Employee Handbook 2010-2011 by qingyunliuliu

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									Employee
Handbook


2010-2011
                                                     Table of Contents

I. Getting Started ................................................................................................................... 3
   A.     Nature of Employment ........................................................................................................ 4
   B.     Employee Relations ............................................................................................................ 4
   C.     Equal Employment Opportunity ......................................................................................... 4
   D.     Business Ethics and Conduct .............................................................................................. 5
   E.     Civility Policy………………………………………………………………………..........5
   F.     Hiring of Relatives .............................................................................................................. 5
   G.     Immigration Law Compliance ............................................................................................ 6
   H.     Conflicts of Interest............................................................................................................. 6
   I.     Outside Employment .......................................................................................................... 7
   J.     Confidentiality and Non-Disclosure Agreement ................................................................ 8
   K.     Disability Accommodation ................................................................................................. 9
   L.     Job Posting ........................................................................................................................ 10
   M.     Background Investigation ................................................................................................. 11
   N.        Employment Categories ................................................................................................ 11
   O.     Access to Personnel Files.................................................................................................. 12
   P.     Employment Reference Checks ........................................................................................ 13
   Q.     Personnel Data Changes ................................................................................................... 13
   R.     Introductory Period of Employment ................................................................................. 13
   S.     Employment Applications ................................................................................................ 14
   T.     Performance Evaluations .................................................................................................. 14
   U.     Job Descriptions ................................................................................................................ 15

II.       Benefits .............................................................................................................................. 16
   A.     Employee Benefits ............................................................................................................ 16
   B.     Holidays ............................................................................................................................ 16
   C.     Workers' Compensation Insurance ................................................................................... 17
   D.     Managed Care ................................................................................................................... 18
   E.     Bereavement Leave ........................................................................................................... 18
   F.     Jury Duty........................................................................................................................... 18
   G.     Witness Duty..................................................................................................................... 19
   H.     Benefits Continuation (COBRA) ...................................................................................... 19
   I.     Health Insurance ............................................................................................................... 20
   J.     Life Insurance ................................................................................................................... 20
   K.     Personal Leave Time (PLT) .............................................................................................. 20
   L.     Retirement Benefits .......................................................................................................... 23
   M.       Family and Medical Leave............................................................................................ 23
   N.     Military Leave ................................................................................................................... 24

III. Termination of Employment .............................................................................. 26
   A.     Return of Property............................................................................................................. 26
   B.     Employment Termination ................................................................................................. 26
   C.     Resignation ....................................................................................................................... 27


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IV. Pay and Hours .............................................................................................................. 28
   A.     Timekeeping ..................................................................................................................... 28
   B.     Paydays ............................................................................................................................. 28
   C.     Pay Advances .................................................................................................................... 29
   D.     Administrative Pay Corrections ........................................................................................ 29
   E.     Pay Deductions and Setoffs .............................................................................................. 29
   F.     Work Schedules ................................................................................................................ 29
   G.     Overtime ........................................................................................................................... 29

V.        Safety and Usage of Company Property .................................................... 31
   A.     Safety ................................................................................................................................ 31
   B.     Use of Phone and Mail Systems ....................................................................................... 31
   C.     Cellular Phone Usage ........................................................................................................ 32
   D.     Computer and E-mail Usage ............................................................................................. 32
   E.     Internet Usage ................................................................................................................... 33
   F.     Use of Equipment and Vehicles ........................................................................................ 34
   A.     Smoking ............................................................................................................................ 36
   B.     Meal Periods ..................................................................................................................... 36
   C.     Emergency Closings ......................................................................................................... 36
   D.     Business Travel Expenses ................................................................................................. 36
   E.     Visitors in the Workplace ................................................................................................. 37
   F.     Workplace Violence Prevention ....................................................................................... 37
   G.     Security Inspections .......................................................................................................... 38
   H.     Employee Conduct and Work Rules ................................................................................. 40
   I.     Sexual and Other Unlawful Harassment ........................................................................... 40
   J.     Attendance and Punctuality .............................................................................................. 41
   K.     Personal Appearance ......................................................................................................... 42
   L.     Solicitation ........................................................................................................................ 42
   M.     Progressive Discipline…………………………………………………………………...40
   N.     Problem Resolution (Grievance)…………………………………………………………42
   O.     Life-Threatening Illnesses in the Workplace .................................................................... 45
   P.     Suggestion Program .......................................................................................................... 45
   Q.     Affirmative Action Plan .................................................................................................... 47
   R.     Reporting Child Abuse…………………………………………………………………..44

VII.         DRUG-FREE WORKPLACE PROGRAM........................................ 48
EMPLOYEE ACKNOWLEDGEMENT FORM & ARBITRATION AGREEMENT .......... 56




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I.     Getting Started
                             Welcome to School Management Solutions!


Our goal is to create a unique working environment bringing together people of various professions and
skills, helping them to excel both personally and professionally while providing some of the best benefits
and services in the area

It is our hope that in the months and years to come, you will find satisfaction that comes from helping
students through your work at School Management Solutions. It is this desire to provide the best
education possible for every student that will also directly bond you to your fellow workers--rewarding
bonds that are likely to last a lifetime.

You have joined an organization that has established an outstanding reputation for quality services and
innovative and creative practices. Credit for this reputation goes to every one of our employees. We
hope you, too, find satisfaction and take pride in your work here.

The standard of conduct for School Management Solutions employees is demanding both on and off the
job. Employees must be continuous role models for the clients we serve, not to mention the ever-present
scrutiny of the watchful eye of the public. All employees are expected to maintain high standards of
integrity, conduct and professionalism which will favorably reflect upon the agency and themselves.

Please note that this employee handbook is neither a legal document nor an employment contract. It is
not intended to create any contractual rights in favor of you or School Management Solutions, but only to
provide you a source of information about payroll, privileges, benefits and procedures. It is for your
information, prepared for your use as a ready reference of the employment practices of the company, and
the benefits offered to you. It is also a convenient place to find a summary of the general procedures you
are expected to follow. Take a few minutes and read this booklet. When you are finished, keep it as a
handy reference.
School Management Solutions, Inc. reserve the right to change the terms and contents of this handbook at
any time. When changes occur, you will be given either an addendum, new insert pages to replace the old
ones, or a revised booklet.

So...welcome aboard!




Douglas K. Jackson
President
School Management Solutions, Inc.
A. Nature of Employment
Employment with School management Solutions is voluntarily entered into, and the employee is free to
resign at-will, at any time, with or without cause. Similarly, School Management Solutions may terminate
the employment relationship at-will, at any time, with or without notice or cause, so long as there is no
violation of applicable federal or state law.

Policies set forth in this handbook are not intended to create a contract, nor are they to be construed to
constitute contractual obligations of any kind or a contract of employment between School management
Solutions and any of its employees. The provisions of the handbook have been developed at the discretion
of management and, except for its policy of employment-at-will, may be amended or cancelled at any
time, at School Management Solutions’ sole discretion.

These provisions supersede all existing policies and practices and may not be amended or added to
without the express written approval of School Management Solutions.

B. Employee Relations
School Management Solutions believes that the work conditions, wages, and benefits it offers to its
employees are competitive with those offered by other employers in this area and in this industry. If
employees have concerns about work conditions or compensation, they are strongly encouraged to voice
these concerns openly and directly to their supervisors. Each employee is asked to participate in the
agency's annual Employee Satisfaction Survey, which is designed to give feedback to School
Management Solutions’ management.

Our experience has shown that when employees deal openly and directly with supervisors, the work
environment can be excellent, communications can be clear, and attitudes can be positive. We believe that
School Management Solutions amply demonstrates its commitment to employees by responding
effectively to employee concerns.

C. Equal Employment Opportunity
In order to provide equal employment and advancement opportunities to all individuals, employment
decisions at School Management Solutions will be based on merit, qualifications, and abilities. School
Management Solutions does not discriminate in employment opportunities or practices on the basis of
race, color, religion, sex, national origin, age, disability, or any other characteristic protected by law.

School Management Solutions will make reasonable accommodations for qualified individuals with
known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of
employment, including selection, job assignment, compensation, discipline, termination, and access to
benefits and training.

Any employees with questions or concerns about any type of discrimination in the workplace are
encouraged to bring these issues to the attention of their immediate supervisor or the Human Resources
Department at (386) 624-6982. Employees can raise concerns and make reports without fear of reprisal.
Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action,
up to and including termination of employment.




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D. Business Ethics and Conduct
The successful business operation and reputation of School Management Solutions is built upon the
principles of fair dealing and ethical conduct of our employees. Our reputation for integrity and
excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as
well as a scrupulous regard for the highest standards of conduct and personal integrity.

The continued success of School Management Solutions is dependent upon our client's trust and we are
dedicated to preserving that trust. Employees owe a duty to School Management Solutions, its clients, and
fellow employees to act in a way that will merit the continued trust and confidence of the public.

School Management Solutions will comply with all applicable laws and regulations and expects its
directors, officers, and employees to conduct business in accordance with the letter, spirit, and intent of all
relevant laws and to refrain from any illegal, dishonest, or unethical conduct.

In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines
of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action the
matter should be discussed openly with your immediate supervisor and, if necessary, with Human
Resources for advice and consultation. The agency's Code of Ethics is included as a supplement to the
personnel policies and is posted in all School Management Solutions facilities.

Compliance with this policy of business ethics and conduct is the responsibility of every School
Management Solutions employee. Disregarding or failing to comply with this standard of business ethics
and conduct could lead to disciplinary action, up to and including possible termination of employment.

E. Civility Policy
School Management Solutions district personnel will treat parents, students, and other district
personnel with courtesy and respect, and expect the same from others.
It is the intent of the School Management Solutions to promote mutual respect, civility, and orderly
conduct among district employees, students, parents, and the public. It is not the intent of School
Management Solutions, however, to deprive any person of his or her right to freedom of
expression. The School Management Solutions also recognizes there may be a variety of cultural
perspectives on what constitutes civil or uncivil behavior; however, the intent of this policy is to
maintain, to the greatest extent reasonably possible, a safe, civil, harassment-free workplace for
all, and to set an example of civility for students to emulate. In the interest of presenting
administrators, teachers, and other employees as positive role models, School Management
Solutions encourages positive communication and discourages disruptive, volatile, hostile or
aggressive communications or actions.

F. Hiring of Relatives
The employment of relatives in the same area of an organization may cause serious conflicts and
problems with favoritism and employee morale. In addition to claims of partiality in treatment at work,
personal conflicts from outside the work environment can be carried into day-to-day working
relationships.

Relatives of persons currently employed by School Management Solutions may be hired only if they will
not be working directly for or supervising a relative or will not occupy a position in the same line of


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authority within the organization. This policy applies to any relative, higher or lower in the organization,
who has the authority to review employment decisions. School Management Solutions employees cannot
be transferred into such a reporting relationship. If the relative relationship is established after
employment, the individuals concerned will decide who is to be transferred. If that decision is not made
within 30 calendar days, management will decide.

In other cases where a conflict or the potential for conflict arises, even if there is no supervisory
relationship involved, the parties may be separated by reassignment or terminated from employment.

For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose
relationship with the employee is similar to that of persons who are related by blood or marriage.

G. Immigration Law Compliance
School Management Solutions is committed to employing only United States citizens and aliens who are
authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or
national origin.

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition
of employment, must complete the Employment Eligibility Verification Form I-9 and present
documentation establishing identity and employment eligibility. Former employees who are rehired must
also complete the form if they have not completed an I-9 with School Management Solutions within the
past three years, or if their previous I-9 is no longer retained or valid.

Employees with questions or seeking more information on immigration law issues are encouraged to
contact the Human Resources Department at (386) 624-6982. Employees may raise questions or
complaints about immigration law compliance without fear of reprisal.

H. Conflicts of Interest
Employees have an obligation to conduct business within guidelines that prohibit actual or potential
conflicts of interest. This policy establishes only the framework within which School Management
Solutions wishes the business to operate. The purpose of these guidelines is to provide general direction
so that employees can seek further clarification on issues related to the subject of acceptable standards of
operation. Contact the School Management Solutions President for more information or questions about
conflicts of interest.

Transactions with outside firms must be conducted within a framework established and controlled by the
executive level of School Management Solutions. Business dealings with outside firms should not result
in unusual gains for those firms. Unusual gain refers to bribes, product bonuses, special fringe benefits,
unusual price breaks, and other windfall designed to ultimately benefit the employer, the employee, or
both. Promotional plans that could be interpreted to involve unusual gain require specific executive-level
approval. Any employee contacted regarding a potential business relationship involving School
Management Solutions services must immediately notify their immediate supervisor who will be
responsible for reporting the information to the President.

An actual or potential conflict of interest occurs when an employee is in a position to influence a decision
that may result in a personal gain for that employee or for a relative as a result of School Management
Solutions’ business dealings. For the purposes of this policy, a relative is any person who is related by
blood or marriage, or whose relationship with the employee is similar to that of persons who are related



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by blood or marriage.

No "presumption of guilt" is created by the mere existence of a relationship with outside firms. However,
if employees have any influence on transactions involving purchases, contracts, or leases, it is imperative
that they disclose to the President, as soon as possible, the existence of any actual or potential conflict of
interest so that safeguards can be established to protect all parties.

Personal gain may result not only in cases where an employee or relative has a significant ownership in a
firm with which School Management Solutions does business, but also when an employee or relative
receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or
business dealings involving School Management Solutions.

No employee shall engage in or maintain a personal relationship with a client of the agency or the client
of any organization the agency serves. School Management Solutions defines a "personal relationship" as
social and sexual encounters in or outside of the work environment.

In the event that an employee has referred a client to the agency for services or to an organization the
agency services, and said client is a family member of the employee or there is a social relationship with
the client prior to or upon referral, the employee is expected to notify their immediate supervisor.

Employees who do not adhere to this policy are subject to immediate termination from employment.

I. Outside Employment
Employees may hold outside jobs as long as they meet the performance standards of their job with School
Management Solutions. Any employee considering or holding an outside job must inform, in writing,
their immediate supervisor of the situation. All employees will be judged by the same performance
standards and will be subject to School Management Solutions’ scheduling demands, regardless of any
existing outside work requirements.

If School Management Solutions determines that an employee's outside work interferes with performance
or the ability to meet the requirements of School Management Solutions as they are modified from time to
time, the employee may be asked to terminate the outside employment if he or she wishes to remain with
School Management Solutions.

Employees who engage in clinical private practice outside of School Management Solutions may do so on
his or her own time provided that such activity does not involve the clients of School Management
Solutions or the clients of contracted services.

Employees who are approached for consultation within the catchment area of School Management
Solutions are prohibited from accepting an appointment, but are encouraged to consult with the agency
President or Vice President for the possibilities of delivering the provision of services under the auspices
of School Management Solutions. All employees representing School Management Solutions in a
consultation capacity must be authorized to do so by the President.

Employees who engage in staff training, consultation, and technical assistance outside of School
Management Solutions may do so on their own time provided that such activity is not within the
catchment area of School Management Solutions and the activities are not related to the scope and nature
of School Management Solutions.
Employees who engage in part-time teaching outside of School Management Solutions may do so on his



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or her own time, provided that those added responsibilities do not conflict with the agency position of
School Management Solutions.

Outside employment that constitutes a conflict of interest is prohibited. Employees may not receive any
income or material gain from individuals outside School Management Solutions for materials produced or
services rendered while performing their jobs.

J. Confidentiality and Non-Disclosure Agreement
The protection of confidential business and client information and trade secrets is vital to the interests and
the success of School Management Solutions, Inc. Such confidential information includes, but is not
limited to, the following examples:

       Grant Writing
       Client/Vendor Lists
       Compensation Data
       Financial Information
       Marketing Strategies
       New Materials Research
       Pending Projects And Proposals
       Proprietary Production Processes
       Research And Development Strategies
       Technological Data

Employees who improperly use or disclose trade secrets or confidential business information or address
the media (without prior approval from the President) will be subject to disciplinary action, up to and
including, termination of employment and legal action, even if they do not actually benefit from the
disclosed information.

The employee, as consideration for and as a condition of his or her employment, will disclose promptly to
School Management Solutions at all times during the term of employment, all information within his or her
knowledge regarding prospective clients and vendors, actual clients and vendors, copyrightable marketing
ideas and materials, financial information, prospective and current project and proposals, know-how, trade
secrets, improvements, discoveries, procedures, techniques, methods, and software data relating thereto
within the scope of School Management Solutions’ business and activities.

Each and every client of School Management Solutions shall be the sole and exclusive property of School
Management Solutions, and the employee will, upon request, assist School Management Solutions in every
way possible way (at School Management Solutions’ expense) to obtain and maintain protection of such
client and prospective client information. The employee hereby assigns and agrees to assign to School
Management Solutions or its nominee, all clients and all prospective clients. The client shall remain the
exclusive property of School Management Solutions and shall be considered confidential information.

The employee understands that information constitutes a valuable asset and a legitimate business interest of
School Management Solutions, and that the unauthorized disclosure of such confidential information would
be detrimental to School Management Solutions’ business. The term "confidential information" includes but
is not limited to commercial, personal or technical information that the employee may obtain in the course of
and by virtue of his or her employment (other than information generally published or available to the
public), client lists, market studies, special and general business practices, trade secrets, software programs,
sensitive payroll information, bank accounts, and all other similar matters regarding the business of School


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Management Solutions, its affiliates, or its clients. The employee therefore agrees that, except as required for
School Management Solutions business, he or she will never, directly or indirectly, during or after
termination of employment, use, publish or disclose in any manner, nor authorize others to use, publish or
disclose, any such confidential information.

The employee acknowledges that School Management Solutions’ business is not geographically limited
to the area of its current operations. Therefore, the employee will not unless specifically authorized in
writing by School Management Solutions, directly or indirectly, on behalf of his or herself or any other
person or persons other than School Management Solutions, solicit, sell, serve, or divert any client of
School Management Solutions during his or her term of employment and for a period of one (1) year
thereafter. The employee further agrees that he or she will not become employed by or aid or counsel,
directly or indirectly, any similar enterprise in competition with School Management Solutions within a
radius of one hundred (100) miles of Daytona Beach, Florida for a period of one (1) year from his or her
last date of employment with School Management Solutions .

The employee acknowledges that he or she is able to earn a livelihood outside of the scope of the activities
encompassed above. The employee further acknowledges that a breach of this agreement by the employee
will result in irreparable and continuing damage to School Management Solutions for which there will be no
adequate remedy at law. Therefore, in addition to any other remedy which may be afforded by law, any
breach or threatened breach of this agreement shall be subject to specific performance by injunction or any
other equitable remedies of any court of competent jurisdiction.

The employee agrees that all marketing materials, reports, software or other documents or materials relating
to School Management Solutions’ business while employed by School Management Solutions, or any part
of School Management Solutions’ business, in written form which may be in his or her possession, whether
or not prepared by the employee, are the property of and are available to School Management Solutions at
all times. This specifically includes all research, educational, training and other materials purchased by
School Management Solutions. Such materials will be delivered to School Management Solutions at any
time upon its request, and, in any event, upon termination of employment.

This Agreement shall be governed by the laws of the State of Florida, without regard to the conflict-of-laws
provisions thereof. In the event legal action is required to enforce the terms of this Agreement, venue shall lie
in Volusia County, Florida.

In the event of any lawsuit or other proceeding to enforce the provisions of this Agreement, the prevailing
party shall be entitled to an award of its costs and reasonable attorney's fees incurred at all levels of
proceedings.

K. Disability Accommodation
School Management Solutions is committed to complying fully with the Americans with Disabilities Act
(ADA) and ensuring equal opportunity in employment for qualified persons with disabilities. All
employment practices and activities are conducted on a non-discriminatory basis.

Hiring procedures have been reviewed and provide persons with disabilities meaningful employment
opportunities. Pre-employment inquiries are made only regarding an applicant's ability to perform the
duties of the position.

Reasonable accommodation is available to all disabled employees, where their disability affects the
performance of job functions. All employment decisions are based on the merits of the situation in



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accordance with defined criteria, not the disability of the individual.

Qualified individuals with disabilities are entitled to equal pay and other forms of compensation (or
changes in compensation) as well as in job assignments, classifications, organizational structures, position
descriptions, lines of progression and seniority lists. Leave of all types will be available to all employees
on an equal basis.

School Management Solutions is also committed to not discriminating against any qualified employees or
applicants because they are related to or associated with a person with a disability. School Management
Solutions will follow any state or local law that provides individuals with disabilities greater protection
than the ADA.

This policy is neither exhaustive nor exclusive. School Management Solutions is committed to taking all
other actions necessary to ensure equal employment opportunity for persons with disabilities in
accordance with the ADA and all other applicable federal, state, and local laws.

L. Job Posting
School Management Solutions provides employees an opportunity to indicate their interest in open
positions and advance within the organization according to their skills and experience. In general, notices
of all regular, full-time job openings are posted, although School Management Solutions reserves its
discretionary right to not post a particular opening. Job openings will be posted online at
www.academiesofexcellence.net and at www.teachinflorida.com.

Job openings will be posted in the designated areas and normally remain open for 5 days. Each job
posting notice will include the dates of the posting period, job title, department, location, essential duties,
salary and qualifications (required skills, education, and abilities).

To be eligible to apply for a posted job, employees must have performed competently for at least 180
calendar days in their current position. Employees interested in applying for a posted position who have
been employed for less than 180 days may apply for the position provided that they obtain permission
from their immediate supervisor prior to submitting their application. New employees must have
satisfactorily completed their probationary period before applying for a new position. Eligible employees
can only apply for those posted jobs for which they possess the required skills, competencies, and
qualifications.

To apply for an open position, employees should first discuss the decision with their immediate
supervisor. Then submit the School Management Solutions Internal Application form detailing their
current experience with School Management Solutions and prior work experience and/or job-related skills
and accomplishments with a resume directly to the supervisor advertising the applicable position and
copied to the Human Resources Department and the Regional Director.

School Management Solutions recognizes the benefit of developmental experiences and encourages
employees to talk with their supervisors about their career plans. Supervisors are encouraged to support
employees' efforts to gain experience and advance within the organization.

An applicant's personnel file and/or supervisor may be contacted to verify performance, skills, and
attendance. Any staffing limitations or other circumstances that might affect a prospective transfer may
also be discussed.




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Job posting is a way to inform employees of openings and to identify qualified and interested applicants
who might not otherwise be known to the hiring manager. Other recruiting sources may also be used to
fill open positions in the best interest of the organization.

M. Background Investigation
School Management Solutions requires that all employees, volunteers and interns complete a preliminary
screening and background investigation initially upon job offering, promotion or transfer. All staff is
rescreened every five (5) years thereafter. This policy is pursuant to Florida Laws, with the applicable
investigations performed in cooperation with the Florida Departments of Law Enforcement, Department
of Children and Families and Department of Juvenile Justice.

The background investigation may include, but is not limited to, the following screenings: criminal
background, driving record, education verification, credentials, and professional reference checks. The
background check also requires fingerprinting. Forms for this process are available from Human
Resources and will be completed within the five (5) days of employment.

A completed fingerprint card must be submitted to the Human Resource Department within five (5)
working days from the onset of employment, promotion, or transfer to a position as stipulated by this
policy. The fingerprinting card must be completed in the school district where the employee will be
employed. The cost of the background investigation is the responsibility of the employee. Payment
should be made to the district or third party who conducts the service. The fingerprint application can be
managed through the Florida Department of Education Fingerprinting web site at www.flprints.com.

All job applicants will be required to comply with School Management Solutions’ Drug-Free Workplace
Policy.

The results of the background investigation become a part of the employee's personnel file. Personnel
found not to meet the minimum standards for good moral character are subject to termination from
employment. If the final background investigation is returned as unfavorable, the agency may be forced
to remove the employee from the position and/or terminate employment. Motor Vehicle Reports are
required annually for all employees in driving positions, including but not limited to, bus drivers, sales
staff and administrative staff responsible for visiting facilities.

An agency affidavit of good moral character is completed each January on an annual basis denoting staff
working during the previous calendar year.

N. Employment Categories
It is the intent of School Management Solutions to clarify the definitions of employment classifications so
that employees understand their employment status and benefit eligibility. These classifications do not
guarantee employment for any specified period of time. Accordingly, the right to terminate the
employment relationship at will at any time is retained by both the employee and School Management
Solutions.

Each employee is designated as either NONEXEMPT or EXEMPT from federal and state wage and hour
laws. NONEXEMPT employees are entitled to overtime pay under the specific provisions of federal and
state laws. EXEMPT employees are excluded from specific provisions of federal and state wage and hour
laws. An employee's EXEMPT or NONEXEMPT classification may be changed only upon written
notification by School Management Solutions management.



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In addition to the above categories, each employee will belong to one other employment category:

REGULAR FULL-TIME WITH BENEFITS employees are those who are not in a temporary or
introductory status and who are regularly scheduled to work School Management Solutions’ full-time
schedule. Generally, they are eligible for School Management Solutions’ benefit package, subject to the
terms, conditions, and limitations of each benefit program. To be considered full-time, an employee must
work a minimum of twenty-five (25) hours per week.

PART-TIME employees are those who are not assigned to a temporary or introductory status and who are
regularly scheduled to work less than the full-time work schedule. Regular part-time employees are
eligible for some benefits sponsored by School Management Solutions, subject to the terms, conditions,
and limitations of each benefit program. While they do receive all legally mandated benefits (such as
Social Security, Retirement and workers' compensation insurance), they are ineligible for all of School
Management Solutions’ other benefit programs.

INTRODUCTORY employees are those whose performance is being evaluated to determine whether
further employment in a specific position or with School Management Solutions is appropriate.
Employees who satisfactorily complete the introductory period will be notified of their new employment
classification.

Temporary employees are those who have established an employment relationship with School
Management Solutions but who are assigned to work on an intermittent and/or unpredictable basis. While
they receive all legally mandated benefits (such as workers' compensation insurance and Social Security),
they are ineligible for all of School Management Solutions’ other benefit programs.

VOLUNTEERS/INTERNS are those who do not receive any compensation (salary or fringe benefits) for
the hours worked at School Management Solutions. Likewise these individuals are not eligible for any
School Management Solutions benefits.

O. Access to Personnel Files
School Management Solutions maintains a personnel file on each employee. The personnel file includes
such information as the employee's job application, resume, documentation of performance appraisals and
salary increases, job description, documentation of reference checks, verification of license and/or
certificates, copies of college diploma, certifications, etc., in-house memos, memos or letters from outside
the agency, signed acknowledgement of receipt and understanding of School Management Solutions
Personnel Policies, law enforcement background checks, background investigation reports, W-4 forms
and other employment records.

Personnel files are the property of School Management Solutions, and access to the information they
contain is restricted. All school employee files are public records and as such are available for public
inspection. Public inspection is allowed by appointment only coordinated with School Management
Solutions.

Employees’ whose addresses and phone numbers are exempt from public disclosure under Chapter 119 of
the Florida Statutes must notify Chief Financial Officer in writing.

Employees who wish to review their own file should contact the Human Resources Department. With
reasonable advance notice, employees may review their own personnel files in School Management



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Solutions’ offices and in the presence of an individual appointed by School Management Solutions to
maintain the files. Employees are prohibited from removing any original material from their personnel
file.

School Management Solutions may charge employees and outside agencies a fee for copies of
information in a personnel file.

P. Employment Reference Checks
To ensure that individuals who join School Management Solutions are well qualified and have a strong
potential to be productive and successful, it is the policy of School Management Solutions to check the
employment references of all applicants. School Management Solutions requires two (2) professional
references and relies on a neutral, third party to complete the reference checks prior to employment.

Only the Human Resources Department or designee will respond to all reference check inquiries from
other employers. Requests for Employment Reference Checks should be directed to Human Resources at
(386) 624-6982. Responses to such inquiries will confirm only dates of employment, wage rates, and
position(s) held. No employment data will be released without a written authorization and release signed
by the individual who is the subject of the inquiry.

Q. Personnel Data Changes
It is the responsibility of each employee to promptly notify School Management Solutions of any changes
in personnel data. Personal mailing addresses, telephone numbers, number and names of dependents,
individuals to be contacted in the event of emergency, educational accomplishments, and other such status
reports should be accurate and current at all times. If any personnel data has changed, notify the Human
Resources Department and their immediate supervisor in writing as soon as possible. The Human
Resources Department will then notify other applicable departments.

R. Introductory Period of Employment
New employees to the School Management Solutions must read and sign a statement of their
understanding of the introductory period of employment. All new employees are subject to
either a 90 or 97 day introductory period. The introductory period is intended to give new
employees the opportunity to demonstrate their ability to achieve a satisfactory level of
performance and to determine whether the new position meets their expectations. School
Management Solutions use this period to evaluate employee capabilities, work habits, and overall
performance. Either the employee or School Management Solutions may end the employment
relationship at will at any time during or after the introductory period, with or without cause or
advance notice.

All new and rehired employees work on an introductory basis for the first 90 or 97 calendar days
after their date of hire. Employees who are promoted or transferred within School Management
Solutions must complete a secondary introductory period of the same length with each
reassignment to a new position. Any significant absence will automatically extend an
introductory period by the length of the absence. If School Management Solutions determines that
the designated introductory period does not allow sufficient time to thoroughly evaluate the
employee's performance, the introductory period may be extended for a specified period.


Revised 07-16-08                               13
In cases of promotions or transfers within School Management Solutions, an employee who, in the
sole judgment of management, is not successful in the new position can be removed from that
position at any time during the secondary introductory period. If this occurs, the employee may
be allowed to return to his or her former job or to a comparable job for which the employee is
qualified, depending on the availability of such positions and School Management Solutions’ needs.

During the initial introductory period, new employees are eligible for those benefits that are required by
law, such as workers' compensation insurance and Social Security. They may also be eligible for other
School Management Solutions -provided benefits, subject to the terms and conditions of each benefits
program. Employees should read the information for each specific benefits program for the details on
eligibility requirements.

Upon satisfactory completion of the initial introductory period, employees enter the "regular"
employment classification.

The following describe the 90 and 97 day introductory periods

97 Day Introductory Period

The 97 day introductory period applies only to instructional employees. Florida Statute
1012.33(3)(a)4 states, “for any person newly employed as a member of the instructional staff
after June 30, 1997, the initial annual contract shall include a 97 day probationary period during
which time the employee’s contract may be terminated without cause or the employee may
resign without breach of contract”.
Additionally, employees in the introductory period are not eligible for benefits unless otherwise
noted.

90 Day Introductory Period

The 90 day introductory period applies to all staff and administration employees not under
contract as instructional employees. The days during the summer break do not count toward the
90 days if the employee is in a position that is not scheduled to work after the school term ends
(ex. Instructional assistant or food service worker).

S. Employment Applications
School Management Solutions relies upon the accuracy of information contained in the employment
application, as well as the accuracy of other data presented throughout the hiring process and
employment. Any misrepresentations, falsification, or material omissions in any of this information or
data may result in School Management Solutions’ exclusion of the individual from further consideration
for employment or, if the person has been hired, termination of employment.

T. Performance Evaluations
Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal,
day-to-day basis. Formal performance evaluations are conducted at the end of an employee's initial period
in any new position. This period, known as the introductory period, allows the supervisor and the


Revised 07-16-08                               14
employee to discuss the job responsibilities, standards, and performance requirements of the new position.
Additional formal performance evaluations are conducted to provide both supervisors and employees the
opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and
discuss positive, purposeful approaches for meeting goals.

The initial employee performance evaluation is scheduled three (3) months after the employee’s date of
hire. Subsequent evaluations are conducted the anniversary of the employee’s date of hire or date of
promotion, in 12-month intervals.

Pay adjustments are awarded by School Management Solutions in an effort to recognize employee
performance. The decision to award such an adjustment is dependent upon numerous factors, including
the information documented by this formal performance evaluation process.

U. Job Descriptions
School Management Solutions makes every effort to create and maintain accurate job descriptions for all
positions within the organization. Each description includes a job information section, a job summary
section (giving a general overview of the job's purpose), an essential duties and responsibilities section, a
supervisory responsibilities section, a qualifications section (including education and/or experience,
language skills, mathematical skills, reasoning ability, and any certification required), a physical demands
section, and a work environment section.

School Management Solutions maintains job descriptions to aid in orienting new employees to their jobs,
identifying the requirements of each position, establishing hiring criteria, setting standards for employee
performance evaluations, and establishing a basis for making reasonable accommodations for individuals
with disabilities.

When new positions are created, job descriptions will be written. Existing job descriptions are also
reviewed and revised annually in order to ensure that they are up to date. Job descriptions may also be
rewritten periodically to reflect any changes in the position's duties and responsibilities. All employees
will be expected to help ensure that their job descriptions are accurate and current, reflecting the work
being done.

Employees should remember that job descriptions do not necessarily cover every task or duty that might
be assigned, and that additional responsibilities may be assigned as necessary. Contact your immediate
supervisor if you have any questions or concerns about your job description.




Revised 07-16-08                                15
II.       Benefits
A. Employee Benefits
Eligible employees at School Management Solutions are provided a wide range of benefits. A number of
the programs (such as Social Security, workers' compensation, state disability, and unemployment
insurance) cover all employees in the manner prescribed by law.

Benefits eligibility is dependent upon a variety of factors, including employee classification. Your
supervisor can identify the programs for which you are eligible. Details of many of these programs can be
found elsewhere in the employee handbook.

The following benefit programs are available to eligible employees:

         401(k) Retirement Plan
         Business Travel Reimbursement
         Bereavement Leave
         Cafeteria Plan (Pre and Post Tax Voluntary Insurance)
         Deferred Compensation Plan
         Dental Insurance
         Family Leave
         Health Insurance
         Holidays
         Jury Duty Leave
         Life Insurance
         Personal Leave Time
         Travel Allowances
         Witness Duty Leave

Some benefit programs require contributions from the employee.

B. Holidays
School Management Solutions will grant holiday time off to non-school based twelve-month employees
on the holidays listed below:
     New Year's Day (January 1)
     Martin Luther King, Jr. Day (third Monday in January)
     Memorial Day (last Monday in May)
     Independence Day (July 4)
     Labor Day (first Monday in September)
     Veterans' Day (November 11)
     Thanksgiving (fourth Thursday in November)
     Day after Thanksgiving
     Christmas (December 25)

School based 12-month employees will follow the calendar of the sponsoring school district. The
designated day off for each holiday will correspond to the date of the State of Florida's officially
recognized holiday.
Ten-month employees will follow the school calendar of the sponsoring district of their school.

School Management Solutions will grant paid holiday time off to all eligible employees. Holiday pay will
be calculated based on the employee's straight-time pay rate (as of the date of the holiday) times the
number of hours the employee would otherwise have worked on that day. Eligible employee
classification(s) include:

        * Regular full-time employees with benefits
        * Introductory employees For Full Time Positions

To be eligible for holiday pay, employees must work the last scheduled day immediately preceding and
the first scheduled day immediately following the holiday unless the employee has been granted written
approved personal leave or has a physician's statement.

If a recognized holiday falls during an eligible employee's paid absence (personal leave time), holiday pay
will be provided instead of the paid time off benefit that would otherwise have applied.

If nonexempt eligible employees work on a recognized holiday, they will receive holiday pay plus wages
at one and one-half times their base rate for the hours worked. If a nonexempt eligible employee’s
regular schedule workday is ten (10) or twelve (12) hours, they will receive holiday pay based on their
normal workday. If nonexempt eligible employees are normally scheduled to be off on a recognized
holiday, they may either be compensated by receiving holiday pay or may schedule another day off with
schedules and manpower permitting. Time and one-half pay will only apply to nonexempt employees
whose shift begins on the day of the recognized holiday. Hours worked on the holiday will not be
counted as hours worked for the purpose of overtime.

If exempt employees work on a holiday, they are eligible to schedule another day off with schedules and
manpower permitting.

C. Workers' Compensation Insurance
School Management Solutions provides a comprehensive workers' compensation insurance program at no
cost to employees. This program covers any injury or illness sustained in the course of employment that
requires medical, surgical, or hospital treatment. Subject to applicable legal requirements, workers'
compensation insurance provides benefits after a short waiting period or, if the employee is hospitalized,
immediately.

Employees who sustain work-related injuries or illnesses should inform their supervisor immediately.
This will enable an eligible employee to qualify for coverage as quickly as possible. If an incident
occurs and goes unreported, workers' compensation benefits may be delayed or even denied.
Managers are to report all injuries immediately to Human Resources Department at (386) 586-1071

Medical care will be provided in accordance with the company's managed care program and as required
by workers' compensation statutes. Each employee will be notified of the managed care doctors and
facilities to which he or she will be directed in the event of an injury and a list will also be kept at School
Management Solutions office.

School Management Solutions will work with you and your doctors to return to work as soon as
medically feasible, in a position compatible with any physical restrictions you may have as a result of



Revised 07-16-08                                 17
your injury or illness.

Neither School Management Solutions nor the insurance carrier will be liable for the payment of workers'
compensation benefits for injuries that occur during an employee's voluntary participation in any off-duty
recreational, social, or athletic activity sponsored by School Management Solutions.

Every employee is expected to observe and promote safety on the job. If you observe any unsafe
condition or possible exposure to a hazard, either abate the hazard yourself or report it promptly to the
Office Manager. Together, our goal is to maintain a safe environment in which to work.

D. Managed Care
In accordance with section 440.134 of the 1993 Florida Statute, all medical treatment for work-related
injuries and illnesses must be provided through a Managed Care Arrangement. Managed Care will
coordinate medical treatment should you be injured on the job. Medical treatment in non-emergency
situations must be provided through a certified provider in the managed care network.

All medical treatment must be coordinated by a network “Medical Care Coordinator” (MCC) who is a
primary care provider within the provider network. The MCC is responsible for managing medical care
including determining other health care providers and health care facilities to which you will be referred
for evaluation or treatment. A MCC shall be a physician licensed under chapter 458 or an osteopath
licensed under chapter 459 of section 440.134 (1) (i). Medical treatment in a non-emergency situation
must be provided through a certified physician in the managed care network. If your injury requires
ongoing medical treatment, you may be contacted by a Case Manager.

E. Bereavement Leave
Employees who wish to take time off due to the death or critical illness of a family member should notify
their supervisor immediately. Critical illnesses are defined as those that are life threatening.

Up to 3 days of paid bereavement leave for immediate family and 1 day for all other family members will
be provided to eligible full-time employees.

Bereavement pay is calculated based on the base pay rate at the time of absence and will not include any
special forms of compensation.

Bereavement leave will normally be granted unless there are unusual business needs or staffing
requirements. Employees may, with their supervisors' approval, use any available paid leave for
additional time off as necessary.

School Management Solutions defines "immediate family" as the employee's spouse, parent, step parent,
child, stepchild, sibling, grandparents, or grandchildren; the employee's spouse's parent, child, sibling,
grandparents or grandchildren; the employee's child's spouse. Special consideration will also be given to
any other person whose association with the employee was similar to any of the above relationships.

F. Jury Duty
School Management Solutions encourages employees to fulfill their civic responsibilities by serving jury
duty when required. Employees in an eligible classification may request up to 1 week of paid jury duty
leave over any 1-year period.


Revised 07-16-08                               18
Jury duty pay will be calculated on the employee's base pay rate times the number of hours the employee
would otherwise have worked on the day of absence. Employee classifications that qualify for paid jury
duty leave are:

        * Regular full-time employees with benefits
        * Regular part-time employees

If employees are required to serve jury duty beyond the period of paid jury duty leave, they may use any
available paid time off (personal leave time) or may request an unpaid jury duty leave of absence.

Employees must show the jury duty summons to their supervisor as soon as possible so that the
supervisor may make arrangements to accommodate their absence. Of course, employees are expected to
report for work whenever the court schedule permits.

Either School Management Solutions or the employee may request an excuse from jury duty if, in School
Management Solutions' judgment, the employee's absence would create serious operational difficulties.

School Management Solutions will continue to pay the employer's portion of health insurance benefits for
the full period of the approved jury duty. The employee will continue to pay their portion of the health
insurance.

Benefits such as personal leave time or holiday pay will be suspended during unpaid jury duty leave and
will resume upon return to active employment.

G. Witness Duty
School Management Solutions encourages employees to appear in court for witness duty when
subpoenaed to do so. If employees have been subpoenaed or otherwise requested to testify as witnesses
by School Management Solutions, they will receive paid time off for the entire period of witness duty.

Employees will be granted unpaid time off to appear in court as a witness when requested by a party other
than School Management Solutions. Employees are free to use any available paid leave benefit (personal
leave time) to receive compensation for the period of this absence.

The subpoena should be shown to the employee's supervisor immediately after it is received so that
operating requirements can be adjusted, where necessary, to accommodate the employee's absence. The
employee is expected to report for work whenever the court schedule permits.

H. Benefits Continuation (COBRA)
The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their
qualified beneficiaries the opportunity to continue health insurance coverage under School Management
Solutions’ health plan when a "qualifying event" would normally result in the loss of eligibility. Some
common qualifying events are resignation, termination of employment, or death of an employee; a
reduction in an employee's hours or a leave of absence; an employee's divorce or legal separation; and a
dependent child no longer meeting eligibility requirements.

Under COBRA, the employee or beneficiary pays the full cost of coverage at School Management
Solutions’ group rates, plus an administration fee. A contracted agency will provide each eligible



Revised 07-16-08                               19
employee with a written notice describing rights granted under COBRA when the employee becomes
eligible for coverage under School Management Solutions’ health insurance plan. The notice contains
important information about the employee's rights and obligations.

I. Health Insurance
School Management Solutions’ health insurance plan provides employees and their dependents access to
medical and dental insurance benefits. Employees in the following employment classifications are eligible
to participate in the health insurance plan:

        * Regular full-time employees

Eligible employees may participate in the health insurance plan after completion of their introductory
period of employment. If this benefit is elected, the plan will take effect on the first of the month
following the completion of the introductory period.

A change in employment classification that would result in loss of eligibility to participate in the health
insurance plan may qualify an employee for benefits continuation under the Consolidated Omnibus
Budget Reconciliation Act (COBRA). Refer to the Benefits Continuation (COBRA) policy for more
information.

Details of the health insurance plan are described in the Summary Plan Description (SPD). An SPD and
information on cost of coverage will be provided in advance of enrollment to eligible employees. Contact
the Human Resources Department for more information about health insurance benefits.

J. Life Insurance
Life insurance offers you and your family important financial protection. School Management Solutions
provides a basic life insurance plan for eligible employees, at a coverage level of one times the
employee’s salary. Additional supplemental and/or dependent life insurance coverage may also be
purchased.

Employees in the following employment classifications are eligible to participate in the life insurance
plan:

        * Regular full-time employees

Eligible employees may participate in the life insurance after completion of their introductory period of
employment. If this benefit is elected, the plan will take effect on the first of the month following the
completion of the introductory period.

Details of the basic life insurance plan including benefit amounts are described in the Summary Plan
Description provided to eligible employees. Contact the Human Resources Department for more
information about life insurance benefits.

K. Personal Leave Time (PLT)
All personal leave time permitted under this policy is exclusively designed for rest, relaxation,
recuperation, and/or the personal needs of employees to return to work focused and energized. Nothing
in this policy shall be interpreted as a vested or contractual right. Employees in the following


Revised 07-16-08                                20
employment classification(s) are eligible to use personal leave time as described in this policy.

        * Regular full-time employees

Hourly (Non-Exempt) Employees
Hourly employees accrue personal leave time (PLT) based on the number of hours worked. Overtime
hours worked is not considered when calculating PLT. The table in the next section details the accrual
rate depending on years of service.

11-month and 12-month (Exempt) Career Service Employees
11-month and 12-month employees accrue Personal Leave Time based on their years of continuous
service. The Personal Leave accrual schedule for exempt 11-month and 12-month employees and hourly
(non-exempt) employees is as follows:

                   Years of Service      Hours Accrued             PLT Accrued Per
                                        Monthly (Exempt)         Hour Worked (Hourly)
                     Up to 5 years         8.667 hours                 0.054125
                      5 – 10 years        10.883 hours                 0.068019
                     Over 10 years          13.0 hours                 0.081250

Selected Exempt and Senior Management Employees (12-month employees)
A full-time Selected Exempt Service and Senior Management Service employees accrue annual leave
time at a monthly rate as follows:


                                Employee Category              PLT Accrued
                                                                 Monthly
                             Selected Exempt Service            13.33 hours
                            Senior Management Service           14.67 hours

Exempt 10-month Employees Professional Instructional Staff
Once employees enter an eligible employment classification, they begin to earn Personal Leave Time and
Sick Leave Time according to the schedule below. They can request use of PLT or SLT after it is earned.

Sick Leave

        a. Accrual

             1. Full time teachers shall accrue 4 hours a month of sick leave.
             2. Unused sick leave shall accumulate from year to year without limit.
             3. For purposes of this section only, “full-time teacher” shall apply to any teacher who is
                regularly employed more than one-half (1/2) time.

        b. Usage

        1) Sick leave shall be used only for personal illness (including the illness or disablement related
           to or disablement due to pregnancy or the birth of a child, provided the matters described
           within these parentheses shall not be applicable to any teacher on maternity leave) of the
           teacher or for the illness or death of a spouse, son, daughter, mother, father, brother, sister,
           grandparent, father-in-law, mother-in-law, brother-in-law, sister-in-law, aunt, uncle, niece,



Revised 07-16-08                                21
           nephew, grandchild, son-in-law, daughter-in-law, step-parents, step-children, or a person
           residing in the same household as the teacher.
        2) Sick leave days shall be granted for absences during the regularly scheduled workday to the
           extent of the total number of sick days the teacher has accumulated.

Personal Leave

        A teacher who teaches full time during the first semester shall be granted two (2) days of personal
        leave each school year for personal reasons as provided herein. Full time teachers beginning
        employment during the second semester receive one (1) day of personal leave time.

    a. Written application for such leave shall be submitted to the school principal no less than two (2)
       weeks prior to the beginning of the leave except in the case of emergency. Approval of leave
       request will be granted at the discretion of the principal based on a number of factors including
       business needs and staffing requirements.
    b. Each application for such leave shall reflect as the reason for the leave request.
    c. Personal leave shall not accumulate from the school year to school year
    d. Personal leave shall be granted subject to the following conditions:

        1) The length of such leave shall be no less than one-half (1/2) of the teacher assigned workday
           unless otherwise allowed by the principal.
        2) No more than eight percent (8%) of the teachers in any given school site or one (1) teacher,
           whichever is greater shall be absent on such leave from any given school at any time,
           provided such limitation of eight percent (8%) may be waived by the Board in its discretion
           and without precedent.
        3) Such leave shall not be granted under any of the following conditions:
                a) Activities which could result in taxable income to the employee.
                b) Any form of work stoppage.
        4) In the event of emergency, the nature of which is so serious as to necessitate the presence of
           as many employees as possible, all requests for personal leave may be denied for the duration
           of the emergency.
        5) Such leave shall not be granted for purposes for which any other type of paid leave is
           available.

Stipulations of Personal Leave Usage

To schedule planned PLT, employees MUST request advance approval from their supervisor. An
Absence Request Form should be completed and submitted for approval two weeks prior to requested
time off. All requests will be reviewed based on a number of factors, including business needs and
staffing requirements.

Personal leave will not be granted the first and last month of the school year, due to staffing
requirements.

Employees must work the last scheduled day immediately preceding and the first scheduled day
immediately following the written approved Personal Leave Time, unless the employee has a physician's
statement. If a physician's statement is not provided with the time sheet, the employee will be subject to
disciplinary action, up to and including termination.

Use of Sick Leave may require a physician’s statement



Revised 07-16-08                               22
Cash Value – After the first three years of service, the daily rate of pay multiplied by 25 percent times the
number of days accumulated sick leave may be cashed in at the end of the academic year. After six years
of service, accumulated sick leave may be cashed in at the daily rate of pay multiplied by 50 percent times
the number of days accumulated sick leave.

Negative balances of Personal Leave Time or Sick Leave Time will not be allowed. If an individual does
not have the required amount of PLT or SLT at the time of the absence, it will be treated as unpaid hours.

Leave Time is paid at the employee's base pay rate at the time of absence. It does not include overtime or
any special forms of compensation such as incentives, commissions, bonuses, or shift differentials.

Upon notification of resignation, personal leave time will not be granted during the last two weeks of
employment for nonexempt employees and the last four weeks for exempt employees. PLT or SLT hours
remaining have no cash value at the time of termination or resignation.


L. Retirement Benefits
School Management Solutions has established a 401(k) savings plan to provide employees the potential
for future financial security for retirement. Employees are eligible to enroll in School Management
Solutions’ 401(k) plan at the first quarterly enrollment date after their date of hire. Employees must be 21
years of age before they are eligible for participation in the 401(k) program.

Employees can match a percentage of their gross salary and, because their contribution to a 401(k) plan is
automatically deducted from their pay before federal and state tax withholding are calculated, save tax
dollars now by having your current taxable amount reduced. While the amounts deducted generally will
be taxed when they are finally distributed, favorable tax rules typically apply to 401(k) distributions.

School Management Solutions has the option to contribute to an employee’s plan after the employee has
completed 12 months of continuous service.

Complete details of the 401(k) savings plan are described in the Summary Plan Description provided to
eligible employees. Contact the Human Resources Department for more information about the 401(k)
plan.

M. Family and Medical Leave
Employees who have been with School Management Solutions for at least one full year and who have
worked at least 1250 hours in the 12 months preceding leave, may be eligible for unpaid medical leave of up
to 12 weeks under the Family and Medical Leave Act. Leave will be granted for the birth or placement of a
child for adoption or foster care; for the care of an immediate family member (parent, legal spouse, or child
either under 18 or otherwise incapable of self-care due to mental or physical disability) who has a serious
health condition; or when the employee is unable to work due to a serious health condition.

Serious health condition means an injury, illness, impairment, or mental condition which involves a period
of incapacity or treatment in connection with in-patient care at a medical facility; a period of incapacity
involving continuing treatment by a medical provider with absence from work or school or other regular
daily activity for more than 3 days; any incapacity due to pregnancy; prenatal care; or a condition which
requires periodic treatment by a health care provider or causes episodic incapacity over an extended period
of time.



Revised 07-16-08                                23
   During such absences, the employee will be responsible for continuing to pay his or her portion of any
    insurance premiums in order to keep the insurance in effect. The employee must contact the human
    resource department in order to arrange for payment of the employee’s portion of such insurance
    premiums.
   No medical leave of absence will be allowed beyond the 12-week period.
   The need for such extended leave must be supported by a physician’s note.
   When such extended leave is contemplated, the employee should notify his or her supervisor as soon as
    possible.
   In the event the employee does not intend to return to work after such extended leave of absence, the
    employee should immediately contact his or her supervisor of that fact.
   Provided the employee returns to work on the first business day following the 12-week period, the
    employee will be returned to the same or similar position.

Benefits such as personal leave time or holiday pay will be suspended during the leave and will resume
upon return to active employment. The employee's annual evaluation period will be extended the length
of time of absence.

If an employee fails to return to work on the agreed upon return date, School Management Solutions will
assume that the employee has resigned.

N. Military Leave
A military leave of absence will be granted to employees who are absent from work because of service in
the U.S. uniformed services in accordance with the Uniformed Services Employment and Reemployment
Rights Act (USERRA). Advance notice of military service is required, unless military necessity prevents
such notice or it is otherwise impossible or unreasonable.

Employees will receive partial pay for two-week training assignments and shorter absences. Upon
presentation of satisfactory military pay verification data, employees will be paid the difference between
their normal base compensation and the pay (excluding expense pay) received while on military duty.

The portion of any military leaves of absence in excess of two weeks will be unpaid. However, employees
may use any available paid time off for the absence.

Continuation of health insurance benefits is available as required by USERRA based on the length of the
leave and subject to the terms, conditions and limitations of the applicable plans for which the employee
is otherwise eligible.

Benefits such as personal leave time or holiday pay will be suspended during the leave and will resume
upon the employee's return to active employment.

Employees on military leave for up to 30 days are required to return to work for the first regularly
scheduled shift after the end of service, allowing reasonable travel time. Employees on longer military
leave must apply for reinstatement in accordance with USERRA and all applicable state laws.

Employees returning from military leave will be placed in the position they would have attained had they
remained continuously employed or a comparable one depending on the length of military service in
accordance with USERRA. They will be treated as though they were continuously employed for purposes
of determining benefits based on length of service.


Revised 07-16-08                               24
If an employee fails to return to work on the agreed upon return date, School Management Solutions will
assume that the employee has resigned.




Revised 07-16-08                              25
III.    Termination of Employment
A. Return of Property
Employees are responsible for all School Management Solutions property, materials, client records or
written information issued to them or in their possession or control. All School Management Solutions
property must be returned by employees on or before their last day of work. Where permitted by
applicable laws, School Management Solutions will withhold from the employee's check or final
paycheck the cost of any items that are not returned when required. School Management Solutions may
also take all action deemed appropriate to recover or protect its property.

B. Employment Termination
Termination of employment is an inevitable part of personnel activity within any organization, and many
of the reasons for termination are routine. Below are examples of some of the most common
circumstances under which employment is terminated:

        * Resignation - voluntary employment termination initiated by an employee.
        * Discharge - involuntary employment termination initiated by the organization.
        * Layoff -      involuntary employment termination initiated by the organization
                        for nondisciplinary reasons.
        * Retirement - voluntary employment termination initiated by the employee meeting
                        age, service and any other criteria for retirement from the organization.

Following termination of employment, COBRA benefit information will be forwarded to all eligible
employees from the contracted COBRA Company. At School Management Solutions or the employee’s
request, an exit interview can be scheduled at the time of employment termination. The exit interview will
afford the employee an opportunity to discuss such issues as employee benefits, conversion privileges,
repayment of outstanding debts to School Management Solutions, or return of School Management
Solutions -owned property. Suggestions, complaints, and questions can also be voiced.

Since employment with School Management Solutions is based on mutual consent, both the employee
and School Management Solutions have the right to terminate employment at will, with or without cause,
at any time. Employees will receive their final pay in accordance with applicable state law. The final
check will be a live check and will not be a direct deposit.

Some benefits may be continued at the employee's expense if the employee so chooses. The employee
will be notified in writing of the benefits that may be continued and of the terms, conditions, and
limitations of such continuance.

All positions are related to specific funding contracts. If a contract is terminated with School
Management Solutions, the positions are eliminated. If an employee affected by the elimination of the
position decides to maintain employment with the agency, the employee must follow the same procedures
as any applicant for openings within the agency.

Only the President of School Management Solutions can authorize termination of employment.
C. Resignation
Resignation is a voluntary act initiated by the employee to terminate employment with School
Management Solutions. School Management Solutions requests at least 2 weeks written notice of
resignation from nonexempt employees and 4 weeks notice from exempt employees. Use of Personal
Leave Time (PLT) is not permitted during a resignation period.

Prior to an employee's departure, an exit interview can be scheduled to discuss the reasons for resignation
and return all School Management Solutions property.

If an employee does not provide advance notice, as requested, the employee may be considered ineligible
for rehire.

An employee's final check from the agency will be a live check and will not be direct deposit. The final
check will be sent to the last known address for the employee.




Revised 07-16-08                                27
IV. Pay and Hours
A. Timekeeping
Accurately recording time worked is the responsibility of every nonexempt employee. Federal and state
laws require School Management Solutions to keep an accurate record of time worked in order to
calculate employee pay and benefits. Time worked is defined as all the time actually spent on the job
performing assigned duties.

Nonexempt employees must accurately record the time they begin and end their work, as well as the
beginning and ending time of each meal period. They must also record the beginning and ending time of
any split shift or departure from work for personal reasons. Overtime work must always be approved by
the employee’s immediate supervisor before it is performed.

Exempt employees must complete a request form when utilizing Personal Leave Time.

Altering, falsifying, tampering with time records, or recording time on another employee's time record
may result in disciplinary action, up to and including termination of employment.

It is the employee's responsibility to sign their time sheets, in order to certify the accuracy of all time
recorded. The supervisor will review and then sign the time sheet before submitting it for payroll
processing. In addition, if corrections or modifications are made to the time sheet, both the employee and
the supervisor must verify the accuracy of the changes by initialing the time sheet.

The employee must forward the approved form for Personal Leave Time with the corresponding time
sheet.

It is the employee's responsibility to ensure that their time sheet is forwarded to the payroll department
within the proper time frame to ensure payment. If the time sheet has not been forwarded to the payroll
department, the employee will not receive a paycheck. The accounting bookkeeper must receive all time
sheets by the day after the pay period ends (this being the 9th and 24th). If these dates fall on a weekend ,
it must be turned in by the Monday following.

All actual time worked must be documented on the employee's time sheet.

When circumstances warrant, a supervisor may complete and sign the time sheet for staff in order to meet
the departmental and/or agency deadline.

B. Paydays
All employees are paid semi-monthly on the 15th and the last day of each month. Each paycheck will
include earnings for all work performed through the end of the previous payroll period.

(Direct Deposit is not available at this time) Employees may have pay directly deposited into their bank
accounts if they provide advance written authorization to School Management Solutions. Employees will
receive an itemized statement of wages when School Management Solutions makes direct deposits.
Employees who do not use direct deposit will receive live paychecks. Employees’ first and final checks
from the agency will not be direct deposited.
School Management Solutions will reissue a paycheck if the employee has lost or misplaced their check
ten (10) calendar days after payday. If it was determined not to be the fault of administration for the
delay, a fee to be determined by the bank will be deducted from the employee's paycheck to reissue a new
check.

If an employee wants to make any change concerning their martial status, deductions, exemptions,
mailing address or other personnel items, they should notify the Human Resources Department in writing
as soon as possible.

C. Pay Advances
School Management Solutions does not provide pay advances on unearned wages to employees.

D. Administrative Pay Corrections
School Management Solutions takes all reasonable steps to ensure that employees receive the correct
amount of pay in each paycheck and that employees are paid promptly on the scheduled payday.

In the unlikely event there is an error in the amount of pay, the employee should promptly bring the
discrepancy to the attention of their immediate supervisor so corrections can be made.

E. Pay Deductions and Setoffs
The law requires that School Management Solutions make certain deductions from every employee's
compensation. Among these deductions are applicable federal, state, and local income taxes. School
Management Solutions also must deduct Social Security taxes on each employee's earnings up to a
specified limit that is called the Social Security "wage base." School Management Solutions matches the
amount of Social Security taxes paid by each employee.

School Management Solutions offers programs and benefits beyond those required by law. Eligible
employees may voluntarily authorize deductions from their paychecks to cover the costs of participation
in these programs.

Pay setoffs are pay deductions taken by School Management Solutions, usually to help pay off a debt,
overpayment of wages, or some other financial obligation to School Management Solutions or others.

If you have questions concerning why deductions were made from your paycheck or how they were
calculated, the Payroll Specialist can assist in having your questions answered.

F. Work Schedules
Work schedules for employees vary throughout our organization. Supervisors will advise employees of
their individual assigned work schedules in advance. Staffing needs and operational demands may
necessitate variations in starting and ending times, as well as variations in the total hours that may be
scheduled each day and week. All schedule changes must be submitted in writing to the supervisor for
approval. Employees who work an unauthorized schedule may be subject to disciplinary action, up to and
including termination.

G. Overtime


Revised 07-16-08                               29
When operating requirements or other needs cannot be met during regular working hours, employees may
be scheduled to work overtime hours. When possible, advance notification of these mandatory
assignments will be provided. All overtime work must have prior authorization by the Director or
President of School Management Solutions . Employees incurring unauthorized overtime may be subject
to disciplinary action up to and including termination. Overtime assignments will be distributed as
equitably as practical to all employees qualified to perform the required work.

Overtime compensation is paid to all nonexempt employees in accordance with federal and state wage
and hour restrictions. Overtime pay is based on actual hours worked. Time off on personal leave time, or
any leave of absence, will not be considered hours worked for purposes of performing overtime
calculations.

Failure to work assigned overtime may result in disciplinary action, up to and including possible
termination of employment.




Revised 07-16-08                              30
V.    Safety and Usage of Company Property
A. Safety
To assist in providing a safe and healthy work environment for employees, customers, and visitors,
School Management Solutions has established a workplace safety program. This program is a top priority
for School Management Solutions. The Quality Management Committee has responsibility for
implementing, administering, monitoring, and evaluating the safety program. Its success depends on the
alertness and personal commitment of all.

School Management Solutions provides information to employees about workplace safety and health
issues through regular internal communication channels such as supervisor-employee meetings, bulletin
board posting, memos, or other written communications. A Safety and Risk Management committee has
been established to assist in these activities and to facilitate effective communication between employees
and management about workplace safety and health issues.

Employees and supervisors receive monthly workplace safety training. The training covers potential
safety and health hazards and safe work practices and procedures, in order to eliminate or minimize
hazards.

Some of the best safety improvement ideas come from employees. Those employees with ideas, concerns,
or suggestions for improved safety in the workplace are encouraged to raise them with their supervisor, or
with another supervisor or manager, or bring them to the attention of a member of the safety advisory
group. Reports and concerns about workplace safety issues may be made anonymously if the employee
wishes. All reports can be made without fear of reprisal.

Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees
must immediately report any unsafe condition to the appropriate supervisor. Employees who violate
safety standards, who cause hazardous or dangerous situations, or who fail to report or, where
appropriate, remedy such situations, may be subject to disciplinary action, up to and including termination
of employment.

In the case of accidents that result in injury, regardless of how insignificant the injury may appear,
employees must immediately notify their supervisor. An incident report must be completed immediately
and forwarded to the Quality Management Department and copied to the Human Resources Department.
The Human Resources Department must also be verbally notified immediately by the employee’s
supervisor. The Supervisor will instruct the employee to call the toll free number for Workers' Comp
Insurance carrier, as stipulated by Florida statute, within twelve (12) hours of the incident. Such reports
are necessary to comply with laws and initiate insurance and workers' compensation benefits procedures.
All employees who seek/require medical treatment as a result of work-related injuries or illnesses must
submit a urinalysis immediately after treatment as stated in the Drug Free Work Place policy.

B. Use of Phone and Mail Systems
Personal use of telephones for outgoing calls, including local calls, is discouraged. Employees will be
required to reimburse School Management Solutions for any charges resulting from their personal use of
the telephone or School Management Solutions cellular phones. Abuse of personal phone calls will be
subject to disciplinary action up to and including termination.

The use of School Management Solutions -paid postage for personal correspondence is not permitted.


Revised 07-16-08                                31
To ensure effective telephone communications, employees should always use the approved greeting
(“good morning” or “good afternoon”, name of the program, the employee’s name, and "may I help
you") and speak in a courteous and professional manner. Please confirm information received from the
caller, and hang up only after the caller has done so.

C. Cellular Phone Usage
School Management Solutions provides cellular telephones to some employees as a business tool. They
are provided to assist employees in communicating with management and other employees, their clients,
associates, and others with whom they may conduct business. School Management Solutions will
determine the best plan to meet the needs of the business. Since, cell phone use is primarily intended for
business-related calls any overages of minutes will be the responsibility of the employee. Overages will
be deducted from the employee’s paycheck. Occasional, brief personal use is permitted within a
reasonable limit. Cell phone invoices are regularly monitored and employees will be notified immediately
of any overages in their assigned plans.

As a representative of School Management Solutions, cell phone users are reminded that the regular
business etiquette employed when speaking from office phones or in meetings applies to conversations
conducted over a cell phone.

D. Computer and E-mail Usage
Computers, computer files, the e-mail system, and software furnished to employees are School
Management Solutions property intended for business use. Employees should not use a password, access
a file, or retrieve any stored communication without prior authorization. To ensure compliance with this
policy, computer and e-mail usage may be monitored.

School Management Solutions strives to maintain a workplace free of harassment and sensitive to the
diversity of its employees. Therefore, School Management Solutions prohibits the use of computers and
the e-mail system in ways that are disruptive, offensive to others, or harmful to morale.

For example, the display or transmission of sexually explicit images, messages, and cartoons is not
allowed. Other such misuse includes, but is not limited to, ethnic slurs, racial comments, off-color jokes,
or anything that may be construed as harassment or showing disrespect for others.

E-mail may not be used to solicit others for commercial ventures, religious or political causes, outside
organizations, or other non-business matters.

School Management Solutions purchases and licenses the use of various computer software for business
purposes and does not own the copyright to this software or its related documentation. Unless authorized
by the software developer, School Management Solutions does not have the right to reproduce such
software for use on more than one computer.

Employees may only use software on local area networks or on multiple machines according to the
software license agreement. School Management Solutions prohibits the illegal duplication of software
and its related documentation.

Employees should consult their supervisor, the MIS department, or corporate policies regarding questions
about computer, network usage, Internet or email usage.


Revised 07-16-08                                32
Employees should notify their immediate supervisor, or any member of School Management Solutions
management upon learning of violations of this policy. Employees who violate this policy will be subject
to disciplinary action, up to and including termination of employment.

E. Internet Usage
Internet access to global electronic information resources on the World Wide Web is provided by School
Management Solutions to assist employees in obtaining work-related data and technology. The following
guidelines have been established to help ensure responsible and productive Internet usage. While Internet
usage is intended for job-related activities, incidental and occasional brief personal use is permitted within
reasonable limits.

All Internet data that is composed, transmitted, or received via our computer communications systems is
considered to be part of the official records of School Management Solutions and, as such, is subject to
disclosure to law enforcement or other third parties. Consequently, employees should always ensure that
the business information contained in Internet email messages and other transmissions is accurate,
appropriate, ethical, and lawful.

The equipment, services, and technology provided to access the Internet remain at all times the property
of School Management Solutions. As such, School Management Solutions reserves the right to monitor
Internet traffic, and retrieve and read any data composed, sent, or received through our online connections
and stored in our computer systems.

Data that is composed, transmitted, accessed, or received via the Internet must not contain content that
could be considered discriminatory, offensive, obscene, threatening, harassing, intimidating, or disruptive
to any employee or other person. Examples of unacceptable content may include, but are not limited to,
sexual comments or images, racial slurs, gender-specific comments, or any other comments or images
that could reasonably offend someone on the basis of race, age, sex, religious or political beliefs, national
origin, disability, sexual orientation, or any other characteristic protected by law.

The unauthorized use, installation, copying, or distribution of copyrighted, trademarked, or patented
material on the Internet is expressly prohibited. As a general rule, if an employee did not create material,
does not own the rights to it, or has not gotten authorization for its use, it should not be put on the
Internet. Employees are also responsible for ensuring that the person sending any material over the
Internet has the appropriate distribution rights.

Internet users should take the necessary anti-virus precautions before downloading or copying any file
from the Internet. All downloaded files are to be checked for viruses; all compressed files are to be
checked before and after decompression.

Abuse of the Internet access provided by School Management Solutions in violation of law or School
Management Solutions policies will result in disciplinary action, up to and including termination of
employment. Employees may also be held personally liable for any violations of this policy. The
following behaviors are examples of previously stated or additional actions and activities that are
prohibited and can result in disciplinary action, up to and including termination of employment:

       Sending or posting discriminatory, harassing, or threatening messages or images
       Using the organization's time and resources for personal gain
       Stealing, using, or disclosing someone else's code or password without authorization



Revised 07-16-08                                 33
       Copying, pirating, or downloading software and electronic files without permission
       Sending or posting confidential material, trade secrets, or proprietary information outside of the
        organization
       Violating copyright law
       Failing to observe licensing agreements
       Engaging in unauthorized transactions that may incur a cost to the organization or initiate
        unwanted Internet services and transmissions
       Sending or posting messages or material that could damage the organization's image or reputation
       Participating in the viewing or exchange of pornography or obscene materials
       Sending or posting messages that defame or slander other individuals
       Attempting to break into the computer system of another organization or person
       Refusing to cooperate with a security investigation
       Sending or posting chain letters, solicitations, or advertisements not related to business purposes
        or activities
       Using the Internet for political causes or activities, religious activities, or any sort of gambling
       Jeopardizing the security of the organization's electronic communications systems
       Sending or posting messages that disparage another organization's products or services
       Passing off personal views as representing those of the organization
       Sending anonymous email messages
       Engaging in any other illegal activities

F. Use of Equipment and Vehicles
Equipment and vehicles essential in accomplishing job duties are expensive and may be difficult to
replace. When using School Management Solutions property, employees are expected to exercise care,
ensure required maintenance, and follow all operating instructions, safety standards, and guidelines. Only
authorized employees may utilize and operate agency supplied equipment and vehicles.

Please notify the supervisor if any equipment, machines, tools, or vehicles appear to be damaged,
defective, or in need of repair. Prompt reporting of damages, defects, and the need for repairs could
prevent deterioration of equipment and possible injury to employees or others. The supervisor can answer
any questions about an employee's responsibility for maintenance and care of equipment or vehicles used
on the job.

Employees whose job description entails driving must legally be eligible to drive, and must pass a
satisfactory pre-employment Motor Vehicle Record Screen. Additionally, employees whose job
description entails driving must submit to an annual re-screen of their Driving Record. An employee must
notify their supervisor of any situation that would hinder their ability to legally drive. The report must be
made within three (3) workdays of the situation.

The improper, careless, negligent, destructive, or unsafe use or operation of equipment or vehicles, as
well as excessive or avoidable traffic and parking violations, can result in disciplinary action, up to and
including termination of employment. If involved in an accident, the employee must inform their
supervisor immediately. An incident report must be completed immediately and forwarded to the
President of School Management Solutions. The supervisor will instruct the employee to call the toll free
number to report to the insurance carrier, as stipulated by Florida statute, within twelve (12) hours of the
incident. Employees who seek/require medical treatment as a result of work-related injuries or illnesses
must submit a urinalysis immediately after treatment as stated in the Drug Free Work Place policy.




Revised 07-16-08                                34
The employee may also be required to pay for the replacement or repair of equipment, machines, tools,
pagers, cellular phones, computer equipment, laptops and in the case of vehicles, pay the parking
violations and insurance deductible when involved in an accident or misuse caused by the employee.




Revised 07-16-08                             35
VI.    General Policies

 A. Smoking
 In keeping with School Management Solutions’ intent to provide a safe and healthy work environment,
 smoking in the workplace is prohibited except in those locations that have been specifically designated as
 smoking areas. Smoking is not permitted in any company-owned vehicles. Smoking in company owned
 vehicles is strictly prohibited, failure to comply with guidelines may result in disciplinary action up to and
 including suspension without pay and termination.

 In situations where the preferences of smokers and nonsmokers are in direct conflict, the preferences of
 nonsmokers will prevail.

 This policy applies equally to all employees, customers, and visitors.

 B. Meal Periods
 All full-time employees are required to take one meal period each workday. Supervisors will schedule
 meal periods to accommodate operating requirements. Employees with the exception of instructional staff
 will be relieved of all active responsibilities and restrictions during meal periods and will not be
 compensated for that time. A minimum of 30 minutes and a maximum of one hour is considered a meal
 period. It is not acceptable for employees to schedule their meal period for the beginning or end of their
 shift without prior, written approval from their supervisor.

 C. Emergency Closings
 At times, emergencies such as severe weather, fires, power failures, or hurricanes, can disrupt company
 operations. In extreme cases, these circumstances may require the closing of a work facility. The decision
 to close facilities rests with the President and/or program Vice President. The lines of communication in
 notifying employees will begin with the President, to the Vice Presidents, to the Directors, and so on,
 until all applicable employees are notified, in accordance with the agency's safety plan.

 When operations are officially closed due to emergency conditions, the time off from scheduled work will
 be paid by School Management Solutions and will be considered Administrative Leave. Administrative
 Leave is only granted to full-time employees. Part-time and OPS employees are not eligible for
 Administrative Leave.

 In cases where an emergency closing is not authorized, employees who fail to report for work will not be
 paid for the time off. Employees in essential operations may be asked to work on a day when operations
 are officially closed. Nonexempt employees who work will be entitled to time and a half pay.

 Each facility has an individualized disaster plan to instruct employees how to respond in emergency
 situations. Please refer to the Corporate Safety Plan for further details.

 D. Business Travel Expenses
 School Management Solutions will reimburse employees for reasonable business travel expenses incurred
 while on assignments away from the normal work location.

 Employees whose travel plans have been approved are responsible for making their own travel


 Revised 07-16-08                                 36
arrangements.

When approved, the actual costs of travel and lodging will be reimbursed by School Management
Solutions. Meals will be reimbursed at the per diem rate of $30 per day. Employees will be reimbursed at
a rate of thirty (30) cents a mile for travel. Employees traveling out of their work district are entitled to
the meal per diem. Employees are expected to limit expenses to reasonable amounts.

Employees who are involved in an accident while traveling on business must promptly report the incident
to their immediate supervisor. Vehicles owned, leased, or rented by School Management Solutions may
not be used for personal use without prior approval.

By the 10th of each month, employees claiming travel reimbursement must submit their Mileage Voucher
forms for the preceding month to the accounting department. Travel claims not submitted on a timely
basis may be denied. Reports must be accompanied by original receipts for all individual expenses. The
accounting department will only accept original travel claims and receipts for processing; copies sent over
the fax machine will not be processed.

Employees should contact their supervisor for guidance and assistance on procedures related to travel
arrangements, expense reports, reimbursement for specific expenses, or any other business travel issues.

Abuse of this business travel expenses policy, including falsifying expense reports to reflect costs not
incurred by the employee, can be grounds for disciplinary action, up to and including termination of
employment.

E. Visitors in the Workplace
To provide for the safety and security of employees and the facilities at School Management Solutions,
only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps maintain
safety standards, protects against theft, ensures security of equipment, protects confidential information,
safeguards employee welfare, and avoids potential distractions and disturbances.

Because of safety and security reasons, family and friends of employees are discouraged from visiting. In
cases of emergency, employees will be called to meet any visitor outside their work area.

All visitors should enter in any School Management Solutions facility at the reception area or work site.
Authorized visitors will receive directions or be escorted to their destination. Employees are responsible
for the conduct and safety of their visitors.

If an unauthorized individual is observed on School Management Solutions’ premises, employees should
immediately notify their supervisor or, if necessary, direct the individual to the reception area.



F. Workplace Violence Prevention
School Management Solutions is committed to preventing workplace violence and to maintaining a safe
work environment. Given the increasing violence in society in general, School Management Solutions has
adopted the following guidelines to deal with intimidation, harassment, or other threats of (or actual)
violence that may occur during business hours or on its premises.

All employees should be treated with courtesy and respect at all times. Employees are expected to refrain


Revised 07-16-08                                37
from fighting, "horseplay," or other conduct that may be dangerous to others. Firearms, weapons, and
other dangerous or hazardous devices or substances are prohibited from the premises of School
Management Solutions without proper authorization.

Conduct that threatens, intimidates, or coerces another employee, a customer, or a member of the public
at any time, including off-duty periods, will not be tolerated. This prohibition includes all acts of
harassment, including harassment that is based on an individual's sex, race, age, sexual orientation, or any
characteristic protected by federal, state, or local law.

All threats of (or actual) violence, both direct and indirect, should be reported as soon as possible to your
immediate supervisor or any other member of management. This includes threats by employees, as well
as threats by customers, vendors, solicitor, or other members of the public. When reporting a threat of
violence, you should be as specific and detailed as possible.

All suspicious individuals or activities should also be reported as soon as possible to a supervisor. Do not
place yourself in peril. If you see or hear a commotion or disturbance near your workstation, do not try to
intercede or see what is happening.

School Management Solutions will promptly and thoroughly investigate all reports of threats of (or
actual) violence and of suspicious individuals or activities. The identity of the individual making a report
will be protected as much as is practical. In order to maintain workplace safety and the integrity of its
investigation, School Management Solutions may suspend employees, either with or without pay, pending
investigation.

Anyone determined to be responsible for threats of (or actual) violence or other conduct that is in
violation of these guidelines will be subject to prompt disciplinary action up to and including termination
of employment.

School Management Solutions encourages employees to bring their disputes or differences with other
employees to the attention of their supervisors or Human Resources before the situation escalates into
potential violence. School Management Solutions is eager to assist in the resolution of employee disputes,
and will not discipline employees for raising such concerns. All School Management Solutions
employees will be required to attend Workplace Violence Prevention training on an annual basis as part
of the agency's training plan.

G. Security Inspections
School Management Solutions wishes to maintain a work environment that is free of illegal drugs,
alcohol, firearms, explosives, or other improper materials. To this end, School Management Solutions
prohibits the possession, transfer, sale, or use of such materials on its premises. School Management
Solutions requires the cooperation of all employees in administering this policy.
Desks, lockers, and other storage devices may be provided for the convenience of employees but remains
the sole property of School Management Solutions. Accordingly, they, as well as any articles found
within them, can be inspected by any agent or representative of School Management Solutions at any
time, either with or without prior notice.

School Management Solutions likewise wishes to discourage theft or unauthorized possession of the
property of employees, School Management Solutions, visitors, and customers. To facilitate enforcement
of this policy, School Management Solutions or its representative may inspect not only desks and lockers
but also persons entering and/or leaving the premises and any packages or other belongings. Any
employee who wishes to avoid inspection of any articles or materials should not bring such items onto


Revised 07-16-08                                38
School Management Solutions’ premises.




Revised 07-16-08                         39
H. Employee Conduct and Work Rules
To ensure orderly operations and provide the best possible work environment, School Management
Solutions expects employees to follow rules of conduct that will protect the interests and safety of all
employees and the organization.

It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The
following are examples of infractions of rules of conduct that may result in disciplinary action, up to and
including termination of employment:

       Theft or inappropriate removal or possession of property
       Falsification of timekeeping records
       Working under the influence of alcohol or illegal drugs
       Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while
        on duty, or while operating employer-owned vehicles or equipment
       Fighting or threatening violence in the workplace
       Boisterous or disruptive activity in the workplace
       Negligence or improper conduct leading to damage of employer-owned or customer-owned
        property
       Insubordination or other disrespectful conduct
       Violation of safety or health rules
       Smoking in prohibited areas
       Sexual or other unlawful or unwelcome harassment
       Possession of dangerous or unauthorized materials, such as explosives or firearms, in the
        workplace
       Excessive absenteeism or any absence without notice
       Unauthorized absence from workstation during the workday
       Unauthorized use of telephones, mail system, or other employer-owned equipment
       Unauthorized disclosure of business "secrets" or confidential information
       Violation of personnel policies
       Unsatisfactory performance or conduct
       Falsification of client records
       Abuse, neglect or taking advantage of any client or their family members
       Unauthorized or inappropriate use of email and/or Internet

All employees who have been arrested for any criminal offense must notify their immediate
supervisor within three (3) workdays of their arrest followed by a written report. Employees who
violate this policy may be subject to disciplinary action up to and including termination of
employment.

Employment with School Management Solutions is at the mutual consent of School Management
Solutions and the employee, and either party may terminate that relationship at any time, with or without
cause, and with or without advance notice.

I. Sexual and Other Unlawful Harassment
School Management Solutions is committed to providing a work environment that is free from all forms
of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual
harassment. Actions, words, jokes, or comments based on an individual's sex, race, color, national origin,


Revised 07-16-08                                 40
age, religion, disability, sexual orientation, or any other legally protected characteristic will not be
tolerated. School Management Solutions provides ongoing sexual harassment training to ensure you the
opportunity to work in an environment free of sexual and other unlawful harassment.

Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct of a
sexual nature. This definition includes many forms of offensive behavior and includes gender-based
harassment of a person of the same sex as the harasser. The following is a partial list of sexual harassment
examples:

       Unwanted sexual advances.
       Offering employment benefits in exchange for sexual favors.
       Making or threatening reprisals after a negative response to sexual advances.
       Visual conduct that includes leering, making sexual gestures, or displaying of sexually suggestive
        objects or pictures, cartoons or posters.
       Verbal conduct that includes making or using derogatory comments, epithets, slurs, or jokes.
       Verbal sexual advances or propositions.
       Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body,
        sexually degrading words used to describe an individual, or suggestive or obscene letters, notes,
        or invitations.
       Physical conduct that includes touching, assaulting, or impeding or blocking movements.

Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and other verbal or
physical conduct of a sexual nature constitute sexual harassment when: (1) submission to such conduct is
made either explicitly or implicitly a term or condition of employment; (2) submission or rejection of the
conduct is used as a basis for making employment decisions; or, (3) the conduct has the purpose or effect
of interfering with work performance or creating an intimidating, hostile, or offensive work environment.

If you experience or witness sexual or other unlawful harassment in the workplace, report it immediately
to your supervisor. If the supervisor is unavailable or you believe it would be inappropriate to contact that
person, you should immediately contact the Human Resources Department at (386) 624-6982 or any other
member of management. You can raise concerns and make reports without fear of reprisal or retaliation.

All allegations of sexual harassment will be quickly and discreetly investigated. To the extent possible,
your confidentiality and that of any witnesses and the alleged harasser will be protected against
unnecessary disclosure. When the investigation is completed, you will be informed of the outcome of the
investigation.

Any manager who becomes aware of possible sexual or other unlawful harassment must immediately
advise the Human Resources Department so it can be investigated in a timely and confidential manner.
Anyone engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to and
including termination of employment.

All School Management Solutions employees will be required to attend annual sexual harassment training
as part of the agency's training plan.

J. Attendance and Punctuality
To maintain a safe and productive work environment, School Management Solutions expects employees
to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a
burden on other employees and on School Management Solutions. In the rare instances when employees


Revised 07-16-08                                41
cannot avoid being late to work or are unable to work as scheduled, they should notify their supervisor as
soon as possible in advance of the anticipated tardiness or absence.

Personal leave time taken without prior written approval by a supervisor will be viewed as illness and
employees must notify their supervisor within an hour of their official shift time. It is the employee's
responsibility to communicate with their supervisor on the notification procedure. Failure to
appropriately notify the supervisor may result in disciplinary action.

Poor attendance and excessive tardiness are disruptive. Either may lead to disciplinary action, up to and
including termination of employment.

K. Personal Appearance
Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect
the business image School Management Solutions presents to customers and visitors.

During business hours, employees are expected to present a clean and neat appearance and to dress
according to the requirements of their positions. Specific departments may require stricter dress codes
due to safety issues or co-location with other agencies. In such cases, program specific dress codes
supersede that of the agency.

Employees who appear for work inappropriately dressed will be sent home and directed to return to work
in proper attire. Under such circumstances, employees will not be compensated for the time away from
work. Repeated incidents of infraction will result in disciplinary action, up to and including termination.

Consult your supervisor and review both the corporate and program-specific dress code policy if you have
questions as to what constitutes appropriate attire.

L. Solicitation
In an effort to ensure a productive and harmonious work environment, persons not employed by School
Management Solutions may not solicit or distribute literature in the workplace at any time for any
purpose.

School Management Solutions recognizes that employees may have interests in events and organizations
outside the workplace; however, employees may not solicit or distribute literature concerning these
activities during working time.

In addition, the posting of written solicitation on company bulletin boards is restricted. These bulletin
boards display important information, and employees should consult them frequently for:
        * Employee announcements
        * Job openings
        * Organization announcements
        * Workers' compensation insurance information

If employees have a message of interest to the workplace, they may submit it to management for
approval.

M. Progressive Discipline


Revised 07-16-08                                42
The purpose of this policy is to state School Management Solutions’ position on administering equitable
and consistent discipline for unsatisfactory conduct in the workplace. The best disciplinary measure is the
one that does not have to be enforced and comes from good leadership and fair supervision at all
employment levels.

School Management Solutions’ own best interest lies in ensuring fair treatment of all employees and in
making certain that disciplinary actions are prompt, uniform, and impartial. The major purpose of any
disciplinary action is to correct the problem, prevent recurrence, and prepare the employee for satisfactory
service in the future.

Although employment with School Management Solutions is based on mutual consent and both the
employee and School Management Solutions have the right to terminate employment at will, with or
without cause or advance notice, School Management Solutions may use progressive discipline at its
discretion.

Disciplinary action may call for any of four steps -- verbal warning, written warning, suspension with or
without pay, or termination of employment -- depending on the severity of the problem and the number of
occurrences. There may be circumstances when one or more steps are bypassed.

Progressive discipline means that, with respect to most disciplinary problems, these steps will normally
be followed: An oral reprimand is a discussion by the supervisor with an employee and is given when
violations of standards in job performance or conduct occur. It is to be utilized for minor infractions and
to serve as a warning. Oral reprimands include counseling the employee and giving the employee a plan
for improvement. The counseling session should include: (1) a statement of the problem by the
supervisor, (2) recommendations for correction, and (3) a warning of further disciplinary action if
improvement does not occur within a specified time set by the supervisor. A memo of this discussion
shall be placed in the employee's personnel file.

A written reprimand is a reprimand in writing given to the employee by his or her supervisor in or after a
counseling session in which the employee is given notice that his or her job performance or conduct does
not meet School Management Solutions standards. The employee may be notified that he or she is on
probation for a specified period of time. A written reprimand should include (1) a statement of the
problem by the supervisor, including time and nature of the problem, (2) recommendations for correction,
and (3) a warning of further disciplinary action if improvement does not occur within a specified time set
by the supervisor. The reprimand must be documented and signed by the supervisor and the employee.
The employee's signature does not represent agreement of the reprimand; it only acknowledges that the
individual received the reprimand. A copy of the reprimand is given to the employee and original placed
in the employee's personnel file.

An employee may be suspended for serious infractions when dismissal is not indicated and a chance
remains that the employee can attain acceptable standards of employment or while an allegation is being
investigated. Suspension will normally be from one to five consecutive work days and must include
written notice to the employee. A copy of which must be placed in the employee's personnel file,
delineating nature, date, and time of offense as well as conditions for continued employment. Suspension
is normally utilized after an official reprimand has failed to correct a situation or when an emergency
necessitates immediate suspension.

If the problem continues or recurs, or if other infractions or violations occur, the employee's supervisor,
on review with Human Resources, may apply other more serious discipline up to and including
termination (after approval by the President). Even when an employee has successfully completed a
disciplinary probation period, prior infractions and violations will be taken into consideration if further or


Revised 07-16-08                                 43
additional infractions or violations occur at a subsequent time.

The President must approve all demotion, suspensions without pay, and dismissal of all employees.

Supervisors may issue oral and written reprimands and recommend suspensions, and/or dismissal.
Human Resources must be informed in writing promptly within one working day of the necessity for
disciplinary action and substantiate or ensure substantiation of any charges in order to confirm that a
violation of the Employee Handbook has occurred.

The employee will be advised of the charges, presented with all evidence, and have the opportunity to
rebut the charges and evidence.

The School Management Solutions staff involved in the disciplinary process shall not divulge allegations
or imposed disciplinary actions against staff except during the course of any investigatory phase and then
only with directly involved staff.

N. Problem Resolution (Grievance)
School Management Solutions is committed to providing the best possible working conditions for its
employees. Part of this commitment is encouraging an open and frank atmosphere in which any problem,
complaint, suggestion, or question receives a timely response from School Management Solutions
supervisors and management.

School Management Solutions strives to ensure fair and honest treatment of all employees. Supervisors,
managers, and employees are expected to treat each other with mutual respect. Employees are encouraged
to offer positive and constructive criticism.

No employee will be penalized, formally or informally, for voicing a complaint with School Management
Solutions in a reasonable, business-like manner, or for using the problem resolution procedure.

If a situation occurs when employees believe that a condition of employment or a decision affecting them
is unjust or inequitable, they are strongly encouraged to utilize the following steps. The employee may
discontinue the procedure at any step by requesting closure in writing.

1. The employee presents the problem to their immediate supervisor within 14 calendar days after
incident occurs. If the supervisor is unavailable, or employee believes it would be inappropriate to contact
that person, the employee may present the problem in writing to the individual's supervisor with a copy
sent to Human Resources.

2. The Supervisor responds to problem during discussion or within 14 calendar days, after consulting with
appropriate management, when necessary. Supervisor documents discussion and sends a copy to the
employee and Human Resources.

3. If the problem is unresolved, the employee presents the problem in writing to the manager’s supervisor
within 14 calendar days and a copy is sent to Human Resources.

4. The manager’s supervisor counsels and advises the employee, discusses with employee's supervisor(s),
if necessary, and documents the discussion. A copy is sent to the employee and Human Resources.

5. If the problem is still unresolved, the employee presents problem to President in writing with a copy to
Human Resources.


Revised 07-16-08                                 44
6. The President reviews and considers problem. The President informs employee of decision within 14
calendar days, and forwards copy of written response to Human Resources for employee's file. The
President has full authority to make any adjustment deemed appropriate to resolve the problem.

The time limits of this grievance procedure may be extended for 14 calendar days due to illness, approved
absences, vacations or business necessity upon request of either party or for a longer period of time by
mutual written consent for reasonable circumstances.

Not every problem can be resolved to everyone's total satisfaction, but only through understanding and
discussion of mutual problems can employees and management develop confidence in each other. This
confidence is important to the operation of an efficient and harmonious work environment, and helps to
ensure everyone's job security.

O. Life-Threatening Illnesses in the Workplace
Employees with life-threatening illnesses, such as cancer, heart disease, and AIDS, often wish to continue
their normal pursuits, including work, to the extent allowed by their condition. School Management
Solutions supports these endeavors as long as employees are able to meet acceptable performance
standards. As in the case of other disabilities, School Management Solutions will make reasonable
accommodations in accordance with all legal requirements to allow qualified employees with life-
threatening illnesses to perform the essential functions of their jobs.

Medical information on individual employees is treated confidentially. School Management Solutions
will take reasonable precautions to protect such information from inappropriate disclosure. Managers and
other employees have a responsibility to respect and maintain the confidentiality of employee medical
information. Anyone inappropriately disclosing such information is subject to disciplinary action, up to
and including termination of employment.

Employees with questions or concerns about life-threatening illnesses are encouraged to contact the
Human Resources Department for information and referral to appropriate services and resources.

P. Suggestion Program
As employees of School Management Solutions, you have the opportunity to contribute to our future
success and growth by submitting suggestions for practical work-improvement or cost-savings ideas.

All employees are eligible to participate in the suggestion program.

A suggestion is an idea that will benefit School Management Solutions by solving a problem, reducing
costs, improving operations or procedures, enhancing customer service, eliminating waste or spoilage, or
making School Management Solutions a better or safer place to work. Statements of problems without
accompanying solutions, or recommendations concerning co-workers and management are not
appropriate suggestions.

All suggestions must be submitted on a suggestion form and should contain a description of the problem
or condition to be improved, a detailed explanation of the solution or improvement, and the reasons why
it should be implemented. If you have questions or need advice about your idea, contact your supervisor
for help.




Revised 07-16-08                                45
Submit suggestions to the Quality Management Specialist and, after review, they will be forwarded to the
Quality Management Committee. As soon as possible, you will be notified of the adoption or rejection of
your suggestion.

Special recognition will be given to employees who submit a suggestion that is implemented.




Revised 07-16-08                              46
Q. Affirmative Action Plan
School Management Solutions, Inc. hereby revises its Affirmative Action Plan for Equal Opportunity to
concur with present Federal guidelines and Executive orders resulting from the provisions of the Civil
Rights Act of 1964, as amended by the Equal Opportunity Act of 1972 section 504 of the Rehabilitation
Act of 1973, and the Equal Pay Act and Age Discrimination Act of 1979.

It is the policy of School Management Solutions to provide equal opportunities for employment, training,
promotion compensation, and all other conditions of employment for individuals without regard to race,
color, religion, sex, national origin, age, prior history of emotional, mental, drug or alcohol disability and
physical handicap. The Agency's equal employment policy will require a specific program of affirmative
action, as set forth in this plan, to maintain and promote non-discrimination in accordance with the Civil
Rights Act of 1964 and Executive Orders thereunder, section 504 of the Rehabilitation Act of 1973, and
the Equal Pay Act and Age Discrimination Act of 1979.

The Agency is aware of its legal, social and economic obligation to maintain, at a level that is
representative of the area being service, minority and handicapped individuals. The affirmative action
efforts will be continuous and will be based on the personal commitment of all Agency employees.

For EEO reporting purposes, minorities shall include the categories: American Indian, Alaskan Native,
Asian or Pacific Islander, African American, and White.

The Vice President of Human Resources is responsible for preparation, implementation, annual review,
and revision of the Program's Affirmative Action Plan; procuring and maintaining records on employment
analysis and identification of specific workforce deficiencies; serving as liaison between the agency and
regulatory agencies, minority and female organizations, and other community groups; keeping
management informed of the latest developments and regulations concerning the entire area of equal
employment opportunities and affirmative action; preparation of any relevant reports to the President; and
reviewing selection procedures, training programs and hiring and promotion patterns to remove barriers to
the attainment of Affirmative Action goals and objections.

An internal report shall be developed to monitor and evaluate the progress of the Agency's Affirmative
Action Program, the progress made toward meeting the Agency's Affirmative Action goals, and to
determine areas requiring remedial action, and to determine areas requiring remedial action. This internal
reporting system shall include a report prepared by the Vice President of Human Resources and
forwarded to the President which lists annual employment status by sex, race, and job classification.

It shall be the continuing policy of the Agency to actively seek and implement programs to
provide equal opportunities to all individuals without regard to race, color, religion, sex, national
origin, age or physical handicap.

R. Reporting Child Abuse

Under Florida Statutes, all employees or agents of the school board have a duty to report all
actual or suspected cases of child abuse or neglect and a duty to comply with child protective
investigations and all other provisions of law relating to child abuse and neglect. Employees are
granted immunity from civil liability when reporting in good faith such actual or suspected cases
of child abuse. Such reports should be made directly to the Department of Children and Family



Revised 07-16-08                                 47
  Services and you may inform the principal of the school that you have filed a report. 1-800-966-
  ABUSE

VII.    DRUG-FREE WORKPLACE PROGRAM
  OPEN LETTER TO EMPLOYEES OF School Management Solutions :
  The illegal use of drugs and the abuse of alcohol are problems that invade the workplace, endangering the
  health and safety of the abusers and those who work around them. School Management Solutions is
  committed to creating and maintaining a workplace free of substance abuse without jeopardizing valued
  employees’ jobs. To address this problem, we have developed a policy regarding the illegal use of drugs
  and the abuse of alcohol that we believe best serves the interests of all employees. Our policy formally
  and clearly states that the illegal use of drugs or abuse of alcohol or prescription drugs will not be
  tolerated. As a means of maintaining our policy, we have implemented pre-employment and active
  employee drug testing. This policy was designed with two basic objectives in mind:

  1. Employees deserve a work environment that is free from the effects of drugs and the problems
     associated with their use; and
  2. Our companies have a responsibility to maintain a healthy and safe workplace.

  To assist us in providing a safe and healthy workplace, we maintain a resource file of information on
  various means of employee assistance in our community, including but not limited to drug and alcohol
  abuse programs. Employees are encouraged to use this resource file, which is located with the Human
  Resource Department. In addition, we will distribute this information to employees for their confidential
  use. An employee whose conduct violates this Substance Abuse Policy will be disciplined up to and
  including termination. We believe it is important that we all work together to make School Management
  Solutions a drug-free workplace and a safe, rewarding place to work.

  Sincerely,




  Douglas K. Jackson
  President
  School Management Solutions




  Revised 07-16-08                               48
POLICY STATEMENT

School Management Solutions is committed to providing a safe work environment and to fostering the
well-being and health of their employees. That commitment is jeopardized when any employee illegally
uses drugs on the job; comes to work under the influence; possesses, distributes or sells drugs in the
workplace; or abuses alcohol on the job. Therefore, we have established the following policy:

1. It is a violation of company policy for any employee to use, possess, sell, trade, offer for sale, or offer
   to buy illegal drugs or otherwise engage in the illegal use of drugs on the job.
2. It is a violation of company policy for anyone to report to work under the influence of illegal drugs or
   alcohol.
3. It is a violation of company policy for anyone to use prescription drugs illegally. (However, nothing
   in this policy precludes the appropriate use of legally prescribed medications.)

Managers will confidentially meet with an employee whenever they see changes in performance or
behavior that suggests the employee has a drug problem. Although it is not the manager’s job to diagnose
personal problems, managers will encourage such employees to seek help and advise them about
available resources for getting help. Everyone shares responsibility for maintaining a safe work
environment, and co-workers should encourage anyone who has a substance abuse problem to seek help.

School Management Solutions maintains a Drug-Free Workplace. The unlawful manufacture,
distribution, dispensing, possession, or use of alcohol, or a controlled substance as identified in
Florida Statutes, Chapter 893, by employees is prohibited at any worksite or workplace and at
any school-related activity, and any employee is prohibited from influencing students to use or
abuse illicit drugs or alcohol. Any employee who is found to be in violation of this prohibition
will be subject to disciplinary action, up to and including suspension without pay and termination
and the loss of workers’ compensation benefits. As a condition of employment, employees will
abide by the terms of a drug free workplace. Further, employees will notify School Management
Solutions of any criminal drug statute conviction for a violation occurring in or away from the
workplace no later than five days after such conviction.

The goal of this policy is to balance our respect for individuals with the need to maintain a safe,
productive and drug-free environment. The intent of this policy is to offer a helping hand to those who
need it, while sending a clear message that the illegal use of drugs and the abuse of alcohol are
incompatible with employment at School Management Solutions.

TYPES OF DRUG TESTING

School Management Solutions will conduct the following types of drug and alcohol testing:

    1. Reasonable Suspicion. Testing will be conducted following any observed behavior creating
       reasonable suspicion, including but not limited to:

        a.) direct observation of drug use or of the physical symptoms or manifestations of being under
            the influence of a drug or alcohol;
        b.) abnormal conduct or unpredictable behavior while at work or a significant deterioration in
            work performance;
        c.) a report of drug use, provided by a reliable and credible source;
        d.) evidence that an individual has tampered with a drug test;



Revised 07-16-08                                 49
        e.) information that an employee has caused, contributed to or been involved in an accident
            while at work;
        f.) evidence that an employee has used, possessed, sold, solicited, or transferred drugs while
            working or while on the employer's premises, or while operating the employer's vehicle,
            machinery, or equipment;

        If the testing is conducted on a "reasonable suspicion" basis, School Management Solutions will
        promptly record the circumstances that formed the basis for determining that reasonable suspicion
        existed to warrant the testing. A copy of this documentation will be provided to the employee on
        request, and the original documentation will be kept confidential by Human Resource Department
        for a period of one (1) year.

    2. Work Accidents. Testing will be conducted on an employee when there is a mishap or accident
       involving injuries to persons, including the employee, or damage to property.

    4. Follow-up Testing. If an employee is required to enter an employee assistance program or a drug
       rehabilitation program as a condition of continued employment after a confirmed, positive drug
       test, the employee will also be required to submit to a random drug test at least once per year for a
       two-year period after completion of the program. Advance notice of the testing date will not be
       given to the employee being tested. If the employee voluntarily enters the program, School
       Management Solutions may or may not require follow-up testing.

DEFINITIONS

        A.)      “High risk position” means any position which requires testing as a matter of law; or a
                 job involving the use of a firearm, performing life-threatening procedures, entering a
                 private residence, operating heavy machinery, working with controlled substances, or
                 where a momentary lapse in attention could result in serious injury or death to the
                 employee or others.
        B.)      “Illegal drug” - means any drug which is not legally obtainable; which may be legally
                 obtainable but has not been legally obtained; or which is being used in a manner or for a
                 purpose other than as prescribed or as intended by its manufacturer.
        C.)      “Legal drug” - includes prescribed drugs and over the counter drugs that have been
                 legally obtained and are being used solely for the purpose for which they are prescribed
                 or manufactured.
        D.)      “Positive test results” – means drug and alcohol test results showing detectable levels of
                 an illegal drug as defined above, or a blood-alcohol level of 0.08 or higher.
        E.)      “Under the influence” - means having present in the blood stream or urine an illegal drug
                 as defined above in any detectable amount, or having a blood-alcohol level of 0.08 or
                 higher.

STATUTORY AUTHORITY

Authority for School Management Solutions’ Drug-Free Workplace Program and drug testing of
employees can be found in Section 440.102, Florida Statutes.

GROUNDS FOR TERMINATION OR DISCIPLINE

An employee bringing onto the company’s premises or property, having possession of, being under the
influence of, possessing, using, consuming, transferring, selling or attempting to sell, alcohol or any form of
illegal drug as defined above while on company business or at any time during the hours between the


Revised 07-16-08                                 50
beginning and the ending of the employee’s work day, whether on duty or not, and whether on company
business property or not, is guilty of misconduct and is subject to discipline including discharge or
suspension without pay from employment, even for the first offense. Failure to submit to required drug and
alcohol testing is misconduct and is grounds for discharge or suspension without pay.

If an employee is tested for illegal drugs or alcohol and the test results are positive, the employee may seek
substance abuse rehabilitation at his or her own expense at an appropriate facility such as those listed under
Section 11. The employee’s willingness to actively participate in a rehabilitation program may be taken into
account by School Management Solutions in determining the type and duration of disciplinary action. Upon
successful completion of all or part of any recommended after-care and work rehabilitation programs, the
employee may be reinstated to his or her former position, but if so, must agree to random substance abuse
testing and close performance monitoring to ensure he or she remains drug-free and is not abusing alcohol.

If an employee is tested for illegal drugs or alcohol following an injury at work and the test results are
positive, the employee may not be entitled to workers’ compensation benefits. Similarly, when an employee
incurs an injury at work, and refuses to take a drug/alcohol test when requested, the injured employee may
forfeit eligibility for workers’ compensation benefits, regardless of the cause of the accident. Also, an
employee who is suspended or discharged as a result of a positive drug/alcohol test may not qualify for
unemployment insurance benefits.

An employee who refuses to submit to a test when requested will be disciplined, up to and including
discharge.

PROCEDURE FOR IMPAIRED EMPLOYEES

An employee reporting for work visibly impaired is unable to perform required duties and will not be
allowed to work. If possible, the manager should first seek another manager’s opinion of the employee’s
status before consulting privately with the employee to determine the cause of the observation, including
whether substance abuse has occurred. If, in the opinion of the manager, the employee is considered
impaired, the employee will be sent home or to a medical facility by taxi or other safe transportation
alternative, depending on the determination of the observed impairment, accompanied by the manager or
another employee, if necessary.




DRUG TESTING PROCEDURES

The following laboratories licensed by the Florida Agency for Health Care Administration will be used by
School Management Solutions’ drug-free program:

        Quest Diagnostics                Quest Diagnostics                 Lab Corp
        802 Sterthause Ave               4475 US Highway 1 S           21 Old Kings Rd
        Suite B                  Suite 702 #B-103-104

        Ormond Beach, FL 32174       St.Augustine,          FL 32086 Palm             Coast,    FL     32137
        (386) 673-5693       (904) 797-5250                (386) 446-8218


Revised 07-16-08                                 51
        The following licensed physicians are School Management Solutions’ Medical Review Officers
        (MRO's):
        Michael Collier, M.D. and David Depree, M.D.
        6202 Presidential Court
        Ft. Meyers, FL 33919
        Phone: (800) 533-8107
        Fax: (941) 481-3928

When an individual is tested, the MRO will be responsible for interpreting the drug test results. The MRO
will contact the employee/applicant if the drug test comes back positive to determine if the
employee/applicant is presently taking any prescribed or non-prescribed medication that may alter or
affect the results of the drug test. The MRO must contact the employee who has a confirmed positive test
result before reporting the results of the test to the Human Resource Department. If the
employee/applicant has a plausible explanation for the positive test result (i.e., legal use of prescription or
nonprescription medication) as determined by the MRO, the MRO will report the test result as negative to
the Human Resource Department.

After receiving notification of a positive confirmed test result by the MRO, the employee/applicant will
have 5 working days within which to contest or explain the result to the MRO. If the employee/applicant's
explanation or challenge is unsatisfactory to the MRO, the MRO will report a positive test result to
School Management Solutions 's Human Resource Department. The employee/applicant may also contest
the drug test result pursuant to law or to rules adopted by the Agency for Health Care Administration.

Within 5 working days after receipt of a positive confirmed test result from the MRO, Human Resource
Department will inform the employee or job applicant in writing of the positive test result, the
consequences of the positive test result, and the available options. Within 5 working days after receiving
written notice of the positive confirmed test result, the employee/applicant may submit information to the
Human Resource Department explaining or contesting the test results. If the explanation of the positive
test result is unsatisfactory to School Management Solutions, a written statement will be provided the
employee/applicant as to why the explanation was not satisfactory, what action would be taken as a result,
and enclosing a copy of the test result. School Management Solutions will keep this confidential
information on file for at least one (1) year.

Every specimen that produces a positive confirmed test result is required to be preserved by the testing
lab for a period of at least 210 days after notification of the result is issued to the MRO. However, if an
employee or job applicant undertakes an administrative or legal challenge to the test result, the employee
or applicant must notify the laboratory and the sample will be retained until the legal challenge is
resolved. Within 180 days after being notified in writing of a positive test result, the employee or job
applicant is permitted to have a portion of the specimen re-tested at his or her own expense.

CONFIDENTIALITY

All information, interviews, reports, statements, memoranda, and drug test results received by School
Management Solutions through this drug-testing program are confidential. This includes information
supplied by the employee or job applicant about prescription medication being taken. This information
will remain confidential unless the employee authorizes the release by written consent. The only
exceptions to this are: 1) when such a release is compelled by a hearing officer or a court of competent
jurisdiction; and 2) for determining qualification for unemployment compensation benefits.



Revised 07-16-08                                 52
Information on drug testing received on or about an employee will not be released or used in any criminal
proceeding.

Both before and after drug testing, the employee/applicant may confidentially report to the MRO by
telephone the use of prescription or nonprescription medications to ensure the MRO has all of the
information necessary to adequately and effectively analyze the test results. This information may not be
used or received in evidence, obtained in discovery, or disclosed in any public or private proceedings
except as provided by law.

However, School Management Solutions, the collector of the specimen for testing, the MRO, and the
laboratory may have access to employee drug testing information when consulting with legal counsel in
connection with actions relating to defense of a civil case.

EFFECTIVE DATE

Except for a pre-employment drug/alcohol test, an employee may not be tested until 60 days after he or
she has received notice of this Drug-Free Workplace Program.


MEDICATIONS WHICH MAY ALTER OR AFFECT DRUG TEST RESULTS

The following is a partial list of medications that may alter or affect drug tests:

DRUGS                                              TRADE OR COMMON NAME

Alcohol                                            All liquid medications containing ethyl alcohol.
                                                   Examples include Vick’s Nyquil, Comtrex,
                                                   Listerine, Contact Severe Cold Formula (Night
                                                   Strength).
Narcotics
  Opiates                                          Dover’s Powder, Paregoric, Parepectolin,
                                                   Donnagel PG, Morphine, Tylenol with Codeine,
                                                   Empirin with Codeine, Robitussin A-C, Aspirin
                                                   with Codeine, APAP with Codeine, Pectoral
                                                   Syrup, Guiatuss AC, Novahistine Expectorant,
                                                   Dilaudid, M-S Contin and Roxanol, LAAM,
                                                   Leritine, Numorphan, Percodan, Tussionex,
                                                   Fentanyl, Talwin, Lomotil
Propoxyphene                                       Darvocet, Darvon N, Dolene
Meperidine HCL                                     Demerol, Mepergan
Methadone                                          Dolophine, Methadone, Methadose

Depressants
Chloral hydrate                                    Noctec, Somnos, Phenobarbital, Tuinal,
Barbiturates                                       Amytal, Nembutal, Seconal, Lotusate, Fiornal, Fioricet,
                                                   Esgic, Butisol, Mebral, Butabarbital, Phenrinin, Triad

Benzodiazepines                                    Ativan, Azene, Clonopin, Dalmane, Diazepam, Librium,
                                                   Xanax, Serax, Tranxene, Valium, Verstran, Halcion,
                                                   Paxipam, Restoril, Centrax



Revised 07-16-08                                  53
Methaqualone                                                  Not legal by prescription
Glutethimide                                                  Doriden
Other depressants                                             Equanil, Miltown, Noludar, Placidyl, Valmid

Stimulants
Cocaine                                                       Cocaine HCL topical solution (Roxanne)
Amphetamines                                                  Biphetamine, Desoxyn, Dexedrine, Didrex, Ionamine,
                                                              Fastin, Obetrol, Preludin
Phenmetrazine
Methylphenidate                                               Ritalin
Other stimulants                                              Adipex, Bacarate, Cylert, Didrex, Ionamin,                        Plegine,
                                                              Presate, Sanorex, Tenuate, Tepanil, Voranil

Other Drugs
Phencyclidine Analogs                                         Not legal by prescription
Cannabinoids                                                  Tetrahydrocannabinol, Marinol (Dronabinol, THC)

TREATMENT CENTERS AND ASSISTANCE PROGRAMS

School Management Solutions will not discharge, discipline, or discriminate against an employee because
the employee has voluntarily come forth to seek treatment for a drug or alcohol-related problem if the
employee has not previously tested positive for drug use. Although the employers will not pay the cost of
treatment for an employee with a drug or alcohol-related problem, they encourage anyone with such a
dependency to seek help. The following is a partial list of medical facilities and providers in the Daytona
Beach area that provide treatment for drug and alcohol dependency:

Stewart/Marchman Center                             Quality Life Center                    S. OH Stephen, MD
For Chemical Dependency                             240 N. Ridgewood                       341 N Clyde Morris Blvd.
129 Michigan Avenue                                 Daytona Beach, Fl 32114                Daytona Beach, FL 32114
Daytona Beach, FL 32114                             (386) 257-5080                         (386) 258-6455
(386) 947-1300


Other Sources of Information and Assistance:
   Al-Anon/Alateen Family Groups ...................................................................... 1-800-448-0440
   Alcoholics Anonymous ..................................................................................... 1-800-252-6465
   800 Cocaine (Information and Referral Hotline) ..................................... ….. 1-800-COCAINE
   Narcotics Anonymous ....................................................................................... 1-818-773-9999

THE TYPES OF DRUGS FOR WHICH AN EMPLOYEE WILL BE TESTED

The Types of Drugs for which an employee will be tested include the following (see Paragraph 10 for
common names and medications which may give positive results for each drug):

    alcohol, including distilled spirits, wine, malt beverages, and intoxicating liquors;
    amphetamines (speed);
    cannabinoids (marijuana, hashish);
    cocaine (coke);
    phencyclidine (PCP);
    opiates.



Revised 07-16-08                                            54
Revised 07-16-08   55
      EMPLOYEE ACKNOWLEDGEMENT FORM & ARBITRATION AGREEMENT
The employee handbook describes important information about School Management Solutions, and I understand that I should
consult the Human Resource Department regarding any questions not answered in the handbook. I have entered into my
employment relationship with School Management Solutions voluntarily and acknowledge that there is no specified length of
employment. Accordingly, either School Management Solutions or I can terminate the relationship at will, with or without cause,
at any time, so long as there is no violation of applicable federal or state law.

Since the information, policies, and benefits described here are necessarily subject to change, I acknowledge that revisions to the
handbook may occur, except to School Management Solutions’ policy of employment-at-will. All such changes will be
communicated through official notices, and I understand that revised information may supersede, modify, or eliminate existing
policies. Only the chief executive officers of School Management Solutions have the ability to adopt any revisions to the policies
in this handbook.

Furthermore, I acknowledge that this handbook is neither a contract of employment nor a legal document. I have received the
handbook, and I understand that it is my responsibility to read and comply with the policies contained in this handbook and any
revisions made to it.

I also agree to comply with any drug testing policy that my worksite employer may adopt, and I specifically agree to post-
accident drug testing in any situation where it is allowed by law.

In addition, I agree that if at any time during my employment I am subjected to any type of discrimination, including
discrimination because of race, sex, age, religion, color, veteran status, retaliation, national origin, handicap, disability, or, marital
status, or if I am subjected to any type of harassment including sexual harassment, I will immediately contact H.R. at (386) 586-
7500 in order to obtain assistance in the resolution of such matters.

I hereby agree that any and all claims or controversies between me and School Management Solutions, relating to my
employment with School Management Solutions, or termination thereof, including claims for breach of contract, tort,
employment discrimination (including unlawful harassment), and any violation of any state or federal law shall be first attempted
to be resolved by mediation. Mediation is a non-binding process allowing the parties to resolve claims without extensive cost,
time and emotion. Mediation shall be conducted pursuant to the Rules and Procedures of the American Arbitration Association
for the resolution of employment disputes, or as otherwise stipulated by the parties. The parties agree to make a good faith effort
at mediating any dispute prior to filing a claim for arbitration.

If mediation proves not to resolve any claims or controversies between me and School Management Solutions those claims or
controversies shall then be resolved by arbitration in accordance with the then applicable National Rules for the Resolution of
Employment Disputes of the American Arbitration Association. I understand that this Arbitration Agreement covers any and all
claims that I might bring under Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and
the Florida Fair Employment and Housing Act. However, claims under applicable workers' compensation laws or the National
Labor Relations Act shall not be subject to arbitration. The Arbitrator shall be selected from a panel provided by the American
Arbitration Association.

If any party prevails on a statutory claim affording the prevailing party attorneys' fees, then the arbitrator may award reasonable
attorneys' fees and costs to the prevailing party to the extent permitted by applicable law.

I understand and agree that this Arbitration Agreement contains a full and complete statement of any and all agreements and
understandings regarding resolution of disputes between School Management Solutions and me, and I agree that this Arbitration
Agreement supersedes all previous agreements, whether written or oral, express or implied, relating to the subjects covered in
this Arbitration Agreement. I further understand that this arbitration agreement cannot be modified except in a written document
signed by the President of School Management Solutions and me.

I UNDERSTAND AND AGREE THAT THIS AGREEMENT TO ARBITRATE CONSTITUTES A WAIVER OF MY RIGHT
TO A TRIAL BY JURY OF ANY MATTERS SUBJECT TO ARBITRATION UNDER THIS AGREEMENT.


EMPLOYEE'S NAME (printed):____________________________________________


EMPLOYEE'S SIGNATURE: _______________________________________________

DATE: __________________________________
*Original Signed, Dated Copy on file at HR



Revised 07-16-08                                              56

								
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