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									                                  I.      INTRODUCTION
Whether you have just joined Green Dot Public Schools (“Green Dot”) or have been here for a
while, we are confident that you will find our organization a dynamic and rewarding place to
work and we look forward to a productive and successful association. We consider the
employees of Green Dot to be its most valuable resources. This Handbook has been written to
serve as the guide for the employer/employee relationship.
There are several things that are important to keep in mind about this Handbook.

      It contains only general information and guidelines. It is not intended to be
       comprehensive or to address all the possible applications of, or exceptions to, the
       general policies and procedures described. For that reason, if you have any questions
       concerning eligibility for a particular benefit, or the applicability of a policy or practice to
       you, you should address your specific questions to the Human Resources Department.
       This Handbook supersedes and replaces all previous personnel policies, practices,
       guidelines and Handbook whether written or oral.

      The procedures, practices, policies and benefits described here may be
       modified or discontinued from time to time. We will inform you of any changes as
       they occur.

      This Handbook and its policies and conditions of employment are subject to
       any applicable collective bargaining agreements. In the event of any conflict, the
       applicable collective bargaining agreement shall apply.

      Some of the subjects described here are covered in detail in official policy
       documents such as summary plan descriptions. You should refer to these
       documents for specific information, since this Handbook only briefly summarizes those
       benefits. These may be obtained from Human Resources and will also be available
       online. Please note that the terms of the written insurance policies and summary plan
       descriptions are controlling.

A.     Green Dot History
Green Dot was founded in 1999 by Steve Barr in direct response to the terrible state of public
high schools in the Los Angeles area. The Los Angeles Unified School District (LAUSD) high
schools were graduating less than 50% of their students, and those that were making it
through were rarely prepared for college. The vast majority of the students falling out of the
system were children from low income families. Steve started Green Dot with a vision of
leveraging charter schools as a tool in order to show the school district and the public at large
that there was a more effective way to provide public education to young adults in the Los
Angeles area. He felt that opening small successful charter schools in which low income, high
risk youth were succeeding would not only provide a quality education to the students those
schools served, but would also influence LAUSD and other school districts in the Los Angeles
area to adopt the successful small schools model for all of their schools.

B.     Green Dot Mission, Values, Tenets
Green Dot is a 501(c)(3) non-profit public schools management organization that is
transforming public education in Los Angeles so that all young adults receive the education they
need to be prepared for college, leadership and life. Green Dot currently operates nineteen
and-alone charter high schools in the highest need areas of Los Angeles, and will begin
transforming existing failing public schools into groups of small successful schools as a leader of
“school transformation” projects. Green Dot is founded on the core value of an unwavering
belief in all students’ potential, and we believe that every child in Los Angeles should have
access to a high quality public school education. The organization’s work is directly focused on
LAUSD to transform its failing high schools into clusters of small successful schools and helping
the district reinvent itself as one of the best school districts in the country. A dramatic
improvement within LAUSD will help drive increased student achievement throughout the State
of California as other districts will adopt the effective practices of the State’s largest school

Green Dot’s school model is focused on graduating students and preparing them for college,
leadership and life. There are two main components of Green Dot’s school model, the Six
Tenets and Recommended Practices. The Six Tenets are a set of six core principles which all
Green Dot schools must follow.

C.     The Six Tenets
1.     Small, Safe, Personalized Schools
       All Green Dot schools are small (no more than 560 students when fully developed),
       giving each student the best chance of success. Small schools are safe, help ensure
       that no students fall through the cracks, and allow students to receive the personalized
       attention they need to learn effectively. Classes at each school will be kept as small as
       financially possible with a target student to teacher ratio of 22:1.

2.     High Expectations for All Students
       Green Dot schools are centered on high expectations for all students and every student
       takes a rigorous college-prep curriculum that meets the University of California (UC) A-G
       requirements. Green Dot believes that all students should be prepared to attend a four-
       year university after high school if they so choose. Extensive intervention and support
       programs are offered to help students master the challenging college-prep curriculum.

3.     Local Control with Extensive Professional Development and Accountability
       Principals and teachers own critical decisions at their schools related to budgeting, hiring
       and curriculum customization. While the Home Office provides Recommended Practices
       to schools, principals and teachers have ultimate autonomy to decide whether to follow
       those Recommended Practices or take different approaches. Comprehensive
       professional development is delivered to principals and teachers to ensure that they
       make effective decisions related to instruction and management. Green Dot schools
       invest far more time and money into quality professional development than traditional
       public schools.

       Local control works in Green Dot’s school model because schools and all stakeholders
       within them are held accountable for student results. If students in a particular school
       or classroom are not performing up to expectations, then teachers and principals are
       held accountable and local control can be taken away. Green Dot’s accountability
       system defines quarterly and annual performance targets for each school and teacher as
       well as the period of time that a school or teacher can under-perform before Green Dot’s
       Education Team will intervene with supports and/or take away a school’s local control.

4.     Parent Participation
       Green Dot is committed to actively integrating parents/guardians into all aspects of their
       students’ education experiences. Parents are asked to perform at least 35 hours of
       service annually at all Green Dot schools, and a wide variety of service opportunities are
       made available. Education programs are provided to new parents to help them learn
       the best ways to support their children’s educations.

5.     Get Dollars into the Classroom
       Green Dot’s organization is centered on getting more money into the classroom to
       enable principals and teachers to effectively serve kids. Green Dot’s Home Office
       incorporates best practices from the private and public sectors to maximize efficiency
       and drive dollars towards activities that directly impact kids. Each school receives $0.94
       of every $1.00 it is allocated in public funds.

6.     Keep Schools Open Later
       Facilities of Green Dot schools are kept open until at least 5:00 pm daily to provide
       students with safe, enriching after school programs and to allow community groups
       offering quality services to the neighborhood to use the facilities. Keeping schools open
       later accommodates the schedules of working families as they know where their children
       are until they get off work. Allowing community groups to use school facilities helps
       ensure that the local neighborhood takes ownership and responsibility for the school.

D.     Recommended Practices
These are best practices in areas such as curriculum, interventions, professional development,
parent participation and operations, which the Green Dot Home Office provides to each of its
schools and strongly encourages them to follow. Schools receive comprehensive, year-round,
training in these practices. Green Dot firmly believes in the principle of local control and does
not require its schools to follow the Recommended Practices. If a school fails to meet
performance expectations, however, then the Home Office will require some or all of its
Recommended Practices to be followed at that particular school. Site walkthroughs,
standardized tests, interim assessments and stakeholder feedback surveys are all used to detect
early warning signals of struggling schools or teachers so that the Home Office and/or principals
are able to provide supports and require recommended practices quickly.


A.     Categories of Employment
The following employment classifications are provided to ensure that employees understand
their employment status and benefits eligibility.

1.     Exempt employees: Exempt employees are classified as such if the majority of their
       job duties are exempt from the overtime provisions of the federal and state wage and
       hour laws. Exempt employees are not eligible for overtime pay. Their pay is calculated
       on a semi-monthly basis.

2.     Non-exempt employees: Non-exempt employees are eligible for overtime pay for
       any overtime hours worked in accordance with the specific provisions of federal and
       state laws. Their pay is calculated on an hourly basis.

3.     Regular Full-Time employees:           A Regular Full-Time employee is defined as an
       employee who regularly works at least thirty (30) hours or more per week on a
       continuing basis. Regular Full-Time employees are eligible for all Green Dot benefits
       subject to the terms, conditions, and limitations of the plans and policies.

4.     Regular Part-Time employees: A Regular Part-Time employee can be classified as
       exempt or non-exempt and regularly works at least twenty (20) but less than thirty (30)
       hours per week. Regular Part-Time employees receive all legally mandated benefits
       (such as Social Security & Workers’ Compensation insurance), but they are not eligible
       for any of Green Dot’s benefits, such as leaves or health and welfare benefits.

5.     Seasonal employees: A Seasonal employee is hired on an as-needed or interim basis
       to supplement the work force on a short-term or fixed-term basis without necessarily
       having a regular schedule. Seasonal employees receive all legally mandated benefits
       (such as Social Security & Workers’ Compensation insurance), but they are not eligible
       for any of Green Dot’s benefits.

6.     Independent Contractors: Certain individuals who provide services to Green Dot
       may be considered Independent Contractors or outside consultants pursuant to a
       written agreement with Green Dot. Because of legal and tax implications, such
       arrangements should be reviewed with the Finance and Human Resources Departments.
       Independent contractors are not eligible for any of Green Dot’s benefits.

B.     At-Will Employment
For all those who do not fall under the AMU teachers union contract, employment with Green
Dot, and our community of schools, is “at will.” This means that employment may be
terminated without advance notice or cause, at any time, by either the employee or Green Dot.
Additionally, Green Dot reserves the right to change an employee’s position, title, job
responsibilities, benefits, compensation level, or any other terms and conditions of employment
at any time, within its sole discretion, with or without cause or advance notice. Green Dot also

reserves the right to impose discipline of whatever type and for whatever reasons the School, in
its sole discretion, determines appropriate. Any decisions regarding discipline with respect to
Green Dot employees are in no way intended to alter the at-will nature of employees’
employment relationship with Green Dot.

C.     Represented Employees
All Green Dot teachers are covered under the union contract negotiated by the Green Dot Home
Office and the Asociación de Maestros Unidos (AMU). The current Union Contract can be found
on the Green Dot intranet.

D.     Equal Employment Opportunity
It is the policy of Green Dot to provide equal employment opportunities to all qualified
individuals without regard to race, color, religion, national origin, disability, gender, marital
status, sexual orientation, veteran status, non-disqualifying physical or mental disability, or
other characteristic protected by law.

This policy of Equal Employment Opportunity applies to all policies and procedures relating to
recruitment and hiring, compensation, benefits, termination and all other terms and conditions
of employment.

The Human Resources Department has overall responsibility for this policy and maintains
reporting and monitoring procedures. Employees' questions or concerns should be referred to
the Human Resources Department. Appropriate disciplinary action, up to and including
termination from employment, will be taken against any employee who willfully violates this

E.     Disabilities Law
Green Dot is committed to complying with all applicable provisions of the California Fair
Employment and Housing Act (FEHA) and the Americans with Disabilities Act (ADA). It is Green
Dot’s policy not to discriminate against any qualified employee or applicant with regard to any
terms or conditions of employment because of such individual’s disability, or perceived
disability, so long as the employee can perform the essential functions of the job.

Consistent with this policy of nondiscrimination, Green Dot will provide reasonable
accommodations to a qualified individual with a disability, as defined by law, who has made
Green Dot aware of his or her disability, provided that such accommodation does not pose a
safety risk or constitute an undue hardship on the Company. Employees with a disability who
believe they need a reasonable accommodation to perform the essential functions of their job
should contact the Human Resources Department. Green Dot encourages individuals with
disabilities to come forward and request reasonable accommodation. Green Dot will then inform
the employee of its decision on the accommodation request or on how to make the
accommodation. The law does not require Green Dot to make the best possible
accommodation, to reallocate essential job functions, or to provide personal use items (i.e.,
eyeglasses, hearing aids, wheelchairs etc.).

An employee or job applicant who has questions regarding this policy or believes that he or she
has been discriminated against on the basis of a disability should notify the Human Resources
Department. All such inquiries or complaints will be treated as confidential to the extent
permissible by law.

F.     Non-Discrimination Policy
Green Dot does not tolerate discrimination in the provision of employment opportunities,
benefits or privileges, the creation of discriminatory work conditions, or the use of
discriminatory evaluative standards in employment if the basis of that discriminatory treatment
is, in whole or in part, the person's race, color, national origin, age, religion, disability status,
gender, sexual orientation, marital status, or other characteristic protected by law.

Discrimination of this kind may also be strictly prohibited by a variety of federal, state and local
laws, including Title VII of the Civil Rights Act 1964; the Age Discrimination Act of 1975; and
the Americans With Disabilities Act of 1990. This Policy is intended to comply with the
prohibitions stated in these anti-discrimination laws. An employee or job applicant who has
questions regarding this policy or believes that he or she has been discriminated against on the
basis of some protected status should notify the Human Resources Department. Discrimination
in violation of this Policy will be subject to severe sanctions up to and including termination.

G.     Sexual Harassment Policy
Green Dot is committed to maintaining a working and learning environment that is free from
sexual harassment. Sexual harassment of or by employees or students, including same-sex
harassment, is a form of gender discrimination and is a violation of state and federal laws and a
violation of this policy. Green Dot considers sexual harassment to be a major offense, which will
result in disciplinary action against the offending employee or the suspension or expulsion of
the offending student. Green Dot prohibits retaliatory behavior against anyone who files a
sexual harassment complaint or any participant in the complaint investigation process. Each
complaint alleging sexual harassment shall be promptly investigated in as confidential a manner
as possible given the circumstances, respecting the privacy of all parties to the fullest extent

Sexual harassment, including same-sex harassment, is defined as unwelcome sexual advances,
requests for sexual favors, and other verbal, visual, or physical conduct of a sexual nature made
by someone from or in the work or educational setting when:

1.     Submission to such conduct is made either explicitly or implicitly a term or condition of
       the individual's employment; or

2.     Submission to or rejection of such conduct by an individual is used as the basis for
       employment decisions affecting such individual; or

3.     Such conduct has the purpose or the effect of unreasonably interfering with an
       individual's work performance or creating an intimidating, hostile, or offensive working

Employees who participate in a consensual sexual relationship, and at some point wish to
discontinue that relationship, must clearly state to the other participant that the conduct is no
longer consensual or welcome and that all such conduct must cease. Any conduct of a sexual
nature following such notice may be determined to be sexual harassment. Such conduct is
subject to investigation by the employer on the complaint of an individual who believes it to be

Any employee who believes that he/she is being sexually harassed should report any allegation
of sexual harassment to a supervisor and request assistance in resolving the reported situation.
 If the supervisor is involved in the reported allegation, or if the employee feels uncomfortable
reporting to that level, the report should be made to:

Virginia Craig
Director of Human Resources
(213) 621-0276

Any employee who has knowledge of conduct by another employee, volunteer, or individual in
the school community which may constitute sexual harassment of a student is required to
immediately report such conduct to a certificated administrator of the student's school of
attendance or Virginia Craig at Green Dot.

The timeline for filing a compliant shall not exceed six (6) months from the alleged occurrence
or when knowledge was first obtained. Green Dot will provide a prompt, thorough and
impartial investigation of any report of sexual harassment.          Corrective action, including
discipline or termination from employment, deemed necessary will be taken against any
individual who is determined to have violated this prohibition of sexual harassment.

Employees are hereby placed on notice that if they engage in conduct, which Green Dot
determines to be sexual harassment, such conduct is outside the scope and course of their
employment. Additionally, individuals who engage in such conduct contrary to Green Dot policy
may be held personally liable in any legal action brought against them. Such conduct may
result in the employee having to obtain his/her own legal counsel. Sexual harassment or
unlawful discrimination may result in a monetary judgment against the employee personally.

A copy of this policy shall be provided to all employees upon initial employment and at the
beginning of each school year. A copy of this policy shall be displayed in a prominent location
in the main administrative building or other areas of each campus or school site. This policy
shall appear in any publication of Green Dot setting forth comprehensive rules or standards of

H.     Internal Complaint Policy
Green Dot believes that if you have a question, suggestion or complaint, you should first discuss
this with your supervisor. If the problem is not resolved, or if you are not comfortable
discussing the concern with your supervisor, you may present the problem to the school site
principal. The principal will work with the Human Resources Department to reach a final

resolution. This policy is not intended for use to complain about personnel actions taken
against an employee.

This procedure, which we believe is important for both you and Green Dot, cannot guarantee
that every problem will be resolved to your satisfaction. However, Green Dot values your
observations and you should feel free to raise issues of concern, in good faith, without the fear
of retaliation.

1.     Notification
       This policy is intended to address complaints filed by students against other students,
       parent complaints against employees and students, and community member complaints
       against employees and students.

2.     Procedures
       Depending on the nature of the complaint, the complainant will be provided information
       concerning the applicable policy and procedures to be followed. If there is no applicable
       policy or procedures, the principal (or designee) shall encourage the parties involved to
       seek an informal resolution of the issues. If this is not possible due to the nature of the
       complaint or if informal resolution has been unsuccessfully attempted, the principal (or
       designee) shall undertake a responsible inquiry into the complaint to ensure it is
       reasonably and swiftly addressed. When appropriate, a written statement of the
       complaint will be obtained from the complainant.

       If the complainant files a written complaint and no other school policy or procedure is
       applicable, the Director (or designee) shall abide by the following process:

             After receipt of the complaint, the principal or designee shall use his or her best
              efforts to speak with the parties identified in the complaint and to ascertain the
              facts relating to the dispute and the positions of all parties.

             In the event that the principal (or designee) finds that a complaint against a staff
              member or student is valid, appropriate disciplinary action may be taken against
              the employee or student. As appropriate, the principal (or designee) may also
              simply instruct employees or students as to their conduct without initiating
              disciplinary measures.

              In the event that the principal (or designee) finds that the complaint would best
              be resolved through a meeting of all parties, such a meeting shall be called and
              the principal (or designee) shall attempt to mediate the dispute among the
              parties. In the event that mediation is not appropriate or the mediation is
              unsuccessful, the principal (or designee) shall respond to the complaint and
              provide all parties with a written statement indicating the principal’s findings and
              resolution of the complaint.

             The principal’s (or designee’s) decision relating to the complaint shall be final
              unless it is appealed to the Board of Directors of Green Dot. In the event a party
              wishes to appeal the decision, he/she shall submit a written request for the
              Board of Directors to hear the appeal to the Chair of the Board of Directors

              within 5 business days of the principal’s decision. The President of the Board of
              Directors shall schedule a hearing before the Board, which may review and
              modify the decision as it deems appropriate. Such proceedings shall typically be
              conducted in closed session due to the potential for disciplinary action to be
              taken against an employee or student, unless the employee or parent requests
              otherwise, or there is no potential for disciplinary action to be taken. The
              decision of the Board of Directors shall be final.

3.     Confidentiality
       Complainants will be notified that information obtained from the complainants and
       thereafter gathered will be maintained in a manner as confidential as possible, but
       absolute confidentiality cannot be assured.

4.     Non-Retaliation
       Complainants will be advised that they will be protected against retaliation as a result of
       the filing of any complaints or participation in any complaint process.

5.     Resolution
       The administration will investigate complaints appropriately under the circumstances and
       pursuant to the applicable procedures, and if necessary, take appropriate remedial
       measures to ensure effective resolution of any complaint.

I. Safety & Emergency Preparedness
Green Dot is committed to providing a safe and healthful workplace for its employees. As a
result, Green Dot has designed this comprehensive School Safety Policy to assist us with this
mission. The objective of such a program is to alert employees on how to handle specific

Safe schools are orderly and purposeful places where students and staff are free to learn and
teach without the threat of physical violence and psychological harm. The program cannot
succeed without the cooperation of all employees who are expected to follow safe practices,
obey safety rules and wear the required personal protective equipment. Green Dot is confident
that with a sincere and concentrated effort from everyone, our safety goals can be achieved
and maintained.

1.     Emergency Numbers

                                     Office                        Cell

Police, Fire, Paramedics             911
Green Dot Home Office                213-621-0276
Steve Barr, CEO                      213-621-0276   x223           310-428-5882
Marco Petruzzi, President            213-621-0276   x224           310-614-5678
Dan Chang                            213-621-0276   x227           310-872-7458
Carl Fredlin                         213-621-0276   x249           310-280-8728
Laidlaw Transportation (dispatch)                                  323-983-0285

Radio Stations to Listen To

KFWB          980 AM
KNX           1070 AM

2.      Fire and Emergency Procedures
In the event of fire and/or emergency, please follow the steps listed below.

In the event there is a fire or any other emergency, immediately call 911 and give them the
exact location of the fire or emergency. During a disaster, the school office or reception area
will become a command center, so please keep the area clear.

      For a fire:
       The principal, assistant principal, or administrator will call 911 to report the fire. They
       will then call operations to let them know the location of the fire. The fire area should
       then be evacuated. Attempt to put the fire out if possible using a fire extinguisher. The
       fire extinguisher should be aimed at the base of the fire, not at the flames. If the fire is
       too large, the teachers should keep all employees and students away from the area and
       wait for the fire department to arrive. It is important to position someone at the
       entrance of the building to direct the fire department when they arrive.

      For any other emergency:
       The principal, assistant principal, or administrator will notify the home office or the
       Director of Operations. The school staff will maintain order around the emergency area
       while management evaluates the situation. In the event of a medical emergency, the
       administrator will be instructed to call 911 and position someone to wait outside to
       direct the medical services when they arrive.

      Evacuation:
       If evacuation becomes necessary, instructions will be given by the school staff regarding
       when to evacuate and to what location. Proceed as instructed. Remain with your class.
       No one is to return to the building for any reason until instructed to do so by the school

       For further information on fire alarm drills or specific emergencies, such as earthquakes,
       fires, explosions, civil disturbances, crime, or bomb threats, please consult the Green
       Dot Safe Schools plan located on the intranet.

J.     Employee Records
The information in a Green Dot employee’s personnel file is maintained as both a convenient
resource for the collection of employee information and to comply with various regulations. An
employee’s personnel file is always confidential, unless otherwise required by law, and must be
kept up-to-date.

Each employee must update his/her file whenever any of the following changes take place:

      Name change because of marriage, divorce or legal name change

      New address and/or telephone number
      Change of name of person to contact in the event of an emergency
      Change in number of dependents because of marriage, divorce, birth or adoption
      Change of beneficiary

All requests for personnel record information, including applications for a loan, mortgage or
credit card, are to be directed to and handled by the Human Resources Department. To avoid
delays, especially in medical emergencies, it is important that the emergency contact
information be up-to-date.

Green Dot will take appropriate steps to keep employee personnel records private. There are
certain times, however, when information may be given to persons outside of Green Dot.
These are:

      In response to a subpoena, court order, or an order of an administrative agency;
      In a lawsuit, grievance, or arbitration;
      To administer employee benefit plans; or
      When required by law to make disclosures.

When an employee joins Green Dot, he/she must provide certain information to the Home
Office. This includes:

      Proof of a TB test
      LiveScan fingerprinting
      Proof of CPR training
      Proof of First Aid training
      Completed I9 form

K.     Proprietary and Confidential Information
Green Dot strenuously protects the private information of its students, its staff, and their
families. This information includes but is not limited to student lists, student cumulative files,
student health files, student Individual Education Plans, personnel files, computer records. In
addition, in the case student information, federal law provides that information may not be
disseminated except under certain limited conditions. (Family Educational Rights and Privacy
Act (FERPA) 20 U.S.C. §1232g, 34 CFR Part 99). Personal information, including salary, history
of employment or reasons for departure, is also confidential and may not be discussed with
anyone other than the employee’s supervisor or Human Resources.

In addition, particularly sensitive or confidential information should not be shared. For
example, detailed financial records, specific Green Dot strategy, and anything marked
“Confidential”. If an employee is unsure as to the proprietary nature of information, he/she is
encouraged to consult their supervisor or a member of the Green Dot management team.
Team members will be subject to appropriate disciplinary action, up to and including
termination, for knowingly or unknowingly revealing information of a confidential nature.

With the exception of the above, Green Dot feels that sharing knowledge with other charter
organizations, school districts, and other parties interested in the greater good is central to our

goal of widespread educational reform and to our responsibilities as a not-for-profit organization
that receives charitable and public funds. Green Dot has often shared its documents, policies,
processes, and best practices with other organizations. The generosity of others helped Green
Dot become what it is today, and this spirit of openness is at the core of Green Dot.

L.     Employment of Relatives
Relatives of team members may be eligible for employment with Green Dot only if the
individuals involved are qualified, do not work in a direct supervisory relationship, and are not in
job positions in which a conflict of interest could arise. Relatives of team members are subject
to the same procedures and requirements as any other job applicant, no more and no less.
Team members may not interview any relative seeking to join the Green Dot team nor may that
team member influence the decision to hire or not hire any relative who is a job applicant.
Green Dot defined “relatives” as spouses, registered domestic partners, children, siblings,
parents, in-laws, and step-relatives. Present team members who marry or who become
registered domestic partners will be permitted to continue working in the job position held only
if they do not work in a direct supervisory relationship with one another or in job positions
involving a conflict of interest.

M.     Professional Development
Green Dot is committed to the professional development of all of its team members. Before the
start of the school year, Green Dot provides training to its employees through a day-long staff
development day. Green Dot continues this with on-site coaching and modeling throughout the
school year, day-to-day instructional leadership, and access to external workshops.


A.     Code of Conduct
The following conduct is prohibited and will not be tolerated by Green Dot. This list of
prohibited conduct is illustrative only and applies to all employees of Green Dot; other types of
conduct that threaten security, personal safety, employee welfare and Green Dot operations
also may be prohibited. Further, the specification of this list of conduct in no way alters the at-
will employment relationship as to at-will employees of the School. If an employee is working
under a contract with the School which grants procedural rights prior to termination, the
procedural terms in the contract shall apply.

      Poor or unsatisfactory performance.
      Discourteous or disrespectful treatment of others, including Green Dot employees,
       parents, or students.
      Insubordination - refusing to perform a task or duty assigned or act in accordance with
       instructions provided by an employee’s manager or proper authority.
      Inefficiency - including deliberate restriction of output, carelessness or unnecessary
       wastes of time or material, neglect of job, duties or responsibilities.
      Unauthorized soliciting, collecting of contributions, distribution of literature, written or
       printed matter is strictly prohibited on Green Dot property by non-employees and by
       employees. This rule does not cover periods of time when employees are off their jobs,
       such as lunch periods and break times. However, employees properly off their jobs are
       prohibited from such activity with other employees who are performing their work tasks.
      Damaging, defacing, unauthorized removal, destruction or theft of another employee's
       property or of Green Dot property.
      Fighting or instigating a fight on Green Dot premises.
      Violations of the drug and alcohol policy.
      Using or possessing firearms, weapons or explosives of any kind on Green Dot premises.
      Gambling on Green Dot premises.
      Tampering with or falsifying any report or record including, but not limited to, personnel,
       absentee, sickness or production reports or records, specifically including applications for
       employment and time cards.
      Recording the clock card, when applicable, of another employee or permitting or
       arranging for another employee to record your clock card.
      Use of profane, abusive or threatening language in conversations with other employees
       and/or intimidating or interfering with other employees.
      Conducting personal business during business hours and/or unauthorized use of
       telephone lines for personal calls.
      Unauthorized use of Green Dot equipment, time, materials, or facilities.
      Unprofessional conduct.
      Violating any safety, health, security, or School policy, rule, or procedure, or engaging in
       any conduct which risks injury to the employee or others.
      Engaging in conduct which constitutes a material conflict of interest.
      Excessive absenteeism or tardiness excused or unexcused.

      Posting any notices on Green Dot premises without prior written approval of
       management, unless posting is on an Green Dot bulletin board designated for employee
      Immoral or indecent conduct.
      Conviction of a criminal act.
      Engaging in sabotage or espionage (industrial or otherwise)
      Violations of the sexual harassment policy.
      Failure to report a job-related accident to the employee’s manager or failure to take or
       follow prescribed tests, procedures or treatment.
      Sleeping during work hours.
      Release of confidential information without authorization.
      Any other conduct detrimental to other employees or Green Dot’s interests or its
       efficient operations.
      Refusal to speak to supervisors or other employees.
      Dishonesty.
      Failure to maintain appropriate credential(s) required for the position.
      Abandonment of position.

B.     Dress Code
A large part of the image that our schools project to the public, clients, visitors, and vendors is
through its employees. Green Dot does not have an explicit dress code; however, it asks all
employees to dress appropriately.

Employees must use good judgment in determining what types of clothing are considered
appropriate attire. Clothing should be clean and neat in appearance at all times. Hairstyles,
make-up, grooming, and personal hygiene should be reasonable and in accordance with
customary business practices. An employee’s personal grooming and hygiene should not
distract from the learning environment, nor should it offend students, parents, or other staff

C.     Acceptance of Gifts
1.     Personal Gifts:
       No employee may solicit or accept gifts of significant value, lavish entertainment or
       other benefits from students, parents, donors, et al. Special care must be taken to avoid
       even the impression of a conflict of interest. Employees should use judgment as to
       whether a gift is “significant” or acceptable in nature. If an employee is unsure, please
       consult a supervisor or a member of the Green Dot management team.

2.     Donations, Grants, and Gifts:
       If a potential donor wishes to make a financial or material gift to Green Dot, please
       direct the donor to Green Dot’s Department of Marketing and Development or to the
       school’s Principal or fundraising coordinator. All gifts should be acknowledged with
       thanks and the appropriate receipt because Green Dot is a 501(c)3 not-for-profit
       organization. Significant gifts should be reported to Green Dot’s Department of
       Marketing and Development.

D.     Company Public Relations Policy
Green Dot believes in freedom of the press and does not have an explicit policy on how its
employees should interact with the press. Green Dot does, however, ask employees to use
judgment when speaking with the media and reminds them that their statements may be
construed as not just representing themselves, but the entire Green Dot organization.
Consequently, Green Dot would ask that employees do not make statements or representations
on behalf of Green Dot without Green Dot’s express consent.

Green Dot highly encourages its employees to obtain assistance on press-related matters from
the Marketing Department, as well as the Rose Group, a Public Relations firm that helps to
handle press related inquiries. Please feel free to contact the Home Office Marketing
Department or Tracy Mallozzi at the Rose Group at (310) 280-3710 with any questions. Green
Dot also asks its employees to send any Green Dot related articles they may participate in to
the Home Office so that they can be catalogued and displayed to the wider organization.

E.     Personal References and Recommendations
Green Dot employees may sometimes need to provide a reference to an outside organization
or, in turn, receive requests to provide references for current or former colleagues. Green Dot’s
policies with regard to references for former employees are designed to protect both the
organization and the individual supervisor or colleague from liability.

1.     Recommendations         – Because written recommendation letters or verbal
       recommendations are conventional in public education, it is at the discretion of the
       individual principal, supervisor or colleague to agree to write an honest letter of
       recommendation for a departing employee. The recommender should ensure that they
       receive verbal or written authorization from the requesting employee before providing
       the recommendation.

2.     Information Verification – If an employee is in need of a verification of employment,
       please contact Human Resources at the Green Dot Home Office. Human Resources can
       verify current employment and provide an employee’s position and start date over the
       phone. Any other information requests (e.g. salary) must be formally made in writing
       and signed by the requesting Green Dot employee.

F.     Reporting Child Abuse
Under California law, all school employees are responsible for reporting suspected child abuse
to proper authorities immediately by telephone and with a written follow-up report. The duty to
report child abuse is an individual one; however, a single report may be made if two or more
school employees have-knowledge of the same suspected abuse (PC 11166[g]). School
administrators may neither impede nor inhibit the reporting process in any way (PC 11166[h]).

Green Dot has explicit procedures for reporting suspected child abuse by all schools and
employees. Current legislation permits employees to withhold their identity from Green Dot

when reporting suspected child abuse. However, employees should understand that the law
does not permit completely anonymous reports. Employees are still required to disclose their
identity to investigative agencies when reporting suspected child abuse and will be contacted by
agency personnel during the resulting investigation.

Site administrators must take appropriate steps to apprise all school staff of their legal
responsibility to report suspected child abuse and of these reporting procedures.

For the full policy and process on reporting child abuse, please see the HR section on the

G.     Transporting Students
An important area of potential legal liability involves transportation of students to and from off-
campus activities. Random, non-standard arrangements such as students driving themselves,
students driving each other, students being left off campus, etc. multiply the risk of liability to
Green Dot.

As a general rule, employees of Green Dot and/or its family of schools should refrain from
transporting students in their personal vehicles. This includes:

      Picking up or dropping off a child at home before or after school
      Transporting students to off-campus events during the school day (e.g. field trips,
       assemblies, etc.)

If the situation dictates that a Green Dot employee transport a student in their personal vehicle,
the employee must get verbal or written approval from a parent to do so. Student approval
alone does not qualify.

If personally transporting a student is a repetitive occurrence, Green Dot asks that the
employee obtains written acknowledgement from the student’s parent and keep it on file at the
school site at all times. Green Dot also asks that employees keep a copy of their insurance
card, drivers license, and DMV record on file at the school site as well. The minimum amount of
insurance an employee must have to regularly transport students should be that which covers
$100,000 of bodily injury coverage per person and $300,000 per occurrence.

H. Violence Prevention Policy
Green Dot is committed to providing a safe environment for both its employees and the pupils
who attend our schools. Green Dot has numerous safety procedures in place, including sign-in
procedures requiring visitors to sign in and out at the schools. In addition, all employees and
volunteers are required to submit to and to pass fingerprint clearances and TB testing.

Green Dot recognizes that workplace violence is a growing concern at schools and offices across
the country. Therefore, Green Dot is committed to providing a safe, violence-free workplace
and school environment. In this regard, Green Dot strictly prohibits employees, students,
parents, consultants, customers, visitors, or anyone else on Green Dot premises or engaging in
an Green Dot-related activity from behaving in a violent or threatening manner. Moreover, as

part of this policy, Green Dot seeks to prevent workplace violence before it begins and reserves
the right to deal with behavior that suggests a propensity towards violence even prior to any
violent behavior occurring.

I.     Alcohol, Smoking, and Drug Use Policy
1.     Smoke-Free Workplace
In compliance with applicable law, Green Dot prohibits smoking in the workplace. Additional
requirements dictate that Green Dot schools remain smoke-free environments. Any violation or
disputes arising under this policy should be reported to the Human Resources Department.

2.      Alcohol and Drug-Free Workplace
The use or possession of alcohol or drugs on the job constitutes a potential danger to the
welfare and safety of others, as well as to the employee. In keeping with this commitment,
Green Dot strictly prohibits the use, transfer, possession, distribution, sale, or being under the
influence of illegal drugs while on duty, while on the premises, or while operating a vehicle or
potentially dangerous equipment owned or leased by the organization. Green Dot prohibits
consumption of alcohol while on duty, while on Company premises, or while operating a vehicle
or potentially dangerous equipment owned or leased by the organization.

This policy will not be construed to prohibit the use of alcohol at social or business functions
sponsored by Green Dot where alcohol is served or while entertaining employees, donors, et al.
However, employees must remember their obligation to conduct themselves properly at all
times while at Green Dot sponsored functions or while representing the organization. Violation
of this policy will result in disciplinary action, up to and including termination from employment
with Green Dot.

                            IV.     TECHNOLOGY POLICY

A.     Acceptable Use Policy
Green Dot believes the use of technology (computers, local and wide area networks,
educational databases, email, the Internet, and other electronic devices) is a vital component of
the educational process and experience. By providing such electronic devices and access to
various technological resources, Green Dot hopes to achieve its goal of preparing young adults
for success in college, leadership and life. All students, faculty and staff (including long-term
substitute teachers) are expected to use these tools and resources in an appropriate manner, as
described below.

Green Dot’s “Acceptable Use Policy” is a guide to inform Users of the following:

      General instructions, philosophies, and strategies to be supported by Technology
       (including Internet access) in Green Dot schools;
      Processes for governing Technology;
      Responsibilities of Users with regard to Technology.
      Acceptable and unacceptable uses of Technology; and
      Consequences of policy violations regarding Technology.

1.      Instructional Philosophies and Strategies Supported by Technology
To live, learn, and work successfully in an increasingly complex and information-rich society,
students must be able to use technology effectively. Green Dot strives to integrate technology
throughout the learning environment in order to ensure students become:

      Capable information technology users
      Information seekers, analyzers, and evaluators
      Problem solvers and decision makers
      Creative and effective users of productivity tools
      Communicators, collaborators, publishers, and producers
      Informed, responsible, and contributing citizens.

2.     Processes for Governing Technology
Users are allowed access to Technology upon the signed receipt this acceptable use policy (by
parents, students or Staff) and the completion of an Internet training/awareness sessions
conducted by Green Dot.

The technology director or designated personnel may suspend or close an account at any time
as required. The administration, faculty, and staff of Green Dot may also request the system
administrator or technology director to deny, revoke, or suspend specific user accounts.

Network administrators may review files and communications to maintain system integrity and
ensure that users are using the system responsibly. Users should not expect that files stored
on Green Dot servers will always be private. Staff, under the direction of the technology
director, or designated personnel may exercise the right to access information stored in
personal user directories and electronic mail. This is a legitimate endeavor to keep email
servers secure from pornography, viruses, and abuse of email privileges. Users are advised not

to place confidential documents in their user directories.     Users should recognize that no
network is 100% secure!

Green Dot uses standard, browser based content filters to safeguard users from inappropriate
material. Several Green Dot schools supplement these content filters with more sophisticated
proxy servers. Proxy servers block inappropriate websites from User access (as deemed by the
proxy vendor or by Staff). Sites may be unblocked upon request to the Green Dot and are
subject to review. With proxy servers Green Dot has the ability to view Internet locations that
specific users have visited. The Staff may review these proxy logs at any time. When User
violations are discovered, offenses may be handled by the classroom teacher, principal,
headmaster and/or other Green Dot Staff.

3.      Responsibilities of Users with regard to Technology
Access to email and the Internet will enable Users to explore thousands of libraries, databases,
and bulletin boards while exchanging messages with Internet users throughout the world.
Families should be warned that some material accessible via the Internet may contain items
that are illegal, defamatory, inaccurate, and potentially offensive to some people. While our
intent is to make Internet access available to further educational goals and objectives, users
may find ways to access other materials as well.

Parents and guardians of minors are responsible for setting and conveying the standards that
their children should follow when using Technology, media and information sources. To that
end, Green Dot supports and respects each family’s right to decide whether or not to apply for

Users are responsible for good behavior on Green Dot computer networks (as described in this
policy). Users are expected to use Technology in a manner consistent with school policies, and
federal, state and local laws. Access to network services is given to Users who agree to act in a
responsible manner.

Within reason, during school hours, teachers and Staff will guide students toward appropriate
materials. Outside of school, families bear the same responsibility for such guidance as they
exercise with information sources.

4.     Acceptable and Unacceptable Uses of Technology
The following standards are used as a general structure for student, staff, and community
member access to electronic resources. Technology at Green Dot must be in support of
education and consistent with the educational objectives of the school. However, you must
comply with the following regulations:

      Acceptable Use: Users are encouraged to develop uses which meet their individual
       learning and teaching needs and to take advantage of the network’s many useful
       functions, including the Internet, licensed information resources, newsgroups, bulleting
       boards and other electronic educational materials. Users should report inappropriate use
       to Staff immediately. Parents and Guardians are encouraged to discuss the responsible
       use of the Internet with their children and how this responsibility includes accessing
       Technology at school and at home.

      Unacceptable Use:

       -      Violation of school policy, rules or any provision in the student code of conduct
              or rights and responsibilities Handbook.
       -      Transmission of any material in violation of any U.S. or state regulation is
              prohibited. This includes, but is not limited to copyrighted material, threatening
              or obscene material or material protected by trade secret.
       -      The use of profanity, obscenity, or other language that may be offensive to
              another user.
       -      Any form of vandalism, including, but not limited to, damaging computers,
              computer systems, or networks, creating or sharing computer viruses, and/or
              disrupting the operation of the network.
       -      Copying and/or downloading commercial software or other materials (e.g. music,
              movies, etc.) in violation of Federal copyright laws
       -      Use for financial gain, commercial activity (e.g. product advertisement), or illegal
              activity (e.g. “hacking”).
       -      Accessing, uploading, downloading, distributing pornographic, sexually explicit,
              offensive or obscene material

Transmitting email/messages/material that is deemed harassing, discriminatory, anti-social or
offensive is expressly prohibited.

Other acts considered unacceptable and inappropriate use of Technology include:

      Giving your password or personal information to another user (names, phone numbers,
       sensitive financial information, homes addresses, etc.).
      Using, destroying or altering another user’s Technology account or personal data.
      Offering access to Green Dot Technology to an unauthorized user
      Unauthorized access to another computer or network resource.
      Using multi-user games on Green Dot network.
      Revealing names and personal information to, or establishing relationships with
       “strangers” on the network.
      Responding to unsolicited on-line contact with “strangers” online.
      The installation of software by users is prohibited without prior approval Green Dot. All
       software (including shareware, trial versions, and downloadable software) should be
       installed by Green Dot. Exceptions may be made after notifying Staff and receiving
       permission. A potential problem related to software installed by users falls into, but is
       not limited to, the following categories:

       -      Copyright - as outlined above.
       -      System Resources - Programs such as (but not limited to) Sports Tickers, Stock
              Tickers, Instant Messenger Services, Real Audio and screen savers are resource
              intensive at the network and/or workstation level and degrade the performance
              of the network, operating system and supported software. Please limit the use of
              such programs to before or after school/work hours unless they are used for
              educational purposes.
       -      System Conflicts - additional software may cause conflicts with drivers, video
              adapters, the operating system and software that are supported by Green Dot.

5.      Consequences of Policy Violations regarding Technology
Violations of the Acceptable Use Policy may result in loss of access, as well as other disciplinary
action. Legal action and/or the involvement of law enforcement agencies may also result from
violations of the Acceptable Use Policy.

      Students who violate the Acceptable Use Policy at school may be subject to discipline by
       the Staff using his/her classroom policies and procedures, in conjunction with those of
       Green Dot.
      Green Dot Staff who violate the Acceptable Use Policy may be subject to discipline by
       the Green Dot Human Resources department
      Violations that impeded or have the potential to impede upon the security, and/or
       integrity of the overall Green Dot LAN/WAN, may result in further disciplinary action
       including a conference with the technology director or system administrator.
      Intentional vandalism and/or hacking may result in the cancellation of computer
       privileges at Green Dot. This includes, but is not limited to, any attempt to destroy
       hardware, operating systems, and/or applications or data. This also includes creating,
       uploading, or downloading of viruses.

B.     Internet Content Policy
The purpose of this document is to help the school administrators get a thorough understanding
of the concerns that Internet access poses to the Information Technology department and the
responsibilities that the department is committed to uphold. The construction of a permanent
policy regarding Internet Content Filtering that takes both IT and educational concerns into
account is the expected end result.

This policy applies to all Green Dot employees, and any other personnel granted access to
Green Dot’s provided Internet access.

      It is recommended that all Green Dot employees comply with this to ensure that
       operation of Green Dot provided Internet access is effectively consistent. Every effort
       should be made to follow these guidelines. Inability to do so may result in delays in
       service or resolving helpdesk issues.
      Your ability to follow policies and procedures will be evaluated by Management as part
       of the annual performance evaluation process.
      Principals are responsible for ensuring that their staff complies with this policy
      Principals are responsible for overseeing that classified and certificated staff comply with
       this policy
      Information Technology Department holds the responsibility for the success of this
      Green Dot is responsible for intervening and providing assistance as needed
      Green Dot is responsible for providing adequate training
      Any employee who becomes aware of any violation of this policy must report it to Green
       Dot ITD.
      Every employee is responsible for the success of this policy; therefore any violation must
       be reported to the appropriate department.

C.     Content Filter Policy
Our concerns with the content that is filtered are regarding preventing access to content has
negative affects in the following areas:

      Safety
       o Poses a risk to staff and students safety (Dating personals, myspace, etc.)
      Security
       o Poses a risk to the integrity of all network and IT systems (Hacking, downloading,
          MP3 Sharing, etc.)
      Bandwidth
       o Each school’s Internet line can only handle a certain amount of usage (bandwidth).
          Overuse of bandwidth can slow Internet access down for the entire school and even
          lead to outages
      Legal
       o Unfiltered Internet access disqualifies us from our legal obligations as a public
          educational institute providing Internet access
      The Children’s Internet Protection Act (CIPA) dictates that Internet access to minors
       must be filtered from content that is:
       o Obscene
       o Inappropriate
       o Unauthorized (hacking)
       o Unlawful
       o Harmful

This policy limits access to students and unauthenticated users.

      The policy would give all staff members limited access to streaming media during school
       hours (7am – 5pm)
      The policy would give all staff members unlimited access to streaming media after
       school hours (5pm – 7am)
      The policy will have certain non-negotiable restrictions on particular websites,
       categories, or protocols (ex. myspace.com, peer-to-peer file sharing, etc.)

The policy will deny students and users who are not authorized employees or staff access to
inappropriate websites, downloading files, and streaming media. Teachers and staff will have
limited access, specifically, access to streaming media that is limited by a quota of 3 hours per
day. Unlimited access to specific content will be allowed after school hours (5:00 P.M. – 7:00

Content Filter Policy Review/Change Request Process
In the event that staff members wish to have the policy reviewed and changed as to allow or
disallow access to a certain website or Internet protocol, staff members will no longer place
helpdesk work orders directly to the IT Department. The process will be as follows:

      Teachers or staff members who desire to have the Internet Content Filtering policy
       reviewed must document:

       a.      The URL (Ex. www.website.com)
       b.      The type of content on the website
       c.      Why they need access to that particular website.
      They will present this initial request to their school administrators (Principals / Assistant
      Administrator will review the request and make sure that it is not disregarding the
       concerns of the IT Department and any responsibilities for providing safety that the
       school maintains. Should a principal forward the request to the IT Department, they are
       acknowledging liability for the proper use of the site in question.
      The IT Department will review the request and determine whether the request is
       feasible. All participating parties will be notified of the response to the request and
       appropriate changes to the policy will be made if changes are required.
      Administrators can request full access 8 hours in advance for a limit of 24 hours. This is
       needed when an Administrator needs to review content posted by students off-site.

For more information regarding the Internet Content Filtering Policy, please contact:

Emiliano Hernandez
Director, Information Technology

D.     Help Desk Policy
The purpose of the technology support policy is to improve quality of services and assure
proper support for all Green Dot employees and equipment maintenance. Furthermore, this
policy serves the purpose of communicating details of the technology and operations support
protocols, responsibility and accountability, and work order logistics.

The benefit and value of streamlining and standardizing the technology support protocol is to
serve all Green Dot employees more efficiently and effectively. Green Dot will use a powerful
and easy to use web-based portal system to manage work order requests. This new system is
called “Track-IT” and it is fast, effective, easy to navigate, and convenient for all employees to
access and submit work orders online.

This policy is managed by the Information Technology Department, and it is our responsibility
to oversee and address Technical Support needs. Our goal is to provide all employees with
world-class technology services to ensure that Green Dot employee’s concerns are always
addressed in a timely and professional manner.

This policy applies to all Green Dot employees, and any other personnel granted access to
Green Dot’s computing resources and telecommunications equipment.

It is recommended that all Green Dot employees comply with this policy for timely delivery of
services. Every effort should be made to follow these guidelines. Inability to do so may result
in delays in service or resolving helpdesk issues.

1.     Helpdesk Support Protocol

All Green Dot employees have two options to request assistance from Helpdesk (technical
support or operations). It is highly recommended that all employees use the web-based
Helpdesk system in order to expedite the work order process. A Helpdesk telephone support
line will also be established; however, it is to be used only by the school office manager in case
of an emergency or when an employee cannot connect to the Internet. If the Internet
connection is down school wide or another emergency (i.e. operations) occurs employees need
NOT call Helpdesk support line. Only one person, office manager, will be permitted to call
Helpdesk and notify appropriate department of the emergency.

      Option #1: Submit Work Order Online
       Employees must request assistance via web portal at http://helpdesk.greendot.org. It is
       recommended that employees always use the web portal to contact the Helpdesk.
       Employee’s username and password will be the same as the email account. Example
       email address is ehernandez@animo.org – so the username would be “ehernandez” and
       password would be “ehernandez”.

      Option #2: Call Office Manager
       Use this means of communication ONLY when it is an emergency or you cannot connect
       to the Internet. When an employee has verified the Internet is down school-wide DO
       NOT call Helpdesk; employee must call office manager and he/she will contact Helpdesk

2.      Work Order Requests
All Green Dot employees will be assigned a username and password to login to a self-service
website to submit work orders. The user interface on this web portal is very user-friendly, that
makes it easy to submit and keep track of all work orders. IT personnel will not take verbal
requests, please use the web portal or Helpdesk support phone lines. The employee’s login
account will be his/her email account by itself without the @animo.org. The employee’s initial
password is the same as his/her account username.             The web portal is located at
http://helpdesk.greendot.org. Helpdesk support phone lines are listed under the “Helpdesk
Support Protocol” section.

3.      Work Order Priorities - Technology
Employees will have the option to prioritize their personal work orders online; however,
Helpdesk personnel will re-prioritize the work orders accordingly to serve all users more

4.     Work Order Escalation Protocol
      It is always recommended that employees request assistance from other colleagues.
       Many times colleagues will be able to answer many of the questions. For example, if an
       employee cannot connect to the Internet - he/she should contact a colleague to verify
       that he/she cannot connect either and then call the office manager. Employees must
       not call the Helpdesk support line in the event that Internet connection goes down
       school wide, only the office manager may call the appropriate department. This also
       applies to Operations.
      If another colleague is not able to assist, please submit work order online at
       http://helpdesk.greendot.org. If the employee cannot connect to the Internet he/she
       must call the office manager. The office manager will contact the appropriate
       department via a telephone call.
      If a problem is not resolved in a timely manner (according to response times), the
       employee must call the office manager and he/she will contact the appropriate
       department manager. A department manager will send someone out to assist the
       employee or manager will contact employee directly to further discuss and address the

5.      Work Order Tracking
All employees will be able to check the status of work orders by login in to the Helpdesk support
site. When a technician closes the work order, the employee (work order requestor) will
automatically receive a notification. This notification is for the employee’s records and should
printed and filed. Again, employees must not request support via email or verbal requests.
Verbal and email requests for support will not be honored and the employee will be asked to
follow the protocol and use the online Helpdesk system.

If you have any questions or concerns in regards to this policy please feel free to contact.

Emiliano Hernandez
Director, Information Technology

E.     Asset Management Policy
The purpose of this asset security policy and guidelines is to ensure that all assets are secure
and properly maintained and used. Laptop and audio/video equipment use is a privilege. You
are responsible, accountable, and expected to comply with this policy at all times.

This policy applies to all Green Dot employees and any other personnel granted access to Green
Dot’s assets.

All Green Dot employees must comply with this policy and security guidelines to avoid theft. It
is every individual’s responsibility to safeguard all equipment. Teachers and staff, in cases of
gross negligence (not following the steps of this policy with reasonable care, not reporting
stolen equipment, not reporting equipment abuse) or other misconduct, will be held
accountable. Responsive action may include, for example, extra training, loss of computer
privileges, and a written reprimand, as appropriate under the circumstances. Negligence to
comply with this policy will also reflect on employee’s annual performance evaluation.

a.     Every Green Dot employee is responsible for complying with this policy
b.     Principals are responsible for ensuring that their staff complies with this policy
c.     Management may use this policy as part of the performance annual evaluation
d.     Any employee who becomes aware of any violation of this policy must report it to Green
       Dot management.

1.     Preventing Asset Theft

      No Place Is Safe…
       Never assume your computer and audio/video equipment will be safe just sitting
       around. Don’t ever leave your computer and audio/video equipment unattended. Treat

     it as if it were $1,000 in cash lying around, and lock it down using a cable lock, in a
     cabinet or desk drawer. Don’t trust anyone with your laptop, it can disappear in
    In The Classroom…
     Do not walk out of your classroom and leave your laptop and audio/video equipment
     unattended. Many laptops have disappeared from classrooms this way. This is
     negligence, and you would not be following the asset management policy that you
     signed. If you leave the classroom, you must lock up the laptop in a cabinet, and lock
     the door behind you. Remember, laptop use is a privilege, and you are responsible and
     accountable for this asset. You must never allow students to use your laptop.
    Computer Carts…
     Store the computers in carts, lock the carts AND lock the carts in a secure room with an
     alarm. Do not leave the keys unattended at any given point. All computer carts must
     have keys; these keys must be locked in a safe and concealed location at the end of the
    When Traveling By Air…
     Be very careful when you travel by air. Do not leave your laptop unattended at the
     airport because it will disappear. Thieves are always looking for laptops. They look for
     brand new, high end laptops and often shadow the airport curb side check in, airline and
     rental car check-in counters, airport shops and security checkpoints. Anywhere you
     might set your laptop bag down for a minute to attend to other things, thieves may be
    When Traveling By Car…
     Never leave computer and audio/video equipment visible through the window in a car
     seat. Store the laptop in the trunk of your car if you must leave it; you are strongly
     advised to never leave your laptop in your car, especially in a car without an alarm. If
     you store your laptop in the vehicle for any period of time, keep in mind that the
     extreme temperature ranges within the vehicle could damage your laptop. In the
     summer, the inside of a parked car can reach temperatures that will melt your laptop's
    While Staying In A Hotel…
     Never leave your computer unattended in a hotel room. Always lock it up in the hotel’s
    While Attending Conferences And Conventions…
     Don’t trust anyone with your computer. If you leave the room, take it with you!

2.   When Theft Occurs

    Immediately contact the school site individual responsible for managing assets.
    Complete the missing/stolen asset form on the same day the asset is stolen.
    If equipment is not recovered within 24 hrs of being missing, school site individual
     responsible for managing assets must file a police report.
    The missing/stolen asset report must be submitted via fax to Green Dot within 5 days of
     incident with the police report attached.
    Depending on the circumstances, a computer may be available for immediate
     replacement or computer privileges may be revoked. You will be contacted when a
     decision has been made.

                                V.     COMPENSATION

A.     Pay Schedule
Green Dot is committed to competitively compensating its employees for their hard work and
dedication to improving student education. Salary structures may change from year to year
depending on several factors. For the most up-to-date pay schedule, please consult the HR
section on the Green Dot intranet.

B.     Payroll
       1.     Pay Periods – Green Dot’s pay periods run from the 1st to the 15th of each month
              and the 15th to the 31st of each month. Paychecks are issued on the 10th and
              25th of each month unless those days fall on a weekend or holiday. If so, checks
              will be distributed on the preceding business day.
       2.     Direct Deposit – All Green Dot employees are eligible and encouraged to utilize
              direct deposit to receive their paychecks. Employees can fill out the necessary
              paperwork with Human Resources upon hire, or at any point thereafter.

C.     Timesheets
All non-exempt employees are required to submit semi-monthly timesheets to their supervisors
for approval. Timesheets are generally due on the 1st and 16th of each month for payment the
following pay period. Timesheets need to be approved by a supervisor prior to submittal.

D.     Stipends
From time to time, stipends are offered to employees for specific services rendered that fall
outside their normal role and responsibilities. For example, a teacher coaching an athletic team
after school may be eligible for a stipend. Based on the union agreement, each school site has
a stipend committee that determines the amount paid for each service. Stipends are treated as
regular income and are thus subject to all standard taxes and other deductions. They are paid
as part of an employee’s normal pay check.

E.     Overtime
Non-exempt employees are eligible for paid overtime if they work more than 8 hours in a given
day, or more than 40 total hours in a given week that runs from Monday-Sunday. Employees
will be paid time and a half for these hours worked. Overtime must be approved in advance by
an employee’s supervisor.

F.     Pay Deductions
All Green Dot employees are subject to normal state and federal pay deductions – e.g. taxes,
social security, Medicare, etc. In addition, all school employees must contribute towards their
STRS/PERS accounts.

                     VI.    HEALTH AND WELFARE BENEFITS

A.       Overview of Benefits Plans
Green Dot provides all exempt, non-exempt, and regular full-time employees with a benefits
package that includes:

        Vision
        Dental
        Medical
        Life
        Short and Long Term Disability
        Flexible Spending Accounts
        Employee Assistance Program
        401(k) Retirement Plan

Green Dot provides these benefits for its employees as well as their spouses, domestic partners,
and children. When an employee first joins Green Dot, they are asked to select their benefits
from the available providers and plans.

For more information on Green Dot’s most up-to-date benefits providers and plans, please look
at the HR section on the intranet.

B.       Open Enrollment
Once a year, Green Dot holds an open enrollment period, during with employees can change
their benefits providers and/or plans based on those available for the upcoming year. This
period generally runs from August 15 to September 30. Employees are not allowed to make
benefits changes outside of this period, with the exception of their 401K plans, unless certain
life events have occurred, such as marriage or birth of a child. For more information, please
contact the HR department.

C.       Workers’ Compensation
All Green Dot employees – including exempt, non-exempt, seasonal, etc – are covered under
Green Dot’s Workers’ Compensation insurance. If an employee sustains a work-related injury,
he/she is asked to alert their supervisor and HR immediately and complete all necessary forms
required to process their claim.

D.       401(k) Retirement Plan
All Green Dot employees, with the exception of contractors, are eligible to contribute any
portion of their pretax income towards a 401K account.

For more information on Green Dot’s most up-to-date 401(k) plans, please look at the HR
section on the intranet.

All certificated employees (those with valid California Teaching Credential(s)) automatically
contribute to the State Teacher’s Retirement System (STRS) and other eligible classified team
members automatically contribute to the Public Employee’s Retirement System (PERS).

All classified school employees are also required to contribute towards PERS and are subject to
social security deductions.


A.       Company Holidays
All full-time employees will be paid for company holidays. Part-time staff will be paid for any
holiday they are normally scheduled to work. The employee will be paid for the hours they
would have normally worked. Green Dot home office and school classified staff will be paid for
the following holidays:

        Independence Day (Home Office employees only)
        Labor Day
        Veterans Day
        Thanksgiving
        Day after Thanksgiving
        Christmas Day
        New Years Day
        Martin Luther King Day
        President’s Day
        Memorial Day

For the current year’s holiday schedule, please refer to the HR section of the intranet.
Employees will get holiday pay as long as they are on active, paid status. Specifically, an
employee must either work or be on a paid PTO status the day before and the day after a
holiday. If an employee terminates service with Green Dot the day before a holiday he/she will
not be paid for that holiday.

B.       Attendance
Because every job is essential to the efficient operation of the organization, employees are
expected to arrive on time every workday. If, for any reason, an employee is going to be late
or absent from work, she or he must notify the appropriate supervisor as much in advance as
possible or immediately upon determining that one will be absent or late. If that supervisor is
not available, leave a message for her/him. Excessive absence or lateness is unacceptable and
may lead to disciplinary action, up to and including termination. Any employee who fails to
report for work for three consecutive working days without giving prior notice may be deemed
to have voluntarily resigned from employment.

C.       Paid Time off
1.       Paid Time Off (PTO) – 260 Day Work Year
         It is the policy of Green Dot to grant Paid Time Off (PTO) to all full-time employees
         hired into a position which requires a 260-day work year in accordance with the
         guidelines established below:

         Commencing with the employee’s date of hire, the employee will begin accruing PTO
         hours based on a schedule of 24 pay periods per year. The employee will begin accruing
         PTO on his/herfirst paycheck.

         Years of Service               Annual PTO Accrual

     0-3 Years                      15 Days per year (5.00 hours per pay period)
     4-6 Years                      20 Days per year (6.67 hours per pay period)
     7+ Years                       25 Days per year (8.33 hours per pay period)

     Part-time employees and other employees who are not classified by Green Dot as
     regular full-time employees are not eligible to participate in the PTO plan.

     The maximum PTO benefits that an employee may have at any time shall not exceed
     200 hours. If an employee has reached this maximum, the employee will cease to
     accrue any additional PTO. Once the employee uses PTO and the balance falls below
     the maximum, PTO will begin accruing again. A current statement of each employee’s
     accrued PTO is noted on the employee’s most recent pay stub. It is each employee’s
     responsibility to monitor the amount of their accrued PTO. If an employee’s PTO
     reaches the maximum of 200 hours, the employee must make arrangements to use their
     PTO. It is not the responsibility of Green Dot to notify employees when they have
     reached the maximum.

     Employees who are hired to a position that requires a 260-day work schedule are
     encouraged to take at least 40 consecutive hours (1 week) of PTO during each fiscal

     PTO accruals may be reduced by leaves of absences or layoffs or excessive

     PTO benefits will not be cashed out except when an employee terminates, or in a special
     circumstance approved on an individual basis by the CEO. Payment of PTO hours will
     not be allowed in excess of hours accrued, or the maximum of 200 hours.

     All PTO must be requested through the employee’s supervisor as far in advance as
     possible. The Supervisor will make the final determination regarding the PTO request
     depending on workload and scheduling needs. Management reserves the right to deny
     a PTO request based on business demands. Supervisors are responsible for ensuring
     adequate staffing levels and should attempt, when feasible, to resolve PTO scheduling
     conflicts based on seniority. However, employees who want to change their plans after
     the PTO schedules have been set will lose their seniority consideration.

     Employees on a leave of absence, other than a military leave of absence, are required to
     use all accrued PTO as part of the leave. In addition, employees on a leave of absence
     will not accrue any new PTO during the leave.

     When employment is terminated, employees will receive payment for any unused PTO
     accrued at the time of termination, not to exceed the maximum balance of 200 hours.

2.   Paid Time Off (PTO) – 193 Day Work Year (Classified Employees)
     Commencing with the start of each school year (September), employees will begin
     accruing PTO hours based on 10 months or 20 pay periods per year.

     Years of Service               Annual PTO Accrual

       0-3 Years                        15 Days per year (5.00 hours per pay period)
       4-6 Years                        20 Days per year (6.67 hours per pay period)
       7+ Years                         25 Days per year (8.33 hours per pay period)

       Employees will begin accruing PTO from their first day of each school year (September)
       and will be eligible to use any PTO from that point forward. In addition, should an
       employee’s employment end with Green Dot, he/she will be paid for any accrued PTO,
       not to exceed the maximum balance of 120 hours.

       Part-time employees and other employees who are not classified as regular full-time
       employees are ineligible to participate in the PTO plan.

       Whenever possible, an employee must call their Supervisor as soon as the need to be
       absent is known, but in no event less than one-and-a-half (1-1/2) hours prior to the
       start of the work day, unless in the case of an emergency, to permit the manager to
       adequately plan for absence.

       All other policies governing PTO as outlined above for year-round employees also applies
       to classified employees.

D.     Sick Days
Certificated employees (i.e. teachers) are entitled to sick days as stipulated in the most current
union contract. Currently, they are allowed ten (10) days leave with full pay for each school
year for purposes of personal illness or injury. Members who work less than full-time shall be
entitled to that portion of the ten (10) days leave as the number of hours per week that
scheduled duty relates to the number of hours for a full-time unit member in a comparable

For more details on the provisions associated with certificated staff sick days, please consult the
latest Union contract on the intranet.

Non-certificated employees do not have explicit sick days and are expected to deduct from their
PTO if they are ill.

E.     Leaves of Absence
It is the Company’s policy to grant leaves of absence to all eligible employees on a non-
discriminatory basis. Leaves of absence will be granted for all state and/or federally mandated
leaves including, but not limited to:

      Family/Medical Leave
      Pregnancy Disability Leave
      Military/Reserve Duty

and will be considered for:

      Jury Duty
      Bereavement

    Personal Unpaid Leave
    Short Term Disability
    Long Term Disability

1.   Process – General, Required Documentation, Approval, Etc

    General

     If an employee is absent from work for more than three (3) days, the employee should
     contact the Human Resources Department to determine if a Leave of Absence (LOA)
     may be necessary.

     LOAs will start on the date of request or date of need, (i.e., not after the exhaustion of
     Personal Time Off). While on LOA, an employee may be required to report periodically
     on his/her status to the Human Resources Department. Failure to contact Human
     Resources as requested or required by the applicable leave policy may result in the
     employee’s termination. Failure to return to work upon the expiration of a leave of
     absence or refusing an offer of reinstatement, for which the employee is qualified, will
     also result in voluntary termination.

    Required Documentation

     All requests for a LOA must be made in writing and submitted to the manager. An
     employee must provide thirty (30) days advance notice when the need for the leave or
     absence is "foreseeable", for instance, if medical treatments or other events are planned
     or known in advance. If the leave of absence is not foreseeable, the employee must
     provide notice to his or her manager as soon as practical.

     Physician certifications supporting the need for a LOA are required within fourteen (14)
     days of the date of request or as soon as practical for all medical and some family care
     LOAs. For an extension of a medical leave of absence, re-certification is required. Re-
     certification may also be required in other circumstances.

    Approval

     Both the manager and the Human Resources Department will review the LOA request.
     The manager will notify the employee when/if the request was approved. The Human
     Resources Department will notify the employee of what type of leave has been granted.
     A leave of absence will not be granted to allow an employee time off to seek
     employment elsewhere or to work for another employer. Employees who begin
     employment elsewhere while on a LOA, except Military Reserve Duty, are considered to
     have terminated voluntarily.

    Job Benefits

     While on a LOA, employees must use any accrued PTO or sick days. After being absent
     from work for five (5) consecutive work days or seven (7) calendar days, Full-Time
     employees may be eligible to receive short-term disability benefits provided the

       necessary forms have been completed and submitted to the Human Resources

       No benefits will be accrued; including paid time off, while an employee is on a LOA.
       Except as otherwise provided by law, time spent on a leave of absence, except for
       Military/Reserve Duty, will not be counted as time employed in determining an
       employee's eligibility for benefits that accrue on the basis of length of employment.

      Reinstatement from Approved Absence

       -      An employee on approved leave of absence must notify their manager and the
              Human Resources Department as soon as the projected date of return has been
              determined and at least three (3) days prior to the return. Failure to provide
              such notice may result in the delay of reinstatement of the employee.

       -      If an employee fails to apply for reinstatement by the expiration of any type of
              LOA, such employee will be considered to have voluntarily terminated
              employment with Green Dot.

       -      Reinstatement in the same or comparable occupational classification will be
              made on return to work after an approved Medical Disability leave of absence of
              twelve (12) weeks or less provided that the employee’s notice and application is
              timely in accordance with Paragraph 1.

2.     Family and Medical Leave (FMLA)

Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) leave shall be
provided in accordance with federal and state law and the applicable collective bargaining

For employees not covered by a collective bargaining agreement, the following policy
demonstrates Green Dot’s compliance with FMLA and CFRA leave requirements, both of which
require Green Dot to permit each eligible employee to take up to 12 workweeks of FMLA leave
in any 12-month period for the birth/adoption of a child, the employee’s own serious illness or
to care for certain family members who have a serious illness. For purposes of this policy, all
leave taken under FMLA or CFRA will be referred to as “FMLA leave.”

•      Employee Eligibility Criteria

       To be eligible for FMLA leave, the employee must have been employed by Green Dot for
       the last 12 months and must have worked at least 1,250 hours during the 12-month
       period immediately preceding commencement of the FMLA leave.

•      Events That May Entitle An Employee To FMLA Leave

       The 12-week FMLA allowance includes any time taken (with or without pay) for any of
       the following reasons:

    1.     To care for the employee’s newborn child or a child placed with the employee for
           adoption or foster care. Leaves for this purpose must conclude 12 months after
           the birth, adoption, or placement. If both parents are employed by Green Dot,
           they will be entitled to a combined total of 12 weeks of leave for this purpose.
    2.     Because of the employee’s own serious health condition (including a serious
           health condition resulting from an on-the-job illness or injury) that makes the
           employee unable to perform any one or more of the essential functions of his or
           her job (other than a disability caused by pregnancy, childbirth, or related
           medical conditions, which is covered by Green Dot’s separate pregnancy
           disability policy).
    3.     To care for a spouse, child, or parent with a serious health condition.
    4.     A “serious health condition” is an illness, injury, impairment, or physical or
           mental condition that involves: (1) inpatient care (i.e., an overnight stay) in a
           hospital, hospice, or residential medical care facility, including any period of
           incapacity or any subsequent treatment in connection with such inpatient care;
           or (2) continuing treatment by a health care provider.

•   Amount of FMLA Leave Which May Be Taken

    1.     FMLA leave can be taken in one or more periods, but may not exceed 12
           workweeks total for any purpose in any 12-month period, as described below, for
           any one, or combination of the above-described situations. “Twelve workweeks”
           means the equivalent of twelve of the employee’s normally scheduled
           workweeks. For a full-time employee who works five eight-hour days per week,
           “twelve workweeks” means 60 working and/or paid eight-hour days.
    2.     The “12 month period” in which 12 weeks of FMLA leave may be taken is the 12
           month period immediately preceding the commencement of any FMLA leave.

•   Pay During FMLA Leave

    1.     An employee on FMLA leave because of his or her own serious health condition
           must use all accrued paid sick leave and may use any or all accrued paid
           vacation time at the beginning of any otherwise unpaid FMLA leave period.
    2.     An employee on FMLA leave for child care or to care for a spouse, parent, or
           child with a serious health condition may use any or all accrued paid vacation at
           the beginning of any otherwise unpaid FMLA leave.
    3.     All other FMLA leaves are unpaid leaves.
    4.     The receipt of vacation pay, sick leave pay, or State Disability Insurance benefits
           will not extend the length of the FMLA leave. Vacation pay and sick pay accrues
           during any period of unpaid FMLA leave only until the end of the month in which
           unpaid leave began.

•   Health Benefits

    The provisions of Green Dot’s various employee benefit plans govern continuing
    eligibility during FMLA leave, and these provisions may change from time to time. The
    health benefits of employees on FMLA leave will be paid by Green Dot during the leave
    at the same level and under the same conditions as coverage would have been provided

    if the employee had been continuously employed during the leave period. When a
    request for FMLA leave is granted, Green Dot will give the employee written
    confirmation of the arrangements made for the payment of insurance premiums during
    the leave period.

•   Seniority

    An employee on FMLA leave remains an employee and the leave will not constitute a
    break in service. An employee who returns from FMLA leave will return with the same
    seniority he or she had when the leave commenced.

•   Medical Certifications

    1.     An employee requesting FMLA leave because of his or her own or a relative’s
           serious health condition must provide medical certification from the appropriate
           health care provider on a form supplied by Green Dot. Failure to provide the
           required certification in a timely manner (within 15 days of the leave request)
           may result in denial of the leave request until such certification is provided.
    2.     If Green Dot has reason to doubt the medical certification supporting a leave
           because of the employee’s own serious health condition, Green Dot may request
           a second opinion by a health care provider of its choice (paid for by Green Dot).
           If the second opinion differs from the first one, Green Dot will pay for a third,
           mutually agreeable, health care provider to provide a final and binding opinion.
    3.     Recertifications are required if leave is sought after expiration of the time
           estimated by the health care provider. Failure to submit required recertifications
           can result in termination of the leave.

•   Procedures for Requesting and Scheduling FMLA Leave

    1.     An employee should request FMLA leave by completing a Request for Leave form
           and submitting it to the Head of School. An employee asking for a Request for
           Leave form will be given a copy of Green Dot’s then-current FMLA leave policy.
    2.     Employees should provide not less than 30 days’ notice or such shorter notice as
           is practicable, for foreseeable childbirth, placement, or any planned medical
           treatment for the employee or his/her spouse, child, or parent. Failure to
           provide such notice is grounds for denial of a leave request, except if the need
           for FMLA leave was an emergency or was otherwise unforeseeable.
    3.     Where possible, employees must make a reasonable effort to schedule
           foreseeable planned medical treatments so as not to unduly disrupt Green Dot’s
    4.     If FMLA leave is taken because of the employee’s own serious health condition or
           the serious health condition of the employee’s spouse, parent or child, the leave
           may be taken intermittently or on a reduced leave schedule when medically
           necessary, as determined by the health care provider of the person with the
           serious health condition.
    5.     If FMLA leave is taken because of the birth of the employee’s child or the
           placement of a child with the employee for adoption or foster care, the minimum
           duration of leave is two weeks, except that Green Dot will grant a request for

           FMLA leave for this purpose of at least one day but less than two weeks’ duration
           on any two occasions.
    6.     If an employee needs intermittent leave or leave on a reduced leave schedule
           that is foreseeable based on planned medical treatment for the employee or a
           family member, the employee may be transferred temporarily to an available
           alternative position for which he or she is qualified that has equivalent pay and
           benefits and that better accommodates recurring periods of leave than the
           employee’s regular position.
    7.     In most cases, Green Dot will respond to a FMLA leave request within two days
           of acquiring knowledge that the leave is being taken for an FMLA-qualifying
           reason and, in any event, within 10 days of receiving the request. If an FMLA
           leave request is granted, Green Dot will notify the employee in writing that the
           leave will be counted against the employee’s FMLA leave entitlement. This
           notice will explain the employee’s obligations and the consequences of failing to
           satisfy them.

•   Return to Work

    1.     Upon timely return at the expiration of the FMLA leave period, an employee
           (other than a “key” employee whose reinstatement would cause serious and
           grievous injury to Green Dot’s operations) is entitled to the same or a
           comparable position with the same or similar duties and virtually identical pay,
           benefits, and other terms and conditions of employment unless the same
           position and any comparable position(s) have ceased to exist because of
           legitimate business reasons unrelated to the employee’s FMLA leave.
    2.     When a request for FMLA leave is granted to an employee (other than a “key”
           employee), Green Dot will give the employee a written guarantee of
           reinstatement at the termination of the leave (with the limitations explained
    3.     Before an employee will be permitted to return from FMLA leave taken because
           of his or her own serious health condition, the employee must obtain a
           certification from his or her health care provider that he or she is able to resume
    4.     If an employee can return to work with limitations, Green Dot will evaluate those
           limitations and, if possible, will accommodate the employee as required by law.
           If accommodation cannot be made, the employee will be medically separated
           from Green Dot.

•   Limitations on Reinstatement

    1.     Green Dot may refuse to reinstate a “key” employee if the refusal is necessary to
           prevent substantial and grievous injury to Green Dot’s operations. A “key”
           employee is an exempt salaried employee who is among the highest paid 10% of
           Green Dot’s employees within 75 miles of the employee’s worksite.
    2.     A “key” employee will be advised in writing at the time of a request for, or if
           earlier, at the time of commencement of, FMLA leave, that he/she qualifies as a
           “key” employee and the potential consequences with respect to reinstatement
           and maintenance of health benefits if Green Dot determines that substantial and

              grievous injury to Green Dot’s operations will result if the employee is reinstated
              from FMLA leave. At the time it determines that refusal is necessary, Green Dot
              will notify the “key” employee in writing (by certified mail) of its intent to refuse
              reinstatement and will explain the basis for finding that the employee’s
              reinstatement would cause Green Dot to suffer substantial and grievous injury.
              If Green Dot realizes after the leave has commenced that refusal of
              reinstatement is necessary, it will give the employee at least ten (10) days to
              return to work following the notice of its intent to refuse reinstatement.

•      Employment During Leave

       An employee on FMLA leave may not accept employment with any other employer
       without Green Dot’s written permission. An employee who accepts such employment will
       be deemed to have resigned from employment at Green Dot.

3.     Pregnancy Disability Leave

Pregnancy Disability Leave (PDL) shall be provided in accordance with federal and state law and
the applicable collective bargaining agreement. For those employees not covered by a
collective bargaining agreement, This policy explains how Green Dot complies with the
California Pregnancy Disability Act, which requires Green Dot to give each female employee an
unpaid leave of absence of up to four (4) months, as needed, for the period(s) of time a woman
is actually disabled by pregnancy, childbirth, or related medical conditions.

•      Employee Eligibility Criteria

       To be eligible for pregnancy disability leave, the employee must be disabled by
       pregnancy, childbirth, or a related medical condition and must provide appropriate
       medical certification concerning the disability.

•      Events That May Entitle An Employee to Pregnancy Disability Leave

       The four-month pregnancy disability leave allowance includes any time taken (with or
       without pay) for any of the following reasons:

       1.     The employee is unable to work at all or is unable to perform any one or more of
              the essential functions of her job without undue risk to herself, the successful
              completion of her pregnancy, or to other persons because of pregnancy or
              childbirth, or because of any medically recognized physical or mental condition
              that is related to pregnancy or childbirth (including severe morning sickness); or
       2.     The employee needs to take time off for parental care.

•      Duration Of Pregnancy Disability Leave

       Pregnancy disability leave may be taken in one or more periods, but not to exceed four
       months total. “Four months” means the number of days the employee would normally
       work within four months. For a full-time employee who works five eight hour days per

    week, four months means 88 working and/or paid eight hour days of leave entitlement
    based on an average of 22 working days per month for four months.

    Pregnancy disability leave does not count against the leave which may be available as
    Family Care and Medical Leave.

•   Pay During Pregnancy Disability Leave

    1.     An employee on pregnancy disability leave must use all accrued paid sick leave
           and may use any or all accrued vacation time at the beginning of any otherwise
           unpaid leave period.
    2.     The receipt of vacation pay, sick leave pay, or state disability insurance benefits
           will not extend the length of pregnancy disability leave.
    3.     Vacation pay and sick pay accrues during any period of unpaid pregnancy
           disability leave only until the end of the month in which the unpaid leave began.

•   Health Benefits

    The provisions of Green Dot’s various employee benefit plans govern continued eligibility
    during pregnancy disability leave and these provisions may change from time to time.
    When a request for pregnancy disability leave is granted, Green Dot will give the
    employee written confirmation of the arrangements made for the payment of insurance
    premiums during the leave period.

•   Seniority

    An employee on pregnancy disability leave remains an employee of Green Dot and a
    leave will not constitute a break in service. When an employee returns from pregnancy
    disability leave, he or she will return with the same seniority he or she had when the
    leave commenced.

•   Medical Certifications

    1.     An employee requesting a pregnancy disability leave must provide medical
           certification from her healthcare provider on a form supplied by Green Dot.
           Failure to provide the required certification in a timely manner (within fifteen
           (15) days of the leave request) may result in a denial of the leave request until
           such certification is provided.
    2.     Recertifications are required if leave is sought after expiration of the time
           estimated by the healthcare provider. Failure to submit required recertifications
           can result in termination of the leave.

•   Requesting And Scheduling Pregnancy Disability Leave

    1.     An employee should request pregnancy disability leave by completing a Request
           for Leave form and submitting it to her supervisor. An employee asking for a
           Request for Leave form will be referred to Green Dot’s then current pregnancy
           disability leave policy.

    2.    Employee should provide not less than thirty (30) days or as short of notice as is
          practicable, if the need for the leave is foreseeable. Failure to provide such
          notice is grounds for denial of the leave request, except if the need for
          pregnancy disability leave was an emergency and was otherwise unforeseeable.
    3.    Where possible, employees must make a reasonable effort to schedule
          foreseeable planned medical treatments so as not to unduly disrupt Green Dot’s
    4.    Pregnancy disability leave may be taken intermittently or on a reduced leave
          schedule when medically advisable, as determined by the employee’s healthcare
    5.    If an employee needs intermittent leave or leave on a reduced leave schedule
          that is foreseeable based on planned medical treatment, the employee may be
          transferred temporarily to an available alternative position for which he or she is
          qualified that has equivalent pay and benefits that better accommodates
          recurring periods of leave than the employee’s regular position.
    6.    In most cases, Green Dot will respond to a pregnancy disability leave request
          within two (2) days of acquiring knowledge that the leave qualifies as pregnancy
          disability and, in any event, within ten (10) days of receiving the request. If a
          pregnancy disability leave request is granted, Green Dot will notify the employee
          in writing and leave will be counted against the employee’s pregnancy disability
          leave entitlement. This notice will explain the employee’s obligations and the
          consequences of failing to satisfy them.

•   Return To Work

    1.    Upon timely return at the expiration of the pregnancy disability leave period, an
          employee is entitled to the same position unless the employee would not
          otherwise have been employed in the same position (at the time reinstatement is
          requested). If the employee is not reinstated to the same position, she must be
          reinstated to a comparable position unless there is no comparable position
          available, but filling that position with the returning employee would substantially
          undermine Green Dot’s ability to operate the business safely and efficiently. A
          “comparable” position is a position that involves the same or similar duties and
          responsibilities and is virtually identical to the employee’s original position in
          terms of pay, benefits, and working conditions.
    2.    When a request for pregnancy disability leave is granted to an employee, Green
          Dot will give the employee a written guarantee of reinstatement at the end of
          the leave (with the limitations explained above).
    3.    Before an employee will be permitted to return from a pregnancy disability leave
          of three days or more, the employee must obtain a certification from her
          healthcare provider that she is able to resume work.
    4.    If the employee can return to work with limitations, Green Dot will evaluate
          those limitations and, if possible, will accommodate the employee as required by
          law. If accommodation cannot be made, the employee will be medically
          separated from Green Dot.

•        Employment During Leave

         An employee on pregnancy disability leave may not accept employment with any other
         employer without Green Dot’s written permission. An employee who accepts such
         employment will be deemed to have resigned from employment.

4.       Military/Reserve Leave

Green Dot shall grant a military leave of absence to any employee who must be absent from
work due to service in the uniformed services in accordance with the Uniformed Services
Employment and Re-Employment Rights Act of 1994 (“USERRA”). All employees requesting
military leave must provide advance written notice of the need for such leave, unless prevented
from doing so by military necessity or if providing notice would be impossible or unreasonable.

If military leave is for thirty (30) or fewer days, Green Dot shall continue the employee’s health
benefits. For service of more than thirty (30) days, employee shall be permitted to continue
their health benefits at their option through COBRA. Employees are entitled to use accrued
vacation or paid time off as wage replacement during time served, provided such vacation/paid
time off accrued prior to the leave.

Green Dot will reinstate those employees returning from military leave totheir same position or
one of comparable seniority, status, and pay if they have a certificate of satisfactory completion
of service and apply within ninety (90) days after release from active duty or within such
extended period, if any, as required by law. Exceptions to this policy will occur wherever
necessary to comply with applicable laws.

        California Military Spousal Leave

Green Dot shall grant up to ten (10) days of unpaid leave to employees who work more than
twenty (20) hours per week and who are spouses of deployed military servicemen and
servicewomen. The leave may be taken when the military spouse is on leave from deployment
during a time of military conflict. To be eligible for leave, an employee must provide Green Dot
with (1) notice of intention to take military spousal leave within two (2) business days of
receiving official notice that the employee’s military spouse will be on leave from deployment,
and (2) documentation certifying that the employee’s military spouse will be on leave from
deployment during the time that the employee requests leave.

5.       Bereavement Leave

Regular full-time employees may be granted up to five (5) days off from work with pay at the
regular base pay rate for bereavement for a member of their immediate family (spouse, parent,
sibling, child, grandparent, mother-in-law, father-in-law, or domestic partner. Contact the
Human Resources Department as other significant relationships may apply). Subject to
manager approval, an employee desiring additional time off to attend services may use accrued
PTO or sick time.

6.       Jury Duty

An employee’s manager and the Human Resources Department should be promptly notified
when the employee receives a summons for jury duty. The company will continue the
employee’s full salary and benefits for up to five (5) working days if called to serve jury duty. If
the employee is called to jury duty, he/she must give your manager reasonable notice so that
accommodations can be made to manage the workload. If an employee seeks to be excused
from jury duty it is his/her responsibility to request to be excused in accordance with those
exemptions provided for in the law. It will be the responsibility of the employee, when possible,
to request a call in program for performing their Jury Duty.

7.       Leave to Attend Child’s School Activities

Employees are encouraged to participate in the school activities of their child(ren). The absence
is subject to all of the following conditions:

     •   Parents, guardians, or grandparents having custody of one or more children in
         kindergarten or grades 1-12 may take time off for a school activity;
     •   The time off for school activity participation cannot exceed eight hours in any calendar
         month, or a total of forty (40) hours each school year;
     •   Employees planning to take time off for school visitations must provide as much advance
         notice as possible to their supervisor or the Human Resources Department;
     •   If both parents are employed by Green Dot, the first employee to request such leave will
         receive the time off. The other parent will receive the time off only if the leave is
         approved by the Human Resources Department;
     •   Employees can or may use PTO in order to receive compensation for this time off;
     •   Employees who do not have PTO available will take the time off without pay, and
     •   Employees must provide their supervisor or Human Resources Department with
         documentation from the school verifying that the employee participated in a school
         activity on the day of the absence for that purpose.

8.       Leave to Attend Child’s Suspension Meeting

If an employee who is the parent or guardian of a child facing suspension from school is
summoned to the school to discuss the matter, the employee should alert his or her supervisor
and the Human Resources Department as soon as possible before leaving work. In agreement
with California Labor Code Section 230.7, no discriminatory action will be taken against an
employee who takes time off for this purpose.

9.       Unpaid Leave Of Absence

Any request for a leave of absence without pay must be submitted in writing as far in advance
as possible by completing the Vacation/Sick Leave Request form. The employee’s manager and
the Human Resources Department will review each application on a case-by-case basis. The
decision to approve or disapprove is based on applicable state law, the circumstances, the
length of time requested, the employee's job performance and attendance record, the reasons
for the leave, the effect the employee's absence will have on the work in the department and
the expectation that the employee will return to work when the leave expires. Employees on
unpaid leaves will be re-instated, if possible, upon return from such approved leaves. While the
Company will make reasonable efforts to find a suitable available position, such position cannot

be guaranteed. If a position becomes available, it may be different in terms of job duties and
compensation from the position vacated at the start of the leave.

10.      Employees must use existing PTO or sick time for a leave under this policy

If no time is available, leave under this policy will be unpaid. During the time that an employee
is on an unpaid leave of absence, the employee is not eligible to accrue PTO. Unpaid leaves of
absence may not exceed one (1) month. While on a personal unpaid leave of absence, an
employee’s medical coverage will end on the last day worked before the start of the leave. The
employee will have the opportunity of continuing benefits for a maximum period of eighteen
(18) months by paying the monthly premiums as required by COBRA legislation. Unemployment
Insurance benefits cannot be collected while on a leave of absence without pay.

F.       Short and Long Term Disability Plans
Full time permanent employees may be eligible for up to two tiers of Disability coverage
provided by Green Dot.

      1. Green Dot’s Short-Term Disability Program – Green Dot’s Short-Term Disability plan
         provides coverage begins on the 8th day and continues through the 90th day of a
         disability with doctor certification. Through a combination of state disability insurance
         payments and Green Dot’s insurance carrier’s payments, the employee will receive 60%
         of pre-disability earnings to a maximum of $1,500 per week.
      2. Green Dot’s Long-Term Disability Program – Green Dot’s Long-Term Disability plan
         provides coverage begins on the 91st day of a disability with doctor certification. The
         employee will receive 60% of pre-disability earnings to a maximum of $10,000 per
         month. Coverage will continue for the length of the maximum benefit period as defined
         by Green Dot’s insurance carrier.

An employee’s manager must be notified of the illness or disability. Before any payments will
be made to the employee under this plan, a certificate from his/her health care provider
certifying the disability for the period covered by Green Dot must be in possession of the
Human Resources Department. The employee may be required to provide periodic updates of
his/her status, such as the expected date of, and intent to, return. At any time during the
leave, the employee may be asked for additional information certifying the need for his/her
leave. Prior to returning to work, the employee must provide the Company with a written
release to return to work from the health care provider who is treating the employee. If the
disability is considered serious as to be total and possibly permanent, or likely to exceed ninety
days in duration, a letter from the health care provider should be sent directly to the Human
Resources Department.         The letter must state the prognosis so that the appropriate
departments can be made aware of the situation and can reach a decision concerning the
applicability of Long Term Disability benefits.

This Disability Policy is not intended to supersede, change or modify an employee’s eligibility for
a protected leave of absence under state and/or federal laws, including the Family and Medical
Leave Act.

                              VIII. FINANCE POLICIES

A.     Finance Policies and Procedures
1.     Petty Cash

Petty cash will be used to pay items less than $100.00 and that must be paid immediately. First
and Second year schools will have petty cash of $500.00. Third and Fourth year schools will
have petty cash of $750.00.

The account should be in the sole custody of the Office Manager. A petty cash account will be
established only after a school purchases a Lock Box and Receipt Book from one of our vendors
and signs a Petty Cash Agreement (available on the intranet). The Office Manager will then
prepare a Petty Cash Request Form (available on the Intranet) to establish the account.

Any staff member can request Petty Cash. Petty Cash Requests must be initiated on a Petty
Cash Request Form and approved by the school’s principal. The staff member should pay the
vendor and submit the vendor receipt, which must be signed by both the Principal and the
Office Manager.

When the balance in Petty Cash reaches approximately $200, complete and submit the Petty
Cash log, along with petty cash request forms and all receipts attached IN ORDER. The
school’s petty cash will be replenished promptly unless receipts are not in order, receipts are
missing, or the log does not balance

A check for the amount in the Petty Cash Log is drawn payable to "Petty Cash" from that's
school general bank account to replenish. Checks will be cashed by the Principal and deposited
to the Office Manager. The cash will be maintained in a locked cash box.

Petty Cash will be audited once a quarter by Home Office.

2.     School Lunch Money

School sites will have cash from the collection of student lunch money. The collection of lunch
revenue is initiated through a Lunch Transaction notice which will need to be attached with the
meal applications to be filled out by parents prior to the beginning of each school year. The
transaction notice is a request for parents to submit lunch money (preferably by check) prior to
student receiving a meal).

Once these funds are received they should be labeled and submitted to the home office, using a
Deposit Form (available on the Intranet). Please make copies of checks for records. Students'
balances are tracked in Power Lunch (in a confidential manner when the student swipes there
id into power lunch).

A generic letter is sent monthly to remind parents to check lunch balances daily. The request is
so parent’s pay immediately once they notice a negative lunch balance. If not, they will have to
provide a meal for the child from home. If this is overlooked, we hand the Lunch Transaction

notice with the amount owed to the student and apologize as we can not provide lunch until
payment is received in full. We recommend at that time that they remind their parents of this

3.     School Deposits

Each school’s Office Manager will collect all monies from cheerleading, soccer, class trips,
uniforms, lunches, yearbooks, donations, etc. to turn into the finance department for bank
deposits. Office Managers will prepare a package with the Deposit Form (available on the
Intranet) that shows the total amount it wants to deposit. The exterior envelope should clearly
identify the school. All monies should be turned in bi-monthly, all checks must be turned in
within 2 weeks of date on checks. Any NSF checks will be returned to the school site.

4.     Approval Signatures

Signatures must be obtained from the Principal or Assistant Principal for all Timesheets,
Invoices, POs, Expense reimbursements, etc.

      Any requests over $100 must be signed and approved by the Principal
      Any requests over $5,000 must be signed and approved by Finance
      Any requests over $10,000 must be signed and approved by COO

5.     Check Requests

All Check Requests submitted to Accounts Payable by 3:00 PM on any Friday will be paid the
following Friday. Immediate Check Requests are not available.

6.     Recurring Payments

All monthly recurring payments (e.g., utilities bills, rent/lease payments) are directly billed to
the GD finance department.

7.     Purchase Orders

Large material school operations purchases will be made by GD Headquarters personnel,
regular day to day immaterial purchases should be done at the school site Office Manager and
approved by the school site Principal via the purchase order form. Office Managers should
execute transactions with GD approved vendors (e.g., Dell, Apple, and Houghton) wherever
possible. When ordering services or products from a vendor not on the list of GD approved
vendors, the Office Manager is responsible for obtaining a signed & completed IRS W9 form.
Without a W9, GD will not pay an invoice. Please obtain this completed form prior to order

Once all applicable approvals have been obtained, immaterial school-site items may be ordered
onsite. Once item/service is received, the ordering party onsite is to ensure that the packing slip
or receipts be matched and stapled with the original purchase order. Once invoice is received,
it should be matched with the purchase order documentation. This package should be then

batched and forwarded to the GD Finance Department; these batches should be sent no less
than on a weekly basis ending each Friday.

8.     Interoffice Mail

The Office Manager will send the packages out once/twice a week on Wednesday’s & Friday's
before 3:00 pm via our Quick Custom Courier service. This includes employee expense reports,
check requests, Purchase Orders, petty cash, reports and all mail for GD Headquarters. Please
make sure all items are in a sealed, secured envelope attn: provide name. Call Quick Service @
(310) 677-2244. Tell them you are calling in from "Animo & name of School" and you need to
schedule a pick up to “GREEN DOT” at 350 S Figueroa Street Suite 213. Give the name you are
sending to. She will ask you if service is needed one way or 2 ways. They will ask you for
“reference” – ex: expense reports, the couriers have 2 hours to deliver.

The Office Manager is responsible for sorting & dispersing mail; if time sensitive material the
site should deliver personally or coordinate with staff to do so.

9.     Office Supplies

Office Depot is Green Dot’s preferred vendor. If an employee or school needs regularly ordered
office supplies, send an email to the Office Manager with such a request.

10.    Audits

Quarterly, there is an audit of both school lunches and petty cash. For school lunches, the
Home Office will compare funds received with Power School statistics to determine if the correct
amounts are being sent to the Home Office. Also on a monthly basis, the Home Office will
review this balance in Food Revenue with Principals. Petty cash will be audited by an onsite
audit of cash on hand which will need to equal $750 minus receipts on hand. These audits will
be spontaneous and unexpected.

B.     Travel & Expense Policy
In the spirit of being a non-profit educational organization, staff is asked to spend prudently
while traveling. In specific circumstances in which staff member has limited funds to pay their
own travel expenses, Green Dot may issue a payroll advance against an employee’s next
paycheck for travel expenses; the employee must still submit an expense report with receipts
after the trip, and the advance will be deducted from the employee’s next paycheck.

1.     General

               Travel & Entertainment expenses can be reimbursed up to 45 calendar days from
                the date of travel
               Receipts must accompany all expenses, except tolls and mileage. If an expense
                is submitted without a receipt, it will not be reimbursed.

2.     Air Travel

               Employee is responsible for securing his/her flight arrangements if necessary.
                Green Dot employees are expected to travel in Economy class.
               The only legitimate reason for flying any class other than Economy is if seats are
                not available in Coach. If this is the case, the employee must obtain approval
                from Finance before purchasing his/her ticket.
               Only actual costs will be reimbursed. No reimbursement will be made for the
                value of premiums earned through frequent traveler programs applied to
                business travel. This includes free upgrades or free flights.
               Green Dot is not responsible for lost, stolen, or damaged luggage. Please file a
                claim with the airlines and/or his/her insurance company.

3.     Car Rentals

               Car rentals should be used only when needed and alternate forms of road
                transportation (taxis, public transit, and personal vehicles) are not more feasible.
               Green Dot staff should rent “mid-size” models or lower. Upgrade charges are
                generally not reimbursable, though reasonable exceptions may be allowed, if
                adequately explained.
               Loss Damage Waiver (LDW) insurance should be accepted in the event that a
                vendor other than the primary or secondary vendor is used.
               Green Dot will not be responsible for damages that occur during business use of
                either a personal or rented car.
               Rentals over a weekend or holiday period are generally not reimbursable, unless
                adequately explained and approved by Finance.
               Every effort should be made to refuel at a gas station prior to returning the
                vehicle at the end of the rental period, instead of purchasing the refill directly
                from the car rental company.

4.     Other Transportation

               Reimbursement will be made for reasonable expenditures for transportation
                other than air, travel and car rentals. This category includes:Taxi fares between
                office/home and airport as well as between airport / hotel and final destination
                (e.g. conference) when traveling.
               Public transportation used instead of taxis when traveling out of town.
               Mileage charge, tolls and parking fees incurred when using personal car for
                business travel. Gas related to personal car use for business travel is not
                reimbursable since this is included in the IRS/gov’t mileage rate.
               Tolls, gas, and parking fees incurred during business travel while using a rental
               Train Fare
               Normal commuting costs of traveling to and from work are not reimbursable.

5.     Hotels

Reasonable lodging costs incurred in the course of business travel are reimbursable whenever a
day trip is not appropriate.

               Green Dot employees are expected to stay in standard business class lodgings,
                charging a reasonable rate.
               Individuals will not be reimbursed for a stay in a city longer than is legitimately
               The actual hotel bill with the form of payment (charge slip or zero balance) must
                be submitted with the expense form as documentation. A charge slip alone is not
                acceptable. In the event of an express checkout, a hotel invoice along with a
                form of payment on the invoice (such as a credit card number) is acceptable.
               When work commitments require Friday and Monday trips to the same city, the
                traveler is ordinarily expected to return home for the weekend. However, if such
                travel would be more costly or time-consuming than remaining at the distant
                location for the weekend, lodging and reasonable meals costs for the traveler are
                reimbursable with the following restrictions:
                o       Costs of entertainment such as movies, cocktails and cultural events are
                        considered personal in nature and will not be reimbursed.
                o       Hotel laundry or valet charges are reimbursable only for unexpected
                        extended trips.
                o       Items of clothing purchased when traveling are not reimbursable. This
                        includes replacement of lost or stolen items as well as clothing purchased
                        as a result of an unexpected extended stay.

All exceptions should be forwarded to Finance for review and approval.

6.       Meals and Entertainment

For U.S. tax reporting purposes, meal expenses are defined as the costs incurred for food and
beverages in the conduct of business. Entertainment expenditures, whether client or firm
related, require approval.        Entertainment expenses include the cost of amusement or
recreational facilities, as well as attendance at the theater, sporting events, etc.

        Meals made necessary by travel are reimbursable. Every effort must be made to ensure
         that the cost of such meals is reasonable.
         o For meals, Green Dot has set a maximum daily reimbursement of:
                      - $12 for breakfast
                      - $18 for lunch
                      - $31 for dinner
                      - $3 for incidentals

         These rates were benchmarked against CA state government reimbursement rates and
         Leadership Public Schools reimbursement rates. If an employee is traveling to a state
         outside of California that is particularly expensive (e.g. New York), the rates are $20 for
         breakfast, $30 for lunch, and $45 for dinner.

        Meals and entertainment expenses require the following documentation for
         reimbursement to occur:
         o Meals and entertainment expenses must be listed separately on the expense form
             (including those that were paid as part of a hotel bill).

         o   The description must include the number of individuals and the names of those
             attending, their titles and business relationship, if applicable, and business purpose
             of meal and/or entertainment.
         o   Tear-away stubs are not acceptable as receipts; the employee must include a form
             of payment such as a credit card slip or cash register receipt.
         o   We do not reimburse for Alcohol

C.       Credit Card Policy
1.       General Guidelines

     Card Issuance:
Once you are issued a credit card, you have agreed to adhere to the guidelines established in
this policy. You are the only person entitled to use the card and the card is not to be used for
personal use. As each card is linked to a specific cost center and individual employee, the card
cannot be transferred from one employee to another. Although the card will be issued in your
name, your personal credit history will not affect your ability to obtain a card. The company is
responsible for payment of all purchases.

     Card Usage:
The credit card can be used at any merchant that accepts Visa, except as the company
otherwise directs. It may be used for in-store purchases as well as online, phone, fax or mail
orders, please retain confirmation or receipt page for both your records and credit card

     Limitations and Restrictions:
Every cardholder has a total monthly dollar limit assigned to his/her account. If you believe your
monthly limit to be insufficient for your requirements, you must contact the Finance Department
to have your limit increased. Please allow one business day for requests.

If your card is refused at a merchant where you believe it should have been accepted, you
should call the Wells Fargo Business Purchasing Service Center at 1-800-932-0036 to determine
the reason for refusal. Depending on the result of your inquiry, you may want to discuss the
issue further with the Finance Department.

     Lost or Stolen Cards:
You are responsible for the security of your card and any purchases made on your account. If
you believe you have lost your card or that it has been stolen, immediately report this
information to Wells Fargo Bank Business Purchasing Service Center (BPSC) at 800-932-0036.
Immediately after reporting to the BPSC, you must inform the Finance Department. It is
extremely important to act promptly in the event of a lost or stolen card to avoid
company liability for fraudulent transactions.

You will no longer be able to use the account number after notifying the bank.         A new card
should be issued within 48 hours of notice to Wells Fargo Bank.

2.       Unauthorized Purchases:
        Items for personal use such as:

            o      Personal entertainment or travel
            o      Alcohol of any kind
            o      Gas (except for a rental car)
        Stock   items available through our warehouses approved ordering systems or programs

As with any company purchase, the card is not to be used for any product, service or with any
merchant considered to be inappropriate for company funds.

Failure to comply with the above guidelines for authorized purchases under this
credit card policy may result in disciplinary action, cancellation of your card
privileges, and possible termination of employment.

3.       Travel and Entertainment

The credit card is intended to assist you with payment for airfare, hotels and other approved
expenses during business travel. The credit card, when used for travel, must be used in
accordance with the travel and expense policy already established.

4.       Reconcilement and Payment

Unlike personal credit cards, the credit card program is handled as corporate liability. Your
personal credit history has not been taken into account when a card has been issued in your

The Accounts Payable Department is responsible for paying the invoice each month. You are
not responsible for payment under your account.

At the end of a statement period, you will be notified via email that it is time to review your
card statement. You will access the Commercial Card Expense Reporting tool via the Internet
to review your statement. The statement will reflect the transaction date, posting date,
supplier/merchant name and the total amount of the purchase. You have the ability to print
your statement at this time.

You are responsible for the following:
    Retaining all receipts for items purchased under the program.
    Ensuring all transactions posted are legitimate purchases made by you on behalf of the

5.       Receipt Retention/Record Log:

It is a requirement that you keep all receipts for goods and services purchased. For orders
placed via phone, fax, mail, or online, you must request a receipt, detailing merchandise price,
sales/use tax, freight, etc., to be included with the goods shipped. (Note: a merchant should
not reject this request, as it is a Visa policy). It is extremely important to request and retain
purchase receipts, as this is the only original documentation that shows whether sales tax has
been paid.

As card records will be audited from time to time, it is essential to adhere to the above record
keeping guidelines.

6.     Reconcilement of Purchases:

It is your responsibility, immediately upon receipt of your statement to check it to ensure all the
transactions posted are legitimate transactions made by yourself, mark transactions for which
receipts will be attached.

7.     Disputed or Fraudulent Charges:

If there is a discrepancy between your record log and your statement, it is imperative that the
issue is addressed immediately! Depending on the type of discrepancy, you will need to contact
the merchant or complete the online dispute form to resolve the disputed transaction.

If you believe the merchant has charged you incorrectly or there is an outstanding quality or
service issue, you must first contact the merchant and try to resolve the error or problem. If
you are able to resolve the matter directly with the merchant, and the error involved an
overcharge, a credit adjustment should be requested and will appear on your next statement.
Note: The item should be highlighted on your record log as a reminder to verify that correct
credit has been received.

If the merchant disagrees that an adjustment is necessary, you will complete the online dispute
form. The details of the disputed transaction will be entered online and followed up on by Wells
Fargo Bank.

Wells Fargo Bank must receive any charge dispute within 60 days of the transaction date. While
pending resolution, Wells Fargo Bank will credit the company’s account for the amount of the
disputed transaction. Although Wells Fargo Bank acts as the arbitrator in any dispute, you
should never assume that a dispute will be resolved in your favor.

If the dispute is not resolved to your satisfaction, and you believe the merchant has unfairly
treated you, please notify your manager with the relevant details. If the merchant is one of our
preferred vendors, our purchasing department may take further action.

Any fraudulent charge (i.e., a charge appearing which was not authorized by you) must be
reported immediately to your Program Administrator. Prompt reporting of any such charge will
help to prevent the company from being held responsible. A Declaration of Forgery or
Unauthorized Use form has been included with this package to facilitate notification of any such
transactions (Appendix).

                          IX.     EMPLOYMENT CHANGES
Green Dot is a unique and special place to work, and one in which many employees may
choose to make their careers. For a variety of professional and personal reasons, employees
may make a transition, either within the organization or elsewhere. Green Dot strives to make
all transitions as positive as possible.

A.     Transfers (Site/Location changes) – If an employee is interested in transferring to
       another location, he/she should contact their supervisor to learn of available
       opportunities prior to contacting their desired location. A supervisor will be able to help
       the employee with this transition. Transfers for certificated employees are also covered
       in the applicable union contract.

B.     Promotions – Green Dot is committed to supporting career development for its team
       members, and thus actively promotes team members within the organization. Green
       Dot employees are encouraged to apply for open positions and will be evaluated based
       on their qualifications.

C.     Resignations – When a team member decides to leave for any reason, his/her supervisor
       and/or the Human Resources Department may use the opportunity to discuss the
       resignation in order to better understand the reason for departure. In addition, it is
       requested that the team member provide Green Dot with a written two-week advance
       notice period. Supervisors should report their employees’ departure to HR as soon as
       they are made aware.

D.     Terminations – All at-will employees may be terminated involuntarily for reasons that
       may include poor performance, misconduct, or other violations of Green Dot’s rules of
       conduct. Notwithstanding these lists of rules, Green Dot reserves the right to discharge
       or demote any at-will employee at any time, with or without cause, and with or without
       advance notice.

       All union members are governed by the provisions of their collective bargaining
       agreement. For more details on these termination policies, please consult the union

E.     Leaving Green Dot – Human Resources will schedule an exit interview with all
       employees on or before their last day of employment. This interview allows employees
       to communicate their views on their work while employed with Green Dot.

Benefits (Life, Medical, Dental and Vision) end on the last day of employment. An employee,
unless dismissed for gross misconduct, has the option to convert to individual life insurance,
and/or to continue Medical/Dental/Vision Benefits in accordance with The Consolidated Omnibus
Budget Reconciliation Act (COBRA) regulations. Specific information will be provided during the
exit process.

On termination of employment, whether voluntary or involuntary, all Green Dot documents,
equipment, and other tangible Green Dot property in the team member’s possession or control
must be returned to Green Dot. Any and all school supplies purchased with Green Dot funds

(including private grants, federal and state funding designated for the use of the organization,
the school, and/or its students) are Green Dot property and must be returned to Green Dot as
well. These items may include, but are not limited to, the following: laptop, computer
equipment, software, professional books and binders received during training, dictionaries and
other reference materials, bulletin boards, textbooks, leveled books, classroom books, library
books, posters, consumable workbooks, office supplies, etc. This is true regardless of purchase
method; that is, furniture, equipment and supplies are Green Dot property regardless of
whether they were purchased directly using a purchase order or credit card, or purchased by
the team member but later reimbursed by Green Dot through its expense reimbursement

Employees are also expected to return office keys, parking cards, cell phones, and corporate
credit cards prior to leaving Green Dot. The final paycheck(s) will be delivered on their last day
worked or within the state-regulated time frame.

I have received my copy of Green Dot Employee Handbook. I understand and agree that it is
my responsibility to read and familiarize myself with the policies, rules and procedures
contained in the Handbook. If I have any questions about any section of the Handbook, I
understand that I am expected and encouraged to seek clarification from the Human Resources

I understand that the statements contained in this Handbook are not intended to create any
contractual or legal obligation on the part of the School.

In addition, I understand that this Handbook summarizes Green Dot’s policies and practices in
effect on the date of publication. I understand that nothing contained in the Handbook may be
construed as creating a promise of future benefits or a binding contract with Green Dot for
benefits or for any other purpose. I also understand that these policies and procedures are
continually evaluated and may be amended, modified or terminated at any time. Green Dot will
notify me when changes are made.


Employee Information:

(Please print) Last Name    First Name                 Last 4 digits of SSN


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