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					5.3099 EVACUATION - OHPS 1. Perspective: Prior to the events of September 2001, and the ensuing wars in Afghanistan and Iraq, there existed in the world a rather naïve and innocent perspective relative to the safety of people in general, and those working abroad, specifically. Prior to this time, naivete and a worldview of innocence allowed those choosing to work overseas to hold an expectation that they be totally taken care of in the event of some unforeseen event like war or an act of terrorism. This world situation and related perspectives changed significantly following September, 2001. It changed both the attitude and expectation for those who continue to go overseas. Those who now chose to live and work overseas do so knowing that the world is truly a much different and riskier place. There can be no surprises relative to potential risk anywhere in the world. The age of innocence for those living overseas has passed. Overseas teachers and administrators now come to foreign lands with eyes wide open and a true perspective on owning their own decision to do so. Given this, the obligation relative to evacuation now is shared by the employee. Past expectations that Board of Directors were totally responsible for evacuation decisions and costs is no longer fair or realistic. Given this new world reality for those who live and work overseas, the Lahore American School Evacuation Policy allows for the following options for those employees who come to work in LAS from abroad and who subsequently experience an event that causes them concern regarding continuing to stay.
Option One

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Events cause risk level to rise; the employee is concerned but doesn’t feel threatened so stays and finishes the school year The employee will be paid his/her salary in the normal method. The school will provide the employee with airfare and shipping at the end of the contract or R and R of $ 600 if a first year teacher. If the employee completes the year he/she is entitled to total retirement payment. If the employee completes the year and is in year three or beyond, he/she receives contract extension bonus.

Option Two  Events cause risk level to rise; the employee is concerned, and doesn’t feel comfortable but he/she is not yet convinced that he/she needs to leave on a permanent basis. The employee requests an Unpaid Leave of Absence in writing for a specific amount of time due to the security concerns identified in the written request. The leave time must be specific and for an amount of time not less than two weeks and not more than four weeks in length. A Committee consisting of the Superintendent and two Board Members will review the request for an Unpaid Leave of Absence based on the safety concerns identified and make a decision to grant or deny the request. Page 1 of 3

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5.3099  If the request is granted, the employee does not receive his/her salary during the Unpaid Leave of Absence. The school will prorate the employee’s salary upon his/her return to work. (Prorated salary is computed by taking the total salary divided by 185 days equals a daily rate. This amount is multiplied by the total number of days the employee works and becomes the prorated salary). When the employee returns he/she will be paid the prorated amount paid evenly over the remaining normal pay periods. At the end of the school year, the school provides the employee with airfare and shipping or R and R of $ 600 if you are a first year teacher. When the employee completes the year he/she will receive retirement payment prorated for the number of days worked this year. If the employee completes the year and is in year three or beyond, he/she receives contract extension bonus. If the employee returns the following year, he/she moves to the next higher retirement stipend level.

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Option Three         Events cause risk level to rise; the employee is concerned, and doesn’t feel comfortable, and wants to end his/her contract and return home for good. He/ she submits a request in writing that he or she be released from his/ her contract due to security concerns identified in the written request. A Committee consisting of the Superintendent and two Board Members will review the request for releasing the teacher from his/her contract based on the safety concerns identified and will make this recommendation to the full Board for their consideration. If approved by the Board, the superintendent accepts the resignation. The superintendent will write a positive letter of recommendation for the employee without referencing the employee’s decision to leave. The employee will be paid his/her salary on a prorated basis up to the date of resignation. The school will prorate the employee’s salary (Prorated Salary is determined by taking the total salary divided by number of days equals a daily rate. This rate times the total number of days you worked is your prorated salary). The school provides the employee with airfare and shipping. The employee has not completed the year so he/she does not receive the contract extension bonus.

Option Four    The employee is granted a leave on an Unpaid Leave of Absence (Option Two) but then changes his/her mind. While on the Unpaid Leave of Absence, the employee sends the superintendent a letter of resignation. The employee has now broken contract and the terms of the Unpaid Leave of Absence agreement. In doing so, he/she has assumed all responsibility for transportation and shipping costs. The employee will not be reimbursed for what he/she has spent on transportation and shipping. Page 2 of 3 5.3099  The school will wire any remaining prorated salary due to the employee to his/her home bank account (US, South Africa, Canada, New Zealand, and Australia). The prorated salary is determined by taking the total annual salary divided by the number of days for which the employee is contracted (185). This yields the employee’s daily rate. This daily rate is then multiplied by the total number of

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days the employee works to determine the total prorated salary. From this amount will be deducted total salary payments to date during the school year. The remainder is what the school continues to owe the employee. The employee has not completed the year so does not receive the contract extension bonus. The employee will receive a pro-rated amount of his/her retirement stipend.

2. Sample of Pro-rated Salary and Pension – If the Teacher Leaves After 120 Days
185 Days in our Contracted School year
Days Employed Annual Salary Salary Daily Rate Annual Pension Pension Daily Rate

Contract 185 $ 34,000 $ 183.78 $ 1,500 $ 8.11

Pro-rated 120 $22,054.05 ($183.78 * 120 days)

$

972.97

($ 8.11 * 120 days)

Adopted: Amended:

November 15, 2003 December 15, 2004

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