2016 neccs employee handbook - newark … employee handbook 1 ... the school will provide...

2016 NECCS

EMPLOYEE

HANDBOOK

REV. DECEMBER 2015

NECCS EMPLOYEE HANDBOOK 1

TABLE OF CONTENTS

School Mission Statement & Executive Summary………………… 2 Founder’s Vision …………………………………………………… 3 School Calendar….…………………………………………………. 5 Equal Employment Opportunity Policy Statement ……………….. 6 Non-Discrimination and Anti-Harassment Policy ………………… 6 Complaint Procedure ……………………………………………….. 8 Conflict of Interest and Outside Employment Statement ………… 10 Employee Categories..………………………………………………. 10 Teachers’ Salaries…………………………………………………… 11 Contracts…………………………………………………………….. 11 Hiring and Dismissal……………………………………………….. 11 Benefits/Personal Benefits………………………………………..... 12 Attendance, Punctuality, and Dependability………………………. 13 Hours……………………………………………………………….. 13 Sign In & Sign Out……………………………………………... 14 Vacation…………………………………………………………….. 14 Personal Days……………………………………………………….. 15 Sick Days……………………………………………………………. 15 Absence Reporting 15 Unexcused Absences……………………………………………….. 15 Holidays…………………………………………………………...... 16 Absence due to illness 16 Family Leave………………………………………………………... 17 Bereavement ………………………………………………………... 26 Late Arrivals / Early Departures…………………………………… 27 Jury Duty……………………………………………………………. 27 Maternity/Paternity Leave………………………………………….. 27 Leaves of Absence…………………………………………………... 28 Snow Days…………………………………………………………... 28 Teacher Evaluation and Review……………………………………. 28 Organizational Structure…………………………………………... 30 Fingerprinting……………………………………………………….. 32 Drug and Alcohol Abuse……………………………………………. 32 Dress Code & Appearance………………………………………….. 32 School Property……………………………………………………... 36 Conscientious Employee Protection Act…………………………… 36 Anti-Nepotism Policy……………………………………………….. 37 Accidents and Emergencies…………………………………………. 38 Open Door Policy/ Internal Complaint Procedures………………… 39 Grievance Procedures …….………………………………………… 40 General Provisions………………………………………………… 43 Post Resignation/Termination Procedures………………………….. 44 Staff Listing & Extensions …………………………………………. 46


Mission Statement

The Newark Educators’ Community Charter School’s mission is to

create a rigorous learning community that supports the academic, social

and personal growth of children and the ongoing professional growth of

educators. The School will provide opportunities for contextualized

learning—where children will learn to see the connections between

school and the world, and where educators will hone professional

practice. The School will be created and operated by a community of

educators: school leaders, teacher educators, teachers, families, and

community partners. It will be a place where culture, community, and

professional knowledge come together to support student and teacher

learning, thereby improving teacher retention and student achievement

outcomes in mutually supportive ways.

The School’s students will meet or exceed Core Curriculum Content

Standards. They will be independent thinkers who work productively

within an inclusive community of diverse learners. Newark Educators’

Community Charter School will support students’ curiosity and its

application to academic goals, leading to a deep understanding of ideas,

concepts and knowledge. The School will work with every student to

develop the confidence to confront challenges as a foundation for

personal and academic success in high school and beyond.

Executive Summary

The Newark Educators’ Community Charter School serves students in

grades K-5. Newark’s children face failing schools, crime, poverty,

drugs, and other personal and social problems, which put them at risk

of academic failure. The School’s educational approach balances the

needs of the individual and the community and to that end, we will use

a Collaborative Team Teaching approach, which structures the

inclusion of special education students into general education

classrooms. We will assess the needs of individual students using well-

designed assessments that guide differentiated instruction to support

students’ progress academically and socially. Our students will grow as

citizens of their school community through participation in a rigorous

curriculum that is engaging, accessible, and personally and culturally

meaningful. The School’s founders will build on their past experience

using Grant Wiggins’ techniques of backward design to create data-

driven curriculum and design, instruction, and professional

development.

As one means of achieving its goals, the School will use an integrated

studies approach, developed in collaboration with the Bank Street


College of Education. Through an integration of the language arts and

social studies curricula, students will practice the skills necessary to

become literate and independent thinkers who value individuality as

well as collaboration. Research-based pedagogical approaches will be

used to teach all subjects, including language arts, social studies,

mathematics, science, visual and performing arts, Spanish and conflict

resolution.

One of the Newark Educators’ Community Charter School’s key

partnerships is with Bank Street College of Education, whose mission

is to improve the education of children, teachers and educational

leaders by applying knowledge about teaching and learning

meaningfully to the world within and beyond the classroom. Bank

Street College sees in education the opportunity to build a better society

and promote social justice. This partnership will provide school staff

with extensive professional development in the evidence-based best

practices that form the core of the School’s education plan.

The Newark Educators’ Community Charter School will be a

demonstration site where educators from public, parochial, charter and

independent schools can observe a successful learning community in

action. While the challenges facing students in urban schools are

significant, this school will demonstrate that they are surmountable.

Founders’ Vision In order to truly understand the Newark Educators’ Community

Charter School’s mission, first look at the Founders’ Vision. The core

founders are educators associated with public education in Newark,

including: a former principal and the Education Program Manager at

the Newark Office of the Mayor, along with Bank Street College of

Education staff with whom they have been working in partnership.

Having achieved great success collaborating in shared whole school

reform, the Founders’ Vision is to create a charter school which

incorporates all lessons learned and scientifically proven best practices.

By so doing, the founders intend to provide New Jersey with a

laboratory school where innovation can continue, as well as, a

demonstration school where educational excellence can be shared

statewide, embodied in an outstanding community school where

children thrive.

Bank Street College of Education was founded in 1916 as the

Bureau of Educational Experiments. Its founders, convinced that public

schools were not serving children well, set out to discover the

environments in which children grow and learn to their full potential,

and to educate teachers and others to create these environments. From


those small beginnings as an experimental nursery school staffed by

teachers, psychologists, and researchers, Bank Street College of

Education grew over the years. By adding more students, programs and

projects, both adults and children created materials for and about

children in many media, as well as influencing the design and

implementation of such national educational programs as Head Start

and Follow Through.

In addition to its work in educational research and as a graduate

school for educators, Bank Street College of Education is engaged in an

extensive array of educational initiatives providing training, technical

assistance and support to metropolitan area institutions, as well as

around the nation.

Of particular relevance to this application, is the New

Beginnings initiative. New Beginnings was a highly successful

collaboration between Bank Street and the Newark public schools,

established to restructure early childhood teaching in the Newark

schools, which were taken over by the State of New Jersey in 1995. In

addition to a comprehensive restructuring of the city's early childhood

classes, the program established local models for effective teaching and

research, and provides ongoing professional development for teachers,

paraprofessionals, principals, and other administrators.

New Beginnings provided mentoring, coaching, school-based

and cross-school study groups, workshops, and guided school visits.

Many of the first Newark teachers to participate in the project are now

themselves in leadership roles in the district.

The core founders are educators who created, implemented and

benefited from New Beginnings.

As described in the Founders’ Vision, the school will be a

place to demonstrate proven best practices that are the core of all Bank

Street College of Education programs. It will be a place where children

reach their potential for high achievement and where educators come

together to share methods, materials, and innovations. The school will

be modeled on the Whole School Reform Program implemented by the

core founders at Newark Public Schools’ Fifteenth Avenue School, and

on the Community Roots Charter School in Brooklyn created and

operated with guidance from Bank Street College of Education.

The Newark Educators’ Community Charter School represents

a grassroots community-led effort that seeks to replicate the positive

environments and experiences that do exist. Opening the Newark

Educators’ Community Charter School offers hope for a better future

for the community’s children and families.


NECCS 2015-2016 CALENDAR

DATE DESCRIPTION # of days

AUGUST Students Staff

Aug. 17-21 PD 8:00-3:00pm – STAFF ONLY 0 5

Aug. 25-29 PD 8:00-4:30pm - STAFF ONLY 5

Aug. 12-13-14 Kinder Orientation and In-take

SEPTEMBER 21

Sep. 1 First Day of School 1:00pm Dismissal for Students (Staff

Remains for Full day)

Sept 7 NO SCHOOL - LABOR DAY

OCTOBER 19

Oct. 12 Columbus Day – 1pm Closing

Oct. 22-23 NO SCHOOL for students (PD Staff) 1

NOVEMBER 17

Friday, Nov.6 NJ EA Convention - School Closed Students (PD Teachers) 1

Wed. Nov. 11 No SCHOOL - Veteran's Day

Nov.18 Report Card Conference (1pm-6pm) Cycle 1

Nov.25 1:00pm Dismissal (Students & Staff)

Nov. 26-27 Thanksgiving Recess - School Closed

DECMEBER 17

Dec. 10 1:00pm Dismissal for Students (1pm-4:30pm PD Staff)

Dec. 23 1:00pm Dismissal Students & Staff

Dec. 24 – Jan.3 School Closed – Winter Break

JANUARY 19

Jan. 1 New Year’s Day – No School (Return on Jan.4)

Jan.18 MLK Birthday – No School

Jan.28 1:00pm Dismissal for Students (1pm-4:30pm PD Staff)

FEBRUARY 18

Feb 11, 12, 15 School Closed – Mini Winter Recess Feb. 29-Mar18 PARCC TESTING - Grades 3 &4

MARCH 18

March 25-April 1 SPRING BREAK (Return April 4)

Thursday, March 17

1:00pm Dismissal (Students) PD Teachers 1

APRIL 20

Apr. 21 HALF DAY - Report Card Conference (1pm-6pm) Cycle 3

APRIL 18-May 6 PARCC TESTING - Grades 3 & 4

MAY 21

May 25-26 NJASK Science Test - 4th grade only

May 30 NO SCHOOL - MEMORIAL DAY

JUNE 14

June 20 Last Day of School for Students (1pm Dismissal) Students & staff

June 21 - 23 Curriculum Development Staff (12pm Dismissal) 3

TOTAL 184 200 GRADING CYCLE 1 CYCLE 2 CYCLE 3 CYCLE 4

DATES SEPT 1 - NOV 10 NOV 12 - JAN 29 FEB 1 - APR 15 APR 18 - JUN 20 DURATION 46 DAYS 46 DAYS 46 DAYS 46 DAYS

PROGRESS REPORTS OCT 10 DEC 21 MAR 10 MAY 16 REPORT CARDS NOV 18 FEB 7 APR 21 JUN 20


EQUAL EMPLOYMENT OPPORTUNITY POLICY

STATEMENT

Equal Employment Opportunity has been, and will continue to be, a

fundamental principle at NECCS, where employment is based upon

personal capabilities and qualifications without discrimination on the

basis of race, color, creed, religion, age, gender, sex, sexual orientation,

ethnicity, national origin, alienage or citizenship status, disability,

marital status, military status, predisposing genetic characteristics or

any other characteristic protected by law.

This policy of Equal Employment Opportunity applies to all aspects of

employment at this school, including but not limited to policies and

procedures relating to recruitment and hiring, compensation, benefits,

termination and all other terms and conditions of employment.

Appropriate disciplinary action may be taken against any employee

willfully violating this policy, up to and including termination of

employment.

NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY

NECCS is committed to a work environment in which all individuals

are treated with respect and dignity. Each individual has the right to

work in a professional atmosphere that promotes equal employment

opportunities and prohibits discriminatory practices, including

harassment. Therefore, NECCS expects that all relationships among

persons in the workplace will be professional and free of bias, prejudice

and harassment.

Definitions of Harassment

Sexual harassment constitutes discrimination and is illegal

under federal, state and local laws. For the purposes of this

policy, sexual harassment is defined, as in the Equal

Employment Opportunity Commission Guidelines, as

unwelcome sexual advances, requests for sexual favors and

other verbal or physical conduct of a sexual nature when, for

example: (i) submission to such conduct is made either

explicitly or implicitly a term or condition of an individual’s

employment; (ii) submission to or rejection of such conduct by

an individual is used as the basis for employment decisions

affecting such individual; or (iii) such conduct has the purpose

or effect of unreasonably interfering with an individual’s work

performance or creating an intimidating, hostile or offensive

working environment.


Sexual harassment may include a range of subtle and not so

subtle behaviors and may involve individuals of the same or

different gender. Depending on the circumstances, these

behaviors may include, but are not limited to: unwanted sexual

advances or requests for sexual favors; sexual jokes and

innuendo; verbal abuse of a sexual nature; commentary about

an individual's body, sexual prowess or sexual deficiencies;

leering, catcalls or touching; insulting or obscene comments or

gestures; display or circulation in the workplace of sexually

suggestive objects or pictures (including through e-mail); and

other physical, verbal or visual conduct of a sexual nature.

Sex-based harassment — that is, harassment not involving

sexual activity or language (e.g., male manager yells only at

female employees and not males) — may also constitute

discrimination if it is severe or pervasive and directed at

employees because of their sex,.

Harassment on the basis of any other protected

characteristic is also strictly prohibited. Under this policy,

harassment is verbal or physical conduct that denigrates or

shows hostility or aversion toward an individual because of

his/her race, color, religion, national origin, age, disability,

citizenship status, marital status, creed, sexual orientation or

any other characteristic protected by law or that of his/her

relatives, friends or associates, and that: (i) has the purpose or

effect of creating an intimidating, hostile or offensive work

environment; (ii) has the purpose or effect of unreasonably

interfering with an individual's work performance; or (iii)

otherwise adversely affects an individual's employment

opportunities.

Harassing conduct includes, but is not limited to: epithets,

slurs or negative stereotyping; threatening, intimidating or

hostile acts; denigrating jokes and display or circulation in the

workplace of written or graphic material that denigrates or

shows hostility or aversion toward an individual or group

(including through e-mail).


Individuals and Conduct Covered These policies apply to all applicants and employees, and

prohibit harassment, discrimination and retaliation whether

engaged in by employees, by a supervisor or manager or by

someone not directly connected to NECCS (e.g., an outside

vendor or consultant).

Conduct prohibited by these policies is unacceptable at NECCS

office, in the school and at any school-related setting or school

function, such as during school trips, meetings and school-

related social events.

Retaliation is Prohibited

NECCS prohibits retaliation against any individual who reports

discrimination or harassment or participates in an investigation

of such reports. Retaliation against an individual for reporting

harassment or discrimination or for participating in an

investigation of a claim of harassment or discrimination is a

serious violation of this policy and, like harassment or

discrimination itself, will be subject to disciplinary action.

COMPLAINT PROCEDURE FOR HARASSMENT,

DISCRIMINATION, OR RETALIATION

NECCS strongly urges the reporting of all incidents of discrimination,

harassment or retaliation, regardless of the offender's identity or

position. Individuals who believe they have experienced conduct that

they believe is contrary to NECCS’ policy or who have concerns about

such matters should file their complaints with his or her direct

supervisor or NECCS office before the conduct becomes severe or

pervasive.

IMPORTANT NOTICE TO ALL EMPLOYEES:

Employees who have experienced conduct they believe is

contrary to this policy have an obligation to take advantage of

this complaint procedure. An employee’s failure to fulfill this

obligation could affect his or her rights in pursuing legal

action. Also, please note, federal, state and local discrimination

laws establish specific time frames for initiating a legal

proceeding pursuant to those laws.


Early reporting and intervention have proven to be the most

effective method of resolving actual or perceived incidents of

harassment. Therefore, while no fixed reporting period has

been established, NECCS strongly urges the prompt reporting

of complaints or concerns so that rapid and constructive action

can be taken. NECCS will make every effort to stop alleged

harassment before it becomes severe or pervasive, but can only

do so with the cooperation of its staff/employees.

The availability of this complaint procedure does not preclude

individuals who believe they are being subjected to harassing

conduct from promptly advising the offender that his or her

behavior is unwelcome and requesting that it be discontinued.

The Investigation

Any reported allegations of harassment, discrimination or

retaliation will be investigated promptly, thoroughly and

impartially. The investigation may include individual

interviews with the parties involved and, where necessary, with

individuals who may have observed the alleged conduct or may

have other relevant knowledge.

Confidentiality will be maintained throughout the investigatory

process to the extent consistent with adequate investigation and

appropriate corrective action.

Responsive Action

Misconduct constituting harassment, discrimination or

retaliation will be dealt with promptly and appropriately.

Responsive action may include, for example, training, referral

to counseling, monitoring of the offender and/or disciplinary

action such as warning, reprimand, withholding of a promotion

or pay increase, reduction of wages, demotion, reassignment,

temporary suspension without pay or termination of

employment, as NECCS believes appropriate under the

circumstances.

Individuals who have questions or concerns about these

policies should talk with his or her direct supervisor.

Finally, these policies should not, and may not, be used as a

basis for excluding or separating individuals of a particular


gender, or any other protected characteristic, from participating

in school, business or work-related social activities or

discussions in order to avoid allegations of harassment. The

law and the policies of NECCS prohibit disparate treatment on

the basis of sex or any other protected characteristic, with

regard to terms, conditions, privileges and perquisites of

employment. The prohibitions against harassment,

discrimination and retaliation are intended to complement and

further these policies, not to form the basis of an exception to

them.

CONFLICT OF INTEREST STATEMENT

NECCS expects its employees to conduct themselves according

to the highest ethical and professional standards of conduct.

Employees are expected to devote their best efforts to the

interests of NECCS. Business dealings that appear to create a

conflict between the interests of NECCS and an employee are

unacceptable. NECCS recognizes the right of employees to

engage in activities outside of their employment which are of a

private nature and unrelated to our educational mission.

However, the employee must disclose any possible conflicts so

that NECCS may assess and prevent potential conflicts of

interest from arising. A potential or actual conflict of interest

occurs whenever an employee is in a position to influence a

decision that may result in a personal gain for the employee or

an immediate family member (i.e., spouse or significant other,

children, parents, siblings) as a result of NECCS’ business

dealings.

Although it is not possible to specify every action that might

create a conflict of interest, this policy sets forth the ones

which most frequently present problems. The purpose of this

policy is to protect employees from any conflict of interest that

might arise.

EMPLOYEE CATEGORIES

Based on the conditions of employment, employees of NECCS

and its schools fall into the following categories:

a) Full-Time

An employee who works a minimum of 32 hrs. per

week, or as contractually stipulated.


b) Part-Time

Part-time employees are classified as exempt or non-

exempt and work a regular schedule of less than the

regular workday and/or less than the regular

workweek. Regular part-time employees are

employees who work at least twenty (20) hours per

week.

c) Temporary Employees

A temporary employee is hired for a specified project

or limited time frame. A temporary employee in a

non-exempt position is generally paid by the hour,

while a temporary employee in an exempt position is

generally paid according to the terms of hire for that

individual. Temporary employees do not receive any

additional compensation or benefits provided by

NECCS.

TEACHER SALARIES

Newark Educators’ Community Charter School will offer

teacher salaries above the statutorily required minimum

teacher’s salary of $18,500.

CONTRACTS

The School Business Administrator will develop contracts for

Board approval prior to hiring non-administrative staff.

Contracts will be for one year.

HIRING AND DISMISSAL The Newark Educators’ Community Charter School will

advertise available positions on relevant media sources in order

to ensure staff characteristics are consistent with the school’s

vision. No person will be denied employment based on

ethnicity, race, age, gender, or national origin. The Board will

hire all staff after considering the recommendation of the

Principal.

An administrator may dismiss employees at any time during

probationary period for unsatisfactory work performance or for

serious infractions. At the end of each contract year, the

administrator will complete the required number of evaluations


according to school policy and recommend to the Board

contract extensions or staff dismissal. Dismissals are subject to

appeal to the Advisory Grievance Committee and then to the

Board of Trustees.

BENEFITS Benefits will begin after the successful completion of a

mandatory thirty days probation period. The School will

provide health benefits for all full-time employees, who will be

enrolled in the New Jersey State Health Program and

retirement benefits as specified in statute. The School will

cover costs for employees and their children. The Board will

determine if full family coverage will require an employee

contribution.

Holidays and vacations have been outlined in School Calendar

(see page 7). Sick days will be accrued at the rate of ten (10)

days per school year. Up to three (3) personal days will be

provided per year, subject to approval by the Principal.

PERSONNEL BENEFITS

All staff members will be eligible for:

Health Benefits

Dental Benefits

Pension Benefits

State Pension & Annuity Fund

All offers of employment are subject to all appropriate verification,

including but not limited to criminal history check, verification of

certification, a physical exam, a TB test, and any additional tests as

required by law.


ATTENDANCE, PUNCTUALITY AND DEPENDABILITY

Because NECCS depends upon its employees to fulfill its

educational mission, it is important that employees attend work as

scheduled. Dependability, attendance, punctuality and a

commitment to do the job right are essential at all times. As such,

employees are expected at work on all scheduled work days and

during all scheduled work hours and to report to work on time.

Moreover, an employee must notify their direct supervisor as far in

advance as possible, if he or she expects to be late or absent and

follow the School’s protocol for reporting a sick, personal, or

vacation day.

DISCIPLINARY PROCESS FOR ATTENDANCE INFRACTIONS

DISCIPLINARY LEVEL INFRACTION

1 Conference Scheduled

Verbal Warning

5 SICK DAYS (10 -11 MONTH)

7 SICK DAYS (12 MONTH)

5 TARDIES / EARLY DEPARTURE

2 Letter of Warning issued

Letter will be issued for each

subsequent infraction up to

Level 3




3 Final Warning Issued

Board Disciplinary Hearing

scheduled




HOURS

10 and 11 Month Employees

Scheduled hours stipulated on individual employee contracts. Hours

may be subject to change according to the operational needs of the

school at the discretion of the Administration and Board of Trustees.

12-Month Employees

Scheduled hours stipulated on employee contracts.

Summer hours are from 8:00am to 3:00pm or as required by

operational demands during the months of July and August. Hours

may be subject to change according to the operational needs of the

school at the discretion of the Administration and Board of Trustees.


Additionally, instructional staff will engage in grade level, whole

school collaborative and/or faculty meetings as scheduled.

All other staff report according to a schedules determined by the

administrators and or the school business administrator.

*Any changes to employee schedule must be approved by a direct

supervisor prior to taking effect.

SIGN IN / SIGN OUT

Staff members are required to punch in at the time of their

arrival and punch out at the time of their departure at the time

clock each day. The hours recorded and reported serve as

binding, legal documentation that may be used in a court of law

if needed. As such, staff members are expected to remain on

the school premises from point of punch-in to point of punch-

out with the exception of a mid-day lunch break, off-site field

trips, professional development seminars, and any other work-

related meetings or tasks. ALL deviations from employee’s

regular schedule must be approved by an administrator in

advance.

VACATION

Time away from work to relax and pursue special interests is

important to everyone.

10-Month Employees

The holiday and work periods for instructional staff shall be set

forth in each year’s NECCS Calendar (see school calendar on

page 5).

11-Month Employees

The holiday and work periods for instructional staff shall be set

forth in each year’s NECCS Calendar (see school calendar on

page 5).

12-Month Employees

The employee’s direct supervisor must approve all scheduling of

vacations IN ADVANCE. Requests must be submitted for

approval at least 48 hours prior.

Vacation requests for more than 3 consecutive days must be

submitted at least 14 business days prior.


Employees should utilize all of their allotted vacation time during

the fiscal year. Any unused vacation time will be carried into the

following year as sick days. Unused vacation days will not be

paid out to employees at the end of each fiscal year unless

otherwise approved by the administration due to special

circumstances.

PERSONAL DAYS

Staff receives three (3) personal days each school year.

Personal days must be requested at least 48 hours in advance

on ABSENCE AUTHORIZATION FORM. If the personal day is

not granted, and/or no personal days remain, the absence will

be logged as a sick day. A half personal day is from 7:50am to

12:00pm or from 12:00pm to the end of the scheduled work

day.

SICK DAYS

Employees are entitled to a maximum of ten (10) sick days per

year. Unused personal and sick day(s) will roll over as sick

days for the next school year not to exceed a total of 30 days.

ABSENCE REPORTING

Staff members are expected to report sick days no later

than 7:00am the day of the absence.

Employees must email [email protected] or

call 973-732-3848, dial 8 at the prompt to report any

absences or tardies and leave message with full name and

explanation.

Failure to report by designated time will result in penalties

that may include, but are not limited to: deductions in

incremental pay, non-renewal of annual contract, and

termination.

Additionally, classroom teachers must notify their co-

teachers no later than 7:00am.

UNEXCUSED ABSENCES

If an employee fails to call an administrator, give notice by

7:00am, or provide advance notice for any absences which

could be anticipated, the employee’s absence will be deemed

unexcused.


Unexcused absences will be recorded separately from excused

absences. Employee pay will be docked for each unexcused

absence according to the calculated daily rate of employee’s

salary regardless of sick/personal/vacation time balances.

Additional consequences may include, but are not limited to:

deductions in incremental pay, non-renewal of annual contract,

and termination.

HOLIDAYS

Unless prior approval has been obtained from an administrator,

all employees are required to work the last scheduled work day

before and the next scheduled work day following the

scheduled holiday. (EXCEPTION: Prior-approved Personal

days, vacation days, and extended sick leave, as supported by

physician documentation). Failure to report before or after the

scheduled holiday will result in pay deductions for both the

day of the absence, as well as the scheduled holiday.

ABSENCE DUE TO ILLNESS

To keep the school and each department running smoothly and

efficiently, it is important that every employee be on time

regularly. For this reason, careful attention is given to

promptness, attendance record, and overall dependability.

NECCS recognizes, however, that an employee may

occasionally be disabled by injury or illness. As a result, the

Absence Due to Illness policy is designed to provide protection

to employees against loss of income during unavoidable illness

or injury.

Personal illness or injury is defined as absence because of personal

disability due to illness or injury, or because of exclusion from school

by the medical authorities on account of a contagious disease or

quarantine for such disease in the immediate household.

1) Each employee shall be entitled to ten (10) days absence

each year for personal illness. Such sick days not utilized in a

particular year shall be accumulated up to thirty (30) days.

2) In the event an employee has exhausted the annual sick

leave, or if in addition to annual sick leave accumulated sick


leave has also been exhausted, extended sick leave without

pay may be granted. Requests for such extended sick leave

shall be considered only when submitted with a physician’s

certificate documenting the illness or injury. Each request

will be decided on an individual basis with said decision on

that individual basis to be based on satisfactory attendance

and observations.

3) When absence for personal illness exceeds three (3)

consecutive days a physician’s statement shall, upon request,

be filed with the Secretary of the Board through the

Principal. Such statement shall certify the period of disability

and include the dates of treatment, the diagnosis and the

prognosis involved. In case of frequent or intermittent illness,

the Principal may require the employee to submit to an

examination by a school physician as well as require the

employee to submit a statement from the attending physician.

FAMILY LEAVE

NECCS will grant family and medical leave in accordance with

the requirements of applicable state and federal laws in effect

at the time the leave is granted. Please contact an

administrator as soon as you become aware of the need for

leave under the Family and Medical Leave Act (“FMLA”).

I. General Provisions

Under this policy, NECCS will grant unpaid leave up to 12

weeks (or up to 26 weeks of military caregiver leave to care

for a covered service member with a serious injury or illness)

during a 12-month period to eligible employees.

II. Eligibility

To qualify to take family or medical leave under this policy, the

employee must meet all of the following conditions:

a) The employee must have worked for NECCS for at least 12

months or 52 weeks. The 12 months or 52 weeks need not

have been consecutive.

b) The employee must have worked at least 1,250 hours during

the 12-month period as of the start of the leave.

c) The employee must work in a worksite where 50 or more

employees are employed by NECCS within 75 miles of that

office or worksite as of the date the leave is requested.

III. Type of Leave Covered


To qualify as FMLA leave under this policy, the employee

must be taking leave for one of the reasons listed below:

a) The birth of a child and in order to care for that child

within 12 months following the birth of the child.

b) The placement of a child for adoption or foster care and

to care for the newly placed child within 12 months

following the placement of the child.

c) To care for a spouse, child or parent with a serious health

condition (described below).

d) The serious health condition (described below) of the

employee.

A serious health condition is defined generally as an illness,

injury, impairment or physical or mental condition that

involves inpatient care.

Employees with questions about what illnesses are covered

under this FMLA policy or under NECCS’s sick leave

policy are encouraged to consult with the school’s

administrators.

IV. Qualifying exigency leave for military operations arising out of

a spouse, child or parent’s active duty or call to active duty as a

member of the military reserves or National Guard in support

of a “contingency operation” as either a member of the reserve

components or a retired member of the Regular Armed Forces

or Reserve.

Employees seeking “qualifying exigency leave” must

provide NECCS with as much notice of the need for leave

as is reasonable and practicable under the circumstances.

In addition, the employee must provide NECCS with a

copy of the covered military member’s active duty orders

when the employee requests the leave.

Employees may also be required to provide: (1) a

description, signed by the employee, describing facts

supporting the leave request, and attaching any available

documentation to show the need for the time away from

work; (2) the approximate date the qualifying exigency

commenced or will commence; (3) the beginning and

ending dates for the absence, if the leave request is for a

single period of time; (4) an estimate of the frequency and


duration of the qualifying exigency, if the leave request is

on an intermittent or reduced schedule basis; and (5)

contact information for the third party or entity and a brief

description of the purpose of the meeting, if the exigency

involves a meeting with a third party or entity.

Absent unusual circumstances, certification of the need for

leave must be provided to NECCS within 15 calendar days

of NECCS’s request for certification. This certification

should be in the form of DOL Certification of Qualifying

Exigency for Military Leave

(http://vvww.dol.gov/esa/whd/forms/WH-384.pdf).

V. Military caregiver leave (also known as covered servicemember

leave) to care for an ill or injured servicemember.

Employees may be required to provide: (1) 30-day

advance notice when the need for the leave is

foreseeable; (2) advance notice within one or two

business days after learning of the need for leave when

the leave is not foreseeable; (3) a completed

Certification of Health-Care Provider form from the

servicemember’s authorized health care provider

within 15 calendar days or an invitational travel order

or authorization; (4) confirmation of the family

relationship with the servicemember; and (5) periodic

reports during the leave.

Absent unusual circumstances, certification of the need

for leave must be provided to NECCS within 15

calendar days of NECCS’s request for certification.

This certification should be in the form of DOL

Certification for Serious Injury or Illness of Covered

Servicemember

(http://www.dol.gov/esa/whd/forms/WH-385.pdf).

VI. Amount of Leave

An eligible employee can take up to 12 weeks unpaid

for FMLA circumstances (1) through (5) above under

this policy during any 12-month period measured

backward from the date an employee uses any leave

under this policy. Each time an employee takes leave,

NECCS will compute the amount of leave the


employee has taken under this policy in the last 12

months and subtract it from the 12 weeks of available

leave, and the balance remaining is the amount the

employee is entitled to take at that time.

An eligible employee can take up to 26 weeks unpaid

for the FMLA circumstance (6) above (military

caregiver leave) during a single 12-month period. For

this military caregiver leave, NECCS will measure the

12-month period as a rolling 12-month period

measured forward. FMLA leave already taken for

other FMLA circumstances will be deducted from the

total of 26 weeks available.

If a husband and wife both work for NECCS and each

wishes to take leave for the birth of a child, adoption or

placement of a child in foster care, or to care for a

parent (but not a parent “in-law”) with a serious health

condition, the husband and wife may only take a

combined total of 12 weeks of unpaid leave. If a

husband and wife both work for NECCS and each

wishes to take leave to care for a covered injured or ill

service member, the husband and wife may only take a

combined total of 26 weeks of leave.

VII. Employee Benefits During Leave

NECCS will continue making contributions for your

group health benefits during your leave on the same

terms as if you had continued to work. This means that

if you want your benefits coverage to continue during

your leave, you must also continue to make any

premium payments that you are now required to make

for yourself or your dependents. Employees taking

leave in accordance with paragraphs c(1)-(5) will

generally be provided with group health benefits for a 12

workweek period. Employees taking leave in

accordance with paragraph c(6) may be eligible to

receive group health benefits coverage for up to a

maximum of 26 workweeks. In some instances, NECCS

may recover premiums it paid to maintain health

coverage if you fail to return to work following FMLA

leave.


If you are on FMLA leave but are not entitled to

continued paid group health insurance coverage, you

may continue your coverage through NECCS in

conjunction with federal and/or state COBRA guidelines

by making monthly payments to NECCS for the amount

of the relevant premium.

Your length of service as of the leave will remain intact,

but accrued benefits such as vacation and sick leave will

not accrue while on an unpaid FMLA leave. Please

contact AN ADMINISTRATOR for further information.

VIII. Job Reinstatement

Generally, you will be reinstated to the same position

held at the time of the leave or to an equivalent position

with equivalent pay, benefits, and other employment

terms and conditions. However, you have no greater

right to reinstatement than if you had been continuously

employed rather than on leave. For example, if you

would have been laid off had you not gone on leave, or

if your position has been eliminated during the leave,

then you will not be entitled to reinstatement. Prior to

being allowed to return to work, an employee wishing to

return to work from a serious health condition must

submit an acceptable release from a health care provider

that certifies the employee can perform the essential

functions of the job as those essential functions relate to

the employee’s serious health condition. Certain key

employees may not be entitled to job reinstatement

under the FMLA. Generally, NECCS will not grant

leave to any employee if (1) the employee is among the

highest paid 10% of all employees employed by NECCS

within 75 miles of NECCS’s worksite; (2) granting the

leave would cause a substantial and grievous economic

injury to NECCS’s operations; and (3) NECCS notifies

the employee of its intent to deny the leave when such

determination is made.

IX. Compensation During Leave

Generally, FMLA leave is unpaid. However, you may

be eligible to receive benefits through State-sponsored or


sponsored wage-supplement benefit programs. If you

are eligible to receive these benefits, you may also

supplement these benefits with the use of accrued

vacation and sick leave, to the extent permitted by law

and NECCS policy. All such payments will be

integrated so that you will receive no more than your

regular compensation during this period. If you are not

eligible to receive any of these wage-supplemented

benefits, NECCS may require you to use accrued

vacation and sick leave to cover some or all of the

FMLA leave. The use of paid benefits will not extend

the length of a FMLA leave.

X. Intermittent Leave or a Reduced Leave Schedule

FMLA leave may be taken “intermittently or a reduced

leave schedule” under certain circumstances.

Intermittent leave is FMLA leave taken in separate

blocks of time due to a single qualifying reason. A

reduced leave schedule is a leave schedule that reduces

an employee’s usual number of working hours per

workweek or hours per work day.

For intermittent leave or leave on a reduced leave

schedule taken because of one’s own serious health

condition, to care for a parent, son, or daughter with a

serious health condition, or to care for a covered

servicemember with a serious injury or illness, there

must be a medical need for leave and it must be that such

medical need can be best accommodated through an

intermittent or reduced leave schedule.

Intermittent leave may be taken for a serious health

condition of a parent, son, or daughter, for the

employee’s own serious health condition, or a serious

injury or illness of a covered servicemember which

requires treatment by a healthcare provider periodically,

rather than one continuous period of time, and may

include leave taken on an occasional basis for medical

appointments, or leave taken several days at a time

spread over a period of six months, such as for

chemotherapy. Intermittent or reduced leave schedule

may be taken for absences where the employee or family

member is incapacitated or unable to perform the


essential functions of the position because of a chronic

serious health condition or a serious injury or illness of a

covered servicemember, even if he or she did not receive

treatment by a healthcare provider. When leave is taken

after the birth of a healthy child or placement of a

healthy child for adoption or foster care, an employee

may take leave intermittently or on a reduced leave

schedule only if NECCS agrees.

XI. Certification for the Employee’s Serious Health Condition

NECCS will require certification for the employee’s

serious health condition. The employee must respond to

such a request within 15 days of the request or provide a

reasonable explanation for the delay. Failure to provide

certification may result in a denial of continuation of

leave. Medical certification will be provided using the

DOL Certification of Health Care Provider for

Employee’s Serious Health Condition

(http://www.dol.gov/esa/whd/forms/WH-380¬E.pdf).

NECCS has the right to ask for a second opinion or third

opinion regarding the employee’s serious health condition.

Employees are expected to fully cooperate with NECCS in

obtaining medical opinions that NECCS may require.

Certification for the Family Member’s Serious Health

Condition

NECCS will require certification for the family member’s

serious health condition. The employee must respond to

such a request within 15 days of the request or provide a

reasonable explanation for the delay. Failure to provide

certification may result in a denial of continuation of

leave. Medical certification will be provided using the

DOL Certification of Health Care Provider for Family

Member’s Serious Health Condition

(http://www.dol.gov/esa/whd/forms/WH-380-F.pdf).

NECCS has the right to ask for a second opinion or third

opinion regarding the employee’s serious health condition.


Employees are expected to fully cooperate with NECCS in

obtaining medical opinions that NECCS may require.

XII. Recertification

NECCS may request recertification for the serious health

condition of the employee or the employee’s family

member. Generally, an employer may request

recertification no more often than every 30 days and only in

connection with an absence of an employee. However, if

the medical certification states that the minimum duration of

the condition is more than 30 days, NECCS must wait until

that minimum duration expires before requesting

recertification. Additionally, NECCS may request

recertification in less than 30 days if: the employee requests

an extension of leave; circumstances described in the

previous certification have changed significantly; or

NECCS receives information that casts doubt upon the

employee’s stated reason for the absence or the continuing

validity of the certification.

XIII. Procedure for Requesting FMLA Leave For Bonding,

Family Care and Serious Health Condition

All employees requesting FMLA leave must provide

verbal or written notice of the need for the leave to the

AN ADMINISTRATOR. Employees may be required to

provide: (1) 30-day advance notice when the need for

leave is foreseeable; (2) advance notice within one or two

business days after learning of the need for leave when

leave is not foreseeable; (3) when the leave related to

medical issues, a completed Certification of Health Care

Provider Form within 15 calendar days; (4) periodic

recertification; and (5) periodic reports during the leave.

When leave is for planned medical treatment, you should

try to schedule the treatment so as not to unduly disrupt

NECCS’s operation. Within five business days after the

employee has provided this notice, AN

ADMINISTRATOR shall complete the DOL Notice of

Eligibility and Rights Form

(http://www.dol.gov/esa/whd/fmla/finalrule/WH381.pdf).

XIV. Designation of FMLA Leave


Within five business days after the employee has submitted

the appropriate certification form, the HR manager will

complete and provide the employee with a written response

to the employee’s request for FMLA leave using the DOL

Designation Notice

(http://www.dol.gov/esa/whd/forms/WH382.pdf).

XV. New Jersey Family Leave Act Policy

In accordance with New Jersey’s Family Leave Act

(“FLA”), NECCS will provide eligible employees with

leave for specified reasons. Where applicable, FLA

leave will run concurrently with leave under the FMLA.

XVI. Employee Eligibility

In order to be eligible for FLA leave, an employee must

have been employed by NECCS for at least 12 months

and have actually worked at least 1,000 hours during the

preceding 12 month period.

XVII. Leave Entitlement

An eligible employee will be granted unpaid leave of up

to 12 weeks in a 24-month period for one or more of the

following reasons: (1) birth of a child of the employee;

(2) placement of a child with the employee in connection

with the adoption of such child by the employee; (3) or

the serious health condition of the employee’s family

member (child, parent, or spouse as defined by New

Jersey law).

For purposes of calculating the 24-month window period,

NECCS will count the 24-month period backward from

the date of an employee’s request for FLA leave. Leave

for the birth or placement of a child must commence

within 12 months of the birth or placement.

Employees may not commence part-time employment

that exceeds more than half of the regularly scheduled

hours worked for NECCS during FLA leave.

XVIII. Intermittent or Reduced Leaves

FLA leave may be taken in one consecutive period of up

to 12 workweeks, and when medically necessary, an


employee make take FLA leave on an intermittent or

reduced leave schedule. Employees needing intermittent

or reduced schedule FLA leave must attempt to schedule

their leave so as not to disrupt NECCS’s operations.

Additionally, NECCS may assign an employee to an

alternative position with equivalent pay and benefits that

better accommodates the employee’s intermittent or

reduced leave schedule. Intermittent or reduced schedule

leave to care for a newborn or newly adopted or foster-

placed child may be taken only if granted in the discretion

of NECCS.

XIX. Substitution of Paid Leave Time

All leaves of absence under this policy are without pay.

However, where permitted by law, paid leave may run

concurrently with FLA leave. Use of paid time off will

not serve to extend the length of any leave. Please speak

to an Administrator for more information.

BEREAVEMENT

In the unfortunate event of a death in the immediate family, a

leave of absence of up to five (5) days with pay will be granted.

For this purpose, immediate family is defined as:

Spouse Parents (including in-laws & step-parents)

Significant Other Siblings, step-siblings

Child Grandparents

Step-child Grandchildren

LATE ARRIVAL

If an employee will be arriving late, he/she must notify his/her

co-teacher AND an administrator, in addition to calling the

Main Office and/or leaving a message at ext. #0904. Employee

will face disciplinary action if a pattern of lateness emerges,

consequences of which that may include, but are not limited to:

deductions in incremental pay, non-renewal of annual contract,

and termination.

EARLY DEPARTURE

All Staff must attend all staff meetings (including professional

development, and grade-level team meetings) as scheduled.

Any early departure must be authorized by an Administrator.


Four (4) early departures will be considered a half personal day

deducted from the individual’s YTD balance.

JURY DUTY

A leave of absence for jury duty will be granted to any

employee who has been notified to serve. Upon receipt of the

notice to serve jury duty, the employee should immediate

notify his/her supervisor and provide a copy of the summons to

be kept filed with Personnel records. Full-time employees will

receive regular pay for up to seven (7) days during the period

of jury duty, provided they submit documentation to their

supervisor in advance. For jury duty that lasts more than seven

(7) days, employees will be compensated by payment of an

amount equal to the difference between their jury duty pay and

their regular salary. An employee on jury duty is expected to

report to work any day he or she is excused from jury duty for

the entire day or prior to 1:00 p.m.

Payment will apply only to full-time employees who are

summoned to jury or witness duty. An employee who

volunteers for jury duty will not receive compensation from

NECCS.

If the jury duty falls at a time when the employee cannot be

away from work, NECCS shall request that the court allow the

employee to choose a more convenient time to serve if he or

she makes a request in accordance with the court’s procedures.

Classroom Staff are expected to seek a postponement of jury

duty until a date on which school is not in session.

MATERNITY/PATERNITY LEAVE

Maternity/child rearing leave shall be governed by applicable

federal and New Jersey law including, without limitation, the

New Jersey Family Leave Act and the Federal Family and

Medical Leave Act, and by such policies as may be

promulgated pursuant thereto by the Board.

No experience credit will be granted for the period of such

leave unless 120 or more days have been worked in the year in

which the leave was granted.


LEAVES OF ABSENCE

Should a situation arise that temporarily prevents an employee

from working, he or she may be eligible for a personal Leave

of Absence without pay. However, employees must be

employed for at least three months prior to the requested leave.

Any request for a leave of absence without pay must be

submitted in writing as far in advance as possible and it will be

reviewed on a case-by-case basis by the employee’s

supervisor/manager and the Administrative Office. The

decision to approve or disapprove is based on the

circumstances, the length of time requested, the employee’s job

performance and attendance and punctuality 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. NECCS

shall give primary importance to the potential impact of the

requested leave on the instructional continuity with the school.

***During the calendar year that an employee takes an unpaid leave of

absence without pay, the employee is not eligible for vacation. Unused

vacation and personal days must be used before an unpaid leave of

absence without pay will be granted.***

SNOW DAYS / SCHOOL CLOSINGS

The decision to delay the opening of school or to close school

all together will be made by Administration as close to 5:30

A.M. as possible.

Staff members will be notified via an automated call messaging

system.

Check school Website

School will adhere to Newark Public Schools’ snow delays and

closings.

TEACHER EVALUATION AND REVIEW

Teachers will be observed regularly by the Administrative Team and

given both written and oral feedback. At Newark Educators’

Community Charter School we believe that the best method for

teacher evaluation is to be in classrooms on a regular basis providing

teachers with ongoing feedback.


At Newark Educators’ Community Charter School the evaluation

goal is to move away from snapshots of both teacher and student

performance and to spend the time and energy that it takes to get a

more complete, deeper understanding of teachers, students and

classrooms. These ongoing observations conducted by both the

Principal and Director of Teaching and Learning will be informal

meetings and conversations which function as instructional supports

for teachers. Anecdotal records will have a focus, and at times be

dependent upon the teachers IPDP goals, and structure. The record

will include a place for positive feedback, a place for suggestions,

and a place for teacher reflection/comments (optional). The teacher

will receive a copy of these anecdotal records. The anecdotal records

will be compiled and reviewed with each teacher at regular intervals.

The Principal will always maintain an open door policy, inviting

teachers to meet when questions, concerns, and ideas arise.

The Principal will meet with teachers during bi-monthly grade level

meetings with the specific objective to review student assessments

and student work, and use the gathered data to inform instruction and

planning. The purpose of these meetings is to reinforce the Newark

Educators’ Community Charter School professional development

goal of Backwards Design and data-driven instruction.


NECCS ORGANIZATIONAL STRUCTURE Performance evaluations for all support staff will be conducted

by School Administrators according to NECCS Organizational

Chart below:

Director of Teaching & Learning

School Business Administrator

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BOARD OF TRUSTEES


Annual Performance evaluations will be conducted for all support staff

according to the complete annual performance evaluations for all

support staff.

In general, criteria for performance review will include

assessment of the following indicators:

Commitment to the School’s mission and goals

Successful implementation of the curriculum and

educational philosophy

High level of professionalism

High level of accomplishment

Effective participation as a member of the School’s

staff “team”

Evaluation tools and methods include:

Written evaluations based on classroom observations

Students' performance on major assessments

Feedback from parents

Special contributions by the staff to the School's

program will also be an element in the performance

review

The self-evaluation report and improvement plan as approved by the

Board will facilitate the production of the Newark Educators’

Community Charter School annual report. Newark Educators’

Community Charter School will file the report with the Newark School

Superintendent, the Essex County Superintendent and the

Commissioner by August 1 following the end of each school year. As a

public document, a copy will be provided to the parents of all students,

and made available at the school for all other identified stakeholders

and interested parties. The annual report will also serve as a valuable

instrument in securing additional funding from foundations,

corporations, and professional organizations for enhancements and

expansion.


FINGERPRINTING

To keep our school communities safe, New Jersey State Statute

requires all employees to be fingerprinted and undergo a

background check before beginning work at NECCS. You must

be fingerprinted before beginning your position at NECCS.

Failure to comply may result in pay deferment and/or

withdrawal of employment offer.

DRUG AND ALCOHOL ABUSE

While all employees make their own lifestyle choices, it is the

policy of NECCS to protect all employees from the detrimental

health effects and other risks associated with drug and alcohol

abuse. Accordingly, the manufacture, distribution,

dispensation, possession or use of any illegal drug, or

controlled substance while on NECCS premises is strictly

prohibited. These activities constitute serious violations of the

school’s rules, jeopardize the school and can create situations

that are unsafe or that substantially interfere with job

performance. Employees in violation of the policy are subject

to appropriate disciplinary action, up to and including

dismissal.

The possession or consumption of alcohol on the school’s

premises is also prohibited, except for school sponsored

activities or functions.

DRESS CODE & APPEARANCE

The Newark Educators Community Charter School Board of

Trustees expects staff conduct to be that of appropriate role

models for students.

The board expects all staff members to be neatly groomed

and dressed in clothing suitable for the subject of

instruction, the work being performed, or the occasion.

The board retains the authority to specify the following dress

and grooming guidelines for staff, within law, that will prevent

such matters from having an adverse impact on the educational


process. All staff members shall, when assigned to school

duty:

A. Be physically clean, neat and well groomed;

B. Dress in a manner reflecting their assignments;

C. Dress in a manner that does not cause damage to school

property

D. Dress and be groomed in such a way so as not to cause a

health or safety hazard.

If a staff member feels that an exception to this policy would

enable him/her to carry out assigned duties more effectively, a

request shall be made to the principal/lead person.

Staff dress code guidelines

Grooming and attire shall meet the following criteria during

school/work hours:

A female staff member may wear dresses, suits, skirts, with

blouse or sweaters, slack ensembles or slack suits.

A male staff member may wear suits or slacks (shirts with or

without ties); a turtleneck shirt or turtleneck sweater with or

without a jacket is acceptable. (Shirts and ties are preferred.)

The clothing and appearance of all staff members must be

clean and neat (e.g., shirts must be clean and tucked in).

Physical education teachers may wear clothing deemed

appropriate for their instructional assignments and in their

classrooms. Shorts, sweatpants and similar attire cannot be

worn in other parts of the building. All staff may wear

appropriate attire for special occasions such as, but not limited

to, the following: • Picnics • Field trips • Track meets • Nature

walks

All staff members are role models for students and,

therefore, hats and caps must be removed when entering our

school buildings and offices.

No clothing shall be worn by staff members that constitutes

a danger to the health and/or safety to himself/herself or

others, and no clothing may be worn that distracts and/or


disrupts the instructional program (e.g., mini-skirts, see-

through clothing). Keep in mind that you represent the

NECCS, consider your job responsibilities and duties for the

workday.

Examples of acceptable attire during school/work hours are:

• Khakis pants or “Dockers” style gabardines, linen, cotton

or silk pants or dress slacks • Dress shirts or blouses, casual

shirts with collars, golf shirts, turtlenecks, knit tops, dresses

and shirts or Capri pants which fall mid-calf

We want to have a professional work environment and

encourage you to exercise good judgment when dressing for

work. When in doubt, “dress up

Examples of unacceptable attire during school/work hours

are:

• Faded, torn, patched, frayed and/or dirty clothing •

Sneakers/flip flops or beach like sandals/tennis

shoes/slippers • See-through clothing • Excessively

tight/form-fitting clothing • Shirt or blouse buttons opened

beyond the mid-point of the chest or low cut tops • Midriff,

halter, tube tops, strapless or spaghetti strap tops

• Painters’ pants or overalls • Shorts or scooter (biker-

shorts-not to exceed two (2) inches above the knee) • T-

shirts, undershirts as outerwear • Clothing with obscene

language/gestures • Sweatshirts, sweatpants and sweatsuits

(exceptions – physical education) • Caps or hats in the

building • Dark eyeglasses (except for documented medical

reasons) • Distracting attire such as mini-skirts exceeding

two (2) inches above the knee or skirts with high slits •

Cutoffs, dungarees, jeans • Tights/Spandex, leggings or

(pants which fall just below the knee) • Other similar attire

Unbecoming conduct

When an employee, either within the school or outside

normal duties, creates conditions under which the proper

operation of the school is affected, the board upon

recommendation of the principal/lead person and in

accordance with statute shall determine whether such acts or


lack of actions constitute conduct unbecoming a school

employee, and if so, will proceed against the employee in

accordance with law.

Unbecoming conduct sufficient to warrant board review

may result from a single flagrant incident or from a series of

incidents.

If you are dressed inappropriately, the principal and/or the

staff member’s supervisor shall determine whether a

violation of the dress code has occurred and shall discuss, in

private, the violation with the staff member.

Where a single violation so warrants or violations reoccur,

the principal or supervisor may enter a reprimand in the

staff member’s file.

The employee shall be directed by the supervisor to change

into appropriate attire. Should this change require leaving

the work site, the employee shall sign/clock out/in and shall

be docked accordingly. Upon the third letter of reprimand,

the principal or immediate supervisor may recommend more

stringent disciplinary action such as, but not limited to, the

following:

Withholding of increment and/or Insubordination charges

A staff member may appeal the denial of a waiver of this

dress code or the entry of a reprimand through the grievance

procedure.

Those employees required to wear uniforms (security,etc.)

MUST wear the entire uniform during their workday.

When appropriate, the Principal may relax the dress code

(i.e., inclement weather, excessive temperature, etc.).

When appropriate, the building principal may relax the dress

code for individual members of the faculty (i.e., field trips;

unique school activities; etc.).


SCHOOL PROPERTY

All employees are responsible for school property and materials

issued for school use.

School property includes but is not limited to:

Laptop and charger

Keys

Student assessment data, reports, portfolios, etc.

All files and documents (both physical and electronic)

pertaining to school business, i.e., curriculum guides, teacher

manuals, lesson plans, student incident reports, parent

correspondence, etc. (You have full access to these files and are

free to make copies at your discretion but may not delete

electronic files saved to school computers)

Items donated to school (Donor’s Choose, books, games, toys,

classroom furniture, etc.)

Failure to return school property in the same condition it was issued

will result in financial penalties

CONSCIENTIOUS EMPLOYEE PROTECTION ACT

NECCS will not take any adverse employment action or

otherwise retaliate against any employee who engages in

activity covered by the New Jersey Conscientious Employee

Protection Act. (You may also see this law referred to as

CEPA, but it is more commonly known as the “whistleblower’s

law.”) As such, NECCS may not take any adverse employment

action or otherwise retaliate against an employee for any of the

following:

• Disclosing, or threatening to disclose, to a supervisor or to a

public body, an activity, policy, or practice of NECCS or

another employer with whom there is a business

relationship, that the employee reasonably believes (1) is in

violation of a law or a rule or regulation issued under the

law, including any violation involving deception of, or

misrepresentation to, any shareholder, investor, client,

patient, customer, employee, former employee, retiree or

pensioner of the employer or any governmental entity, or, in

the case of an employee who is a licensed or certified health

care professional, reasonably believes constitutes improper


quality of patient care, or (2) is fraudulent or criminal,

including any activity, policy or practice of deception or

misrepresentation which the employee reasonably believes

may defraud any shareholder, investor, client, patient,

customer, employee, former employee, retiree or pensioner

of the employer or any governmental entity; or

• Providing information to, or testifying before, any public

body conducting an investigation, hearing, or inquiry into

any violation of law or a rule or regulation issued under the

law by NECCS or another employer with whom there is a

business relationship, including any violation involving

deception of, or misrepresentation to, any shareholder,

investor, client, patient, customer, employee, former

employee, retiree, or pensioner of the employer or any

governmental entity, or, in the case of an employee who is a

licensed or certified health care professional, providing

information to, or testifying before, any public body

conducting an investigation, hearing or inquiry into quality

of patient care; or

• Objecting to, or refusing to participate in, any activity,

policy or practice which the employee reasonably believes:

(1) is in violation of a law, or a rule or regulation issued

under the law, including any violation involving deception

of, or misrepresentation to, any shareholder, investor, client,

patient customer, employee, former employee, retiree or

pensioner of the employer or any governmental entity, or, if

the employee is a licensed or certified health care

professional, constitutes improper quality patient care; or (2)

is fraudulent or criminal, including any activity, policy or

practice of deception or misrepresentation which the

employee reasonably believes may defraud any shareholder,

investor, client, patient, customer, employee, former

employee, retiree or pensioner of the employer or any

governmental entity; or (3) is incompatible with a clear

mandate of public policy concerning the public health,

safety, or welfare or protection of the environment.

The protection against retaliation for a disclosure to a public body does

not apply unless the employee has brought the activity, policy, or

practice to the attention of a supervisor of the employee by written

notice and given NECCS a reasonable opportunity to correct the


activity, policy, or practice. However, disclosure is not required where

the employee reasonably believes that the activity, policy or practice is

known to one or more supervisors or where the employee fears physical

harm as a result of the disclosure, provided that the situation is an

emergency.

You should direct any questions or complaints about this policy to your

Principal or Director of Teaching & Learning.

ANTI-NEPOTISM POLICY

Members of an employee’s immediate family will be

considered for employment on the basis of their qualifications.

Immediate family may not be hired, however, if employment

would:

1. Create a supervisor/subordinate relationship with a family

member;

2. Have the potential for creating an adverse impact on work

performance; or

3. Create either an actual conflict of interest or the appearance of

a conflict of interest.

This policy must also be considered when assigning, transferring or

promoting an employee. For the purpose of this policy, immediate

family includes: spouse, parent, child, sibling, in-law, aunt, uncle,

niece, nephew, grandparent, grandchild, and members of the

employee’s household. This policy also applies to romantic

relationships.

Employees who become immediate family members or

establish a romantic relationship may continue employment as

long as it does not involve any of the above. If one of the

conditions outlined should occur, attempts will be made to find

a suitable position within NECCS to which one of the

employees will transfer. If employees become immediate

family members or establish a romantic relationship, NECCS

will make reasonable efforts to assign job duties so as to

minimize problems of supervision, safety, security or morale.


ACCIDENTS AND EMERGENCIES

Maintaining a safe work environment requires the continuous

cooperation of all employees. NECCS strongly encourages

employees to communicate with fellow employees and their

supervisors regarding safety issues.

Employees should contact his or her direct supervisor,

designee, and/or 911 in the event of an accident or emergency.

The school nurse, if present, should also be notified.

If an employee is injured on the job, NECCS provides coverage

and protection in accordance with the Worker’s Compensation

Law. When an injury is sustained while at work, it must be

reported immediately to the Administrative Office.

Failure to report accidents is a serious matter as it may preclude

an employee’s coverage under Worker’s Compensation

Insurance.

OPEN DOOR POLICY/ INTERNAL COMPLAINT

PROCEDURES

NECCS promotes an atmosphere whereby employees can speak freely

with members of the management staff. Employees are encouraged to

openly discuss any problems with his or her direct supervisor so that

appropriate action may be taken. NECCS is interested in all of its

employees’ success and satisfaction. Therefore, we welcome the

opportunity to help employees whenever feasible.

When a discussion with the direct supervisor does not resolve an

employee’s concerns, NECCS provides employees with the following

procedure for expressing employment-related concerns. You should

write a letter to the next level supervisor saying (1) your name, (2) what

the problem is, (3) when you discussed it with your supervisor (4) what

your supervisor’s response was (5) why you disagree, (6) what you

suggest as the proper response to the problem you raised. The next

level supervisor will investigate, and to the extent necessary, will

discuss the problem with you as soon as possible thereafter, typically

within five working days. Issues shared with the next level supervisor

should be consistent with the complaint shared with the direct

supervisor. NECCS will attempt to resolve the complaint within a

reasonable period of time while preserving the confidentiality and

privacy of those involved to the extent feasible.


GRIEVANCE PROCEDURES

A. Rationale

Newark Educators Community Charter School Board of Trustees

("Board") recognizes and respects the integral roles that both

parents and teachers play in the education of its Scholars. Thus, the

Board's primary objective is to strengthen that partnership and

foster an open and productive line of communication between not

only parents and teachers, but also the Principal, administrative

staff, and the Board of Trustees. To that end, the Board wishes to

institute a fair and efficient process by which internal grievances

can be resolved amicably and consistent with law. If a Board

employee, trustee, or parent/guardian has a complaint or dispute

with any Board policy or the actions of a School Employee or

Board Trustee ("grievance"), it should be resolved in accordance

with the dispute resolution proceedings set forth in this Policy, or

as otherwise mandated by law.

B. Procedure

1.Informal Grievances.

a) Any person who has a grievance shall discuss it first

with the Principal in an attempt to resolve the matter

informally, within ten (10) business days from the

time when the person knew or would have known of

its occurrence.

b) However, should a complaint or concern arise

between a parent and a teacher or staff member,

parents are encouraged to first attempt to resolve said

complaint or concern directly with the teacher or staff

member by scheduling a conference to discuss the

issue. The Principal reserves the right to redirect

parents to the involved teacher or staff member if that

step has not been taken. If after meeting in

conference with the immediate source, the Parent

deems the initial response/course of action as

insufficient, or in the event that a meeting with the

immediate source is not practicable or reasonable

because of the nature or subject matter of the

grievance, an informal meeting with the Principal may

be requested in an attempt to resolve the concern or

complaint.


c) If the complainant is satisfied with the response of the

Principal, no further action will be required and the

grievance will be considered to be resolved.

2. Formal Grievances

If the grievance is not resolved to the complainant's

satisfaction through informal discussion with the Principal,

the complainant must submit a formal, written grievance to

both the Principal and the Board Chairperson within five

(5) business days after meeting with the Principal or his/her

designee. The written grievance must recite the matter that

was originally submitted informally to the Principal and

must explain the basis for the complainant's dissatisfaction

with the decision previously rendered. For purposes of this

provision, an email does not constitute a formal written

grievance.

3. Referral to Committee

The Board Chairperson shall determine, upon consultation

with counsel if necessary, whether the nature of the

grievance requires that it be considered by the Board

Grievance Committee, or by the Advisory Grievance

Committee pursuant to N.J.S.A. 18A:36A-15. The

jurisdictional limits of each committee are described below

in their applicable sections.

4.Committee Meetings

Within fifteen (15) business days of its receipt of the

written grievance, the applicable committee will, in its

discretion, meet with concerned parties. The Board will

provide an opportunity to the complainant to present his or

her grievance and to persons responding to the grievance

("respondents"). These presentations will be informal as

no sworn testimony will be given. There will be no right to

cross examine witnesses. Whether the presentation is in

public or private session of a Board meeting will depend on

the subject matter of the grievance.

5. Resolution

Soon thereafter, the applicable committee shall present a

non-binding recommendation to the Board concerning the

disposition of the grievance. The Board will review the

applicable committee's recommendation at its next

regularly scheduled meeting and make a decision within

thirty (30) days of its receipt of the applicable committee's

recommendation.


C. Advisory Grievance Committee

1. Jurisdiction.

Any grievance that alleges a violation of the provisions of

the New Jersey Charter School Programs Act shall be

directed to the Advisory Grievance Committee, pursuant to

N.J.S.A. 18A:36A-15.

2. Composition.

The Advisory Grievance Committee shall consist of one

(1) parent/guardian, one (1) teaching staff member and one

(1) Board trustee. Each year, by no later than October

15th, parents/guardians, teaching staff members and

trustees will select from their membership persons to serve

on the Advisory Grievance Committee. The terms of

service for each member of the advisory grievance

committee will be one (1) year. The persons receiving the

most votes from their constituent members will be selected.

In the event that the teaching staff members and/or

parents/guardians are unable to appoint members, the

Board shall accept nominations and shall make the

necessary appointments to constitute the Advisory

Grievance Committee. The Chair of the Advisory

Grievance Committee will be selected by the other

Advisory Grievance Committee members. If an Advisory

Grievance Committee member has a conflict of interest

pertaining to a grievance, that member shall recuse himself

or herself from serving on the Advisory Grievance

Committee regarding said grievance.

d. Board Grievance Committee

1) Jurisdiction. The Board Grievance Committee shall consider

grievances related to all other matters. Grievances arising

specifically under the school laws may be subject to review

and consideration by the Commissioner of Education only.

2) Composition. The Board Grievance Committee shall consist

of the Board Chairperson and two (2) other trustees selected

by the Board. The term of service for the trustee shall be one

(1) year. If a Board trustee has a conflict of interest

pertaining to a grievance, that trustee shall recuse himself or

herself from serving on the Board Grievance Committee

regarding said grievance. The conflict of interest should be

reported to the Board Chairperson as soon as it is discovered.


e. Other General Guidelines for Grievances

1) A complainant or respondent may represent himself/herself at

all stages of the grievance proceeding or may be represented

by the person of his or her choosing.

2) There shall be no retaliation against any person for initiating a

grievance proceeding.

3) Only committee members and board trustees will be

permitted access to complainant information and proceedings.

The information gathered in a grievance proceeding shall be

kept confidential as much as reasonably possible, and as

mandated by law. All grievance committee members will be

required to sign a strict confidentiality clause.

GENERAL PROVISIONS

Either party may terminate this contract and the employment

hereunder, without cause and at any time, upon 60 days written notice.

The Employer may rescind its offer of employment or terminate this

employment contract within 30 days of a determination by Board of

Trustees that student enrollment is not sufficient to maintain the school

charter, or for facility size limitations, or insufficient funds. The

Employer may terminate this contract at any time with cause by issuing

written notice to the employee. Termination "with cause" shall include,

but is not limited to, theft, dishonesty, willful negligence,

incompetence, insubordination, extreme verbal abuse of a manager,

coworker or other third parties, physical violence, violations of law on

the employer's time or premises, intoxication, possession of or working

under the influence of illegal drugs or legal narcotics, refusal or

continued failure to obey posted or issued employer rules or procedures

or actions endangering the safety of others.

A. New Hire

The employee may resign for good reason by submitting, at least

sixty (60) days, written notice at any time except during the months

of July through September, during which months, unless the

contract has been terminated by mutual consent or Board action;

the teacher will accept employment with no other public school, or

with any board of education in New Jersey.

B. Probationary All employees shall be subject to a probationary period of ninety

(90) days duration, starting on his or her first day of employment.


Additionally, employees may also be placed on probationary status

as a disciplinary measure. During this probationary period,

employees may be terminated with or without cause, for any reason

or no reason, at any time. Successful completion of the

probationary period does not guarantee an employee a job for any

period of time, or in any way change the at-will employment

relationship.

C. Illness

If you shall become unable to attend the duties of employment as

required by this Employment Contract, either by illness, pregnancy,

or disability, the rights of the Employer and You shall be governed

by applicable New Jersey law including, without limitation, the

New Jersey Family Leave Act and the Federal Family and Medical

Leave Act, and the policies promulgated by the Board in

accordance therewith.

D. Failure to Perform

As set forth by law, you must be fingerprinted and have a criminal

history check performed at your expense. Furthermore, prior to the

commencement of the first day of employment on which students

are present, you must have a complete physical examination,

including the test for tuberculosis, rendering you fit for full time

employment, performed at your own expense. Failure to perform

these required steps within 30 days after the execution of this

Employment Contract, without good cause as determined by the

Board of Trustees, may result in immediate termination.

POST RESIGNATION/TERMINATION PROCEDURES

Exit Interview

The Administration is responsible for scheduling an exit interview with

a terminating employee on the employee’s last day of employment and

for arranging the return of School property including, if applicable to

the particular employee:

Picture Identification Card

Office keys

School-issued credit cards

School manuals

Computers/PPN Cell Phones

Student-level information

Any additional School-owned or issued property


Benefits

Benefits will remain effective through the end the month of employee’s

effective resignation date.

Severance Pay

Employees shall not be entitled to severance pay upon resignation or

termination for any reason(s).

Final Pay

Employees who leave the service of NECCS will receive their final pay

in the form of a live check upon confirmation that all school property

has been returned. Paycheck will reflect the amount of wages garnered

during the last pay cycle.


2015-2016 STAFF LISTING

PRINCIPAL

DIRECTOR OF TEACHING & LEARNING

DINA VELEZ 0110

PRE-K 4

FOOD SERVICE DIRECTOR

Daphne Guarino/Nicholson (IA) 0208

Asiyah Peck 0011

Malajah Gardner/Lozano (IA) 0207

Erika Peralta

Santora/N Peck (IA) 0201

SCHOOL NURSE

KINDERGARTEN

Linith Stanislaus 0108

White/Guerrero (TA) 0301

MAIN OFFICE

Reeseg/King(IA) 0307

Denise Drayton 0101

Harmms/Mayes (IA) 0308

Jescenia Lopez 0102

FIRST GRADE

SECURITY

Doris Jenkins/Cynthia Delgado (SpEd)/Ayzanoa (IA)

0407

Leslie Rivera 0103

Emmarilis Valdivieso (SpEd) /Footman (F)

0401

Clifford Cazeau 0103

SECOND GRADE

COORDINATOR OF SCHOOL CULTURE

Lauren Kline/Chante Wilson/Erney Clarke(SA)

0408

Michelle Cook 0311

Debbie Nicotera(SpEd)/Jhanae Wingfield/Erney Clarke(SA)

0508

Ameenah Jeffers (ASST.) 0311

THIRD GRADE

TECHNOLOGY COORDINATOR

Bradstreet Rand/Alphonse Cappetta 0507

Robert Rodriguez 0411

Christian Valentin/Elana Pamm(SpEd)

0501

BUSINESS OFFICE

FOURTH GRADE

Hector Berrios 0905

Terrence Daniel(SpEd)Gilbert Bonilla(IA)

0601

Carmela Collazo (SBA ASST.)

0904

Manjari Kapoor/Vacancy 0607

CHILD STUDY TEAM

I&RS/ELL

Genie Trott 0604

Bernadette Pinto 0204

Consultant (Speech) 0604

SPECIALS

CUSTODIANS

Lucia Dominguez (SPANISH) 0608

Jorge Lopez/Lydia Tirado 0014

Jason Williams (Health/Nutrition Educator)

0115

Cassandra Childs (Technology Educator)

212

ELA SUPPORT

AUXILIARY STAFF

Briana Nurse/Literacy Coach 0511

Joyce Kornegay

Jewell Pollard/Reading Coach-Interventionist

0512

Janet Spiwak RM 504

COACH

Cannon-(Substitute)

Susie Wu/Science Coach 0611

Charlene Henry 0100

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