. 5. Teacher complies with attendance and punctuality policies and procedures.

PARENT/TEACHER COMMUNICATION For many preschool families this is the child’s first school experience. Positive interaction between parents and staff is essential to the morale and environment of the school community. It is expected that when discussing challenging behaviors in the classroom the staff will use nonjudgmental and positive language (for example: a child is not willful, but is independent). Daily communication between parents and teachers in the preschool occurs through the “Today I...” sheets which details a child’s activities including: eating, sleeping and potty use. These are placed in the child’s cubby at the end of the day. All Co­op classrooms, preschool and elementary, will have a class blog. Teachers are required to post weekly and share their classroom curriculum, projects and upcoming events.

STAFF/COOPERATIVE COMMUNICATION Staff’s first resource is the Director. If your concern or issue cannot be solved by the Director, or is directly related to the Director, you have the following recourse: If your concern directly involves the Director, speak with the Chairperson of the Educational Support Committee who will in turn speak with the Director and at his/her discretion bring the concern to a full meeting of the Board of Trustees. If your concern is related to payroll, benefits, paid time off, etc., direct the issue to the Business Director.

DISCIPLINE The Co­op School endorses the use of problem­solving strategies by the educators and staff to help guide children to learn and choose more appropriate behaviors. We support our children's development as whole, well­rounded, articulate, caring human beings. The Co­op School staff is expected to prepare the environment so that each child will feel safe, secure, and respected. In an effort to help children internalize values about conduct and social interactions, our program emphasizes and promotes good decision making habits. Given the different developmental levels that exist at our school, it is clear that there is no one set of criteria for appropriate behaviors. EXPECTATIONS FOR STUDENT BEHAVIOR: Code of Conduct We value all members and seek to maintain a warm, friendly atmosphere in our school. Our 5 core values highlight our goals for our student body: uniqueness, compassion, innovation, community action and joy. We encourage children to share mutual respect and engage in peaceful conflict resolution.

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Actions involving bullying, harassment, and offensive language based on race, ethnicity, gender, and sexual orientation are not tolerated. The school will have a strong response to such behavior. Anyone who is the victim of such behavior will be asked to notify the Director immediately. Guidelines:

Students maintain a respectful attitude while interacting with and speaking to anyone in the school community. This includes peers, teachers, administrators, families and support staff. Comments that might seem offensive for ethnic, racial, religious, or gender reasons are not allowed. Language considered vulgar, coarse or offensive or not in good taste should not be used inside or outside the classroom.

Students are expected to be aware and respectful of their own individual learning styles and the fact that all students learn differently. Making fun of a peer’s learning process or ability will not be tolerated.Students should model respectful behavior toward their peers.

Assemblies, Town Halls, Open Mics, trips, and other programs are planned for student enjoyment and to enhance the curriculum. Students need to listen attentively and to applaud appropriately. We expect students to remain respectful, quiet, attentive and engaged during these times. Child are expected to active listening, raise hands to share thoughts unless otherwise asked.

Students should refrain from loud talking, shouting, and running in the hallways, stairwells, and lobby.

Physical games and throwing objects should be confined to the rec room, the playground and parks, as such physical play can lead to unintentional injuries.

While eating, students should be encouraged to show common courtesy and good manners. Students expected to clean up after themselves, using the garbage cans and recycling bins.

On field trips and outdoor education trips students need to conform to the standards of conduct set by the school and to accept responsibility for courteous and appropriate behavior.

Students in afterschool or enrichment are expected to abide by the school’s behavioral expectations.

As a community, we need to be aware that everyone is acting from their own personal experience. There can be no one set response to our student’s behavior and when responding to any violation of the rules of general conduct, we must try our best to find out what triggered the behavior/response and do our best to have them reflect and redirect their behavior on a case-by-case basis. They may have one or more of the following consequences:

1. Verbal Redirection: When trying to verbally redirect and connect with a disruptive child, make sure you speaking with a calm and steady tone. Get down to the child’s eye line and speak to them directly. You may need to pull them aside to have a private conversation. Do not shout across a room or call out a child in front of a group/class. If repeated verbal redirections do not work, this may result in a conference between teacher and student.

2. Apology of Action: Either after 3 reminders or if an a more serious offense has been made (teasing or hitting another student) the child would be asked to making amends. This is more than a verbal apology. In order to restore trust and a sense of harmony, more action must be taken to repair a relationship. Teachers help the children learn how to ask for and make an apology of action that is realistic, respectful, and relevant to the hurtful situation. For example, if a child hurts someone by refusing to include her in a game, the child could promise

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to sit with her on the bus going home. If a child makes fun of someone, the teased child could ask for an apology of action, and the teaser might write a note telling what he or she likes about the child. It may be a hug, a letter, or a kind gesture.

3. Further consequences: Determined on a case by case basis, but can include a short break from activity (but never being taken out of recess or outdoor time) either in the classroom or in the office. They may go to a “take a break” or “Peace” chair for a few minutes and can come back when they feel as though they are ready to rejoin. If the child is taken to the office the teacher must give clear guidelines to the administrator they are leaving the child with. These guidelines should include whether the child needs to sit quietly, read a book, draw, etc. The child should be picked up within five minutes of their drop off time. A teacher may not bring more than one child to the office at a time or drop a child off if there is a child already in the office. Administrators reserve the right to ask the teacher to not leave a child in the office if they feel they are incapable or unqualified to help the situation

4. Conference between Parents and Teachers and/or Director: If a child is displaying chronic misbehavior or mistreatment of the school, school community and his/her peers, a conference between parents, teachers and administration will be set. In this meeting, we will discuss the behaviors observed and make a plan of action for redirecting the behavior and moving forward in a positive manner. A personal contract will be made between the school and the family, where goals and timelines will be clearly defined and outlined.

5. Expulsion Formal Disciplinary Warning and Disciplinary Probation: If the above actions have been taken and there is no positive behavior change or development, disciplinary probation or expulsion may be the next step. This will be imposed for overall patterns of behavior which are detrimental to the purposes and well-being of the school community. A student on Disciplinary Warning who fails to demonstrate adequate improvement within a reasonable period of time or who merits warning twice within one academic year is ordinarily placed on Disciplinary Probation. Probation jeopardizes re-enrollment.

STAFF GUIDELINES

All teachers must work together to ensure a positive environment is maintained inside the classroom. All Lead Teachers are in charge of classroom management, including:

Documentation – keeping a record of past projects, communicating to parents about projects Classroom Environment – children’s work around the room with photos and quotes, project timelines “Today I” sheets / newsletters Student Calendar ­ drop­ins, absences, swaps, etc. Lesson Plan Calendar – communicated to parents Classroom schedules/routines ­ potty, snack, lunch, nap time schedules School Supplies ­ cleaning & art Maintenance ­ cubbies, coat hooks should be clean & student picture posted Project Prep ­make sure every project is prepared by appropriate teacher

All teachers should work to ensure an open and amiable relationship with families. All teachers should work to ensure a warm and safe environment for students. All teachers must work within the guidelines for training and health precautions as stipulated by the DOH and DOE. No Co­op School employee should ever use divisive language towards another staff member. No Co­op School employee may ever threaten or intimidate another staff member. If at any time an issue arises between staff members, it should be immediately brought to the Director’s attention for resolution. All Lead Teachers can act as intermediaries for classroom staff and represent issues to the Director. All Lead Teachers should assist the Director in providing open lines of communication between staff and the Director. Whistle blowing policy ­ If a staff member has issue with the Director and has used all above avenues for conflict resolution to no avail, they may contact the Board President.

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A meeting will then be scheduled with members of the Board, the Director and the staff member to resolve the issue. Salaries should not be discussed with anyone but the Director. All petty cash use must be approved by the Director or the Business Director. All sick and personal days must be approved by the Director or the Business Director. Any issues with a student; physical, mental or emotional, should be brought to the Director’s attention. The Director may sit in on any parent/teacher meeting. If at any time there is a complaint lodged by a parent about a teacher, the Director will act as intermediary. Unless necessary, the teacher will not be directly confronted by family. A teacher should never confront a parent about a complaint unless deemed necessary by the Board and the Director. No staff member should ever demean or defame The Co­op School, its Board or its Director to Co­op School families. Behavior that does not comport with these guidelines may be grounds for dismissal.

Employee Appearance and Dress We ask all employees to use common sense when they dress for work. Please dress appropriately for your position and job duties, and please make sure you are neat and clean at all times.

Insubordination We operate on a system of mutual respect among all staff members. Supervisors (Director and / or Lead Teacher) must treat their employees with dignity and understanding, and employees must show due regard for their supervisors' authority. Insubordination occurs when employees unreasonably refuse to obey the orders or follow the instructions of their supervisors. It also occurs when employees, through their actions or words, show disrespect toward their supervisors. Insubordinate employees will face discipline, up to and including termination. We understand, however, that there will be times when employees have valid reasons for refusing to do as their supervisor says. Perhaps the employee fears for his or her safety or the safety of others. Perhaps the employee believes that following instructions will violate the law or pose some other problem for the School or a student or family. Or maybe the employee thinks that there is a better way to accomplish a goal or perform a task. When these issues arise, we do not ask that employees blindly follow orders. Instead, we ask that employees explain the situation to their supervisor. If, after hearing the employee's side, the supervisor continues to give the same order or rule, the employee must either comply with the supervisor's instruction or use the complaint procedures described below in this Handbook. COMPLAINT POLICIES

Open Door Policy and Complaint Procedures We are committed to providing a safe and productive work environment. If something about your job is bothering you, or if you have a question, concern, idea, or problem related to your work, please discuss it with the Director. We maintain an open­door policy, by which employees are encouraged to report work­related concerns. The Director may ask you to document your complaint, so that it can be looked into in an appropriate manner. If you do not feel comfortable bringing the matter to your Director, please direct your concern to an officer of the Board. The list of Board members and contact information is available on the Listserv. Please respect the chain of command and direct your complaint to the most appropriate person. It is not acceptable for any staff member to ‘complain down’ or to negatively lodge complaints with other staff members or school parents. Complaints should be directed ‘up.’ We will never retaliate against any employee who makes a good faith complaint. We encourage you to come forward with your concerns. We cannot solve the problem if we don't know about it. THE CO­OP SCHOOL WHISTLEBLOWER PROTECTION POLICY A. Application. This Whistleblower Protection Policy applies to all of staff of The Co­op School (the "Organization"), whether full­time, part­time, or temporary employees, to all volunteers, to all who provide contract services, and to all officers and Trustees, each of whom shall be entitled to protection. B. Reporting Credible Information.

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A protected person shall be encouraged to report information relating to illegal practices or violations of policies of the Organization (a “Violation”) that such person in good faith has reasonable cause to believe is credible. Information shall be reported to the School Director (the “Compliance Officer”), unless the report relates to the Compliance Officer, in which case the report shall be made to Board of Trustees through its President, which shall be responsible to provide an alternative procedure. Anyone reporting a Violation must act in good faith, and have reasonable grounds for believing that the information shared in the report indicates that a Violation has occurred. C. Investigating Information. The Compliance Officer shall promptly investigate each such report and prepare a written report to the Board of Trustees. In connection with such investigation all persons entitled to protection shall provide the Compliance Officer with credible information. All actions of the Compliance Officer in receiving and investigating the report and additional information shall endeavor to protect the confidentiality of all persons entitled to protection. D. Confidentiality The Organization encourages anyone reporting a Violation to identify himself or herself when making a report in order to facilitate the investigation of the Violation. However, reports may be submitted anonymously by submitting a written complaint, which shall be prominently labeled "Whistleblower Report," and depositing the form in the office mailbox of the School Director. Reports of Violations or suspected Violations will be kept confidential to the extent possible, with the understanding that confidentiality may not be maintained where identification is required by law or in order to enable the Organization or law enforcement to conduct an adequate investigation. E. Protection from Retaliation. No person entitled to protection shall be subjected to retaliation, intimidation, harassment, or other adverse action for reporting information in accordance with this Policy. Any person entitled to protection who believes that he or she is the subject of any form of retaliation for such participation should immediately report the same as a violation of and in accordance with this Policy. Any individual within the Organization who retaliates against another individual who has reported a Violation in good faith or who, in good faith, has cooperated in the investigation of a Violation is subject to discipline, including termination of employment or volunteer status. F. Dissemination and Implementation of Policy. This Policy shall be disseminated in writing to all affected constituencies. The Organization shall adopt procedures for implementation of this Policy, which may include: (1) documenting reported Violations; (2) working with legal counsel to decide whether the reported Violation requires review by the Compliance Officer or should be directed to another person or department; (3) keeping the Board of Trustees informed of the progress of the investigation; (4) interviewing employees; (5) requesting and reviewing relevant documents, and/or requesting that an auditor or counsel investigate the complaint; and (6) preparing a written record of the reported Violation and its disposition, to be retained for a specified period of time. The procedures for implementation of this Policy shall include a process for communicating with a complainant about the status of the complaint, to the extent that the complainant’s identity is disclosed, and to the extent consistent with any privacy or confidentiality limitations.

HEALTH AND SAFETY

Safety Policy We take safety very seriously. In order to provide a safe environment for our students and our staff, all rules of conduct, safety policies and acceptable discipline must be followed to the letter. This is of paramount importance in working in an environment with young children.

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Workplace Security Normal security precautions are taken throughout the premises to protect students and employees and their belongings. The School cannot, however, take responsibility for the loss or theft of personal possessions. Employees should not leave their personal effects exposed and unattended. If you experience a loss, or find an object that may have been lost, please contact the Director. Entrances to the building are monitored during work hours, or else locked against entry. Should you find an entry door unlocked and unmonitored, you should report it to the Director immediately. Classrooms should not be locked unless all teachers and children are out of classroom. It is every staff member’s responsibility to help keep our school and classrooms secure from unauthorized visitors or intruders. If a person who you do not recognized or who is unauthorized enters the school spaces, classrooms or outdoor spaces, immediately approach that person and ask how you can help. If you sense any threat, ask the person to step to a separate space to continue the discussion and notify the Director. Staff members may not have friends visit them in the school without the express permission of the director. If you are the last person leaving your classroom for the evening, you are responsible for turning off all lights and fans in your classroom. If you are the last person to leave the workplace for the evening, you are responsible for doing all of the following: At 87 Irving Place: ∙ turn off all hallway lights ∙ lock main staircase door and secure elevator ∙ close and secure front door and outside gates At 40 Brevoort Place: ∙ turn off all hallway lights ∙ securely close front door If you have questions about any of these responsibilities, please talk to the Director. If you need to access the space after standard hours, please let the Director know.

Smoking Is Prohibited The School is a smoke­free workplace. Smoking is not allowed on school grounds. Staff members may smoke during meal or rest breaks only. Employees may not take "smoking breaks" in addition to the regular breaks. Vaccination Safety On occasion, we have children in our programs or visiting our facility who are not fully vaccinated against diseases such as whooping cough, measles, mumps, rubella, diphtheria, tetanus, hepatitis B, pneumococcus, HIB, and varicella. We recommend that our staff ­ especially those who are immunocompromised or are or may become pregnant ­ receive updated vaccinations against these diseases, as vaccinations received in childhood may lose efficacy over time. HEALTH OF STUDENTS Teachers will treat minor injuries and illnesses. Students are sent to the office only for serious or communicable conditions. Please use your professional judgment and discretion when sending students to the office. If you treat minor injuries or are aware of a minor illness such as; headaches, stomachaches etc.) YOU MUST NOTIFY THE PARENTS BEFORE THE CHILD IS DISMISSED AT THE END OF THE DAY!!! This can be done via written note placed in the child’s backpack, email or phone call. No teacher is allowed to administer medication to any child and no student should be carrying medication. Exceptions may be made and a MEDICAL ADMINISTRATION form must be completed and kept on file. Please bring any instances of serious allergies (peanuts, dairy, fruit, etc.) to the attention of the office manager. In case of any head or mouth injury, parents must be notified immediately – no matter how serious the injury.

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Someone in the office will call home if a child becomes ill at school. Children will remain in the office until parents pick them up. A doctor’s note is required if a child is absent for three days or more. Any child who has had a communicable disease needs a doctor’s note to return to school. Please notify the office if any child who wears eyeglasses does not have their glasses with them daily. Any parent who has a concern regarding their child’s medical treatment while at school should be referred initially to the Director so the matter can be investigated. Every classroom should have rubber gloves and other basic first aid supplies. ALLERGIES Please find out about allergies the first day of school and keep an updated allergy list posted near the door of your classroom with photos of the children so that specialists and substitutes can also see. Epi pens are stored with first aid kits (and brought on field trips). Please let the administration know if you do not know how to properly use one and we will get you trained. ACCIDENTS If a child has an accident or is otherwise injured and has a mark you must fill out an INCIDENT REPORT the same day. Legally we are responsible for completing an online accident occurrence form within 24 hours of the incident. You may obtain this form in the office. Please note that you must contact the parents whenever there is an accident. Parents will then read the form, sign and return the form. BITING If there is an incident of biting, you must fill out and incident report for the child who was bit but you cannot disclose the name of the biter. LICE If a child in your class is found to have head lice or nits (eggs) it is necessary to send the child to the office immediately and have every other child checked. An email to all parents in the class will need to be sent. We will also have to check the classroom and the rug for infestation. No child with lice or nits (eggs) can be readmitted to school without being checked and approved for re­admittance by the Director, Business Director, Education Director or Office Manager. Do not allow the child in the room unless you have confirmation from us indicating permission. FIRE DRILLS/EMERGENCY EVACUATION Fire Drills will occur regularly. Please remember to close the door when you leave the room. 1 drill must be conducted every 30 school days. Classroom teachers must bring their Fire Drill Folder with them when they leave the building. (create a folder that contains your current daily attendance and student contact information) If you are on your prep and happen to be in your room please take the folder with you and locate your class when you exit the building. If you are on your prep and not in your room, simply exit the building and find your class. Teachers near bathrooms are asked to quickly check these facilities as they pass and remove any children inside. Put them on your line and keep them with your class.

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Children are expected to be quiet and attentive to directions during a fire drill. Please enforce these expectations and take action if any child is disruptive.

EMPLOYEE PRIVACY / RECORDS

Search Policy Employees do not have a right to privacy in their workspaces, on any Co­op School property, or in any property belonging to The Co­op School. We reserve the right to search school property at any time, without warning, to ensure compliance with our policies. Such property includes, but is not limited to, lockers, desks, file cabinets, storage areas, computer equipment and workspaces.

Recording Devices We do not allow employees to use any recording devices, including cameras and the recording capabilities of cell phones, to share or make public any information or images that infringe on the privacy of The Co­op School and members of the Co­op community. Photographs of field trips and school events may be shared through the listserv with Co­op School families, but may not be made accessible to wider audiences. Due to the sensitive nature of working in a school environment, violation of this policy will lead to strict discipline, up to and including termination. One exception to this rule is The Co­op School blog.

Your Personnel File The Co­op School maintains a personnel file on each employee. The purpose of this file is to allow us to make decisions and take actions that are personally important to you, including notifying your family in case of an emergency, calculating income tax deductions and withholdings, and paying for appropriate insurance coverage. Your personnel file is physically kept by the Director. Because the information in your personnel file is, by its nature, personal, we keep the file as confidential as possible. Personal information is not released unless another appropriate employee or external entity or person has a need to know or a legal right to this information. Any updated information should be handed to the director.

Please Notify Us If Your Information Changes Because we use the information in your personnel file to take actions on your behalf, it is important that the information in that file be accurate. Please notify your Director whenever any of the following changes: Your name, your mailing address, your phone number, your dependents, the number of dependents you are designating for income tax withholding, your marital status, or the name and phone number of the individual whom we should notify in case of an emergency.

Inspecting Your Records Employees may not be granted access to all notes or documents held in their personnel files. However, all employees are entitled to copies of any signed documents, including contracts, tax information, health benefit information, medical records, and work eligibility records.

Work Eligibility Records In compliance with federal law, The Co­op School is committed to employing only individuals who are authorized to work in the United States. All newly hired employees, as a condition of employment, must complete the Employment Eligibility Verification Form I­9 and present documentation establishing identity and employment eligibility. If an employee is authorized to work in this country for a limited time period, the individual will be required to submit proof of renewed employment eligibility prior to expiration of that period in order to remain employed at the school.

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We must keep records related to proof of work eligibility, including a copy of I­9 Form. These forms are kept as confidential as possible. We do not keep them in your personnel file.

Medical Records We understand the particularly sensitive nature of an employee's medical records, so we do not place any such records in the employee's personnel file. As with your work eligibility records, we keep all medical records in a separate and secure place. We keep staff medical information on file so that we may act in your best interest in the event of an emergency. This information does will not affect your employment. You may submit this information in a sealed envelope which will only be opened in the event of a medical emergency, or if otherwise instructed by law.

DRUGS AND ALCOHOL

Policy Against Alcohol and Illegal Drug Use We are committed to providing a safe, comfortable, and productive work environment for our staff and students. Employees who abuse drugs or alcohol at work—or who appear at work under the influence of illegal drugs or alcohol—negatively impact themselves, students and the work environment. For these reasons, the School developed a drug and alcohol policy to deal with the use of drugs or alcohol in the workplace. An employee who violates the drug and alcohol policy will be subject to discipline up to and including termination. We prohibit employees from doing the following:

appearing at work under the influence of alcohol or illegal drugs possessing, buying, selling, or distributing alcohol or illegal drugs on the school site Illegal drug use includes more than just outlawed drugs such as marijuana, cocaine, or heroin. It also

includes the misuse of otherwise legal prescription and over­the­counter drugs. Employees who violate this policy may face disciplinary action, up to and including termination.

We do not prohibit employees from consuming alcohol at social or business functions that we sponsor where alcohol is served. Even at these functions, however, employees may not consume alcohol to the point of intoxication or to the point where they endanger their own safety or the safety of others. At times, prescribed or over­the­counter drugs may affect the safety of the employee, his or her co­workers, students, or members of the public. Therefore, any employee taking a medication that might affect or impair thinking, behavior, performance, or any motor functions must advise his or her supervisor before reporting to work under such medication. If the School determines that such use does not pose any safety, service or product quality risk, the employee will be permitted to work.

DISCRIMINATION AND HARASSMENT

Our Commitment to Equal Employment Opportunity We are strongly committed to providing equal employment opportunity for all employees and all applicants for employment. For us, this is the only acceptable way to do business. All terms, conditions and privileges of employment at The Co­op School, including but not limited to those relating to hiring, introductory period, training, faculty development, promotion, transfers, benefits, compensation, placement, education assistance, employee facilities, termination and retirement will be set without regard to race, religion, color, gender, sex, age, national origin, citizenship status, marital status, pregnancy, military status, Vietnam or other veteran status, sexual orientation, domestic partnership status, physical or mental disability or any status protected by city, state, or federal law.

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Any employee or applicant who believes that he or she has been discriminated against in violation of this policy should immediately file a complaint, as explained in our Complaint Policy. We encourage you to come forward if you have suffered or witnessed what you believe to be discrimination. Should you be asked to cooperate in an investigation of a complaint, you must comply. You will be protected from coercion, intimidation, retaliation, interference or discrimination for filing a complaint or assisting in an investigation. A complaint will be handled in confidence to the extent possible, and if a complaint is found to be valid, prompt remedial action will be taken to stop the discrimination and prevent its recurrence. We will not engage in or permit coercion, intimidation, retaliation, interference or discrimination against any employee or applicant who complains of discrimination, assists in an investigation of possible discrimination, or files an administrative charge or lawsuit alleging discrimination. We will not tolerate discrimination against any employee or applicant. We will take immediate and appropriate disciplinary action, up to and including termination, against any employee who violates this policy.

Harassment Will Not Be Tolerated It is our policy and our responsibility to provide our employees with a workplace free from harassment. Harassment on the basis of race, religion, color, gender, sex, age, national origin, citizenship status, marital status, pregnancy, military status, Vietnam or other veteran status, sexual orientation, domestic partnership status, physical or mental disability or any other status protected by city, state, or federal law undermines our workplace morale and our commitment to treat each other with dignity and respect. Accordingly, harassment will not be tolerated at the Co­op School. Harassment can take many forms, including but not limited to touching or other unwanted physical contact, posting offensive cartoons or pictures, using slurs or other derogatory terms, telling offensive or lewd jokes and stories, and sending email messages with offensive content. Unwanted sexual advances, requests for sexual favors and sexually suggestive gestures, jokes, propositions, email messages, or other communications all constitute harassment. If you experience or witness any form of harassment in the workplace, regardless of whether the harassment is directed at you, please immediately notify the Director by following the steps outlined in our Complaint Policy. We encourage you to come forward with complaints; the sooner we learn about the problem, the sooner we can take steps to resolve it. We will not retaliate, or allow retaliation, against anyone who complains of harassment, assists in a harassment investigation, or files an administrative charge or lawsuit alleging harassment. Complaints will be investigated quickly. Those who are found to have violated this policy will be subject to appropriate disciplinary action, up to and including termination.

ENDING EMPLOYMENT The Co­op School’s employment­at­will policy establishes that you may terminate your employment or the School may do so, at any time, for any reason that is not illegal, with or without cause and with or without notice. In order to effectuate a smooth transition of employment, the School asks that, if you leave, you give at least two weeks’ notice to the Director. Should the School terminate your employment, you will ordinarily receive two weeks’ notice (or pay in lieu of notice), unless disciplinary circumstances are involved, in which case notice may not be given. The School retains the sole discretion to eliminate or amend the terms of this policy at any time, with or without notice, and to construe and interpret the terms of this policy, including when and if it is appropriate to provide notice.

Retirement If you retire from the School, you should provide several months’ notice to the Director so that all administrative requirements may be completed prior to your retirement.

Final Paychecks Employees who quit will receive their final paycheck on the regularly scheduled payday of the cycle during which they have quit. Employees who are terminated involuntarily will receive their final paycheck on­site. Final paychecks will include all compensation earned through the date of termination. Severance Pay Is Discretionary

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Generally, we do not pay severance to terminated employees, whether they quit, are laid off, or are fired for any reason. However, we reserve the right to pay severance to a terminated employee. Decisions about severance pay will be made on a case­by­case basis and are entirely within the discretion of the Director and the Board. No employee has a right to severance pay, and you should not expect to receive it. Continuing Your Health Insurance Coverage We offer full time (working at least 30 hours per week), non­seasonal salaried employees group health insurance coverage as a benefit of employment. SEE PLAN MATERIALS FOR DETAILS. If you are no longer eligible for insurance coverage because of a reduction in hours, because you quit, or because you are terminated for reasons other than serious misconduct, you may have the right to continue your health insurance coverage for up to eighteen months under a federal law called COBRA. You will have to pay the cost of this coverage. You will receive an initial notice of your right to continued health insurance coverage when you first become eligible for health insurance under the Co­op School’s group plan. You will receive an additional notice when your hours are reduced, you quit, or you are terminated. This second notice will tell you how to choose continuation coverage, what your obligations will be, and how much the insurance will cost. You must notify us if any of your family members becomes eligible for continued coverage due to divorce, separation, or reaching the age of majority. Exit Interviews We will schedule an exit interview with every departing employee. We strongly encourage employees to attend exit interviews. During the interview, you will have the opportunity to tell us about your employment experience here, what you liked, what you didn't like, and where you think we can improve. We greatly value these comments. The exit interview also gives us a chance to handle some practical matters relating to the end of your employment. You will also have an opportunity to ask any questions you might have about insurance, benefits, final paychecks, references, or any other matter relating to your employment. Layoff Restructuring or elimination of positions may also be necessary from time to time. If possible, the School will try to provide notice and assistance in finding other employment. References When we are contacted by prospective employers seeking information about former employees, we will release the following data only: the position(s) the employee held, the dates the employee worked for our School, and the employee's salary or rate of pay. If you would like us to give a more detailed reference, you will have to provide us with a written release and/or a consent form giving us your permission to respond to a reference request. We will respond only to written reference requests, and we will respond only in writing. Please direct all reference requests to the Director.

APPENDIX A

JOB DESCRIPTIONS Lead Teacher/Classroom Manager/Co­Lead Teacher/Head Camp Counselor The duties of the position are as outlined below: ∙ Work with the Director and Curriculum Director to ensure the Co­op’s mission and values are upheld inside and outside the classroom ∙ Work with the Director to ensure that the Co­op School is in compliance with all Department of Health or Department of Education safety and health regulations ∙ Work with the Director to ensure that the Co­op School is in compliance with our childcare license provided by the Department of Health or Department of Education. ∙ Attend all training required by the State Licensing Board outlined by the Department of Health or Department of Education. ∙ Participate in all professional development provided to the staff by the Board and outside advisors

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∙ Attend all weekly staff meetings ∙ Work with the Director and Curriculum Director to ensure that the Co­op School maintains a healthy and safe environment in which the children can learn, play, and grow ∙ Assist the Director and Curriculum Director in fostering an open forum of communication between the staff and Co­op families ∙ Work with the Director to ensure that all families and children are warmly greeted during drop off and pick up ∙ Assist the Director and Curriculum Director in developing and implementing an age­appropriate curriculum that embodies literacy and math skills, art, music, and movement ∙ Lead activities during instruction time and outside play ∙ Complete all lesson planning, student evaluations and other such duties as they are assigned by the Director and Curriculum Director in a timely and efficient manner ∙ Assist the Director and Curriculum Director in maintaining a positive environment for other teachers and staff members ∙ Responsible for the daily operations of after school; including arranging outdoor play, closing the school, and making sure a safe and healthy environment is provided at all times. ∙ Work After School hours assigned to you by the Director ∙ Meet and plan with teacher specialists ∙ Meet weekly with teaching team to plan ∙ Display current projects around the classroom ∙ Attend monthly staff meetings ∙ Join academic committees and meet monthly, the goals being to support the staff, to communicate to the families and create events tied into that subject area ∙ Meet with the curriculum director biweekly to discuss project work and provide classroom updates ***There are more specific duties outlined in the back of the handbook. Teacher/Camp Counselor The duties of the position are as outlined below: ∙ Work with the Director, Curriculum Director & Lead Teacher(s) to ensure the Co­op School’s mission and values are upheld inside and outside the classroom ∙ Work with the Director, Curriculum Director & Lead Teacher(s) to ensure that the Co­op School is in compliance with all Department of Health or Department of Education safety and health regulations ∙ Work with the Director, Curriculum Director & Lead Teacher(s) to ensure that the Co­op School is in compliance with our child care license provided by the Department of Health or education license supplied by the Department of Education ∙ Attend all training required by the State Licensing Board outlined by the Department of Health or Department of Education ∙ Participate in all professional development provided to the staff by the Board and outside advisors ∙ Attend all weekly staff meetings ∙ Work with the Director, Curriculum Director & Lead Teacher(s) to ensure that the Co­op School maintains a healthy and safe environment in which the children can learn, play, and grow ∙ Assist the Director, Curriculum Director & Lead Teacher(s) in fostering an open forum of communication between the staff and Co­op families ∙ Work with the Director, Curriculum Director & Lead Teacher(s) to ensure that all families and children are warmly greeted during drop off and pick up ∙ Assist the Director, Curriculum Director & Lead Teacher(s) in developing and implementing an age appropriate curriculum that embodies literacy and math skills, art, music, and movement ∙ Lead activities during instruction time and outside play ∙ Complete all lesson planning, student evaluations and other such duties as they are assigned by the Director and Curriculum Director in a timely and efficient manner ∙ Assist the Director, Curriculum Director & Lead Teacher(s) in maintaining a positive environment for other teachers and staff members ∙ Meet and plan with teacher specialists ∙ Meet weekly with teaching team to plan ∙ Display current projects around the classroom

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∙ Attend monthly staff meetings ∙ Join academic committees and meet monthly, the goals being to support the staff, to communicate to the families and create events tied into that subject area ∙ Meet with the curriculum director biweekly to discuss project work and provide classroom updates. Assistant Teacher/Assistant Camp Counselor ∙ Work with the Director, Curriculum Director and Teachers to ensure the Co­op School’s mission and values are upheld inside and outside the classroom ∙ Work with the Director, Curriculum Director and Teachers to ensure that the Co­op School is in compliance with all Department of Health and Department of Education safety and health regulations ∙ Work with the Director , Curriculum Director and Teachers to ensure that the Co­op School is in compliance with our child care license provided by the Department of Health and Department of Education ∙ Attend all training required by the State Licensing Board outlined by the Department of Health or Department of Education ∙ Participate in all professional development provided to the staff by the Board and outside advisors ∙ Work with the Director, Curriculum Director and Teachers to ensure that the Co­op School maintains a healthy and safe environment in which the children can learn, play, and grow ∙ Assist the Director in fostering an open forum of communication between the staff and Co­op families ∙ Work with the Director, Curriculum Director and Teachers to ensure that all families and children are warmly greeted during drop off and pick up ∙ Assist the Director, Curriculum Director and Teachers in implementing an age appropriate curriculum that embodies literacy and math skills, art, music, and movement ∙ Assist Lead Teachers in implementing and hosting creative and age appropriate activities ∙ Meet and plan with teacher specialists ∙ Meet weekly with teaching team to plan ∙ Display current projects around the classroom ∙ Attend monthly staff meetings ∙ Join academic committees and meet monthly, the goals being to support the staff, to communicate to the families and create events tied into that subject area ∙ Meet with the curriculum director biweekly to discuss project work and provide classroom updates ***This position can reflect more of the Teacher responsibilities—but that depends on the motivation of the staff member. After School Teacher/Counselor ∙ Responsible for the daily operations of after school; including logging children into daily log book as of the end of class time and logging out upon parent pickup, arranging indoor and/or outdoor play, and making sure a safe and healthy environment is provided at all times. Elementary School Education Director The Co­op School Curriculum Director works with the administration and teachers to develop The Co­op School Elementary Program, with the goal to develop and support a robust and developmentally appropriate curriculum for Pre­K through 5th grade. Staff & Classroom Supervision

Meets with staff to check­in/monitor classroom lessons and curricula Hosts monthly, full­staff meetings where teachers present and share areas of interest and skill sets Works directly with classrooms to support Inquiry projects Works with classrooms to ensure and support curriculum development Helps to develop monthly reading, writing, and math curriculum calendars Posts monthly education articles for staff Does any research or planning that is asked for by staff Arranges tours/visits for staff and administration to visit other educational programs or schools Arranges professional development for staff Oversees and develops all rubrics/evaluations/report cards Edits and assists in the writing of all teacher­written, student narratives

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Pushes into classrooms and observes teacher lessons Provides constructive feedback and teaching tools to teachers Pushes into classrooms to observe student behavior and learning patterns Works with teachers to develop classroom management for any behavioral issue with students Works with teachers to develop differentiated plans and strategies for students with learning and/or

developmental delays Family and School Operations

Organizes content and hosts monthly Curriculum Meetings for parents Acts as liaison for parents and teachers dealing with any class conflict Attends and presents at any school­wide Open House or Independent School Fair Hosts and manages Parent/Teacher conferences at Brevoort Campus Works with Director to ensure that Common Core Standards are being addressed in the classroom Attends all required or requested professional development (on and off site) Works with Director to make long term plans and maps for elementary curriculum, K through 5 Works with Director to develop new projects at The Co­op School Works with Education Committee on grants

Additional Responsibilities/Duties

Coordinates with Office Manager on supply orders Organizes and manages Brevoort Library Created and updates Co­op School blog

Curriculum Director ­ Irving The Co­op School Curriculum Director works with the administration and teachers to develop The Co­op School Preschool Program, with the goal to develop and support a robust and developmentally appropriate curriculum for 2’s and 3’s. Staff & Classroom Supervision

Hosts monthly, full­staff meetings where teachers present and share areas of interest and skill sets Posts monthly education articles for staff Does any research or planning that is asked for by staff Arranges tours/visits for staff and administration to visit other educational programs or schools Arranges professional development for staff Pushes into classrooms and observes teacher lessons Provides constructive feedback and teaching tools to teachers Pushes into classrooms to observe student behavior and learning patterns Works with teachers to develop classroom management for any behavioral issue with students Works with teachers to develop differentiated plans and strategies for students with learning and/or

developmental delays Family and School Operations

Organizes content and hosts quarterly Curriculum Meetings for parents Acts as liaison for parents and teachers dealing with any class conflict Attends and presents at any school­wide Open House or Independent School Fair Works with Director to ensure that Common Core Standards are being addressed in the classroom Attends all required or requested professional development (on and off site) Works with Director to make long term plans and maps for preschool curriculum Works with Director to develop new projects at The Co­op School Works with Education Committee on grants

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Curriculum Director ­ Irving The Co­op School Curriculum Director works with the administration and teachers to develop The Co­op School Preschool Program, with the goal to develop and support a robust and developmentally appropriate curriculum for 3’s and 4’s. Staff & Classroom Supervision

Hosts monthly, full­staff meetings where teachers present and share areas of interest and skill sets Posts monthly education articles for staff Does any research or planning that is asked for by staff Arranges tours/visits for staff and administration to visit other educational programs or schools Arranges professional development for staff Pushes into classrooms and observes teacher lessons Provides constructive feedback and teaching tools to teachers Pushes into classrooms to observe student behavior and learning patterns Works with teachers to develop classroom management for any behavioral issue with students Works with teachers to develop differentiated plans and strategies for students with learning and/or

developmental delays Family and School Operations

Organizes content and hosts quarterly Curriculum Meetings for parents Acts as liaison for parents and teachers dealing with any class conflict Attends and presents at any school­wide Open House or Independent School Fair Works with Director to ensure that Common Core Standards are being addressed in the classroom Attends all required or requested professional development (on and off site) Works with Director to make long term plans and maps for preschool curriculum Works with Director to develop new projects at The Co­op School Works with Education Committee on grants

Office Manager The Co­op Office Manager oversees daily operations at The Co­op School Brevoort Campus and monitors all school budgets. Administrative Duties (80%)

Making daily attendance sheets for Brevoort & Irving students Updating any changes made on Brevoort attendance sheets Monitoring Brevoort student attendance In charge of all petty cash tracking and reimbursement Ordering all office supplies for Brevoort & Irving campus Ordering all classroom supplies for Brevoort & Irving campus Ordering all health and safety supplies for Brevoort & Irving campus Tracking/monitoring/updating all classroom and school wide budgets Monitors and budgets for all costs around work shifts and committee supplies Acquiring all knowledge needed to update budgets in Quick Books Hosting all Fire Drills for Brevoort Campus Acting Fire Marshall, with Certificate of Fitness, for Brevoort campus Working on any side projects (i.e. BEDs application) asked of by Director, Business Director or Curriculum

Director Managing all after school Managing and promoting all enrichment after school programs Making all after school (regular and enrichment) rosters

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Staff & Parent Supervision

Staffing after school, finding subs, etc. Point person for all after school staff Point person for all parents in regards to regular and enrichment after school Working with administration and teachers to keep school supplies stocked and accessible

Business Director The Co­op School Business Director is in charge of all financial monitoring, budgeting and planning. The Business Director prepares quarterly budget snapshots for the Board, along with the annual budget. Additionally, position is responsible for all billing and collections in regards to tuition, paying and tracking all school bills (utilities, rent, supplies), arranging for and distributing staff salaries and bonuses, overseeing tenant and rental payments and issues and works directly with Paychex and Oxford to ensure proper coverage for staff. Staff Supervision/Human Resources

Informs entire staff of benefit packages available, i.e. flex spending, health insurance, tuition reimbursement Enrolls all interested staff members in health insurance, 401k, flex spending Works as direct contact to payroll and health coverage companies and as a liaison for these services to the

staff. Informing them of any changes in these services. Calculates all time sheets for full time and part time employees Manage and pay all invoices from contracted vendors Distributes all paychecks In charge of all petty cash tracking and reimbursement In charge of all training reimbursement Distributes loans, and calculates payment plans, on a case by case basis Arranges for, and distributes, all tax documents

Fiscal Operations

Creates and oversees annual school year budget Creates and oversees annual summer camp budget Meets monthly with Financial Officer (Board member) to discuss budget and create budget snapshot for

Board Meeting Creates and distributes monthly tuition invoices Tracks tuition invoices and payments to ensure timely returns from parents Tracks after school tuition and payments for enrichment activities Works with parents on payment plans if necessary Oversees scholarships and financial aid Manages and tracks repayment of Co­op Expansion Bonds Manages and tracks all payments for Playgroup Manages, processes and reports on all school­wide fundraising transactions Manages all renters and rental opportunities Collects payment from all tenants Monitors and budgets for all costs around school and committee supplies Point person for landlord and utilities companies for billing and maintenance

Additional Responsibilities/Duties

Fire Marshall certification Manages and logs fire drills, alarm maintenance and compliance at Irving campus Attends informational sessions for The Co­op School when needed Attends monthly Board Meetings Works with administration to manage building – i.e. fire alarm, elevator, heat, lighting, roof, technology, etc. Act as agent for corporate transition and compliance, liability coverage, and tax filing.

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School Director The Co­op School Director oversees the daily operations of The Co­op School – elementary and preschool program. The Director works directly with parents, Board, teachers and students to build and support the cooperative infrastructure. The Co­op Director fosters an academically rich and warm and inviting school community. Staff & Classroom Supervision

Meets weekly with Irving staff to check­in/monitor classroom lessons and curricula Meets weekly with all Lead Teachers to check in on classroom management/procedures Does any research or planning that is asked for by all staff Researches and arranges for professional development opportunities on and off­site Arranges tours/visits for all staff and administration to visit other educational programs or schools Oversees and develops all rubrics/evaluations/report cards Edits and assists in the writing of all teacher­written, student narratives Pushes into classrooms and observes teacher lessons Provides constructive feedback and teaching tools to teachers Pushes into classrooms to observe student behavior and learning patterns Works with teachers to develop classroom management for any behavioral issue with students Works with teachers to develop differentiated plans and strategies for students with learning and/or

developmental delays Works with Curriculum Director in developing curriculum for Brevoort/elementary program Works with Education Director in developing curriculum for Irving/preschool program Working with Curriculum Director to create uniformed voice, curricula and approach for teachers at Brevoort Works with Education Director to create uniformed voice, curricula and approach for teachers at Irving Writing and hosting bi­yearly staff evals for every employee Writing letters of recommendation for any requested staff member Mediating staff requests, concerns, disputes Monitoring all staff absences Finding substitutes for any staff absence

Family and School Operations

Act as a point person for all enrolled or interested families Acts as liaison for parents and teachers dealing with any class conflict Hosting any private family meetings Notifying parents of any physical or emotional delay of student, finding appropriate referrals Writing letters of recommendation for any and all requested students Attends and presents at any school­wide Open House or Independent School Fair Hosts and manages Parent/Teacher conferences at Irving Campus Works with Curriculum Director to ensure that Common Core Standards are being addressed in the

classroom Attends all required or requested professional development (on and off site) Works with Curriculum Director to make long term plans and maps for elementary curriculum, K through 5 Works with Curriculum Director to develop new projects at The Co­op School Works with Education Committee pursuing grants Works with Community Event Coordinators to help plan school wide events Works with Newsletter Coordinators to help arrange for content and execution of school newsletter Works with Maintenance Coordinators to help with the organization and upkeep of Materials Rooms, wood

shop, art room, science room, pets, etc Works with Ad­hoc committees on special projects, i.e. the sensory room, library, etc. Helps teachers and Education Committee arrange off­site field trips or outsourced academic/creative events

Administrative Duties

Hosts school tours ­ at Brevoort and Irving campuses Generates all school rosters

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Generates all after school rosters Generates all after school enrichment rosters Contact person for all outsourced After School Enrichment program Maintaining Health & Safety regulations in regards to DOH requirements Hosting annual inspections from DOH Hosting annual inspections from The FDNY Monitoring all student files to make sure they are complete in

regards to DOH requirements Making sure that every staff member file is complete in regards to DOH requirements Work with DOE for charter license at Brevoort In charge of licensing and relicensing paperwork for all classrooms and staff Attending monthly Board meetings Hiring staff Firing staff Dealing with building management Assisting in (the) generating business for rental and outsourced extra­curricular activities Managing any physical plant need Managing and organizing all student drop­ins and swaps Maintaining and organizing all wait lists Answering & corresponding (with) all interested parents or wait listed families Cultivating culture of volunteerism; specifically for fundraisers Assisting with the allotment of financial aid Consulting on annual budget Monitoring monthly expenses by staff and administration Monitoring listserv Posting all required information of FGCHCOOP listserv

Learning Specialist The Co­op Learning Specialist(s) would originally be a contracted position. Depending on need it would consist of a Learning/Literacy Specialist, Speech Pathologist and Occupational Therapist. They would spend a contracted 10 hour weekly period working with teachers, students and families. Staff Supervision 40%

Begin collaboration with Co­op teachers and administration in June Spend July working with teachers to set up developmentally appropriate curriculum and classroom centers Attend August on­site trainings with Brevoort staff Spend September pushing into the classrooms and consulting with staff on student assessments and

developmental levels Work with teachers and administration to develop differentiated plans and strategies for students with

learning and/or developmental delays Work with teachers and administration on to develop meaningful plans of actions, both academically and

social/emotional, for students and their families Provide requested professional development to staff at both Irving and Brevoort campuses

Student and Family Services 60%

Provide required support and therapies for students with IEPs Provide private and individual evaluations for Co­op students Provide required support and therapies for students who have proven needy through private evaluations Work with students individually and in small groups in areas of speech, OT, PT and any behavioral issues Work with students and parents to build a comprehensive plan of action

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Work with students individually or in small groups who need extra challenges in literacy Working and pairing students in mentoring relationships

Cooperative Coordinator The Cooperative Coordinator manages all required parent work and responsibilities Administrative & Community Responsibilities (100%)

Signing all parents up for committee roles Meeting with Committee Heads to outline goals and set committee calendar for the school year Work with Committee Heads to arrange for meetings – location, attendance, etc. Organizing all parent run works shifts Tracking all parent work shift hours Tracking supplies for all parent run work shifts Communicating with teachers on needs for all parent run work shifts

Custodian Daily in classrooms

Put all chairs up Sweep and mop floors – all classrooms need to be done by 8:15 a.m. at the latest Vacuum– all classrooms need to be done by 8:15 a.m. at the latest Empty all trash cans and put in new liners – all classrooms need to be done by 8:15 a.m. at the latest Clean bathroom– all classrooms need to be done by 8:15 a.m. at the latest Clean area around sink– all classrooms need to be done by 8:15 a.m. at the latest Check all toilet paper, soap and paper towel dispensers and refill when necessary

Daily in offices

Empty all trash cans and put in new liners Daily in common areas

Clean all staff and shared bathrooms Check all toilet paper, soap and paper towel dispensers and refill when necessary Mop all hallways and floors– all classrooms need to be done by 8:15 a.m. at the latest Vacuum all rugs in Rec Room, Library, Music and Science Rooms – all classrooms need to be done by 8:15

a.m. at the latest MUST BE DONE EVERYDAY Take out garbage and recycling on designated days

Monthly

Dust all appliances – in the classrooms and the first floor kitchen Wash dish racks – in the classrooms and the first floor kitchen Wash windows – in every classroom Clean/Mop stairwells, wipe railings – THIS MUST BE DONE BY THE FIRST MONDAY OF EVERY MONTH Keep track of supplies and submit orders to Business Director before the supplies are gone General repairs and maintenance All ceiling tiles must be stain and rip free

Summer Camp Director ∙ Responsible for developing a fun and stimulating summer camp program; including indoor and outdoor play, enrichment activities, field trips and full group outings & picnics ∙ Work with Director and Business Director to secure a financially sound Summer Camp program ∙ Responsible for marketing summer camp program during the winter and spring prior to camp ∙ Responsible for all hiring of day and after camp counselors and enrichment specialists ∙ Responsible for enrollment materials for registered campers. ∙ Responsible for all daily rosters and sign­in materials for camp and after camp care

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∙ Responsible for the daily operations of after school; including arranging outdoor play, closing the school, and making sure a safe and healthy environment is provided at all times. ∙ Ensure the Co­op School’s mission and values are upheld inside and outside the classroom ∙ Ensure that the Co­op School is in compliance with all Department of Health safety and health regulations ∙ Ensure that the Co­op School is in compliance with our camp license provided by the Department of Health ∙ Ensure that the Co­op School maintains a healthy and safe environment in which children can learn, play, grow ∙ Work to foster an open forum of communication between the staff and Co­op families ∙ Work with Summer Camp Counselors to ensure that all families and children are warmly greeted during drop off and pick up ∙ Work with Summer Camp Counselors in maintaining a positive environment for other teachers and staff members Summer Camp Assistant Director ∙ Responsible for developing a fun and stimulating summer camp program; including indoor and outdoor play, enrichment activities, field trips and full group outings & picnics ∙ Aid Camp Director with daily rosters and sign­in materials for camp and after camp care ∙ Aid Camp Director with daily operations of after school; including arranging outdoor play, closing the school, and making sure a safe and healthy environment is provided at all times. ∙ Aid Camp Director in ensuring the Co­op School’s mission and values are upheld inside and outside the classroom ∙ Aid Camp Director in ensuring that the Co­op School is in compliance with all Department of Health safety and health regulations ∙ Aid Camp Director in ensuring that the Co­op School is in compliance with our camp license provided by the Department of Health ∙ Aid Camp Director in ensuring that the Co­op School maintains a healthy and safe environment in which the children can learn, play, and grow ∙ Aid Camp Director in fostering an open forum of communication between the staff and Co­op families ∙ Ensure that all families and children are warmly greeted during drop off and pick up ∙ Aid Camp Director in maintaining a positive environment for other teachers and staff members

APPENDIX B

SCHOOL POLICIES

MANDATORY REPORTING OF SUSPECTED CHILD ABUSE AND MALTREATMENT The law requires certain professionals and school officials and day care workers to report suspected child abuse or maltreatment to the New York State Central Register ("SCR") of Child Abuse and Maltreatment, also known as the "Child Abuse Hotline.” The law also assigns civil and criminal liability to professionals who do not comply with their mandated reporting responsibilities. As a staff member at the Co­Op School, you are a mandated reporter and must comply with the requirement to report suspected child abuse or maltreatment. Mandated reporters are required to report instances of suspected child abuse or maltreatment only when they are presented with reasonable cause to suspect child abuse or maltreatment while serving in their professional roles. But, of course, anyone can and should report any suspected abuse or maltreatment at any time. Reasonable cause to suspect child abuse or maltreatment means that, based on your observations, professional training, and/or experience, you feel the parent or person legally responsible for a child has harmed that child or placed that child in imminent danger or harm. Grounds for Suspicion of Child Abuse or Neglect Specific behavior by the parent that should raise a question of child abuse may include: ∙ hostility toward a child or School staff member; ∙ physical or verbal abuse of a child; ∙ indifference or unresponsiveness to a child or School staff member; ∙ failure to obtain adequate preventive or remedial care for a child; or ∙ use of multiple health care facilities.

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Clues from the child may include: ∙ provocative, disruptive or hyperactive behavior; ∙ withdrawn, fearful behavior ∙ evidence of emotional disturbance of the child; ∙ general non­thriving appearance of the child; ∙ evidence of multiple or unusual injuries; ∙ history of unsupervised activity; or ∙ direct evidence of neglect, or poor skin or mouth hygiene, inadequate clothing, poor nutrition. As soon as you suspect abuse or maltreatment you must report your concerns by telephone to the SCR. The hotline number is 1­800­342­3720. The SCR is open 24 hours a day, seven days a week. All reports are confidential. Within 48 hours of telephoning the SCR, you must file a written report with the Office of Children and Family Services. (Forms are available from the Director.) You may also be contacted by the Administration for Children’s Services (“ACS”) to discuss the report as part of their required investigation—you should comply with these requests. Reporting is an individual responsibility and no other person may interfere with the individual reporting responsibility. Nor may a mandated reporter be absolved of responsibility by relying on a supervisor or administrator to meet his or her individual responsibility. The Director may ask that employees notify him/her of reports being made to the SCR but may not prohibit or impede an employee from making a report directly to the SCR. If you are in a situation about which you are unclear or uncertain, you should speak immediately with the Director. More information about the Child Abuse Hotline can be found at: http://www.ocfs.state.ny.us/main/cps/.

DISCIPLINE & BEHAVIOR MANAGEMENT Praise and positive reinforcement are effective methods of behavior management for children. When children receive positive non­violent and understandable interactions from adults and others, they develop good self concepts, problem­solving abilities and self discipline. Based on this understanding of how children learn and develop values, this school will practice the following discipline and behavior management policy. DO praise and encourage children, and use kind and supportive words. DO explain things to children on their level. DO model appropriate behavior for children. DO modify the classroom environment to attempt to prevent problems before they occur. DO listen to children. DO provide alternatives for inappropriate behavior of the children. DO provide children with natural and logical consequences of their behavior. DO treat children as people and respect their needs, desires and feelings. DO NOT spank, shake, bite, pinch, pull, slap or otherwise physically punish the children. DO NOT make fun of, yell at, shame, threaten, use sarcasm, profanity or use other verbal abuse. DO NOT shame or punish the children when bathroom accidents occur. DO NOT deny food or rest as punishment. DO NOT relate discipline to eating, resting or sleeping. DO NOT leave the children alone, unattended or without supervision. DO NOT place the children in locked rooms, closets or boxes as punishments. DO NOT allow discipline of children by children. DO NOT criticize, make fun of or otherwise belittle children's parents, families or ethnic groups.

If a child must leave a classroom group or situation due to inappropriate behavior: All reasoning skills must first be used to urge the child to independently leave. If the child refuses to leave the group when asked, the child may be picked up—always under the arms—and moved to a different area. The child may not be grabbed or dragged. Always be sure to follow up with any child removed from the group with calm and patient conversation. We must ensure that all feelings are validated and heard and then appropriately redirected.

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If you are ever feeling past your limit ASK FOR HELP. No judgments or penalties will ever be made for any teacher who has asked to step away from a situation.

DISCIPLINARY PROCEDURE When a problem or misunderstanding arises, a clear procedure will be followed: 1) The teacher will present and discuss the problem with the director. 2) The parents will be called for a special conference with the teacher and/or director if deemed necessary. 3) The conference will provide an opportunity for the exchange of ideas on how to help the child and a strategy to solve the problem will be established. 4) A follow­up communication will be arranged to decide what further action, if any, should be taken to meet the child’s needs. The child’s self­esteem and emotional welfare will be the guiding concern in establishing discipline. 5) If the parent and/or director feel that a solution cannot be reached the matter can be brought to the Educational Support Committee for mediation

APPENDIX D

EMPLOYEE BENEFITS The School provides an extensive benefits program for eligible employees. You will receive documentation that explains your benefits in detail. You will derive the most satisfaction from these benefits if you acquaint yourself with the required procedures prior to using them. If the information in the plan documents conflicts with the information in this Handbook, the information in the plan documents will govern. Questions about specific benefits should be directed to the Director.

HEALTH CARE BENEFITS All full­time employees are eligible for health care benefits as provided by the School’s health care plan. Such benefits begin on the first day of hire and will end on the date on which your employment terminates. However, you may elect to continue your group benefits at your own expense after termination under the federal law known as COBRA.

STATE DISABILITY INSURANCE Sometimes, an employee must be absent from work due to non­occupational illness, injury or pregnancy­related disability. While you are unable to work, state disability insurance may provide you with a percentage of your salary, up to a maximum each week as specified by law, for a duration of up to 26 weeks. All employees are eligible for short­term disability insurance after four consecutive weeks of full­time employment or 25 days of regular part­time employment in accordance with state law. Granting this leave prior to the completion of the eligibility period and/or beyond the maximum period stated above may be required as a reasonable accommodation in accordance with the Americans with Disabilities Act. The cost of this insurance is shared by the School and the employee. Employees’ contributions are paid for through deductions from their paychecks.

WORKERS’ COMP INSURANCE If you suffer from an illness or injury that is related to your work, you may be eligible for workers' compensation benefits. Workers' compensation will pay for medical care and lost wages resulting from job­related illnesses or injuries. The insurance is provided at no cost to you. If you are injured or become ill through work, no matter how slightly, please inform the Director immediately. Consistent with applicable state law, failure to report an injury within a reasonable period of time could jeopardize your claim.

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We ask for your assistance in alerting the Director to any condition which could lead or contribute to an employee accident. Additionally, the School will attempt to provide a reasonable accommodation which is medically necessary, feasible and does not impose an undue hardship on the School as prescribed by applicable federal, state and local law. To find out more about workers' compensation coverage, contact the Director.

UNEMPLOYMENT INSURANCE If your employment with the Co­op School ends, you may be eligible for unemployment benefits. These benefits provide you with a percentage of your wages while you are unemployed and looking for work.

TUITION REIMBURSEMENT When an employee wishes to attend college, graduate school or attend appropriate educational courses or classes, the employee can consult with the Director about the availability of tuition reimbursement. If available, such arrangements are to be made with the Director and subject to Board approval.

TUITION DISCOUNT If an employee has Co­op School­aged children (biological, step­children or adopted children aged 2­10), and wishes them to attend the Co­op School, the Co­op School will provide tuition discounts to employee families. Such arrangements are to be made with the Director and are subject to Board approval.

USE OF SCHOOL PROPERTY

EMAIL AND INTERNET The Co­op School may provide computer equipment in the classroom or office, including an Internet connection, so that staff members may access the listserv, research lessons and print images or instructional materials. This policy governs your use of the computer and Internet access. Please refer to the beginning of the handbook for our policy on joining and using the Co­op Listserv. While the School encourages the use of electronic technology to further the School’s goals, we expect you to exercise discretion in using electronic communications equipment. When you send emails or posts regarding school matters you are representing the School. Make sure that your messages are professional and appropriate in tone and content. Remember, although email may seem like a private conversation, email can be printed, saved, and forwarded. You should not send any email that you would not want the Director, the Board, or your mother to read. Any employee who engages in excessive Internet use or otherwise violates this policy, even during non­work hours, may be subject to loss of electronic technology privileges and other discipline, up to and including termination of employment.

Prohibited Uses of the Internet You are expected to exercise sound judgment in your use of the internet, taking into account, among other things, the possibility that your access may offend or cause discomfort to your colleagues or co­workers. Employees may not, at any time, access the Internet using our computer or Internet access for any of the following purposes: To visit websites that feature pornography, gambling, or violent images, or are otherwise inappropriate in the workplace. This may, depending on the circumstances, include websites advocating racial, ethnic, religious or similar discrimination. To operate an outside business, solicit money for personal purposes, or to otherwise act for personal financial gain. This includes running online auctions. To download software, articles, music, movies, videos, or printed materials in violation of copyright laws. To download any software program without the express consent of the Director.

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Internet Use is Not Private We reserve the right to monitor employee use of the Internet at any time, to ensure compliance with this policy, respond to lawful subpoenas or court orders, investigate alleged or suspected misconduct, locate information, or if reasonable and appropriate for any other business purpose. The School need not notify you before or after any such inspection. You therefore should not expect that your use of the Internet including but not limited to the sites you visit, the amount of time you spend online, and the communications you have, will be private. Further, because the privacy of personal information cannot be assured, information that you consider private should not be stored or transmitted on the School’s systems. By storing personal information on the School’s system, you are expressly consenting to disclosure of that information to the School for any of the purposes noted above. Please also be aware that “deletion” of a file or message does not mean that it cannot be retrieved and reviewed.

PERSONAL BLOGS The School recognizes that many of our employees may choose to express themselves through social networking sites or their personal websites or weblogs (blogs). We value your creativity and honor your right to engage in these forms of personal expression on your own time, should you choose to do so. However, problems can arise when a personal blog identifies or appears to be associated with our School, or when a personal blog is used in ways that violate the School’s rights or the rights of other employees. Therefore, the following rules apply to personal blogs and any information shared through personal blogs or social networking sites; violation of these rules will lead to discipline, up to and including termination: ∙ You may not use School property to create or maintain your blog, nor may you do so on School time. ∙ If you identify yourself as an employee of our School, whether by explicit statement or by implication, you must make clear that the views expressed in your blog are yours, and do not necessarily reflect the views of our School. ∙ All of our policies apply to anything you write in a personal blog or on a social networking site. This means, for example, that a blog may not reveal any confidential information about any employee, and may not be used to harass or threaten another employee. ∙ Under no circumstances may you post personal, identifying or confidential information—through text or pictures—about any student or parent in the School. If you would like to share any photographs from school or field trips, please post these appropriately through our closed listserv.

LEAVE AND TIME­OFF

SICK AND PERSONAL DAYS

Salaried Employees All salaried employees are given 8 sick days and 2 personal days each year. If an employee is hired mid­year, the days will be prorated. These days are given on the first day of school and expire on the last day of summer camp. There is no hold over for these days—if you do not use them all you cannot accrue them for a later year (these are not vacation days). You will not receive reimbursement for these days if you leave the School’s employment for any reason. The Co­op School does not wish to monitor how you use your sick or personal days and will not differentiate in their usage, i.e. if you have used your 2 personal days and wish to take another you may use a sick day. However, any absences that can be planned, should be. If you wish to take a long weekend, please put in a request with the Director at least one week in advance. While the Director will always seek to comply with your request, if other teachers have previously submitted requests, your request may be denied so the School will not fall below the mandated student­teacher ratio.

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When possible, please alert the Director to any sick day or unexpected absence as soon as possible. You must call the Director to notify about your absence; emails and text messages are not acceptable.In addition, salaried employees are paid for all school holidays and scheduled breaks.

Hourly Employees All full­time, non­seasonal, hourly employees are given 8 sick days and 2 personal days each year. If an employee is hired mid­year, the days will be prorated. These days are given on the first day of school and expire on the last day of summer camp. There is no hold over for these days—if you do not use them all you cannot accrue them for a later year (these are not vacation days). You will not receive reimbursement for these days if you leave the School’s employment for any reason. The Co­op School does not wish to monitor how you use your sick or personal days and will not differentiate in their usage, i.e. if you have used your 2 personal days and wish to take another you may use a sick day. However, any absences that can be planned, should be. If you wish to take a long weekend, please put in a request with the Director at least one week in advance. While the Director will always seek to comply with your request, if other teachers have previously submitted requests, your request may be denied so the School will not fall below the mandated student­teacher ratio. When possible, please alert the Director to any sick day or unexpected absence as soon as possible. You must call the Director to notify about your absence; emails and text messages are not acceptable. In addition, salaried employees are paid for all school holidays and scheduled breaks. If you miss an amount of days that the Director or Board deems as extreme (more than 10), a meeting will be set and termination or probation should be expected.

HOLIDAYS The Co­op School observes the following holidays each year: Labor Day Columbus Day Thanksgiving Winter holiday (follows public school) Martin Luther King, Jr. Day Presidents’ Day Midwinter Break (follows public school) Spring break (follows public school) Memorial Day Last day of school (follows public school) If a holiday falls on a weekend, we will inform you when the holiday will be observed. Ordinarily, holidays falling on a Saturday will be observed the preceding Friday; holidays falling on a Sunday will be observed the following Monday. If you are a salaried employee, you will be paid your regular rate of pay for holidays. Hourly employees should not expect to be paid for holidays.

PUNCTUALITY AND ATTENDANCE (ALL EMPLOYEES) You are important to the effective operation of this School. When you are not here at expected times or on expected days, someone else must do your job or delay doing his or her own job while waiting for you to arrive. Additionally, parents’ professional and personal schedules depend on your attendance and punctuality. As a result, we expect you to keep regular attendance and to be on time and ready to work at least 15 minutes prior to the start time of your class. Additionally, you will be expected to remain in your classroom at least 15 minutes after the dismissal of your students. Of course, things will sometimes happen that will prevent you from showing up to work on time. For example, you may be delayed by weather, a sick child, or car trouble. If you are going to be more than 10 minutes late, please call the Director. If you or your child is sick, or if for any other reason you anticipate tardiness or absences, please call the Director as soon as possible. For hourly employees, if you are more than 5 minutes late, this will be considered a tardy arrival and will be noted on your timesheet. After three tardy arrivals to work, the Director will meet with you to discuss the situation. If it is not

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remedied you may be put on probation. If the situation continues to exist your position with The Co­op School may be terminated. For salaried employees, the Director keeps a schedule of all vacation and sick days. Chronic tardiness, frequent and unscheduled absences, or other personal scheduling conflicts that interfere with the operation of the school may result in disciplinary action, up to and including termination.

WEATHER RELATED ABSENCES You are expected to make a reasonable effort to report to work in inclement weather if school remains open. If bad weather affects travel conditions and you are delayed or cannot report for work at all, notify the Director as soon as possible. An absence due to weather conditions will be paid from sick and personal days. If you have no such days available, or are an hourly employee, the absence will be unpaid. In the case of inclement weather, contact the Director or check the listserv to find out whether the School is open.

OTHER CAUSES FOR LEAVE

Family and Medical Leave Because of our small size, we are not required to comply with the federal Family and Medical Leave Act (FMLA). However, we recognize that our employees may occasionally need to take unpaid leave to care for a new child, to care for a seriously ill family member, or to handle an employee's own medical issues. If you anticipate that you might need time off to deal with family and medical issues, please talk to the Director. We cannot guarantee that we will grant every request, but we will seriously consider every request on a case­by­case basis. Among other things, we may consider our staffing needs, your position at the School, the reason why you need leave, and how long you expect your leave to last. During a leave you may not perform work for any other employer, unless the leave has been authorized for military or public service. Medical and other insurance benefits for which you are eligible will be continued while you are on a leave. The School will continue its contribution for medical insurance and you will pay your allocated share if any by sending a check for the requisite amount on a monthly basis. Before returning from a leave, you must advise the Director whether you intend to return and, if so, on what date, whether that is on the date originally scheduled or, if the need for the leave changes, at an earlier date. Before returning from a medical leave, you must provide certification from your physician that you can perform the essential functions of your job, with or without reasonable accommodation, unless prohibited by law. If you fail to return from leave at the time scheduled, and have not received an authorized extension, you will have effectively resigned voluntarily and your termination will be processed as of the date the leave ends.

Bereavement Leave If you suffer the death of an immediate family member, you are entitled to take up 5 days off work. Two days of this leave will be paid. Immediate family members include spouses, parents (but not in­laws), grandparents, siblings, and children. We will consider, on a case­by­case basis, requests for bereavement leave for the death of someone who does not qualify as an immediate family member under this policy.

Time Off to Vote We encourage employees to exercise their right to vote. If your work schedule and the location of your polling place will make it difficult for you to get to the polls before they close, you are entitled to take up 2 hour(s) off work, at the beginning or end of your shift, to cast your ballot. This time will be paid. Employees who will need to take time off work to vote must inform their supervisors at least 7 day(s) in advance. Employees are expected to work with their supervisors to ensure that their absence does not negatively impact School operations Employees who take time off to vote must supply proof that they actually voted.

Jury Duty

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If you are called for jury duty, or to testify in court as a subpoenaed witness, you are entitled to take time off, as necessary, to fulfill your obligations. This leave will be paid. No employee will face discipline or retaliation for jury service. You should, however, make every effort to postpone jury duty until summer or other School vacation periods. You must immediately inform the Director when you receive your jury duty summons. On days when you are not required to be in court or are excused early, you must report to work. If you are chosen to sit on a jury, you must inform the Director how long the trial is expected to last. You must also check in with the Director periodically during your jury service, so the School knows when to expect you back at work. At the end of your jury duty, you must provide a copy of your receipt for days served to the Director.

MATERNITY/PATERNITY LEAVE The Co­op School is supportive of families and parents. While we are a small business and therefore not required to comply with the Family and Medical Leave Act it is our intention to do so. You are eligible to take Family and Medical Leave if you have been employed at the School for 12 months (52 weeks)—not necessarily consecutively—and have worked for at least 1250 hours in the 12­month period immediately preceding start of leave. The FMLA states that: (a) The Family and Medical Leave Act of 1993 (FMLA or Act) allows “eligible” employees of a covered employer to take job­protected, unpaid leave, or to substitute appropriate paid leave if the employee has earned or accrued it, for up to a total of 12 workweeks in any 12 months because of the birth of a child and to care for the newborn child, because of the placement of a child with the employee for adoption or foster care, because the employee is needed to care for a family member (child, spouse, or parent) with a serious health condition, or because the employee's own serious health condition makes the employee unable to perform the functions of his or her job (see Sec. 825.306(b)(4)). In certain cases, this leave may be taken on an intermittent basis rather than all at once, or the employee may work a part­time schedule. (b) An employee on FMLA leave is also entitled to have health benefits maintained while on leave as if the employee had continued to work instead of taking the leave. If an employee was paying all or part of the premium payments prior to leave, the employee would continue to pay his or her share during the leave period. The employer may recover its share only if the employee does not return to work for a reason other than the serious health condition of the employee or the employee's immediate family member, or another reason beyond the employee's control. (c) An employee generally has a right to return to the same position or an equivalent position with equivalent pay, benefits and working conditions at the conclusion of the leave. The taking of FMLA leave cannot result in the loss of any benefit that accrued prior to the start of the leave. (d) The employer has a right to 30­days’ advance notice from the employee where practicable. In addition, the employer may require an employee to submit certification from a health care provider to substantiate that the leave is due to the serious health condition of the employee or the employee's immediate family member. Failure to comply with these requirements may result in a delay in the start of FMLA leave. Pursuant to a uniformly applied policy, the employer may also require that an employee present a certification of fitness to return to work when the absence was caused by the employee's serious health condition (see Sec. 825.311(c)). The employer may delay restoring the employee to employment without such certificate relating to the health condition which caused the employee's absence. [60 FR 2237, Jan. 6, 1995; 60 FR 16383, Mar. 30, 1995] At this time we are unable to offer paid maternity/paternity leave for part time employees. However, all staff is encouraged to participate in the maternity/paternity transition program, pending approval by the Bureau of Daycare, which allows staff to bring their child to work with them for a period of three months upon return from leave.

Handbook Acknowledgment Form By signing this form, I acknowledge that I have received a copy of the Co­op School’s Employee Handbook. I understand that it contains important information about the School's policies, that I am expected to read the Handbook and familiarize myself with its contents, and that the policies in the Handbook apply to me. I understand that nothing in the Handbook constitutes a contract or promise of continued employment and that the School may change the policies in the Handbook at any time. By signing this form, I acknowledge that my employment is at will. I understand that I have the right to end the employment relationship at any time and for any reason that is not illegal, with or without notice, with or without cause, and that the School has the same right. I acknowledge that neither the School nor I have entered into an

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employment agreement for a specified period of time, that only the Director acting with the express approval of the Board may make any agreement contrary to the employment­at­will policy, and that any such agreement must be in writing and signed by myself, and the Director. ______________________________________________ ________________ Employee’s Signature Date _______________________________________________________________ Employee’s Name (Print)

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