reach leadership academy, a california non-profit...

REACH Leadership Academy, a California non-profit public benefit corporation

REACH Leadership Academy Special Board Meeting Agenda

3985 University Avenue Riverside, CA 92501

Teleconference Location: 7710 Midfield Avenue, Los Angeles, CA 90045

Monday, September 24, 2012 7:00 PM

1.0 Call to Order

Roll Call

PRESENT ABSENT Mrs. Carla Crow Mrs. Deneen Carter Ms. Trayci Nelson Ms. Judi Lynn Jenkins Mr. Christopher Rentie Ms. Jennifer Boren Mrs. Jennifer Ruiz Mrs. Beverly Smith-Saffold

x Introduction of Guests

1. 2.

2.0 Approval of the Agenda

Motion: Second: Vote:

3.0 Invitation to the Public to Address the Board (3 minutes):

4.0 Pledge of Allegiance

5.0 Reports 5.1 Executive Director’s Report

5.2 Financial Update (EdTec) – Appendix A

Board Members x Carla Crow- President x Deneen Carter- Vice President x Trayci Nelson- Treasurer x Judi Lynn Jenkins- Secretary x Christopher Rentie- Member x Jennifer Boren- Member x Jennifer Ruiz- Member x Beverly Smith-Saffold-Member


6.0 Consent Agenda – Appendix B 6.1 Approval of the July 30, 2012 board minutes:

Approval of the August Check Register: Motion: Second: Vote:

7.0 Action Items 7.1 Approval of the Revised School Calendar, Bell Schedule and Instructional Minutes-

Appendix C

Aye

Nay

Abs

tain

Abs

ent

Carla Crow Deneen Carter Trayci Nelson Judi Lynn Jenkins Chris Rentie Jennifer Boren Jennifer Ruiz Beverly Saffold

Totals:

7.2 Approval of the CCSA JPA Agreement

Aye

Nay

Abs

tain

Abs

ent


Totals:


7.3 Adopt Resolution 09242012_1 authorizing the temporary appointment of Judi Lynn Jenkins as Office Manager

Aye

Nay

Abs

tain

Abs

ent


Totals:

7.4 Approval of the Employee Handbook

Aye

Nay

Abs

tain

Abs

ent


Totals:

7.5 Approval of the Employment Contracts/At Will Agreement

Aye

Nay

Abs

tain

Abs

ent


Totals:

7.0 Board Comments:


8.0 Adjournment:

Motion: Second: Vote:

THE ORDER OF BUSINESS MAY BE CHANGED WITHOUT NOTICE

Notice is hereby given that the order of consideration of matters on this agenda may be changed without prior notice. REASONABLE LIMITATIONS MAY BE PLACED ON PUBLIC TESTIMONY

The Governing Board’s presiding officer reserves the rights to impose reasonable time limits on public testimony to ensure that the agenda is completed.

SPECIAL PRESENTATIONS MAY BE MADE Notice is hereby given that, consistent with the requirements of the Bagley-Keene Open Meeting Act, special presentations

not mentioned in the agenda may be made at this meeting. Any such presentations will be for information only. REASONABLE ACCOMMODATION WILL BE PROVIDED FOR ANY INDIVIDUAL WITH DISABILITY

Pursuant to Rehabilitation Act of 1973 and that Americans with Disabilities Act of 1990, any individual with a disability who requires reasonable accommodation to attend or participate in this meeting of the Governing Board may request

assistance by contacting REACH Leadership Academy Telephone: 855-77-REACH (73224)

FOR MORE INFORMATION For more information concerning this agenda, please contact

REACH Leadership Academy Telephone: 855-77-REACH (73224) www.reachleadershipacademy.org

T: 213.622.2680 F: 888.663.0126 • 700 S. Flower St. #3212, Los Angeles, CA 90017 ©2012 EdTec Inc.

REACH Leadership Academy

Financial Update

September 24, 2012

2

2012-13 California Budget

� There are two scenarios for K-12 funding depending on voter passage of tax increases � If the tax measure passes, funding rates are expected to increase just slightly from 11-12

� If the tax measure fails, funding rates will be reduced by approximately $450/ADA

� In addition to the uncertainty around what funding rates will be, there is also uncertainty around how schools will actually be funded � If the taxes pass, schools will receive 21% of general purpose funding through the

Education Protection Act, reducing the amount coming from revenue limit

� These funds would not be apportioned by the state until late June, essentially adding an additional deferral of 21% of revenue until after the school year is over

• Other changes affecting charters include the following: • Elimination of $2 billion in deferrals if tax measure passes (equal to roughly one month

of funding)

• Stabilization of revolving loan program and creation of other borrowing opportunities for charter schools

The 2012-13 budget has been approved, but much uncertainty remains

3

2012-13 California Budget

� If taxes pass, some of the existing deferrals are repaid, but because of the new funding system related to the Education Protection Act, an additional 21% will be deferred until late June

� If taxes don’t pass, all existing deferrals remain in place, and because the deferrals are dollar specific, the impact of the deferrals is magnified as total funding decreases

� Whether or not taxes pass, the CDE is reducing the certified funding for the Advanced Apportionment in anticipation that the taxes will pass � This reduces the amount of funding that schools get from the state in July – January

� If taxes pass reductions will continue throughout the year and funds will be paid through the Education Protection Act in June

� If taxes fail, the revenue limit will be recalculated at P1 in February and the 21% that would have come from the Education Protection Act will be restored to the revenue limit, but we will also see a 9% reduction (~$450 per ADA)

Regardless of taxes passing or not in November, 2012-13 will be the most difficult, in terms of cash flow, that charters have ever seen

4

2012-13 California Budget Fall funding has been reduced in anticipation that the taxes pass in the fall;

spring cash flow will be very difficult in both scenarios

2012-13 State Deferral Schedule - Taxes Pass

Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun TOTAL Jul Aug

Standard Apportionment 5.00% 5.00% 9.00% 9.00% 9.00% 9.00% 9.00% 9.00% 9.00% 9.00% 9.00% 9.00% 100.00%

Weighted Apportionment Full Year 0.00% 1.58% 9.24% 3.33% 6.49% 6.49% 13.18% 4.39% 0.00% 3.56% 0.00% 27.27% 75.53% 17.41% 7.06%Percentage by Apportionment Period 0.00% 2.02% 12.73% 4.86% 9.00% 9.00% 17.38% 7.36% 0.00% 5.97% 0.00% 45.68% 29.16% 11.83%

2012-13 State Deferral Schedule - Taxes Do Not Pass

Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun TOTAL Jul Aug

Standard Apportionment 5.00% 5.00% 9.00% 9.00% 9.00% 9.00% 9.00% 9.00% 9.00% 9.00% 9.00% 9.00% 100.00%

Weighted Apportionment Full Year 0.00% 1.72% 10.08% 3.63% 7.07% 7.07% 14.37% 2.62% 1.76% 7.08% 3.48% 0.00% 58.88% 25.04% 16.08%Percentage by Apportionment Period 0.00% 2.02% 12.73% 4.86% 9.00% 9.00% 17.38% 4.67% 3.14% 12.63% 6.21% 0.00% 44.67% 28.68%

First 55% of funding paid through advanced apportionment (July - January). Multiply these percentages by certified advanced

Percentage of Funding Coming in P1, P2 and Education Protection Act (February - August). Take P1 number minus any money from the advanced

2012-13 2013-14

Advanced Apportionment Funding Period

Advanced Apportionment Funding Period

P1 and P2 Funding Period

P1 and P2 Funding Period

2012-13 2013-14

First 55% of funding paid through advanced apportionment (July - January). Multiply these percentages by certified advanced

Percentage of Funding Coming in P1, P2 and Education Protection Act (February - August). Take P1 number minus any money from the advanced

* The months listed for funding purposes are the months that the state releases the apportionment. Since apportionments are made at the end of the month and because there is typically a 7 to 21 day lag time for counties to process the payments and send to the school, funds will likely be received in the month after the actual listed apportionment month. The most important implication in all of this is that you can't count on a monthly apportionment to meet that month's payroll needs.

5

REACH Forecast Update

� Actual enrollment is lower than projected: 104 vs 150 � ADA revenues fell $280k

� Expenses adjusted for actual spending

� Professional development decreased by $17k

� Instructional Aide position eliminated $8k

Currently showing a loss, opportunity with private school closing

6

2012/13 Budget Risk Factors

� Enrollment: maintaining a positive budget depends realizing enrollment and ADA targets.

� Funding Rates � Funding rates are subject to change.

� Any further deterioration of CA’s economy may have a negative impact on funding rates beyond the current projected cut of $455 per ADA.

� Federal title funds depends on timely LEA plan approval.

� PCSGP � One opportunity to apply and receive the grant. Awards will be

announced November 26; application is due October 12.

� Without this grant, the budget will have a further deficit of $225k and will need to close

7

2012/13 Budget Risk Factors

� The PCSGP grant is competitive and several issues surfaced in the most recent application rounds, including: � An alarmingly low number of grants have been awarded.

� High quality grant applicants are having their grant applications denied.

� A large number of schools have been denied eligibility for PCSGP grants for technical reasons related to their lotteries which seem unwarranted.

� Application standards and processes have been unclear to charter schools causing significant confusion.

*Info. from CCSA CEO Jed Wallace’s letter to CA Superintendant of Public Instruction, 7/16/12.

8

Cash Flow

� Charter School Capital funds received, cash ok through October

� Actual enrollment is less than what reported to the CDE in July Æ CDE has currently overpaid and will not pay again until the amount owed to the school exceeds the amount due from the school. This will depend on the 20 day report to be finalized on October 1 and P-1 due in December.

� The school will need cash in November and December. Based on the current negative budget, it is $125k. Depending on the 20 day report, this amount will shift.

� Cash flow for the rest of the year depends on PCSGP ($224k) and the CDE Revolving Loan ($250k). If the school is awarded PCSGP, it would arrive anytime between February and April. The CDE Revolving Loan application has not yet been released. Cash flow currently assumes receipt of both of these funds in April.

9

Cash Flow

� Cash shortfall can be resolved in the following ways: � Fundraising – grants

� Fundraising – personal donations, events

� Unsecured/personal loans to the school to bridge the gap

� Charter School Capital funds the school before P-1 is certified.

10

Next Steps

� Purchases are bare bones for school launch, REACH will need to stay in this conservative mindset at least until we know about the November tax initiative and PCSGP.

� Get out and fundraise to support the school!

� Continue targeted recruiting for students in the communities aimed to serve in the petition.

REACH Leadership AcademyBudget vs. ActualsAs of most recent monthly close

Jul Aug Sep Actual YTD Budget YTD

Variance (YTD less Budget) Approved Budget

Current Forecast

Budget Remaining

Forecast Remaining

SUMMARY

Revenue

General Block Grant - - - - 44,363 (44,363) 665,424 461,361 665,424 461,361

Federal Revenue - - - - - - 299,404 255,000 299,404 255,000

Other State Revenues - - - - 2,228 (2,228) 116,156 84,843 116,156 84,843

Local Revenues - 1,350 9,115 10,465 - 10,465 - - (10,465) (10,465)

Fundraising and Grants (1,000) (4,200) - (5,200) - (5,200) - - 5,200 5,200

Total Revenue (1,000) (2,850) 9,115 5,265 46,591 (41,326) 1,080,984 801,204 1,075,720 795,939

Expenses

Compensation and Benefits - 17,289 - 17,289 43,855 26,566 434,844 418,007 417,555 400,718

Books and Supplies 669 19,865 14,785 35,318 89,258 53,940 162,037 101,393 126,719 66,074

Services and Other Operating Expenditures 1,657 53,385 57,837 112,879 76,606 (36,273) 420,524 383,844 307,645 270,965

Capital Outlay - 900 - 900 - (900) - 900 (900) -

Total Expenses 2,326 91,439 72,621 166,386 209,720 43,334 1,017,405 904,143 851,019 737,757

Operating Income (excluding Depreciation) (3,326) (94,289) (63,506) (161,121) (163,129) 2,008 63,580 (102,939) 224,701 58,182

Operating Income (including Depreciation) 63,580 (102,039) 223,801 58,182

Fund Balance

Beginning Balance (Unaudited) - -

Audit Adjustment - -

Beginning Balance (Audited) - -

Operating Income (including Depreciation) 63,580 (102,039)

Ending Fund Balance (including Depreciation) 63,580 (102,039)

Actual Budget vs. Actual Budget

9/20/2012 1 of 8




Current Forecast

Budget Remaining

Forecast Remaining


Detail

Enrollment Summary

K-3 150 104

Total Enrolled 150 104

ADA %

K-3 96% 96%

Average 96% 96%

ADA

K-3 144.0 99.8

Total ADA 144.0 99.8

FTE's 13 12

Teachers 4 4

New Teachers 5 5

New Classrooms 5 5

# of school days 185 185

9/20/2012 2 of 8




Current Forecast

Budget Remaining

Forecast Remaining


REVENUE

General Block Grant - -

8015 Charter Schools General Purpose Entitlement - State Aid - - - - 15,172 - 503,248 348,919 503,248 348,919

8019 State Aid - Prior Years - - - - - - - - - -

8096 Charter Schools in Lieu of Prop. Taxes (was 8780) - - - - 29,192 - 162,176 112,442 162,176 112,442

- - - - 44,363 - 665,424 461,361 665,424 461,361

8100 Federal Revenue - - -

8220 Child Nutrition Programs - - - - - - 44,404 - 44,404 -

8291 Title I - - - - - - 27,750 27,750 27,750 27,750

8292 Title II - - - - - - 2,250 2,250 2,250 2,250

8298 Implementation Grant - - - - - - 225,000 225,000 225,000 225,000

SUBTOTAL - Federal Income - - - - - - 299,404 255,000 299,404 255,000

8300 Other State Revenues - - -

8311 Other State Apportionments - Current Year - - - - - - - - - -

8319 Other State Apportionments - Prior Years - - - - - - - - - -

8520 Child Nutrition - State - - - - - - 1,553 - 1,553 -

8545 School Facilities Apportionments - - - - - - - - - -

8560 State Lottery Revenue - - - - - - 20,412 14,152 20,412 14,152

8590 All Other State Revenue - - - - - - - - - -

8592 Categorical Block Grant - - - - 1,728 (1,728) 57,312 39,718 57,312 39,718

0 Educationally Disadvantaged Block Grant - 500 (500) 16,575 16,896 16,575 16,896

8593 New School Categorical - - - - - - 18,288 12,680 18,288 12,680

8594 Charter Mandates Block Grant - - - - - - 2,016 1,398 2,016 1,398

SUBTOTAL - Other State Income - - - - 2,228 (2,228) 116,156 84,843 116,156 84,843

8600 Other Local Revenue

8631 Sales - - - - - - - - - -

8660 Interest - - - - - - - - - -

8690 Other Local Revenue - - - - - - - - - -

8693 Field Trips - - - - - - - - - -

8699 All Other Local Revenue - - - - - - - - - -

8999 Uncategorized Revenue - 1,350 9,115 10,465 - 10,465 - - (10,465) (10,465)

SUBTOTAL - Local Revenues - 1,350 9,115 10,465 - 10,465 - - (10,465) (10,465)

8800 Donations/Fundraising - - -

8802 Donations - Private (1,000) (4,200) - (5,200) - (5,200) - - 5,200 5,200

SUBTOTAL - Fundraising and Grants (1,000) (4,200) - (5,200) - (5,200) - - 5,200 5,200

TOTAL REVENUE (1,000) (2,850) 9,115 5,265 46,591 3,037 1,080,984 801,204 1,075,720 795,939

- -

9/20/2012 3 of 8




Current Forecast

Budget Remaining

Forecast Remaining


EXPENSES

Compensation & Benefits

1000 Certificated Salaries - - -

1100 Teachers Salaries - 15,273 - 15,273 21,818 6,545 120,000 120,000 104,727 104,727

1101 Teacher - Stipends - - - - - - 20,000 20,000 20,000 20,000

1103 Teacher - Substitute Pay - - - - 266 266 2,664 2,664 2,664 2,664

1300 Certificated Supervisor & Administrator Salaries - - - - 7,818 7,818 178,000 183,000 178,000 183,000

SUBTOTAL - Certificated Employees - 15,273 - 15,273 29,903 14,630 320,664 325,664 305,391 310,391

2000 Classified Salaries

2100 Classified Instructional Aide Salaries - - - - 2,592 2,592 25,920 17,280 25,920 17,280

2400 Classified Clerical & Office Salaries - - - - - - 25,000 25,000 25,000 25,000

2928 Other Classified - Food - - - - - - 9,000 - 9,000 -

SUBTOTAL - Classified Employees - - - - 2,592 2,592 59,920 42,280 59,920 42,280

3000 Employee Benefits

3100 STRS - 1,260 - 1,260 2,446 1,186 26,235 26,648 24,975 25,388

3300 OASDI-Medicare-Alternative - 237 - 237 1,004 768 9,444 8,199 9,207 7,962

3400 Health & Welfare Benefits - - - - - - - - - -

3500 Unemployment Insurance - 519 - 519 2,765 2,245 5,913 5,136 5,394 4,617

3600 Workers Comp Insurance - - - - 4,995 4,995 11,418 8,831 11,418 8,831

3700 Retiree Benefits - - - - 149 149 1,250 1,250 1,250 1,250

SUBTOTAL - Employee Benefits - 2,016 - 2,016 11,360 9,344 54,260 50,063 52,244 48,047

9/20/2012 4 of 8




Current Forecast

Budget Remaining

Forecast Remaining


4000 Books & Supplies - - -

4100 Approved Textbooks & Core Curricula Materials - - 4,673 4,673 36,000 31,327 45,000 40,000 40,327 35,327

4315 Custodial Supplies - - - - 164 164 900 900 900 900

4320 Educational Software - - - - 1,200 1,200 1,500 1,500 1,500 1,500

4325 Instructional Materials & Supplies - - - - 6,000 6,000 7,500 5,200 7,500 5,200

4330 Office Supplies - - - - 327 327 1,800 1,800 1,800 1,800

4345 Non Instructional Student Materials & Supplies - - 725 725 - (725) - - (725) (725)

4410 Classroom Furniture, Equipment & Supplies - 19,865 7,160 27,025 12,000 (15,025) 15,000 27,025 (12,025) 0

4420 Computers (individual items less than $5k) 669 - 1,146 1,815 27,968 26,153 27,968 17,968 26,153 16,153

4423 Classroom Noncapitalized items 1 - - - - - - 17,907 - 17,907 -

4430 Non Classroom Related Furniture, Equipment & Supplies - - 1,081 1,081 5,600 4,519 7,000 7,000 5,919 5,919

4710 Student Food Services - - - - - - 37,463 - 37,463 -

SUBTOTAL - Books and Supplies 669 19,865 14,785 35,318 89,258 53,940 162,037 101,393 126,719 66,074

9/20/2012 5 of 8




Current Forecast

Budget Remaining

Forecast Remaining


5000 Services & Other Operating Expenses

5200 Travel & Conferences - - - - 250 250 1,000 - 1,000 -

5220 Travel and Lodging - 3,317 - 3,317 - (3,317) - 3,317 (3,317) 0

5225 Travel - Meals & Entertainment - 262 - 262 - (262) - 262 (262) (0)

5305 Dues & Membership - Professional - - - - 275 275 2,750 1,320 2,750 1,320

5310 Subscriptions - - 1,200 1,200 - (1,200) - 1,200 (1,200) -

5450 Insurance - Other - - - - 2,250 2,250 9,000 6,240 9,000 6,240

5605 Equipment Leases - - - - 1,818 1,818 10,000 10,000 10,000 10,000

5610 Rent - 8,237 5,000 13,237 - (13,237) 100,000 103,000 86,763 89,763

5803 Accounting Fees - - - - - - 8,750 8,750 8,750 8,750

5809 Banking Fees - 35 - 35 - (35) - - (35) (35)

5812 Business Services 530 80 - 610 15,863 15,253 63,452 60,000 62,842 59,390

5820 Consultants - Non Instructional - Custom 1 - 150 - 150 - (150) - - (150) (150)

5824 District Oversight Fees - - - - 1,344 1,344 7,393 5,180 7,393 5,180

5836 Fingerprinting - 81 - 81 576 495 720 720 639 639

9/20/2012 6 of 8




Current Forecast

Budget Remaining

Forecast Remaining


5843 Interest - Loans Less than 1 Year - 9,662 - 9,662 - (9,662) - - (9,662) (9,662)

5845 Legal Fees - 5,000 881 5,881 500 (5,381) 5,000 5,000 (881) (881)

5848 Licenses and Other Fees - 7,027 - 7,027 7,632 605 76,319 76,319 69,292 69,292

5851 Marketing and Student Recruiting 793 1,750 - 2,543 5,000 2,457 5,000 5,000 2,457 2,457

5854 Consultants - Other 1 - 15,000 - 15,000 17,500 2,500 35,000 35,000 20,000 20,000

5855 Consultants - Other 2 - 1,902 - 1,902 2,000 98 2,000 2,000 98 98

5857 Payroll Fees - 177 - 177 262 84 1,440 1,440 1,263 1,263

5863 Professional Development - - 2,025 2,025 5,009 2,984 27,550 10,000 25,525 7,975

5872 Special Education Encroachment - - - - 8,973 8,973 49,349 34,216 49,349 34,216

5881 Student Information System - - - - 5,800 5,800 7,250 6,560 7,250 6,560

5896 Internet/Website consulting 85 425 - 510 - (510) - - (510) (510)

5899 Miscellaneous Operating Expenses - - 48,234 48,234 - (48,234) - - (48,234) (48,234)

5910 Communications - Internet / Website Fees 90 - - 90 327 237 1,800 1,800 1,710 1,710

5915 Postage and Delivery - - - - 136 136 750 520 750 520

5920 Communications - Telephone & Fax 159 280 496 935 1,091 156 6,000 6,000 5,065 5,065

SUBTOTAL - Services & Other Operating Exp. 1,657 53,385 57,837 112,879 76,606 (36,273) 420,524 383,844 307,645 270,965

9/20/2012 7 of 8




Current Forecast

Budget Remaining

Forecast Remaining


6000 Capital Outlay

6200 Buildings & Improvement of Buildings - 900 - 900 - (900) - 900 (900) -

SUBTOTAL - Capital Outlay - 900 - 900 - (900) - 900 (900) -

TOTAL EXPENSES 2,326 91,439 72,621 166,386 209,720 43,334 1,017,405 904,143 851,019 737,757

6900 Total Depreciation (includes Prior Years) - - - - - - - - - -

TOTAL EXPENSES including Depreciation 2,326 90,539 72,621 165,486 209,720 44,234 1,017,405 903,243 851,919 737,757

9/20/2012 8 of 8

REACH Leadership AcademyMonthly Cash ForecastAs of most recent monthly close

Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun Forecast AP/AR

Actual Actual Actual Projected Projected Projected Projected Projected Projected Projected Projected Projected

Beginning Cash 4,243 917 117,112 51,427 (26,363) (75,256) (124,148) 90,050 (83,488) (133,153) 263,568 180,776

RevenueGeneral Block Grant - - - 182,343 8,995 8,995 22,420 8,995 24,265 13,599 30,901 19,189 461,361 141,659

Federal Income - - - - - - - - - 225,000 - - 255,000 30,000

Other State Income - - - 27,326 - - 7,149 - 8,073 695 2,795 1,374 84,843 37,431

Local Revenues - 1,350 9,115 (10,465) - - - - - - - - - -

Fundraising and Grants (1,000) (4,200) - 5,200 - - - - - - - - - -

Total Revenue (1,000) (2,850) 9,115 204,404 8,995 8,995 29,569 8,995 32,338 239,294 33,696 20,563 801,204 209,089

ExpensesCompensation & Benefits - 17,289 - 48,916 22,054 22,054 24,109 108,700 22,311 33,568 45,909 73,334 418,007 (237)

Books & Supplies 669 19,865 14,785 53,760 2,039 2,039 2,039 2,039 2,039 2,039 2,039 2,039 101,393 (4,000)

Services & Other Operating Expenses 1,657 53,385 57,837 (9,509) 26,210 26,210 26,210 64,210 36,210 44,877 39,960 21,210 383,844 (4,627)

Capital Outlay - 900 - (720) 90 90 90 90 90 90 90 90 900 -

Total Expenses 2,326 91,439 72,621 92,446 50,394 50,394 52,448 175,040 60,651 80,574 87,999 96,674 904,143 (8,864)

Operating Cash Inflow (Outflow) (3,326) (94,289) (63,506) 111,958 (41,399) (41,399) (22,879) (166,045) (28,313) 158,719 (54,303) (76,111) (102,939) 217,953

Revenues - Prior Year Accruals - - - - - - - - - - - -

Expenses - Prior Year Accruals - - - - - - - - - - - -

Accounts Receivable - Current Year - - - - - - - - - - - -

Accounts Payable - Current Year - 2,179 (2,179) - - - - - - - - -

Summerholdback for Teachers - 1,005 - 1,145 1,145 1,145 1,145 1,145 1,145 1,145 1,145 1,145

Loans Payable (Current) - 207,300 - (190,983) (8,729) (8,729) 235,842 (8,729) (22,588) (13,233) (29,725) (18,562)

Loans Payable (Long Term) - - - - - - - - - 250,000 - -

Capital Leases Payable - - - - - - - - - - - -

Other Long Term Debt - - - - - - - - - - - -

Capital Expenditure - - - 90 90 90 90 90 90 90 90 -

Other Balance Sheet Changes - - - - - - - - - - - -

Ending Cash 917 117,112 51,427 (26,363) (75,256) (124,148) 90,050 (83,488) (133,153) 263,568 180,776 87,249

2012/13Actual & Projected


REACH Leadership Academy Special Board Meeting Minutes

3985 University Avenue Riverside, CA 92501

Teleconference Location: 7710 Midfield Avenue, Los Angeles, CA 90045

Monday, July 30, 2012 7:00 PM

1.0 Call to Order- 7:05 By President Carla Crow

Roll Call

PRESENT ABSENT Mrs. Carla Crow X Mrs. Deneen Carter X Ms. Trayci Nelson X Ms. Judi Lynn Jenkins X Mr. Christopher Rentie X Ms. Jennifer Boren X Mrs. Jennifer Ruiz X Mrs. Beverly Smith-Saffold X

x Introduction of Guests

1. Charter School Capital, Steven Tolbert and Jonelle Godfrey 2. Edtec- Dorothy Lee

2.0 Approval of the Agenda Motion: Beverly Safford Second: Christopher Rentie Vote: U

3.0 Invitation to the Public to Address the Board (3 minutes): None

4.0 Pledge of Allegiance Lead by Beverly Smith Safford

5.0 Presentation Items

A. Receivable Sell for 2012 –Steven Tolbert & Jonelle Godfrey Charter School Capital presented a comprehensive overview of Terms and Conditions associated with transaction.

Board Members x Carla Crow- President x Deneen Carter- Vice President x Trayci Nelson- Treasurer x Judi Lynn Jenkins- Secretary x Christopher Rentie- Member x Jennifer Boren- Member x Jennifer Ruiz- Member x Beverly Smith-Saffold-Member


B. School Budget for 2012-2013 School Year –Dorothy Lee Ms. Dorothy Lee presented the 2012-2013 proposed school year budget.

5.1 Executive Director’s Report A. Enrollment B. New Church Lease C. Other Matters

6.0 Action Items- no action items 6.1 Approval of the June 18, 2012 board minutes:

Motion: Jennifer Boren Second: Beverly S. Safford Vote: U

6.2 Approval of CSC Resolution Regarding Receivable Sell –(RESOLUTION NO. 07/30/2012_1) - Appendix A

Aye

Nay

Abst

ain

Abse

nt

Carla Crow X Deneen Carter X Trayci Nelson X Judi Lynn Jenkins X Chris Rentie X Jennifer Boren X Jennifer Ruiz X Beverly Saffold X

Totals: 6 2

6.3 Approval of 2012-2013 Budget for REACH Leadership Academy - Appendix B

Aye

Nay

Abst

ain

Abse

nt


Totals: 6 2


6.4 Approval of the 2012-13 School Calendar – Appendix C

Aye

Nay

Abst

ain

Abse

nt


Totals: 6 2

6.5 Approval of Revisions to the Lottery Portion of the Petition – Appendix D

Aye

Nay

Abst

ain

Abse

nt


Totals: 6 2

7.0 Board Comments: No Board comments

8.0 Adjournment: 10:26pm Motion: Jennifer Boren Second: Chris Rentie Vote: U

THE ORDER OF BUSINESS MAY BE CHANGED WITHOUT NOTICE

Notice is hereby given that the order of consideration of matters on this agenda may be changed without prior notice. REASONABLE LIMITATIONS MAY BE PLACED ON PUBLIC TESTIMONY

The Governing Board’s presiding officer reserves the rights to impose reasonable time limits on public testimony to ensure that the agenda is completed.

SPECIAL PRESENTATIONS MAY BE MADE Notice is hereby given that, consistent with the requirements of the Bagley-Keene Open Meeting Act, special presentations

not mentioned in the agenda may be made at this meeting. Any such presentations will be for information only. REASONABLE ACCOMMODATION WILL BE PROVIDED FOR ANY INDIVIDUAL WITH DISABILITY

Pursuant to Rehabilitation Act of 1973 and that Americans with Disabilities Act of 1990, any individual with a disability who requires reasonable accommodation to attend or participate in this meeting of the Governing Board may request

assistance by contacting REACH Leadership Academy Telephone: 855-77-REACH (73224)

FOR MORE INFORMATION For more information concerning this agenda, please contact

REACH Leadership Academy Telephone: 855-77-REACH (73224) www.reachleadershipacademy.org

Note: Multiple expenses or "Itemized/Invoice Amounts" may be paid by one check. The total "Check Amount" will appear for each "Itemized/Invoice Amount" paid by the check.

Check Register

REACH Leadership AcademyAugust 2012 Grand Total 61,458.61

Vendor Check Number Date DescriptionCheck

AmountReach Leadership Academy 3251 8/15/2012 To est. Petty Cash Acct. 5,000.00 Don Martin Studios 3252 8/15/2012 Marketing Consultant 1,750.00 Mt. Rubidoux SDA Church 3253 8/20/2012 Ground Lease: Deposit 5,000.00 Dr. Virgie Rentie 3254 8/23/2012 Partial Payment for 3 Months Salary 15,000.00 Ritt, Tai, Thvedt & Hodges, LLP 3255 8/24/2012 Attny Retainer 5,000.00 Judi Lynn Jenkins 3256 8/24/2012 Contractor - Start Up Work 1,902.00 The Bishop of the Protestant Episcopal Church 3257 8/24/2012 Cup Loan, Monthly Repayment (July & Aug) 2,158.00 Stromma Systems 3258 8/24/2012 Web Developer (RLA007-15-19 & RLA007-15-21) 275.00 Stromma Systems 3259 8/28/2012 Marketing, Website Development and Maint - Sept 2012 150.00 The Bishop of the Protestant Episcopal Church 3260 8/28/2012 Loan Repayment - Sept 2012 1,079.00 Misc. Debit DB082412 8/24/2012 DB082412 - No Backup 4,200.00 Lakeshore Learning Materials DB082812 8/28/2012 DB082812 - (Need Back Up) 19,864.61 Chambers of Commerce M3021 8/7/2012 M3021; dated 080712; Chambers of Commerce 80.00

REACH LEADERSHIP ACADEMY SCHOOL OF MATH, SCIENCE, & TECHNOLOGYREACH LEADERSHIP ACADEMY SCHOOL OF MATH, SCIENCE, & TECHNOLOGYREACH LEADERSHIP ACADEMY SCHOOL OF MATH, SCIENCE, & TECHNOLOGYREACH LEADERSHIP ACADEMY SCHOOL OF MATH, SCIENCE, & TECHNOLOGY

SCHOOL CALENDAR SCHOOL CALENDAR SCHOOL CALENDAR SCHOOL CALENDAR

2012201220122012----2013201320132013

September 4 All Students Back to School

September 6 Back to School Night, 6:00-7:30 p.m.

November 6 School Closed for on-site Voting

November 12 Veteran’s Day Holiday- No School

November 15 & 16 Parent/Teacher Conference- No School

November 19-23 Thanksgiving Holiday- No School

December 24- January 4 Winter Recess- No School

January 7 All Students Back to School

January 21 Martin Luther King, Jr. Holiday- No School

February 15 Lincoln’s Day- No School

February 18 President’s Day- No School

March 29 Open House

April 1-5 Spring Break- No School

May 27 Memorial Day- No School

June 27 Early Release- Last Day of School

REACH LEADERSHIP ACADEMY SCHOOL OF MATH, SCIENCE, & TECHNOLOGY

BELL SCHEDULE

2012-13

BELL TIME PURPOSE

Kindergarten 7:30 a.m. Report to Class 9:15-9:30 A.M. Recess 11:00-11:20 Lunch 11:20-11:45 Lunch Recess 1:15 P.E. 3:00 Dismissal

Primary Grades (1 & 2) 7:30 a.m. Report to Class 10:00-10:15 A.M. Recess 11:45-12:05 Lunch 12:05-12:30 Lunch Recess 1:00 P.E. 3:30 Dismissal


BELL SCHEDULE

2012-13

EARLY RELEASE

BELL TIME PURPOSE

Kindergarten 7:30 a.m. Report to Class 9:15-9:30 A.M. Recess 10:45-11:15 Lunch 12:00 Dismissal

Primary Grades (1 & 2) 7:30 a.m. Report to Class 10:00-10:15 A.M. Recess 11:15-11:45 Lunch 12:00 Dismissal

K I N D E R G A R T E NDay Types A B C D TOTALS REQUIRED DIFFERENCE NOTES

Day Description Regular Day Early Release

Total Number of Days 145 40 185 185

Start Time 7:30 AM 7:30 AM

End Time 3:00 PM 12:00 PM

Excess Passing Time Minutes 0 0 0

Recess Duration 15 15 30

Lunch Duration [Including Passing Time] 45 30 75

Total Number of Hours 7:30 4:30 0:00 0:00 12:00Total Daily Number of Minutes 450 270 0 0 720

Actual Daily Instructional Minutes 405 240 0 0 645Annual Number of Minutes 58725 9600 0 0 68325 36000 32325

G R A D E S 1 - 2Day Types A B C D TOTALS REQUIRED DIFFERENCE NOTES

Day Description Regular Day Early Release

Total Number of Days 145 40 185 185

Start Time 7:30 AM 7:30 AM

End Time 3:30 PM 12:00 PM

Excess Passing Time Minutes 0 0 0

Recess Duration 15 15 0 0 30

Lunch Duration [Including Passing Time] 45 30 75

Total Number of Hours 8:00 4:30 0:00 0:00 12:30Total Daily Number of Minutes 480 270 0 0 750

Actual Daily Instructional Minutes 420 225 0 0 645Annual Number of Minutes 60900 9000 0 0 69900 50400 19500

Recesses are considered

instructional activity for

Kindergarten and

therefore may be

counted as instructional

minutes. A 'Lunch Passing

Time' is not appropriate

for elementary school.

Passing time must be

equal between all

classes. Passing time

may not

Recesses may not be

counted as instructional

minutes. A 'Lunch

Passing Time' is not

appropriate for

elementary school.

Passing time must be

equal between all

classes. Passing time

may not exceed 10

minutes

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CALIFORNIA CHARTER SCHOOLS JOINT POWERS AUTHORITY

(as amended effective May 7, 2012)

THIS AGREEMENT, is entered into pursuant to the provisions of Title 1, Division 7, Chapter 5, Articles 1 through 4, (Section 6500, et seq.) of the California Government Code, relating to joint exercise of powers, between and among California charter schools, school districts, and other government entities which operate public schools, and which have signed this Agreement, and those that may sign hereafter, for the reestablishment of a joint powers authority, previously known as the California Charter Schools Association Joint Powers Authority, and which shall, as of the effective date of this amended agreement, be known as the California Charter Schools Joint Powers Authority (“Authority” or “CCS-JPA”).

WHEREAS, it has been determined by the parties that group self-insurance of workers compensation liabilities, general liabilities and/or group purchasing of insurance and other products and services, cooperative financing programs are of value on a mutual basis; and

WHEREAS, the financing of group self-insurance, risk management, claims administration and related programs for public schools can be effected on a more cost-effective basis through a joint effort; and

WHEREAS, Title 1, Division 7, Chapter 5 of the Government Code of the State of California (the “Joint Exercise of Powers Act”) authorizes joint exercise by two or more public agencies of any power common to them; and

WHEREAS, on or about May 7, 2004, members of the Authority entered into a joint powers agreement pursuant to the Joint Exercise of Powers Act to establish the Authority, and whereas such agreement was amended on or about February 28, 2006; and

WHEREAS, this Agreement shall supersede the prior joint powers agreement as amended on or about February 28, 2006;

NOW, THEREFORE, for and in consideration of the mutual advantages to be derived, and in consideration of the execution of this Agreement by charter schools and other governmental entities, each of the parties hereto does hereby agree that the California Charter Schools Joint Powers Authority (“Authority” or “CCS-JPA”) be reestablished as follows:

I

DEFINITIONS AND GENERAL PROVISIONS

1. “Authority” shall mean the California Charter Schools Joint Powers Authority.

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2. “Board” shall mean the board of directors of the Authority, consisting of representatives of Participants, and charged with the responsibility of governing the Authority and its programs.

3. “Funds” shall mean, unless the context otherwise specifies, all monies paid into the Authority or any of its programs, including any earnings thereon, or any other sums coming to the Authority from any source.

4. “Governmental Entity” means any political subdivision or nonprofit corporation operating a charter school or other public school of the State of California which is considered a local government agency for the purposes of any program offered by the Authority and empowered to execute this Agreement under the laws of the State of California.

5. “Participant” means any charter school, school district, or governmental entity, which is a signatory member of the Authority; provided, however, that this definition shall not be construed to prevent the Authority from permitting any subsidiary, or wholly-owned or affiliated entity, upon terms and conditions approved by the Board, from participating in any program of the Authority.

6. “Program Administrator” means the contractor or consultant retained, or staff employed by the Board to administer the Authority.

7. “Risk management” shall mean the process of identifying, evaluating, reducing, transferring, sharing, financing, and eliminating any operational, business or educational risk in the management of a public school. Risk management includes various elements of insurance, law, administration, technology, accounting, and general business to effectively manage hazards and losses to which Participants may be exposed.

8. “Risk pooling or sharing” shall mean any common fund: (1) which is composed of cash, investments permitted by law, and other assets; (2) to which two or more Participants have agreed to contribute; (3) from which claims and risk management costs of any contributor to that common fund shall be paid; and (4) which operates in accordance with this Agreement.

9. “Self-insurance” shall mean providing for claims, losses, and risk management by risk pooling and the maintenance of reserve funds by or on behalf of Participants, and which, when conducted or administered by the Authority, ordinarily provides for the transfer of risks from a Participant to the Authority, and for the potential transfer of risks between and among Participants.

II

PURPOSES AND TERM

1. Purposes. The purposes of the Authority are to provide cost-effective mechanisms for financing risks of operating charter schools and other governmental entities; to provide essential protection to Participants otherwise not obtainable; to secure reinsurance and excess insurance on a group basis; to provide Participants with the mechanisms to jointly

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purchase insurance, goods and services; to reduce financing costs; to accumulate, administer and invest funds to insure or self-insure as a group various liabilities up to a specified, predetermined amount; and to effect cost savings to Participants in the administration of management and risk management programs as may be established by the Authority in order to reduce the administrative costs of delivering educational services to public school students.

2. Term. This Agreement shall become effective as of the date hereof, and shall continue in full force and effect until it is terminated and the Authority is dissolved as provided herein. It is the intent of the parties hereto that the separate public agency created under this Agreement have an indefinite life, and shall continue to exist so long as necessary to carry out the purposes of this Agreement, including the orderly wind-up of the affairs of the Authority. It is the further intent of the parties that the withdrawal or termination of any Participant from any program of the Authority, or from the Authority itself, shall not terminate such program or this Agreement as to the remaining Participants therein, nor relieve any Participant or former Participant from any obligations it may have under this Agreement.

III

CREATION OF AUTHORITY

Pursuant to Section 6500 et seq. of the Government Code, there is hereby created a public entity, separate and apart from the parties hereto, to be known as the California Charter Schools Joint Powers Authority. Pursuant to Government Code Section 6508.1, the debts, liabilities, and obligations of the Authority shall not constitute debts, liabilities, or obligations of any party to this Agreement. Nor shall any party to this Agreement have any right, title or interest in the assets of the Authority, or in any contributions, consideration or property paid or donated by a party to the Authority, or any of its programs, except as expressly provided in this Agreement.

IV

ORGANIZATION & ADMINISTRATION

1. Responsibility. The overall responsibility for administration of the Authority shall be vested in the Board.

2. Agents. Each Participant hereby appoints the Board and its delegates or designees to act as its agents in executing all contracts, reports, waivers, agreements and service contracts and to make and arrange for the payment of claims and all other things required for the proper and orderly operation of the programs of the Authority.

3. Bylaws. The Authority shall be governed pursuant to this Agreement and to the Bylaws. Amendment of the Bylaws may be proposed by any Participant or member of the Board. A copy of the proposed amendment and the reasons therefor shall be presented to the Board if not proposed by the Board. All proposed amendments shall be approved by a two-thirds vote of the Board. Upon its approval, the amendment shall be disseminated to all Participants. Each party to this Agreement agrees to comply with and be bound by the provisions of the said Bylaws and further agrees that the Authority shall be operated pursuant to

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this Agreement and the said Bylaws. In the event of any conflict between the Bylaws and this Agreement, this Agreement shall prevail.

4. Board. Upon approval by the Participants of this amended Agreement, the Board shall be responsible for overseeing the operation of CCS-JPA and organization and operation of the Authority, as provided herein. The Board shall establish such policies and guidelines as may be necessary to carry out the programs of the Authority. The organization and structure of the Board shall be established in the Bylaws.

V

POWERS OF AUTHORITY

1. The Authority shall have the following common powers and is hereby authorized to do all acts necessary for the exercise of said common powers:

A. To make and enter into contracts, including but not limited to contracts of employment, insurance, reinsurance and self-insurance for itself and its Participants, and providing for risk pooling, risk financing and sharing, financing and purchasing, whether or not subject to regulation under the Insurance Code, to the extent and in the manner permitted under Government Code Sections 990, 990.4, 990.8, and 6508, or any other provision of law;

B. To hire employees, and contract with consultants and legal counsel;

C. To invest and reinvest money in the treasury of the Authority pursuant to Government Code Section 53601 or other provisions of law as may be applicable;

D. To incur debts, liabilities, or obligations;

E. To acquire, hold, lease, or dispose of property;

F. To sue and be sued in its own name; and

G. To exercise all powers necessary and proper to carry out the terms and provisions of this Agreement, or otherwise authorized by law.

2. Said powers shall be exercised pursuant to the terms hereof, subject to the restrictions upon the manner of exercising the powers applicable to The Accelerated School, a California public charter school organized and operating as a nonprofit public benefit corporation.

VI

BOARD; ANNUAL MEETINGS

1. Number. The Authority shall be governed by the Board which is hereby established and which shall be composed of not less than 3, nor more than 11 representatives of

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the Participants, who shall be elected by the Participants, in accordance with the Bylaws of the Authority.

2. Term. Each member of the Board shall serve for a term of three years and until a successor is elected or appointed. Each Board member shall have one vote.

3. Participants’ Meetings. There shall be an annual meeting of Participants for the purpose of electing members of Board and to transact any other Authority business. The annual meeting, and any additional meetings, shall be held at the call of the Chair. Thirty percent of the Participants may also call a meeting of Participants. A majority of the Participants shall constitute a quorum of transaction of business at the meeting. Each Participant shall be represented at meetings by its chief executive officer or his or her designee. If a designee is to represent the Participant, written notice from the Participant’s governing body shall be provided to the Authority.

VII

POWERS OF THE BOARD

A. The Board shall review, modify, if necessary, and approve the annual operating budget of the Authority.

B. The Board shall receive and review periodic accountings of all funds under this Agreement.

C. The Board shall have the power to conduct, on behalf of the Authority, all business of the Authority, which the Authority may conduct under the provisions hereof and pursuant to law.

D. The Board shall have such other powers and functions as are provided for in this Agreement and the Bylaws.

VIII

MEETINGS OF BOARD

1. Meetings. Board shall provide for its regular, adjourned regular, and special meetings upon call of the Chair, Vice Chair (if any), or Program Administrator; provided, however, that it shall hold at least two (2) regular meetings annually, as set forth in the Bylaws.

2. Minutes. The Secretary of the Authority shall cause minutes of regular, adjourned regular, and special meetings to be kept and shall, as soon as possible after each meeting, cause a copy of the minutes to be forwarded to each member of the Board.

3. Quorum. A majority of the voting members of the Board shall constitute a quorum for the transaction of business, except that less than a quorum may adjourn from time to time. A vote of the majority of a quorum present at a meeting shall be sufficient to constitute action by the Board, except as otherwise specifically set forth in this Agreement or in the Bylaws.

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IX

OFFICERS OF THE AUTHORITY

1. Chair, Vice Chair, Secretary and Treasurer-Auditor. The Board shall elect from the Board a Chair, Secretary and Treasurer-Auditor of the Authority for terms of not less than one nor more than four years, as provided in the Bylaws, each to hold office until a successor is elected. A Vice Chair may also be elected. In the event an officer so elected ceases to be a member of the Board, the resulting vacancy in the office shall be filled at the next regular meeting of the Board held after such vacancy occurs. In the absence or inability of the Chair to act, the Vice Chair, if any, shall act as Chair. The Chair, or in his or her absence the Vice Chair, shall preside at and conduct all meetings of the Board.

2. Other Officers. The Board shall have the power to appoint such other officers as may be necessary to carry out the purposes of this Agreement.

X

PARTICIPANTS

1. Each Participant is entitled to the rights and privileges and is subject to the obligations as provided for in this Agreement and the Bylaws. Each Participant Agency shall comply with the rules and policies of the Authority.

2. A new Participant may be accepted upon application to the Authority and upon acceptance by the Board by two-thirds vote, and subject to acceptance by the prospective member of the terms and conditions of participation in the Authority and of the financial arrangements and fund contributions specified by the Board.

3. Each Participant shall be entitled to one voting representative at meetings of the Participants. Each representative shall be designated by appointment by the Participant’s governing body. Such governing body may delegate the authority to appoint that Participant’s representatives to its chief executive officer or principal.

XI

CONTRIBUTIONS AND OPERATIONS

1. Contributions. The parties agree that each Participant in the workers compensation and other group self-insurance programs shall make payment of contributions for coverage under those programs in which they elect to participate, as well as for the operations of the Authority. The Board shall be authorized and directed to establish the rate of contribution for each Participant, and the time schedule for payment of such contribution. Participants acknowledge that the rates established by Board for coverage under the workers compensation and other group self-insurance and insurance programs may reflect overall changes in coverage, changes in exposure and the past or projected experience of the Participants, as a group during the life of the program, and will not necessarily reflect the experience of an individual Participant during any specific period of participation. Consequently, there can be no assurance that current or former Participants will benefit equally from changes in the workers compensation program or

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other group self-insurance programs (including, but not limited to changes in eligibility for participation credits, dividends or retrospective rating adjustments or enlargements of coverage grants), nor that the burdens will be equally shared (including, but not limited to rate increases, restrictions on coverage, or unanticipated claims expenses). The timely payment of all required contributions shall be a condition precedent to the continuation of participation by each Participant in the workers compensation and other group self-insurance programs and the Authority. A Participant has no title or interest in the Participant’s contributions, whether equitable or otherwise, except as expressly provided in this Agreement.

2. Terms of Participation: Participants joining the Authority and participating in any Authority self-insurance, group purchase or other programs offered by the Authority shall commit to participate in the program for a minimum term which is typically two years unless stated otherwise in a duly adopted Board policy. The Board of the Authority shall establish by separate policy the minimum participation terms for each self-insurance, group purchase or other program offered by the Authority, including Workers Compensation, liability and any other program. Terms of participation shall be counted by the Authority’s fiscal year, commencing with July 1 of each year.

3. Computation and Notice of Rates; Assessments. The rates to be used in calculating contributions for each Participant for participation in the workers compensation, general liability and other group self-insurance programs shall be determined by the Board, to the extent practicable, no later than sixty (60) days prior to the commencement of the coverage year and communicated to all current participants as soon as practicable thereafter. However, if at any time the Board determines that the amount contributed for a given year is insufficient, each Participant agrees to promptly pay the Authority the full amount of any assessments levied by the Board, which shall not to exceed two hundred percent (200%) of the annual amount of the Participant’s contribution for coverage for any group self-insurance program for that year, as may be required to meet the Authority’s expenses associated with the provision of coverage for the Participants for that year and line of coverage. Such assessments shall be allocated and attributed to each Participant based upon a methodology approved by the Board, which may include consideration of payroll, the actual or projected costs incurred by the Authority to provide for program liabilities of the Participant’s employees, Participant’s compliance with risk management policies, the total actual or projected costs incurred by the Authority as a whole, and other factors. In the event such an assessment, together with any other resources available to the Authority, is insufficient to pay the costs of the Authority for any group self-insurance program during any fiscal year, each Participant contributing to the shortfall shall share the shortfall proportionately, and the Authority shall have no further obligation to pay such costs.

4. Loss Control and Risk Management. Participants in any insurance or self-insurance program agree to follow the loss prevention and risk management recommendations of the Board, and to abide by all conditions, requirements, rules and regulations regarding loss control and risk management which may be promulgated by the Authority, including, but not limited to adopting policies prohibiting sexual harassment.

5. Right to Inspect. Each Participant agrees that the Authority, its Program Administrator, or any of its respective agents, servants, employees or attorneys shall be permitted at any reasonable time to inspect Participant’s property and operations and to examine

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Participant’s books, documents and records as necessary in the proper operation of the group self-insurance programs or the Authority, to the maximum extent allowed by law.

6. Audit. Board shall obtain an annual audit of the financial affairs of the Authority, by a certified public accountant at the end of each fiscal year in accordance with generally accepted accounting principles. A copy of the annual audit report shall be available to each Participant, and shall be filed as required by law. The costs of such audit shall be paid from the funds of the Authority.

7. Binding Nature. Any Governmental Entity which makes application for participation in any of the group self-insurance program of the Authority, and is accepted as a Participant and signs this Agreement, shall thereupon become a party to this Agreement and shall be bound by all the terms and conditions hereof; provided, however, that any charter school or Governmental Entity may be refused admission to the Authority or any program thereof in the sole discretion of Board.

8. Deposit of Funds. Participants shall pay contributions to the Authority for the programs in which they participate and for operations of the Authority. The contributions and income therefrom shall be accumulated to pay the expenses of the programs for which they are determined or assessed. Funds received by Authority as contributions shall be deposited and invested in accordance with laws of the State of California pertaining to the investment of excess funds of charter schools.

9. Contributions by Participants. Without in any way limiting the powers otherwise provided for in this Agreement, the Bylaws, or by statute, the Authority shall have the power and authority to receive, accept and utilize the services of personnel offered by any Participants or its representatives or agents; to receive, accept, and utilize property, real or personal, from any Participant or its agents or representatives; and to receive, accept, expend and disburse funds, contract or otherwise, for purposes consistent with the provisions of this Agreement, which funds may be provided by any Participant, its agents, or representatives.

10. Excess Insurance and Reinsurance. The Authority shall obtain or cause to be obtained such excess insurance or reinsurance as may be necessary and prudent in the judgment of Board. The expense of such excess insurance or reinsurance shall be paid from the Funds of the Authority.

XII

CLAIMS ADMINISTRATION & PAYMENT OF LOSSES

1. General. The principal purpose for the establishment of the Authority is to provide for the orderly presentment, examination, investigation, defense or settlement of claims against the Participants which are covered under group self-insurance and insurance programs of the Authority. It is agreed and understood that the Authority shall use the sums contributed by the Participants for such programs to pay such losses and claims.

2. Presentment of Claims. The services and benefits to be provided by the Authority shall be paid or furnished to or for the benefit of a Participant with respect to a

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particular incident or claim only if the Authority is notified as required by the applicable coverage agreement.

3. Investigation and Defense. Program Administrator will investigate, or cause to be investigated, all such claims and will attempt to adjust or settle such claims, in accordance with the authority delegated to Program Administrator by Board or the Participant involved. As required, and subject to the provisions of the Coverage Contracts, the Authority, through designated defense counsel will provide legal defense of claims against Participants. The Participant agrees to aid the Authority in such matters and to provide and make available all information and personnel as may be reasonably required in the opinion of Program Administrator to fully investigate and resolve the claim.

It is understood that Board and Program Administrator shall use their discretion in making judgments and assumptions as to the actual value of any claim and making such reserves based on such judgments.

XIII

TERMINATION OR WITHDRAWAL OF PARTICIPANT

1. Withdrawal of Participant. A Participant may terminate its participation in any Authority self-insurance, group purchase, or in other programs of the Authority, or from all programs of the Authority and from the Authority itself, following the minimum terms established in accordance with Article XI, section 2, hereof, by giving 90 days advanced written notice, unless another notice period is adopted by the Board. A withdrawing Participant shall remain liable for any unpaid contribution which shall have accrued under any program or coverage agreement it may have accepted, and for any liability it may have to the Authority itself, through the effective date of termination. Upon its voluntary withdrawal or its termination as a Participant in the Authority or any program of the Authority, a former Participant becomes ineligible to participate in any program of self-insurance of the Authority, except that the rights of a Participant after termination shall be limited to those benefits, such as the defense and indemnity of claims covered under coverage agreements issued by the Authority, which have accrued as of the date of termination as determined by the provisions of the applicable program. A withdrawing or terminating Participant shall have no other rights in any assets of the Authority or of any program of the Authority, whether denominated as equity, surplus, contributions or otherwise, except upon windup of the program or the Authority.

2. Involuntary Termination. A Participant may be terminated by the Authority from any program of the Authority, or from the Authority itself, for:

(i) Failure to comply with any term or condition of this Agreement, a coverage agreement, insurance policy, or other evidence of coverage issued by, through or on behalf of the Authority; or

(ii) With or without cause, upon a 2/3 vote of the members of Board.

3. Adjustment. Whether termination is voluntary or involuntary, a Participant shall remain liable for any unpaid contribution which shall have accrued prior to

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withdrawal or termination of its participation in any program of the Authority, or the Authority itself. Adjustment for amounts of contribution due to the Authority upon termination shall be made within thirty (30) days of the time at which cancellation is effective.

4. Continued Liability. After a Participant withdraws or terminates, such withdrawing party shall be subject to assessment by the Authority to maintain the solvency of any program of the Authority for any year during which the party was a Participant, unless the coverage agreement otherwise provides.

5. Coverage Disputes. If a Participant disputes a coverage determination, the Participant must appeal to the Board prior to seeking any other remedy.

XIV

PROGRAM ADMINISTRATOR

1. Appointment of Program Administrator. The Board shall appoint a Program Administrator to administer the Authority. The duties of the Program Administrator may be further delegated to a person, association, partnership, corporation, contracted or employed staff, or any other form of entity, subject to such limitations as the Board may specify.

2. Duties of Program Administrator. Program Administrator shall have all such duties and authority as may be delegated to it by Board. Board shall enter into a service agreement or establish policies and procedures which shall specify all of the duties and obligations of the Program Administrator.

XV

ACCOUNTS AND RECORDS

1. Annual Budget. The Board shall annually adopt an operating budget for the Authority.

2. Funds and Accounts. The Treasurer-Auditor of the Authority shall establish and maintain such funds and accounts as required by the Board and as required by good accounting practice. Books and records of the Authority in the hands of the Treasurer-Auditor shall be open to inspection at all reasonable times by the Board and as otherwise required by law.

3. Bond. A bond in the amount determined adequate by Board shall be required of all officers and personnel authorized to disburse funds of the Authority. Such bond may be paid for by the Authority.

XVI

ACTUARY

1. Appointment. Board shall retain an Actuary.

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2. Duties. Actuary shall have all duties and authorities as may be delegated to it by Board in a written contract between Actuary and Board. It is contemplated that the duties of Actuary shall include but not necessarily be limited to the following:

(a) Recommend contribution rates;

(b) Review rating structure;

(c) Monitor claims and analyze loss reserves;

(d) Monitor participation in all self-insurance and insurance programs;

(e) Assist Board in financial planning;

(f) Evaluate reinsurance proposals.

3. Payment. The professional fee paid Actuary for its services shall be an expense of the Authority. The professional fee may be based on a flat sum, an hourly rate, or another method as the parties may specify.

XVII

LEGAL COUNSEL

1. Appointment. Board shall appoint an attorney for the Authority to serve as General Counsel. Board may retain Special Counsel as needed.

2. Payment. The professional fees of General and any Special Counsel for services rendered to the Authority shall be based on a retainer, an hourly rate, or other method as the parties may specify.

XVIII

AMENDMENT AND TERMINATION

1. Amendment. Participants may amend this Agreement at any time and from time to time by an instrument in writing approved by a majority vote of Board and executed by a majority of the Participants, provided, however, that:

(a) No amendment shall retroactively reduce the benefits which any Participant is entitled to receive under any Coverage Contract for any coverage year in which a Participant was a fully qualified Participant without their written consent.

(b) Upon approval, by Board, and upon execution of any amendment by a majority of the Participants, the said amendment shall immediately be effective and binding upon all Participants. Any Participant which has failed to sign the amendment shall have the option of withdrawing from the Authority on the first day of the month next following the month in which a majority of the Participants have completed approval of the amendment, or remaining in the Authority and being bound by such amendment.

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2. Termination by Agreement. Participants may terminate any program of the Authority or the Authority without a successor program or entity effective as of the end of the then-current coverage year by an instrument in writing approved by a majority vote of Board, executed by a majority of the Participants; provided, however, if any insurance program of the Authority or the Authority shall be so terminated, such termination shall not reduce or terminate the rights, benefits, and obligations of any Participant as to any claim theretofore presented.

3. Termination by Withdrawals. If, at any time, by reason of withdrawals or terminations of Participants, the Actuary shall advise and Board concurs that any program of the Authority is no longer economically feasible or actuarially sound, then such program or programs shall be terminated and dissolved by Board.

4. Disposition of Funds Upon Termination. Upon termination of any program of the Authority, the Authority shall retain in a liquidation fund such sums up to the entire amount held by the Authority for the benefit of the Participants in such program as the Board deems sufficient to pay the remaining obligations of the program. In the alternative, the Authority may insure or reinsure all outstanding liabilities of Participants in such program. Any funds remaining after termination of a program of the Authority, after adequate provision for all liabilities and claims thereunder, shall be distributed to the then-current Participants in the same proportion as each Participant’s total contributions paid by that Participant, reduced by the amount of losses and allocated claims expenses paid on behalf of that Participant, bear to all contributions paid by all Participants, reduced by the total losses and allocated claims expenses paid on behalf of all Participants from the inception of that program to its termination. If the Authority insures or reinsures all outstanding liabilities of Participants, any funds remaining in excess of amounts necessary to pay the cost of such insurance or reinsurance shall be distributed to Participants in accordance with this Section, not later than twelve (12) months after payment of the final insurance or reinsurance premium. If the Authority elects to liquidate the liabilities by means of a liquidation fund, any excess funds shall be distributed not later than twenty-five (25) years following the date of termination. Board shall determine such distribution within six months after disposal of the last pending claim or loss covered by the program being terminated.

5. Termination of the Authority. The Authority itself may be terminated and dissolved in the same manner and subject to the same conditions as any program may be terminated; provided that, in addition, the Treasurer-Auditor shall disburse any funds in the treasury as directed by Board. Board is vested with all powers of the Authority for the purpose of winding up and dissolving the business affairs of the Authority.

XIX

CLAIMS, LITIGATION, OR JUDGMENTS AGAINST THE AUTHORITY

1. Defense of Claims. As to any claim or action against the Authority which is based on or arises out of an occurrence involving an officer or employee of the Authority during the course and in the scope of such duties, who is also an officer or employee of a Participant, such claim or action against the Authority will be defended by the Authority to the extent authorized by law. Such claims or actions shall not be considered claims or actions against such Participant solely as a result of employment by the Authority.

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2. Claims and Judgment Against the Authority. Claims and judgments against the Authority, its agents, Board members, officers or employees, shall be paid from, or charged to, the appropriate coverages or self-insured funds the Authority has established and/or purchased against such claims, judgments or losses. Such amounts shall be paid from the Authority’s own coverage or self-insured funds.

XX

MISCELLANEOUS

1. Binding Nature. This Agreement contains the entire agreement of the parties and supersedes all discussions, negotiations or promises made prior to the execution of this Agreement. This Agreement shall be binding upon and inure to the benefit of the original parties hereto and any substitute or additional parties who are bound hereby in accordance with the provisions hereof, their successors and assigns.

2. Notices. Any notices required by law or this Agreement shall be sufficient if given in writing and deposited in the United States mail, postage prepaid, addressed to the Participant at the last address on file with the Authority. Notices to be given to the Authority shall be directed to such address as the Authority shall designate for such purpose.

3. Partial Invalidity. If any one or more of the terms, provisions, promises, covenants, or conditions of this Agreement shall to any extent be judged invalid, unenforceable, void or voidable for any reason whatsoever by a court of competent jurisdiction, each and all of the remaining terms, provisions, promises, covenants and conditions shall not be affected thereby, and shall be valid and enforceable to the fullest extent permitted by law.

4. Successors. This Agreement shall be binding upon and shall inure to the benefit of successors of the parties.

5. Counterparts. This Agreement may be executed in one or more counterparts, and shall be deemed effective as to all signatories as though signed in one document.

IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be executed by their proper officers thereunto duly authorized, and their official seals to be affixed as of ________________, 20__.

___________________________________________ Name of Charter School or other Governmental Entity By:_______________________________ Its:______________________________ “PARTICIPANT”

1

REACH LEADERSHIP ACADEMY RESOLUTION No. 09242012_1

The undersigned, on behalf of REACH LEADERSHIP ACADEMY, a California nonprofit public benefit corporation (the “Company”), hereby certifies that the resolutions set forth below were adopted by the Board of Directors (the “Board”) of the Company, in accordance with Section 5211 (a) of the California Nonprofit Corporation Law and Art. IV of the Bylaws, at a duly noticed meeting held on _________ , 2012 at __:00 .m., Pacific Time at . A quorum of the Board was present at the meeting. Temporary Appointment of Board Member Judi Lynn Jenkins as Office Manager

WHEREAS, REACH Leadership Academy had an urgent need to hire an Office Manager in order to open its doors to students for the 2012-2013 academic year; AND WHEREAS, the management of REACH Leadership Academy did not have adequate time to interview and hire an Office Manager until after the 2012-2013 academic year had begun; NOW THEREFORE BE IT RESOLVED, that the Board hereby ratifies the decision of the Executive Director of REACH Leadership Academy to hire, on a temporary basis, board member Judi Lynn Jenkins to serve as Office Manager for REACH Leadership Academy until a suitable replacement could be found. The Board hereby thanks Ms. Jenkins for her dedication and commitment to the mission and vision of REACH Leadership Academy and her willingness to fill this temporary position on short notice.

* * *

CERTIFICATE OF ADOPTION

The undersigned certifies further that the foregoing Resolution has not been modified, amended or rescinded and is in full force and effect as of the date hereof. REACH LEADERSHIP ACADEMY By: ____________________________ Name: ____________________________ Title: ____________________________ Date: ____________________________

Staff Handbook REACH Leadership Academy September 2012

Welcome! We would like to welcome you to REACH Leadership Academy. We wish you success in your new job with us. Through teamwork and a collective desire on the part of those employed at REACH Leadership Academy School of Math, Science, & Technology we strive to be the educational leaders in the Riverside County and beyond. We expect REACH Leadership Academy to fulfill its mission and vision. You have been chosen for your position because we believe you have the innate desire to educate those in the Riverside and the surrounding communities and because we believe that you, as with the rest of the faculty, will work hard to create a culture of learning for each student. We know that working together will produce a well-educated student body as well as employees that will find working here a rewarding and satisfying experience. This handbook is a reference guide for staff of REACH. It provides general information regarding the policies and procedures of REACH Leadership Academy School of Math, Science, & Technology. You are responsible for reading this Handbook carefully. Sincerely, Dr. Virgie Rentie Executive Director/CEO REACH Leadership Academy School of Math, Science, & Technology


Board of Directors Carla Crow, Deneen Carter, Trayci Nelson, Judi Lynn Jenkins, Jennifer Ruiz,

Jennifer Boren, Beverly Smith, Christopher Rentie

SCHOOL ADMINISTRATION Executive Director/CEO

Dr. Virgie Rentie

Office Manager Virginia Ruiz

ABOUT THIS HANDBOOK

This Staff Handbook is intended to help each staff member understand the policies and procedures at REACH Leadership Academy School of Math, Science, & Technology. As an employee of REACH, you are expected to read this handbook thoroughly and to know and abide by the policies outlined herein, as revised over time, throughout your employment. Our goal is for this handbook to serve as a useful reference throughout your employment at REACH. This handbook cannot anticipate every situation or answer every question about employment, and it is not an employment contract. Where appropriate and necessary, the Executive Director and REACH supervisors will explain additional procedures, policies, practices, and procedures.

REACH reserves the right to change, deviate from, eliminate, or revise the handbook, except for the at-will provisions, at any time, without notice, whenever REACH determines that such action is warranted. This handbook supersedes and replaces all previous staff policies, practices, and procedures.


ABOUT REACH LEADERSHIP ACADEMY

MISSION

REACH Leadership Academy School of Math, Science, & Technology is a college preparatory elementary school which is dedicated to bridging the socioeconomic, racial, and digital divide for underserved youth. Our dedicated and highly trained teaching staff is committed to preparing our students for success in college and equipping them to meet the demands of a global society. We are committed to developing confident, articulate leaders who will use their life experiences and education to create positive changes in their own lives and within their communities and beyond.

Central to our mission is the unwavering belief that if given the proper tools, all students can succeed in school and in the most competitive colleges and universities. REACH believes that all students must be prepared for higher education and equipped with the skills and the choice to pursue it at the highest levels. VISION

As a nurturing learning community, REACH Leadership Academy (REACH) cultivates and empowers global-literate students who have the knowledge, critical thinking skills, and attitudes to become influential contributors in an ever-changing global society. REACH believes in a student-centered approach to learning that encourages all students to become compassionate, innovative, and intelligent thinkers who are knowledgeable about themselves and the world around them. To prepare students for success in competitive four-year colleges and universities, REACH will create a focused learning environment that


cultivates students’ characters and academic skills.

In line with the school’ s mission is the underlying belief that one of the fundamental purposes of education is to empower and give back to the community. In order to do so, students must develop a sense of purpose that exceeds social and economic gain. Through intentional teaching, modeling, and reinforcement of strong character, REACH staff and students will operate under the guiding principles of four central values: Leadership, Excellence, Responsibility, and Resilience (modeled after REACH Schools, 2007).

Leadership. At REACH Leadership Academy, teachers and staff are committed to building tomorrow’ s leaders. REACH believes in instilling the knowledge, attitude, and mindsets in students to become poised, confident, articulate leaders within the school community, the Riverside community, and among the global society. REACH staff will model and expect students to step into leadership roles throughout the campus, on the playground, within the classroom, during assembles. Among some of the leadership opportunities will be opportunities for students to run for Student Government. Students will be encouraged to run for positions which will, in turn, provide opportunities for them to learn to speak in front of large groups, articulate their thoughts in a debate format, and initiate relationships amongst their peers.

Excellence. REACH students will strive for excellence in academics, character, and extracurricular activities. REACH teachers will expect students to operate in excellence. From well-written writing assignments to sportsmanship on the soccer field, students will strive to do everything in excellence. By paying attention to details and striving to do better, REACH will prepare students to succeed in school, in college, and beyond.

Responsibility. REACH students will take personal responsibility for their actions and for their own learning. Students will be taught to take initiative and to get the support necessary to be successful in school and within the community. Students will be taught that everything they do is a choice and that they must


take responsibility for the choices they make. When students make bad choices, they must take responsibility for those actions as well. REACH expects students to be (1) responsible citizens, (2) engaged and informed members of society and the world, and (3) opportunity seekers to create positive change.

Students will be expected to take responsibility for their own learning. REACH staff will engage students in topics about the magnificent human brain and how it develops. Research supports the idea that by teaching students to appreciate their brains, they can be motivated to learn and expend greater effort when faced with difficult tasks. Improvements in mathematics have been well documented as a result of direct instruction on how the brain works (Chen, 2010).

REACH students will be taught the following with regards to taking responsibility for their own learning (Dweck, 2007):

To think of their brain as a muscle that strengthens with use

To use methodologies that will help their brains to learn better

To view challenging activities as fun and as vehicles to help them learn.

REACH staff will discourage students from the use of labels such as smart and dumb many of which convey intelligence as a fixed entity. Teachers will praise students’ effort, strategies, and progress, not their intelligence. Praising intelligence can lead students to fear challenges and makes them feel inadequate and discouraged with faced with difficult tasks (Chen, 2007).

Resilience. Resilience is the process of recovering readily from adversity, trauma, tragedy, or other significant sources of stress such as family and relationship issues. REACH Students will be taught to value resilience or the ability to bounce back from difficult experiences. The ability to recover after major setbacks is what students will need to excel in school and to succeed in college and beyond.


Means to Achieve Mission and Vision In order to ensure the academic success for ALL students, REACH Leadership Academy’ s college preparatory curriculum will be supported by the following:

High Expectations. “ Schools which establish high expectations for all students – and give them the support necessary to achieve these expectations- have high rates of academic success,” (Brook, 1989). REACH students, parents, and staff will be held to high levels of expectations. Parents will be expected to support their child’ s academic and non-academic endeavors. Students will be expected to strive for excellence in every aspect of life.

More Time on Task. In order to close the achievement gap for REACH’ s targeted student population, the Charter School will provide a longer school day and a longer school year for students which means REACH will allow more time for students to acquire the academic knowledge and skills necessary to be accepted to and graduate from some of the finest college and universities in the nation. More time on task speaks to the idea that students are engaged and learning at all times (See Instructional Minutes Below).

Focus on Results. Teachers will be asked to keep the following question in mind: “ How do we make more likely that students really understand the material being taught?” By focusing on results, educators will (1) identify the desired results. (What do we want student to learn?), (2) determine the acceptable evidence (assessment), and (3) plan lessons accordingly. Assessment becomes part of the learning process and not just something that is done at the end of a unit.

More time for Teacher Collaborations. Assessment results will guide classroom instruction and ensure academic rigor among all grade levels so that students are prepared to excel academically. Teachers will meet weekly in grade-level teams to collaborate in order that gifted, on-target, and at-risk students receive


challenging, rigorous pedagogy at their instructional level. Monthly Data meetings will be held school-wide for all teachers to disaggregate diagnostic data in order to identify students who need help and shall make proper decisions regarding instruction. COMMITMENT TO EXCELLENCE All teachers, students, and parents are required to sign the “ Commitment to Excellence” contracts below as part of their agreement to join the REACH Leadership Academy School of Math, Science and Technology Team and Family. Teachers’ Commitment We fully commit to REACH in the following manner:

1. We will arrive at REACH every day by 7:00 a.m. (Monday - Friday) 2. We will remain at REACH until 4:00 p.m. and until 5:30 as needed

(Monday – Friday). 3. On our duty days, we will show-up on time and work to the best of our

ability. 4. We will always teach in the best way we know how and do whatever it

take to insure every child learns to the best of his/her ability. 5. We will plan and execute rigorous lessons to prepare our students for

success in college and beyond. 6. We will provide help after school to students who re at-risk of failure. 7. We will hold all of our students, parents, fellow staff members, and

ourselves to REACH’ s high expectations. 8. We are committed to results. 9. We will collaborate and plan with colleagues on a regular basis.


10. We are committed to our own professional growth and constant learning. We will give each other feedback regularly.

11. We will make ourselves available to students and parents during the school day.

12. We will make ourselves available to students, parents, and fellow staff members via phone in the evenings, until 9:00 p.m., on weekends, and during vacations to address any questions or concerns they may have.

13. We will regularly provide parents with updates on their children’ s progress.

14. We will respect everyone at REACH Leadership Academy School of Math, Science, & Technology regardless of race, color, gender, handicap, age, religion, disability, lifestyle, sexual orientation, or national or ethnic origin.

15. I will always act in a professional manner when speaking with someone at REACH.

16. We will always protect the safety, interest, and rights of all individual in the classroom.

17. I will follow the REACH dress code. 18. We will strive to be the best teachers we can be, modeling excellence and

taking no shortcuts in preparing our students for success in college and beyond.

Failure to adhere to these commitments can lead to our dismissal from REACH Leadership Academy School of Math, Science, & Technology. X _________________________________________________________ Student’ s Commitment I fully commit to REACH Leadership Academy School of Math, Science, & Technology in the following manner:


1. I will arrive at REACH everyday by 7:25 a.m. (Monday – Friday). 2. I will remain at REACH until 3:00 p.m. (Kinder) or 3:30 p.m. (all other

grades) Monday – Friday. 3. I will come to school everyday ready to learn. 4. I will not take shortcuts. Everyday I will be the best student and person I

can be. 5. I will always work, think, and behave in the best way I know how, and I will

do whatever it takes for my fellow classmates and me to learn. I will give 100% everyday.

6. I will take charge of my own learning by participating in class, listening to my teachers and classmates in a respectful manner and asking questions if I do not understand.

7. I will complete all of my homework every night. 8. I will ask my teachers for help when I need it both in class and outside of

class until 8:00 p.m. 9. I will call my teachers if I am unable to come to school or have problem

getting to school. 10. If I make a mistake, I will always tell the truth and accept responsibility for

my actions. 11. I will always behave in a manner that protects the safety, interest, and

rights of all individuals in the classroom. 12. I will always follow my teachers’ directions. 13. I will always treat my classmates, teachers, parents, and visitors with

kindness, courtesy, and respect. 14. I will respect everyone at REACH 15. I will follow the REACH dress code. 16. I will be a good neighbor by participating in community service projects. 17. I will uphold the high expectations of REACH at all school related events

on and off campus. 18. I am responsible for my own actions.


Failure to adhere to these commitments can cause me to lose various REACH privileges, spend time in in-school suspension, or lead to expulsion form school. X _________________________________________________________ Parent’ s/Guardians’ Commitment We fully commit to REACH in the following manner:

1. We will make sure our child arrives at REACH everyday by 7:25 a.m. (Monday-Friday).

2. We will make arrangements for our child to remain at REACH until 3:00 p.m. (Kinder) & 3:30 p.m. (all other grades) Monday – Friday.

3. If our child needs to stay for Intervention after school until 4:30 p.m., we will make arrangements for him/her to stay.

4. We will pick up our child on time. 5. We will do all we can do to support our child and the commitment he/she

has made to attend REACH Leadership Academy. 6. We will partner with teachers and staff of REACH to help our child excel in

school, both academically and behaviorally. 7. We will always help our child in the best way we know how, and we will do

whatever it takes for him/her to learn. 8. We will check and sign our child’ s homework every night, and let him/her

call a classmate or teacher (until 8:00 a.m.) if there is a questions/problem with the homework. We will read with our child nightly.

9. We will read carefully and sign (if necessary) all the papers the school sends home to us.

10. We will always make ourselves available to our children and the school and address any concerns they have. We will meet regularly with teachers to discuss our child’ s progress.


11. If our child is going to miss school, we will call the school in advance and notify teachers a soon as possible.

12. We will allow our child to go on REACH field trips. 13. We will make sure our child follows the REACH dress code. 14. We understand that our child must follow the REACH Leadership

Academy School of Math, Science, & Technology rules so as to protect the safety, interests, and rights of all individuals in the classroom.

15. I will always act in a professional manner when speaking with someone at REACH.

16. We will help our child prepare for college and beyond by supporting him/her and encouraging him/her to adhere to his/her “ commitment to excellence.

17. We pledge to give back to the school by volunteering a minimum of 20 hours per year per family either inside or outside of my child’ s classroom.

18. We, not the school, are responsible for the behavior or our child. Failure to adhere to these commitments can cause my child to lose various REACH privileges, spend time in in-school suspension, or lead to his/her expulsion from school. X _________________________________________________________

EMPLOYEE CLASSIFICATIONS

Federal and state law prohibit discrimination in hiring, promotions, pay, discharge and other employment actions where the decision is based on such prohibited reasons as the employee’ s race, sex, age, national origin, or religion. REACH Leadership Academy is committed to abiding by all local, state and federal laws


in regard to discrimination in all respects. Regular Full-Time Employees If an employee works thirty hours per week or more and a minimum of 140 days per school year, the person is considered a regular full-time employee. S/he is eligible for all employee benefits provided by REACH Leadership Academy. At-Will Employees

All employment at REACH is "at-will." This means that employment is for no definite period and both you and REACH have the right to terminate employment at any time, with or without advance notice and with or without cause. REACH also has the right to demote or discipline an employee, or alter the terms of employment, at any time, with or without cause and with or without advance notice, in REACH’ sole discretion. No one other than the Executive Director of REACH has the authority to alter this at-will policy, to enter into an agreement for employment for a specified period of time, or to make any agreement contrary to this policy. To be effective, any such agreement must be in writing, must be signed by the Executive Director of REACH and by the affected employee, and must express a clear and unambiguous intent to alter the at-will nature of the employment relationship.

Equal Employment Opportunity Policy

It is REACH’ s policy to provide equal employment opportunity for all applicants and employees. REACH does not unlawfully discriminate on the basis of race, color, gender (including pregnancy, childbirth, or related medical conditions), gender identity, religious creed, marital status, age (over 40), national origin, ancestry, physical or mental disability, genetic information, legally protected medical condition, family care or medical leave status, veteran status, sexual orientation, or on any other basis made unlawful by federal, state or local laws.


REACH also makes reasonable accommodations required by law, including accommodations for disabled employees and accommodations for women with pregnancy-related disabilities who request an accommodation for pregnancy, childbirth, or related medical conditions.

REACH also prohibits the harassment of any individual on any of the bases listed above. For information about the types of conduct that constitute impermissible harassing conduct, or REACH’ s internal procedures for addressing complaints of harassing conduct, please refer to REACH’ s Policy Against Harassment in this handbook.

This policy governs all aspects of employment, including hiring, job assignment, compensation, promotion, discipline, termination, and access to employee benefits and training. It is the responsibility of every supervisor and employee to conscientiously follow this policy.

If you have any questions or concerns about any type of discrimination in the workplace you are encouraged to bring these issues to the attention of your Administrative Designee, REACH’ s Executive Director, or the REACH Board of Directors. REACH will not tolerate retaliation against any employee for making a good faith complaint regarding discrimination, harassment or retaliation, or cooperating in an investigation of such complaints.

Policy Against Harassment

REACH is committed to providing a workplace free of harassment based on race, color, gender (including pregnancy, childbirth, or related medical conditions), gender identity, religious creed, marital status, age (over 40), national origin, ancestry, physical or mental disability, genetic information, legally protected medical condition, veteran status, sexual orientation, family care or medical leave status, or any other basis protected by law.

REACH strongly disapproves of and will not tolerate harassing conduct by


managers, supervisors, co- workers, board members or officers. Similarly, REACH will not tolerate harassing conduct by its employees of non-employees with whom REACH employees have a business, service, or professional relationship. REACH also will attempt to protect employees from harassing conduct by non-employees in the workplace.

Harassing conduct includes verbal, physical, and visual conduct that creates an intimidating, offensive, or hostile working environment or that interferes with an employee’ s work performance. Such conduct constitutes harassing conduct when (1) submission to the conduct is made either an explicit or implicit condition of employment; (2) submission or rejection of the conduct is used as the basis for an employment decision; or (3) the harassing conduct interferes with an employee's work performance or creates an intimidating, hostile, or offensive work environment.

Harassing conduct can take many forms and includes, but is not limited to, the following: slurs, jokes, statements, gestures, assault, impeding or blocking another's movement or otherwise physically interfering with normal work, drawings, cartoons, and other statements, actions, writings and pictures based on an employees' race, color, sex, religious creed, national origin, ancestry, physical or mental disability, or any other basis protected by federal, state or local laws.

Any incidents of harassing conduct, including work-related harassing conduct by any REACH personnel or any other person, must be reported to your Administrative Designee, Executive Director, or REACH Board of Directors. You are not required to report to any of these people if that person is the individual who is engaging in the conduct, but may instead report the conduct to another member of management. Supervisors who receive complaints or who observe harassing conduct must immediately inform the Executive Director so that an investigation may be initiated.


Every complaint reported under this policy will be investigated thoroughly and promptly. REACH will attempt to keep complaints made under this policy and any resulting investigation confidential to the extent feasible. However, in the course of an investigation and/or in resolving the matter, some dissemination of information to others may be necessary, appropriate, and/or required by law.

REACH will not tolerate retaliation against any employee for making a good faith complaint under this policy or for cooperating in an investigation. Employees should report any such retaliation immediately to management.

If a violation of this policy is established, REACH will take appropriate corrective action. Corrective action may include, for example, training, referral to counseling, or disciplinary action ranging from a written warning to termination of employment, depending on the circumstances.

Policy Against Sexual Harassment

What is Sexual Harassment?

Sexual harassment is harassment based on a person’ s sex, gender, and/or pregnancy, childbirth, or related medical conditions. Sexual harassment includes verbal, physical, and visual conduct that creates an intimidating, offensive or hostile work environment or that interferes with an employee’ s work performance. Conduct is termed harassment when (1) submission to the conduct is made either an explicit or implicit condition of employment, (2) submission or rejection of the conduct is used as the basis for an employment decisions; or (3) it interferes with an employee’ s work performance or creates an intimidating, hostile or offensive work environment.

Examples of prohibited conduct include but are not limited to the following:

Verbal conduct such as epithets, derogatory jokes or comments, slurs, invitations; or comments;


Displaying of sexually suggestive objects, such as posters, photography, cartoons, or drawings;

Explicitly or implicitly offering preferential treatment with regard to an inGLYLGXDOಬ V�HPSOR\PHQW� VWDWXV�LQ�H[FKDQJH�IRU�VH[XDO�IDYRUV�RU�VH[XDO�activity;

Deliberate, repeated or unsolicited leering, sexual gesturing or teasing;

Comments about an individual’ s body;

Sexually degrading words used to describe an individual;

Sexual letters, notes, emails or invitations;

Physical conduct such as assault, unwanted touching, blocking or impeding movements;

Requests for sexual favors; and

&RQYHUVDWLRQ�FRQWDLQLQJ�VH[XDO�FRPPHQWV�� REACH Leadership Academy’ s Policy Against Sexual HaUDVVPHQW 6H[XDO�KDUDVVPHQW�ZLOO�QRW�EH�WROHUDWHG�DW� REACH. REACH prohibits sexual harassing conduct by all employees, regardless of whether the conduct is directed towards or relates to other REACH employees or non-employees with whom REACH has a business, service, or professional relationship. REACH also will attempt to protect staff from harassment by non-employees in the workplace. This policy not only prohibits actions that are unlawful, but also conduct that is not severe enough to be unlawful but is inappropriate in REACH’ workplace. Contact your Administrative Designee or the Executive Director if you have any questions about whether certain conduct is prohibiWHG�E\�WKLV�SROLF\�� 1RWLILFDWLRQ�,QYHVWLJDWLRQ�3URFHGXUHV� 5HSRUW�,PPHGLDWHO\��$Q\�LQFLGHQWV�RI�KDUDVVLQJ�FRQGXFW�PXVW�EH�reported immediately to the Principal or the Chief Operating Officer. You are not


required to report to any of these people if that person is the individual who is engaging in the conduct, but may instead report the conduct to another member of management, including the REACH Executive Director. Supervisors who receive complaints or who observe harassing conduct must immediately inform the school’ s Executive Director��

Prompt and Thorough Investigation. Every complaint reported under this policy will be investigated thoroughly and promptly. REACH will keep complaints made under this policy and any resulting investigation confidential to the extent feasible. However, in the course of an investigation and/or in resolving the matter, some dissemination of information to others may be necessary, DSSURSULDWH��DQG�RU�UHTXLUHG�E\�ODZ��

No Retaliation. REACH will not tolerate retaliation against any employee for making a good faith complaint under this policy or for cooperating in an investigation. You should report any such retaliation immediately to your 3ULQFLSDO��

Consequences. If a violation of this policy is established, REACH will take appropriate corrective action. Corrective action may include, but is not limited to, training, referral to counseling, or disciplinary action ranging from a written warning to termination of employment, depending on the circumstances.

&RQWDFW�,QIRUPDWLRQ�IRU�5HSRUWV��4XHVWLRQV

Carla Crow, Board President, [email protected], 909-782-4533. Dr. Virgie Rentie, REACH Executive Director, [email protected] , 951-295-2171.

Anne Dumire, REACH Administrative Designee, [email protected], 810-841-4999

mailto:[email protected]

mailto:[email protected]


Confidentiality Of Information

During employment, you as an employee of REACH may have access to and/or become aware of information of a confidential, proprietary, or private nature, including but not limited to information and data relating to REACH students; non-public information data relating to donors, donor prospects, and donations; non-public REACH budget or financial information; and payroll and personnel information relating to current or former employees. As a condition of their employment, all REACH employees must sign a Confidentiality Agreement. This Agreement describes what information REACH considers confidential information and what measures REACH employees are expected to take to protect confidential information. This Agreement can be found on the last page of this Handbook.

Direct any questions about your confidentiality obligations to the Executive Director.

Staff Information

It is important that your personal data such as your address, telephone number, number of dependents, beneficiaries, and tax withholding information be accurate and up-to-date. Please report any changes in personal information to your school Operations Manager as soon as possible after the change.

Domestic Partnerships

REACH’ s Definition of a Domestic Partner is a person who meets the following eligibility requirements:

Domestic partners are two adults who have chosen to share one another's lives LQ�DQ�LQWLPDWH� DQG�FRPPLWWHG�UHODtionship of mutual caring.


Both persons have a common residence.

Neither person is married to someone else or is a member of another domestic SDUWQHUVKLS�ZLWK� VRPHRQH�HOVH�WKDW�KDV�QRW�EHHQ�WHUPLQDWHG��GLVVROYHG��RU�annulled; and neither of us has had a GLIIHUHQW�GRPHVWLF�SDUWner within the last six months.

Are responsible for each other’ s basic living expenses during the domestic SDUWQHUVKLS�DQG�VKDUH� ILQDQFLDO�UHVSRQVLELOLW\�IRU�DQ\�GHEWV�LQFXUUHG�DV�D�GLUHFW�result of an extension of benefits.

The two persons are not related by blood in a way that would prevent them from EHLQJ�PDUULHG� WR�HDFK�RWKHU�LQ�WKLV�VWDWH��

Both persons are at least 18 years of age.

Both persons are capable of consenting to the domestic partnership.

May be of the same or opposite sex.

Certain policies and plans require us to abide by the state definition of domestic partnership. The definition above applies whenever REACH has the opportunity to define this type of relationship.

Employee Classifications

Each REACH employee is either "exempt" or "non-exempt." An employee's duties, responsibilities, and salary determine whether his or her position is exempt or non-exempt. Employees classified as non- exempt are eligible for overtime pay according to applicable state and federal guidelines. Employees in exempt positions are not eligible for overtime pay.

In addition, staff will fall within one of the following categories:


Full-Time Staff

Full-time employees are those who are regularly scheduled to work at least 40 hours per week. Generally, full-time employees are eligible for the benefits and leaves of absences described in this handbook, subject to the terms, conditions, and limitations of each benefit and leave program.

Part-Time Staff

Part-time employees are those employed who are regularly scheduled to work 39 hours or less per week. Generally, part-time staff regularly scheduled to work 20 or more hours per week are eligible for the benefits and leaves of absences described in this handbook, subject to the terms, conditions, and limitations of each benefit and leave program. Staff regularly scheduled to work less than 20 hours per week receive legally mandated benefits and leaves, but are ineligible for all of REACH’ other employment benefit and leave programs. A change from part-time to full-time status will be effective only if the employee has been advised of the change by the employee’ s supervisor.

Work Hours And Overtime For Non-Exempt Staff

Employees classified as non-exempt are eligible for overtime pay according to applicable state and federal guidelines. Employees in exempt positions are not eligible for overtime pay. Overtime will be computed based on actual time worked. Only those hours that are actually worked are added together to determine an employee's overtime pay.

No non-exempt employee may work overtime without the express, prior approval of his or her direct supervisor. Unauthorized overtime is against REACH policy and may result in disciplinary action up to and including termination.

REACH provides employees with meal and rest breaks according to applicable laws. For more information regarding overtime rates, rest breaks, and meal


breaks, employees should contact the Executive Director.

Pay Periods

Employees are paid on the last day of the month, except when that day falls on a holiday or a weekend, in which case employees are paid on the prior work day. Employees may participate in an automatic payroll deposit program. Those employees who do not enroll in the automatic payroll deposit program will receive their paychecks in their school or office mailboxes on designated paydays.

If you believe an error has been made in your paychecks please contact the Executive Director as soon as possible. An employee’ s paycheck will not be released to another person without the written authorization of the employee in question.

Separation From Employment

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Employees are expected to observe certain standards of job performance and good conduct. The rules set forth below are intended to provide employees with some guidelines regarding expected conduct and performance. The following list is intended to set out limited examples and is not intended to be exhaustive. Employees should be aware that conduct not specifically listed below also might result in disciplinary action up to and including termination.

Employees may be disciplined (including but not limited to receipt of verbal warnings, receipt of written warnings, or suspensions) and/or terminated for poor job performance or misconduct, including but not limited to the following:

Failure to meet performance standards;

Inability or failure to appropriately instruct or associate with students;


Dishonesty;

Falsifying, tampering, or concealing information on an employment record (including a resume oU� WLPH�VKHHW��RU�RWKHU�REACH record;

Willfully, maliciously or negligently making false statements regarding any co-worker or REACH�� PDNLQJ�WKUHDWV�RU�XVLQJ�DEXVLYH�RU�RWKHUZLVH�LQDSSURSULDWH�ODQJXDJH�WRZDUG�IHOORZ�HPSOR\HHV�� VWXGHQWV��SDUHQWV��RU�YLVLtors;

Theft or the deliberate or careless damage or destruction of REACH property, or the property of REACHಬ � HPSOR\HHV��VWXGHQWV�RU�DQ\RQH�RQ�REACH property; or unauthorized removal of REACH SURSHUW\�� UHFRUGV��RU�GRFXPHQWV��

Unauthorized use, possession, alteration or transfer of REACH supplies or resources;

Refusal/failure to comply with any federal or state regulation or law; UHIXVDO�IDLOXUH�WR�FRPSO\�ZLWK� DQ\�REACH rule, policy or procedure, including but not limited to safety, health, and security policies and rules, REACH’ Policy Against Harassment, REACH’ Policy Concerning Violence In The Workplace and REACH’ Substance-Free Workplace Policy;

Failure to obtain or adequately maintain proper certifications and/or licenses;

Behavior, conduct or inaction leading to the endangerment or harm of a child or FKLOGUHQ��ZKHWKHU� SK\VLFDO��HPRWLRQDO��RU�PHQWDO��EHKDYLRU��FRQGXFW�RU�LQDFWLRQ�ZKLFK�FRXOG�KDYH�OHDG�WR�WKH� HQGDQJHUPHQW�RU�KDUP�RI�D�FKLOG�RU�FKLOGUHQ��whether physical, emotional, or mental;

Excessive absenteeism or tardiness, unreliable attendance or punctuality;

Misrepresentation of information in connection with any leave of absence from ZRUN�RU�DSSOLFDWLRQ� IRU�RU�XVH�RI�5($&+�EHQHILW��


Knowingly permitting unauthorized persons to be in school facilities or on school property;

Failure to return to work upon expiration of authorized leave;

Engaging in any type of criminal conduct;

Any act or acts which cause REACH to be unable to invest the amount of trust or FRQILGHQFH�UHTXLUHG� WR�FRQWLQXH employment.

Nothing in this handbook is intended to alter the employee’ s at-will status of employment with REACH. In addition, no disciplinary procedure or progressive disciplinary process implemented by REACH at any time is intended to alter the at-will status of employment with REACH. Please refer to the At-Will Employment policy in this Handbook for more information.

9ROXQWDU\�7HUPLQDWLRQ

REACH will consider employees to have voluntarily terminated employment if they resign from REACH, fail to return from an approved leave of absence on a specified date, or fail to report to work or call in for three or more consecutive workdays.

$GYDQFH�1RWLFH�2I�5HVLJQDWLRQ

Employees planning to resign from their positions are requested to provide written notice of resignation to the Executive Director at least two (2) weeks in advance of their anticipated departure date. Teachers and school staff should notify the Executive Director as soon as possible, ideally at least eight (8) weeks before departure.

Holidays And Vacations

Full-time employees are eligible for the following paid holidays:


x /DERU�'D\ x Thanksgiving (Wednesday, Thursday, Friday) x 1HZ�<HDUಬ V�'D\ x 0DUWLQ�/XWKHU�.LQJ�-U�ಬ V�%LUWKGD\ x 3UHVLGHQWಬ V�'D\ x Memorial Day x Independence Day

REACH, at its discretion, can change the holiday schedule.

9DFDWLRQ�3ROLF\

Full-time employees are eligible to receive 7 weeks of vacation; including 2 weeks of vacation in December/January, 1 week of vacation in the spring and 4 weeks of vacation in the summer. The vacation dates are determined by the REACH Calendar.

REACH, at its discretion, can change the vacation schedule.

Part-time employees regularly scheduled to work 20 hours a week or less are not eligible for paid holiday benefits.

Full-time Staff will receive time off with pay at their normal base rate for the holidays listed above.

School/ Office Hours

Absent special workload requirements, employees are expected to work Monday through Friday from 7:00am – 4:00 pm and until 5:30 pm on assigned days and as needed.

Punctuality And Attendance

Punctuality and regular attendance are expected of all staff. You should report to


work as scheduled, on time. If you intend to arrive to work after the start of their scheduled workday, you should inform the Director prior to your regular start time unless an emergency prevents you from doing so. If you must be absent for any reason during work hours you should inform the Director. Please refer to the “ Paid Sick Leave” section of this handbook for more detail.

REACH will consider employees who fail to report for work without notifying their supervisor for a period of three consecutive days to have abandoned their job and voluntarily terminated their employment with REACH.

Leaves of Absence

In addition to providing the leaves of absence described in this handbook, REACH provides other leaves of absences required by law. REACH reserves the right to eliminate or modify its leave of absence policies at any time to the full extent legally permissible. If you have any questions regarding these policies and/or eligibility please contact the Executive Director.

Family Care And Medical Leave

REACH Leadership Academy’ s policy is to comply with the provisions of the federal Family and Medical leave Act (FMLA) and all applicable state and local laws regarding staff leave. Eligible staff may take up to twelve weeks of unpaid, job-protected leave during any period of twelve consecutive months for specified family and medical reasons.

(OLJLELOLW\ 7R�EH�HOLJLEOH�IRU�IDPLO\�FDUH�DQG�PHGLFDO�OHDYH��DQ�HPSOR\HH�PXVW�

Have worked for REACH for at least twelve (12) months preceding the date on which the leave is to commence; and

Have worked at least 1,250 hours at REACH in the twelve (12) months preceding the leave.


3HUPLVVLEOH�8VHV�RI�)DPLO\�&DUH�DQG�0HGLFDO�/HDYH )DPLO\�FDUH�DQG�PHGLFDO�leave may be taken for any of the following reasons:

For the birth of a child, or the placement of a child with the staff for adoption or foster care;

A staff member’ s own serious health condition. A “ serious health condition” LV�RQH�WKDW�UHTXLUHV� HLWKHU�LQ-patient care in a medical facility or continuing treatment or supervision by a heDOWK� FDUH�SURYLGHU��

To care for the staff’ s parent, child, spouse or domestic partner with a serious health condition;

Leave due to the “ active duty of a family member,” which is leave due to a ಯ TXDOLI\LQJ�H[LJHQF\ರ � DULVLQJ�RXW�RI�WKH�IDFW�WKDW�WKH�HPSloyee’ s spouse, domestic partner, child or parent is on active duty or has been notified of an impending call or order to active duty in the Armed Forces in support of a contingency operation;

For service member family leave, which is leave taken by an employee to care for an injured “ covered service member” when the employee is the spouse, GRPHVWLF�SDUWQHU��FKLOG��SDUHQW�RU�QH[W�RI�NLQ�RI�WKDW�VHUYLFH�PHPEHU�� /HDYHಬ V�(IIHFW�RQ�3D\ )DPLO\�FDUH�DQG�PHGLFDO�OHDYH�LV�XQSDLG��H[FHSW�WR�WKH�H[WHQW�WKDW�paid siFN�OHDYH�LV�VXEVWLWXWHG�IRU�IDPLO\�FDUH�RU�PHGLFDO�OHDYH�� 6LFN�'D\V�DQG�)0/$�/HDYH Employees who are on FMLA leave to care for their own serious health condition must exhaust their Sick Day allowance concurrently with the unpaid FMLA leave period. If the FMLA leave is granted for any other reason, the employee may elect to substitute FMLA time with paid Sick Days at his/her RSWLRQ�IRU�DOO�VLWXDWLRQV�H[FHSW�OHDYH�IRU�DQ�DFWLYH�GXW\�RI�D�IDPLO\�PHPEHU��

REACH does not determine eligibility or wage-replacement amount.

Summary of California’ s Wage Replacement Programs Available during FMLA


leave family leave.

Any other leave under this family care and medical care policy will be counted against the twenty-six (26) weeks of service member family leave.

The substitution of paid Sick Leave for FMLA leave does not extend the total duration leave to which an employee is entitled to beyond twelve (12) weeks (or 26 weeks for service member family leave) in a twelve (12) month period.

Family care leave for the birth, adoption or foster care placement of a child may be taken intermittently and must be concluded within one year of the birth, adoption or placement.

5HTXHVWLQJ�)DPLO\�&DUH�DQG�0HGLFDO�/HDYH

You should notify the Director of your request for family care or medical leave as soon as you are aware of the need for such leave. If the need for leave is due to the active duty of a family member and is foreseeable, you should provide such notice that is reasonable and practicable. For other types of leaves, if the need for the leave is foreseeable, you should provide thirty (30) calendar days advance notice to REACH of the need for leave, if possible. If the leave is unforeseeable thirty (30) days in advance, but is not an emergency, you should notify the Director as soon as you learn of the need for the leave. If the leave is requested in connection with a planned, non-emergency medical treatment, the you may be asked to reschedule the treatment so as to minimize disruption of REACH’ operations. If you fail to provide the requisite thirty (30) day advance notice for foreseeable events without any reasonable excuse for the delay, REACH reserves the right to delay the taking of the leave until at least thirty (30) days after the date you provide notice of the need for family care or medical leave.

Any requests for extensions of a family care or medical leave should be received at least five (5) working days before the date on which the employee was


originally scheduled to return to work and should include the revised anticipated date(s) and duration of the family care or medical leave.

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Any request for medical leave for an employee’ s own serious health condition, for family care leave to care for a child, spouse, domestic partner or parent with a serious health condition, or for service member family leave must be supported by medical certification from a health care provider. For foreseeable leaves, you must provide the required medical certification before the leave begins. When this is not possible, you must provide the required certification within fifteen (15) calendar days after REACH’ request for certification, unless it is not practicable under the circumstances to do so, despite the your good faith efforts.

Failure to provide the required medical certification may result in the denial of foreseeable leaves until such certification is provided. In the case of unforeseeable leaves, failure to provide the required medical certification within fifteen (15) days of being requested to do so may result in a denial of the leave. Any request for an extension of the leave also must be supported by an updated medical certification.

The medical certification for leave to care for a child, spouse, domestic partner or parent with a serious health condition or for service member family leave must include: (a) the date on which the serious health condition commenced; (b) the probable duration of the condition; (c) the health care provider’ s estimate of the amount of time needed for family care; (d) the health care provider’ s assurance that the health care condition warrants the participation of the employee to provide family care; and (e) in the case of intermittent or reduced schedule leave where medically necessary, the probable duration of such a schedule.

The medical certification for leave for the employee’ s own serious health condition must include: (a) the date on which the serious health condition commenced; (b) the probable duration of the condition; (c) a statement that, due


to the serious health condition, the employee is unable to perform the functions of his or her position; and (d) in the case of intermittent leave or reduced schedule leave where medically necessary, the probable duration of such a schedule. In addition, the certification may, at the employee’ s option, identify the nature of the serious health condition involved. If REACH has reason to doubt the validity of the certification provided by the employee, REACH may require the employee to obtain a second opinion from a doctor of REACH’ choosing at REACH’ expense. If the employee’ s health care provider and the doctor providing the second opinion do not agree, REACH may require a third opinion, also at REACH’ expense, performed by a mutually agreeable doctor who will make a final determination.

If you request leave due to active duty of a family member you must provide certification to support the request.

/HDYHಬ V�(IIHFW�RQ�5HLQVWDWHPHQW (PSOR\HHV�UHWXUQLQJ�IURP�IDPLO\�FDUH�RU�medical leave are entitled to reinstatement to the same or comparable position consistent with applicable law. Before permitting the employee to return to work, REACH may require the employee to provide medical certification that he or she is able to return to work.

Maternity/ Primary Caregiver Leave

REACH Leadership Academy’ s aims to provide a supportive working environment for parents and families. This Handbook provides a summary of REACH Maternity/Primary Caregiver Leave policy (Maternity Leave). Please notify the Director as soon as you become aware of your need for Maternity Leave, and REACH will provide you with the resources you need to understand REACH’ s policies and your options.

Maternity leave is a job-protected leave, and health benefit coverage will continue through the leave period under the same terms and conditions as were in place for the employee prior to leave.


Eligibility

Pregnant women and those who serve as the primary caregiver for a new baby are eligible for Maternity Leave. In the case of adoption, Maternity Leave may be granted to the primary caregiver for any child under the age of two (2) years who joins the family. Men are women are both eligible for this leave.

1RWLFH (PSOR\HHV�DUH�DVNHG�WR�JLYH�DV�PXFK�DGYDQFH�QRWLFH�DV�SRVVLEOH�RI�D�pending need for Maternity Leave. Doctor’ s certification is required if requesting leave more than four (4) weeks prior to the anticipated birth date. In the case of adoption, formal adoption documentation is required.

'XUDWLRQ�RI�/HDYH��3UHJQDQW�:RPHQ 7KH�WRWDO�GXUDWLRQ�RI�MRE-protected leave for expectant and new mothers varies based on each woman’ s unique medical circumstance, her tenure with REACH, and her desire to take time off.

Under California’ s Pregnancy Disability Leave, pregnant women are eligible for ten – sixteen (10- 16) weeks of consecutive or non-consecutive leave if medically disabled by pregnancy, childbirth, or related medical conditions. The employee’ s doctor determines the length of disability and ability to return to work. In a normal pregnancy, employees may be considered disabled for ten (10) weeks: four (4) weeks prior to birth and six (6) weeks following a routine delivery. This disability leave may be longer if there are pregnancy or birth related complications such as a caesarian birth. There is no required length of service at REACH to receive this leave.

After Pregnancy Disability Leave ends, mothers may be eligible for up to an additional twelve (12) weeks of job-protected leave with continuation of health benefits to bond with their baby. This leave is covered under the CA Family Rights Act (CFRA) and is often referred to as “ Baby Bonding Time” . To be eligible for this additional leave time, employees must have worked at least 1,250 hours in the preceding consecutive twelve (12) months prior to the


commencement of leave. This leave may be taken at any time in the twelve (12) months following the birth of a baby. This leave may be taken intermittently or on a reduced schedule only if approved by your supervisor. If leave is taken intermittently or on a reduced schedule, REACH retains the discretion to transfer the employee temporarily to an alternative position with equivalent pay and benefits which better accommodates the employee’ s leave schedule.

It is important to note that Pregnancy Disability Leave and Baby Bonding leave under CFRA run concurrently with federally-mandated Family Care and Medical Leave (FMLA). FMLA does not provide additional leave.

DuratLRQ�RI�/HDYH��3ULPDU\�&DUHJLYHU 3ULPDU\�FDUHJLYHUV�ZKR�GR�QRW�SK\VLFDOO\�give birth but are caring for a newborn or newly adopted child may be eligible to take time off to bond with and care for their child. Employees must have worked at least 1,250 hours at REACH in the preceding twelve (12) consecutive months prior to leave commencement to receive this benefit.

This leave is covered under the CA Family Rights Act (CFRA) and is often referred to as “ Baby Bonding Time” . This is a job-protected leave and health benefits continue for the employee under the same terms and conditions as were in place prior to leave. This leave must be taken within the twelve (12) months following the placement of a child with your family. This leave may be taken intermittently or on a reduced schedule only if approved by your supervisor/REACH. If leave is taken intermittently or on a reduced schedule, REACH retains the discretion to transfer the employee temporarily to an alternative position with equivalent pay and benefits which better accommodates the employee’ s leave schedule.

It is important to note that leave under CFRA runs concurrently with federally-mandated Family Care and Medical Leave (FMLA). FMLA does not provide additional leave.

3D\�'XULQJ�/HDYH 6WDWH�VDODU\�OLPLWV��DQ�HPSOR\HHಬ V�RZQ�VDODU\�KLVWRU\��DQG�


an employee’ s tax bracket influence the precise amount of wage-replacement that each employee receives while on Maternity Leave.

Employees on Maternity Leave will receive close to full take-home pay for six weeks of Maternity Leave. This pay is a combination of a salary stipend provided by REACH Leadership Academy’ s and the wage- replacement benefits the state of California provides for Pregnancy Disability Leave (PDL) and Baby Bonding Time (CFRA).

Employees who have worked for REACH for at least one (1) year before they give birth may be eligible for an additional nine (9) weeks at up to 55% of salary via state wage-replacement programs.

Sick Leave in Combination with Maternity LeaYH

Employees who go on Pregnancy Disability Leave (those who physically give birth) are required to use up to five (5) days of Sick Leave during the first week of Maternity Leave. If an employee has less than five days remaining she must use the total amount she has remaining. If an employee has more than five days remaining, she must use all five days and may use any additional unused days if she so chooses. The REACH salary stipend will commence immediately after Sick Leave has been used. The substitution of sick leave for Maternity Leave does not extend the total duration of leave to which the employee is entitled.

Employees may, but are not required to, use Sick Days as substitution for leave taken under CFRA for baby bonding.

Benefits

Covered employees will remain on the REACH medical plans while on any of the three job protected leaves (Pregnancy Disability Leave, FMLA, CFRA) or paid absences (SDI, CPFL). After that time, employees will become responsible for the full costs of these benefits under COBRA, or similar state statutes if the


employee wishes to continue coverage. When the employee returns from leave, benefits will again be provided, according to all applicable plans. Employees are responsible for payment of the employee paid portion of insurance premiums during Maternity Leave.

You may be required to reimburse REACH Leadership Academy’ s for health insurance premiums paid on your behalf during your family and medical leave if you do not return to work for a reason other than:

ವ the continuation, recurrence, or onset of a serious health condition that ZRXOG�HQWLWOH�\RX�WR�IDPLO\� DQG�PHGLFDO�OHDYH��RU�

ವ RWKHU�FLUFXPVWDQFHV�EH\RQG�\RXU�FRQWURO�� $�QHZ�EDE\�LV�FRYHUHG�automatically under the employee’ s medical plan (if the employee is enrolled) for the first 31 days following birth. If the employee intends to add the baby to the employee’ s medical plan, the new enrollment application must be completed within 30 days or wait until the next open enrollment period. New enrollment applications may be partially completed (excluding name and date

of birth) prior to maternity leave and left with your school Operations Manager to submit to the carrier immediately following birth.

5HLQVWDWHPHQW ,I�DQ�HPSOR\HH�DQG�KHU�VXSHUYLVRU�KDYH�DJUHHG�XSRQ�D�GHILQLWH�date of return, the employee will be reinstated on that date if the employee notifies REACH on or before that date that they are able to return. If the length of the leave has not been established, or if it differs from the employee’ s original agreement, employees are asked to give one (1) week notice of intent to return to work.

Return to work following a routine pregnancy leave does not require medical certification. REACH will reinstate an employee to the job she held before the


leave or transfer began, unless one of the following conditions exists:

1. The employee would not otherwise have been employed in the same job at the time reinstatement is requested for legitimate business reasons related to the leave; or

2. The job could not be kept open or filled by a temporary employee without substantially undermining the ability or REACH to operate safely and efficiently.

If REACH cannot reinstate an employee to their job, it will offer the employee a comparable position consistent with the law provided that a comparable position exists and is available.

7UDQVIHU

REACH will transfer an employee who is affected by pregnancy to a less strenuous or hazardous position if the employee requests a transfer, the request is based upon the advice of her health care provider as medically necessary, and the transfer can be reasonably accommodated by REACH. An employee is “ affected by pregnancy” if she is pregnant or has a related medical condition, whether or not she is disabled by any of these conditions. No additional position will be created and REACH will not discharge another employee with more seniority or promote or transfer any employee who is not qualified to perform the new job.

Paternity/ Secondary Caregiver Leave

REACH Leadership Academy’ s aims to provide a supportive working environment for parents and families. This Handbook provides a summary of REACH Paternity/Secondary Caregiver Leave policy (Paternity Leave). Please notify the Director as soon as you become aware of your need for Paternity Leave, and REACH will provide you with the resources you need to understand


REACH’ policies and your options.

Paternity Leave is a job-protected leave and health benefit coverage will continue during the leave period at the same level and conditions as were in place prior to leave. The amount of leave and wage- replacement options available to employees depends on employee tenure with REACH Bay Area Schools.

This leave is independent of Sick Days; employees may elect to use Sick Days to care for a newborn if s/he so chooses.

All employees who become secondary care-givers while working at REACH are eligible to take five (5) consecutive days of paid Paternity Leave. If approved by your supervisor, employees may take this leave intermittently during the first six months of the new child’ s birth or presence in your home.

Employees who have worked with REACH Leadership Academy’ s for at least twelve (12) consecutive months and at least 1,250 hours in the preceding twelve (12) months are eligible for twelve (12) weeks of job- protected leave with benefits coverage to care for a new baby. This leave is provided under the California Family Rights Act (CFRA) and is often referred to as “ Baby Bonding” time. This leave may be taken at any time in the twelve (12) months after the birth of a baby. This leave may be taken intermittently or on a reduced schedule only if approved by REACH. If leave is taken intermittently or on a reduced schedule, REACH retains the discretion to transfer the employee temporarily to an alternative position with equivalent pay and benefits which better accommodates the employee’ s leave schedule.

Employees that meet the tenure requirement for CA Paid Family Leave are eligible to receive one week at full salary and up to five weeks at up to 55% of their salary. The estimated 55% of salary is a wage replacement benefit provided by the California’ s Paid Family Leave program and is dependent on employee salary history and tax status. The salary stipend and wage replacement benefits run concurrently with the unpaid leave allowance provided by the CFRA.


It is important to note that Paternity Leave runs concurrently with federally-mandated Family Care and Medical Leave (FMLA). FMLA does not provide additional leave.

Bereavement Leave

Full-time and part-time employees may take up to five (5) consecutive days of unpaid bereavement leave per rolling twelve (12) month period for the death of an immediate family member. For purposes of this policy, the following people qualify as an “ immediate family member” : employee’ s child (biological, adopted, foster, step, legal ward, or child of domestic partner), employee’ s parent (biological, adopted, foster, step, in-law, or parent of domestic partner), employee’ s sibling, employee’ s spouse, and employee’ s domestic partner.

Full-time and part-time employees may take up to three (3) consecutive days of unpaid bereavement leave per rolling twelve (12) month period for the death of a non-immediate family member. For purposes of this policy, the following people qualify as a “ non-immediate family member” : aunts, uncles, cousins, grandparents, and spouse’ s or domestic partner’ s siblings, aunts, uncles, cousins and grandparents.

REACH may, at its discretion, approve additional unpaid time off for bereavement leave. Exempt employees who work any portion of a workweek in which they also take unpaid bereavement leave will receive their full salary for that workweek.

Jury Duty Leave

Full-time and part-time employees will be granted unpaid time off for jury duty for up to ten (10) working days per rolling twelve (12) month period. Any time beyond ten (10) days necessary to complete jury duty will be without pay for those employees receiving paid jury duty for the first ten (10) days. Temporary employees are not eligible for paid jury duty leave and will receive time off


without pay for the entire duration of the jury duty. Exempt employees who work any portion of a workweek in which they also take unpaid jury duty leave will receive their full salary for that workweek.

You should inform the school Director of your need for jury duty leave as soon as you receive the summons or subpoena to appear. To request time off, please submit a copy of the court summons to the school Operations Manager.

Witness Duty Leave

REACH will provide employees with time off to appear in court or other judicial proceedings as a witness to comply with a valid subpoena or other court order. Leave under this section will be unpaid. Exempt employees who work any portion of a workweek in which they also take unpaid witness duty leave will receive their full salary for that workweek.

You should inform the school Operations Manager of your need for witness duty leave as soon as your receive the subpoena or court order. To request time off, please submit a copy of the subpoena or court order to the school Operations Manager.

Time Off To Vote

If circumstances prevent you from voting during non-working hours, you may be given up to two (2) hours paid time off to vote. Please give the school Operations Manager at least two (2) days’ notice of the need to take time off to vote.

Domestic Violence and/or Sexual Assault Leave

REACH will provide time off to an employee who has been the victim of domestic violence or sexual assault to seek any relief to ensure the health, safety, or welfare of the domestic violence or sexual assault victim or the victim’ s child. This includes time off for court proceedings; services from a domestic violence shelter, program or rape crisis center; counseling; medical attention; and


participation in safety planning programs. REACH requests reasonable advance notice of the need for the leave if feasible.

Leave taken under this policy is unpaid. Exempt employees who work any portion of a workweek in which they also take leave under this policy will receive their full salary for that workweek.

Military-Related Leaves

REACH will grant employees a military leave of absence to the extent required by applicable federal and/ or state law.

REACH will provide eligible employees with up to ten (10) days of unpaid leave whenever the employee’ s spouse or domestic partner who is a member of the Armed Services, National Guard or Reserves is on leave from deployment during a period of military conflict. This leave will be coordinated with any leave granted under REACH’ Family Care and Medical Leave policy.

Part-Time Employees If an employee works a regular weekly shift of less than thirty hours per week, s/he is a part-time employee and REACH Leadership Academy will not provide health and/or other employee benefits. Introductory Period Newly hired employees at REACH Leadership Academy will serve an introductory period of three months, at the end of which time their performance will be evaluated. During the introductory period, employees will receive no paid sick leave benefits. REACH Leadership Academy may extend the introductory period at its discretion, nor is employment guaranteed for the entire three-month introductory


period if reason for termination arises during that time. Satisfactory completion of the introductory period does not alter the at-will character of the employment relationship at REACH Leadership Academy. Employment of Minors REACH Leadership Academy abides by state and federal regulations governing employment of minors. Therefore, if an employment candidate has not reached their eighteenth birthday and has not earned a high school diploma or the equivalent, this candidate must obtain a work permit from school or any other eligible source before employment commences. Anniversary Date An employee’ s anniversary date is used in determining benefits, which are related to length of service or seniority. An employee’ s first anniversary date is one year after the initial date of hire or rehire and so on. An employee’ s anniversary date will not change during the first thirty days of a leave of absence other than a medical or military leave. However, if any leave taken other than a medical or military leave extends beyond thirty days, a new anniversary date will be established upon return to work.

PAY AND BENEFITS All regular certificated and classified employees will be paid according to the terms of their contract. Base salary will be determined by comparable positions in the general geographic location and on the employee’ s performance, attendance, conduct, and ability. Each year the employee’ s immediate


supervisor will assess the employee’ s performance with respect to these factors mentioned. Although a pay increase is not necessarily given with each performance review, these rating do provide a basis for determining whether an employee’ s overall performance merits an annual pay adjustment. Pay Day All employees will be compensated on an eleven-month pay plan, and will be provided the option of participating in a Summer Holdback. The last calendar day of each month will be designated as the payday unless notified in writing in advance. Paycheck Distribution check with Edtec All employees will receive monthly paychecks on the last calendar day of each month (through the 31st) with three exceptions.

x When the last calendar day falls on a Saturday, your check will be issued on the preceding Friday

x When the last calendar day falls on a Sunday, your check will be issued on the Monday following

x When the last calendar day falls on a holiday, your check will be issued on the last workday prior to the holiday

Performance Reviews and Salary Adjustments Base pay is determined by education for certificated personnel. Pay increases are based on demonstrated performance. An increase in salary will be based on pay for comparable positions in the general geographic location and on the employee’ s performance, attendance, conduct, and ability. Each year the Executive Director will assess the employee’ s performance with respect to


these factors mentioned. Although a pay increase is not necessarily given with each performance review, these ratings do provide a basis for determining whether an employee’ s overall performance merits an annual pay adjustment. After the Executive Director has evaluated the employee’ s performance, the evaluation will be discussed in person.. Wage Garnishment In the event REACH Leadership Academy is served notice of a lawful garnishment of an employee’ s earnings they will be notified immediately as required by California law. Due to the expense and inconvenience to all concerned, if an employee is repeatedly or habitually subjected to attachments the employee will be in danger of termination. Break Times All employees will take a fifteen-minute break near the middle of each four-hour segment of each workday. Certificated personnel will take their break time during recess. Meal Periods All employees must take a meal period of not less than one half hour within the first five and one-half hours of the work schedule. If an employee is on a daily work schedule of six hours or less the employee may waive the unpaid meal period by mutual written consent with a supervisor. Overtime


All overtime work must be approved in advance by your supervisor, Director or designee and properly documented. Sick Leave Benefit REACH Leadership Academy will provide sick leave benefits to all regular and temporary full-time employees who have completed ninety days of continuous service. REACH Leadership Academy School of Math, Science, & Technology expects that all employees will use sick leave benefits only for bona fide illness, injury, personal necessity, or medical inability to work. Each eligible employee will receive 5 sick days per school year. Sick Leave Carryover If an employee does not use sick leave in a current school year, the benefits may not carry forward as unused leave days into the next year. Personal Leave of Absence When compelling personal circumstances arise, REACH Leadership Academy may, at its discretion, grant an employee a personal leave of absence without pay. REACH Leadership Academy School of Math, Science, & Technology does not provide health or any other insurance benefits during a personal leave. The employee is responsible for payment of all insurance premiums due during personal leave if the employee wishes to maintain benefits.


To apply for a personal leave of absence, a Request for Leave of Absence Form must be completed and submitted to the Director for approval. If granted, the leave will be for a stated period of time, at which point employees are expected to return to work. Workers Compensation Claims If you believe you have been injured on the job, please contact the Director immediately. It is REACH Leadership Academy’ duty to provide you a claim form within one working day after receiving notice or obtaining knowledge of your injury.

EMPLOYEE RESPONSIBILITIES Leaving Work Areas or Premises Employees are expected to notify the Director if the need arises to leave the work area or school premises prior to the end of the workday. Leaving without the prior approval of supervisors will result in disciplinary action, which may include dismissal. Independent Study Contracts Teachers will comply with REACH’ s policies and procedures related to Independent Study including but not limited to: Provide assignment representative of classroom instruction; Sign contracts prior to start date; Collect work within 20 school days;


Notify administration if a student misses three (3) assignments; Provide work samples to the office that are signed and evaluated with a notation of time value.

School Health and Safety

REACH has an established policy of providing a safe workplace for all employees consistent with current federal, state and local laws, as well as proven “ common sense” safety practices.

It is only through the combined efforts and interest of all employees that we can continue to make REACH a safe place in which to work. Employees are expected to work safely, observe safety regulations, and report unsafe conditions immediately to the Operations Manager or Principal.

CHILD ABUSE REPORTING

All staff must follow state policies on reporting abuse. In California, all school workers must report abuse or neglect if they “ have knowledge of or observe” instances of abuse or neglect, or if they “ know or reasonably suspect” abuse or neglect have occurred. Please see the Principal if you have any questions or need to know how to make a report.

Administration Of Medicine

REACH students should not be in possession of any medication, nor take any medications, during the regular school day or on school premises on their own. REACH administers appropriate medications to students only with the written consent of the parent. If students require a prescribed medication, the school designee is the only person on campus that can administer medicine if: 1) There is a written request from the parent which includes the type of medication, dosage, and time of administration, and 2) The medicine is in its original


packaging with the prescriptive label.

Non-Smoking Policy

Smoking shall not be permitted anywhere on REACH Leadership Academy campus. This policy applies to all REACH employees, contractors, consultants, temporary workers, volunteers, visitors, and community members.

Substance-Free Workplace

REACH is committed to providing a drug-free, healthful, and safe workplace. To promote this goal, employees are required to report to work in appropriate mental and physical condition to perform their jobs.

While on a REACH campus or office, conducting or performing activities on behalf of REACH (regardless of location), or responsible for the safety of others in connection with, or while performing, REACH-related business, no employee may use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs. An illegal drug is any drug or substance not legally obtainable, is legally obtainable but has not been legally obtained, or has been legally obtained but is being sold or distributed unlawfully. Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment, and/or required participation in a substance abuse rehabilitation or treatment program.

Under the Drug-Free Workplace Act, an employee must notify the Executive Director in writing of any criminal conviction for drug-related activity occurring in the workplace or during any REACH-related activity or event. The report must be made within five (5) days of the conviction. REACH will notify any agency it is required to notify by law of any employee who has been convicted under a criminal drug statute for a violation occurring in the workplace. Within thirty (30) days after REACH receives notice of such a conviction, the convicted individual may be disciplined up to and including immediate discharge. This policy shall be


enforced with all employees of the REACH.

REACH recognizes that there are times when the consumption of alcohol may be acceptable, for example, at a REACH or school holiday party. Only the moderate and limited use of alcohol is acceptable on such occasions. Employees are expected to remain responsible, professional, and sober at all times, and permission from the school Principal or Executive Director must be received before any alcohol comes on REACH premises at any time during the day or year. Consumption of alcohol on a REACH field lesson or at any time when students are present and/or under REACH’ care is prohibited.

POLICY CONCERNING VIOLENCE IN THE WORKPLACE

REACH is committed to providing safe, violence-free workplaces and schools and strictly prohibits employees, consultants, students, parents, contractors, visitors, or anyone else on REACH premises or engaging in a REACH-related activity from behaving in a violent or threatening manner.

REACH seeks to prevent workplace violence before it begins, and reserves the right to deal with employee behavior that suggests a propensity towards violence. REACH believes that prevention of workplace violence begins with recognition and awareness of potential early warning signs, and has established procedures for responding to any situation that presents the possibility of violence.

:RUNSODFH�9LROHQFH�'HILQHG :RUNSODFH�YLROHQFH�LQFOXGHV�WKUHDWV�RI�DQ\�NLQG��threatening, physically aggressive, or violent behavior, such as intimidation, or attempts to instill fear in others; other behavior that suggests a propensity toward violence, including belligerent speech, excessive arguing or swearing, sabotage, threats of sabotage of REACH property; defacing REACH property or causing physical damage to the facilities; and, with the exception of security personnel, bringing weapons or firearms of any kind on REACH premises or while conducting REACH business.


&RPSODLQW�3URFHGXUH�DQG�,QYHVWLJDWLRQ ,I�\RX�REVHUYH�RU�EHFRPH�DZDUH�RI�DQ\�of the above-listed actions or behavior by an employee, consultant, student, parent, contractor, visitor, or anyone else, you must immediately notify the Director or supervisor. You should also notify the Director if any restraining order is in effect, or if a potentially violent non-work-related situation exists that could result in violence in the workplace.

All reports of workplace violence will be taken seriously and will be investigated promptly and thoroughly. In appropriate circumstances, REACH will inform the reporting individual of the results of the investigation. To the extent feasible, REACH will maintain the confidentiality of the reporting employee. However, REACH may need to disclose information in appropriate circumstances (for example, in order to protect individual safety). REACH will not tolerate retaliation against any employee who reports workplace violence.

If REACH determines that workplace violence has occurred, REACH will take appropriate corrective action and may impose discipline on offending employees, up to and including termination.

Violations of Policy Any violation of this policy will be grounds for termination. Self-Identification To School Management/Supervisor If you: Take the initiative of advising your supervisor in advance that you have a medical problem with regard to alcohol or drug use Have not engaged in misconduct or repeated poor performance at work, and Demonstrate a commitment to take the necessary remedial action,

You will be eligible for a medical leave of absence for such purpose and will not be subjected to disciplinary action.


Emergency Evacuation

In the event of a fire alarm or if employees are advised to evacuate the building, you should:

Stop all work;

Shut off electrical equipment, if doing so does not compromise the employee’ s RU�DQ\RQH�HOVHಬ V� VDIHW\��

Walk to the nearest exit; and

/HDYH�WKH�EXLOGLQJ�XVLQJ�WKH�VWDLUV��GR�QRW�XVH�HOHYDWRUV��

Fire Prevention

If you are aware of a fire, you should:

Dial 911;

Contact a member of management and/or security if doing so does not FRPSURPLVH�WKH�HPSOR\HHಬ V� RU�DQ\RQH�HOVHಬ V�VDIHW\��

Leave the building using the stairs;

Move away from the building; and

Not reenter the building untiO�GLUHFWHG�WR�GR�VR�E\�WKH�ILUH�GHSDUWPHQW��

($57+48$.(�352&('85(6� ,Q�WKH�HYHQW�RI�an earthquake, employees inside the building should:

Stay away from windows, mirrors, glass, and tall furniture including filing


cabinets;

Take cover in a secure location such as under a desk or in a doorway;

Once the building stops moving, exit the building quickly, using the stairs (do not XVH�HOHYDWRUV�� ,Q�WKH�HYHQW�RI�DQ�HDUWKTXDNH��HPSOR\HHV�RXWVLGH�RI�WKH�building should:

Move away from any buildings;

Try and locate an open area away from trees and power lines.

Information Regarding Parents, Students, or Employees Any information regarding students, parents or employees must be considered confidential. Employees are cautioned not to give out information to anyone without specific authorization as outlined below: Refer inquiries about students, parents or employees to the Director or designee

Refer inquiries from government or private agencies to the Director

Staff Grievance Procedure REACH has established the follow grievance protocol, the intent of which is to solve disputes or complaints in a fair and prompt manner. Most complaints can be resolved by informal discussions between the concerned party and the other individual(s) involved. Any employee who wishes to lodge a formal complaint against another REACH employee or employee practices must first contact the Director, who will then initiate a meeting with the other parties involved to discuss the problem in an


attempt to reach a solution. If the results of the meeting are not satisfactory, a formal complaint may be filed. Formal complaints in the form of a written, dated letter addressed to the Director must be filed no later than 30 days after the incident. If the incident occurs at the end of the school year, the formal complaint must be filed by June 30 of the current school year. For extenuating circumstances, the deadline may be extended. Even when this formal complaint procedure is initiated, efforts may occur at any point to accomplish satisfactory informal resolution. In no case is there to be retaliation from either party. Reimbursement Process Expenses must be pre-approved. In the event that you make a purchase that has been previously authorized, you must submit your original receipts with a completed reimbursement form. You may apply for reimbursement of approved expenditures by filling out a Reimbursement Form. The Office Manager has copies of the Form and can answer any questions you may have about REACH’ s policy. Reimbursements Forms must be submitted within two (2) weeks of the expense to the Director for approval. The Form must be signed by the employee and be accompanied by the original receipt(s). Earthquake Procedures In the event of an earthquake, employees inside the building should: Stay away from window, mirrors, glass, and tall furniture including filing cabinets Take cover in a secure location such as under a desk or in a doorway Once the building stops moving, exit the building quickly, using the stairs (do not use the elevator) In the event of an earthquake, employees outside the building should:


Move away from any buildings Try and locate an open area away from tress and power lines Trespassers All employees should be on the alert for unauthorized persons loitering in or around school premises. Employees should report the presence of such persons to the administrative staff, immediately. If no administrative staff is available, a report should be made to the local police. Visitor Badges REACH Leadership Academy is a “ closed campus.” Campus visitors must obtain visitor badges from the office. Supervisors or Police should be notified of any breaches of this policy. A visitor is authorized to remain on the campus for one hour. Employees must direct any visitor without a badge to check in at the main office or report any violation of this policy to designated security personnel or security designee. Designated Security Personnel The Director, teachers and office personnel are all Designated Security Personnel. All employees may be designated by your Leadership Team Member or Director to be a Designated Security Person. Designated Security Personnel are expected to see that all areas of REACH Leadership Academy employee’ s reputation and well-being, all employees - both faculty and staff - should follow these simple rules in regard to contact with


our students: Avoid being alone in a closed windowless room with a student. As some classrooms are windowless, extended individual help should be administered in another room with windows. Otherwise, prop open the door of the windowless room Never place hands on a student’ s private areas Never rub a student

Always err on the side of caution. Each individually must be concerned about physical contact or verbal innuendoes, which could be misunderstood. Solicitations Solicitations, collections, distributions of literature and fund-raising campaigns, regardless of purpose, frequently result in complications and misunderstandings. Therefore, in the best interest of all concerned, employees may not solicit from or distribute to employees for any purpose or any organization during working hours. Employees may engage in solicitation of other employees only during non-working time, such as lunch and break periods, and only if such communication is not done in a disruptive or intrusive manner and all employees will need prior approval from the Director/Principal. Nothing is to be distributed or posted on school grounds or property without the written permission of Director/Principal, or designee. Call-In Procedures If an employee finds it necessary to be absent from work, the employee must contact a substitute for their scheduled shift and duties. In the event that the employee cannot reach a qualified substitute, the employee must contact the


Office Manager, Director, or designee, as early as possible. Absenteeism and Tardiness Employees who do not report for work on time, or who miss all or part of a day’ s work, place an extra burden on their fellow employees as well as REACH Leadership Academy. In order to avoid that unfair burden on others, REACH Leadership Academy will follow these guidelines regarding absences and tardiness: If an employee is repeatedly tardy, and/or repeatedly absent for reasons other than military, jury, or approved medical leave of absence, they will receive a written warning. This applies regardless of whether some or most of the absences are excused Failure to show immediate and significant improvement after receiving a written warning will be grounds for termination In addition, a “ no-show, no call” for two consecutive work days, or any falsification or other serious violation of the employees attendance obligation to their fellow employees and REACH Leadership Academy, will also result in termination

This policy should present no problem for any employee who is making a diligent effort to maintain a good attendance record. Certificated personnel MUST be on campus thirty minutes prior to instruction daily. Personal Mail REACH Leadership Academy is not in a position to handle its employees’ personal mail. You should request that all personal mail be sent to your home address.


School Equipment for Personal Use Employees may not utilize school equipment for personal reasons unless a written permission from the Director is obtained. Conflict of Interest All employees are expected to work for the best interests of REACH Leadership Academy at all times. All employees have an obligation to avoid any activity, agreement, business investment or interest, or other situation which could be construed as a conflict with REACH Leadership Academy’ s best interests or give the appearance of taking money, merchandise, or services from a customer or vendor for personal gain. Good judgment will prevent the possibility of a conflict of interest arising. However, if an employee engages in any activity or transaction, which might cause a conflict between personal and school interest, information about that potential conflict must be disclosed in advance to the Director/Principal.

Termination of Employment “ At will” basis means that both REACH Leadership Academy and the employee have the right to terminate employment at any time, for any reason not expressly prohibited by statute. The “ at will” relationship cannot be changed by any person, statements, acts, series of events, or pattern of conduct, but only by an express individual written employment agreement signed by the Governing Board of REACH Leadership


Academy and the employee. Conduct Guidelines REACH Leadership Academy has established certain Rules of Conduct designed to safeguard the best interests of REACH Leadership Academy and of all employees. Following is a partial list of infractions that may result in immediate termination of employment. The list is not intended to be all-inclusive. An employee may be disciplined or terminated for engaging in the below-referenced conduct, as well as conduct not listed below. REACH Leadership Academy will be the sole judge of what constitutes grounds for termination. Actions, which result in discharge on the first occurrence There are certain kinds of actions, which cannot be permitted to occur because of their unfair impact on other employees and/or REACH Leadership Academy or its students. Such offenses warrant discharge on the first occurrence. Examples of such offenses are: Insubordination Continual unsatisfactory job performance Abuse of school property Smoking on campus Use, possession, sale, purchase, or under the influence of drugs or alcohol on school premises, or off school premises where such off-premises conduct may affect the employee’ s suitability for employment or REACH Leadership Academy’ s reputation Abusive or vulgar language Chronic absenteeism Threatening, intimidating, or coercing fellow employees on school property,


including, but not limited to, the use of physical violence. Unauthorized charges against REACH Leadership Academy’ s accounts Misappropriation of property belonging to fellow employees, students or REACH Leadership Academy, or property belonging to others on school property Unauthorized possession of firearms, explosives or knives Use of school property or records without written permission Immoral or indecent conduct on school premises: conviction by a court of law for such conduct or other misdemeanor or felony off the job Breach of professional confidence Falsification of any timecard, or any other school record or request for pay, leave or benefits Falsification of employment application or other records Serious misconduct of any kind Gross negligence Two consecutive absences without prior approval from direct supervisor or employee’ s calling in to direct supervisor

Actions, which normally result in warning prior to discharge There are certain other actions, which should not occur, but normally it is the recurrence of the action rather than the first occurrence of the action, which results in discharge. For such actions, employees will normally receive a written warning prior to discharge. Examples of such offenses are: Failure to wear proper attire as described in REACH Leadership Academy’ s Dress Standards Inefficient, careless, or unsatisfactory performance of duties and responsibilities Excessive absenteeism and/or tardiness (whether excused or unexcused) Failure to comply with work or safety rules


Reductions in Force It may be necessary to lay off employees for reasons such as loss of funding, lack of students, consolidation of jobs, elimination of certain jobs or a part of our school, closure or sale of a facility, or any other reason. Such layoffs are permanent unless stated in writing to be temporary. REACH Leadership Academy will select the person or persons to be laid off based on its judgment of needs and skills. No laid-off employee has any right to be recalled. Resignations Directors, teachers under contract and supervisors are expected to give at least one month’ s notice if resigning. Other employees are expected to give two weeks’ notice. Without extenuating circumstances, a failure to do so is deemed sufficient reason for not being eligible for rehire. Exit Interview When you leave the employ of REACH Leadership Academy, you will have an exit interview with the Director/Principal. Exit interviews will be held on your last day of employment. The information obtained during the exit interview will not be considered in any situation should you subsequently re-apply for employment. OTHER THINGS YOU NEED TO KNOW Loss of Property REACH Leadership Academy cannot be responsible for the loss or theft of personal items. Cooperation by all employees is imperative to reduce the possibility of such losses. Excessive amounts of money or other valuables should


not be brought to work. Supplies and equipment are to be stored in approved areas, and maximum-security measures are to be observed. Amendments To Handbook From time to time, it may be necessary or appropriate to make changes, additions or deletions to the Employee Handbook. For the mutual benefit of REACH Leadership Academy and its employees, all personnel will be notified of all changes in writing. Any changes to the Handbook will come from Personnel Committee, from the administration and with the final approval of the Board of Directors. Included in this notification will be the text of the amendment and an acknowledgment of understanding. If the amendment is not understood, the administration, or designee, will explain the new policy. All employees must sign the acknowledgment and return it to the administration office.

EMPLOYEE HANDBOOK ACKNOWLEDGEMENT

I acknowledge that I have been given a copy of the REACH Leadership Academy Employee Handbook. I understand that I am responsible for reading the handbook and

for knowing and complying with the policies set forth in the handbook during my employment with REACH Leadership Academy (REACH). I understand that failure to comply with rules and regulations may result in disciplinary action, up to and including

termination.

I understand and agree I am employed by REACH on an at-will basis, which means that my employment is for no definite period and may be terminated by REACH or me at any

time for any reason, with or without cause or advance notice. I also understand that REACH may demote or discipline me or otherwise alter the terms of my employment at

any time at its discretion, with or without cause of advance notice.

I understand that the policies contained in this handbook are guidelines only and, with the exception of the at-will policy, are not intended to create any contractual rights or


obligations. I also understand that in order to retain the necessary flexibility in the administration of policies and procedures, with the exception of the at-will policy, REACH

reserves the right to change, revise, supplement or rescind the provisions of this handbook and the policies or procedures on which they were based. Any changes to

this handbook must be in writing and must be signed by s REACH representative authorized to make such changes. No one other than the Director of REACH has the authority to enter into an agreement altering an employee’ s at-will employment. Any such agreement must be in writing, must be signed by the Director and by the affected

employee, and must express a clear and unambiguous intent to alter the at-will nature of the employment relationship.

I understand that this Acknowledgement contains in full and complete statement of the

agreements and understanding that it recites and I agree that no one has made any promises of commitments to me contrary to the foregoing. I also understand that this

handbook supersedes all previous handbooks and manuals.

Employee’ s Signature: _________________________________

Employee’ s Printed Name: _______________________________

Date: ___________________

Cc: Personnel File


REACH LEADERSHIP ACADEMY’ S CONFIDENTIALITY AGREEMENT

During employment, employees may have access to and/or become aware of information of a confidential, proprietary, or private nature (“ Confidential Information” ). For purposes of this policy, “ Confidential Information” includes but is not limited to: information and data relating to REACH students; non-public information data relating to donors, donor prospects, and donations; non-public REACH budget or financial information; and payroll and personnel information relating to current or former employees.

At all times during and after employment with REACH, employees are required to hold all Confidential Information in trust and keep Confidential Information confidential. During employment with REACH, employees may use Confidential Information or disclose Confidential Information to a third party only: (1) as reasonably required in the course of employment with REACH; (2) as permitted with the prior written consent of REACH; or (3) as may otherwise be required by law. Employees should act responsibility with respect to materials containing Confidential Information, and, if disposing of materials containing Confidential Information, must do so properly and completely.

Employees who are in doubt about whether information should be disclosed or used should discuss the situation with the Director before disclosing or using the information.

Employees’ obligations under this Confidentiality of Information policy remain in effect even after their employment relationships with REACH ends. After separation of employment, employees may not use or disclose Confidential Information to any third party unless required to do so by law. Upon separation of employment, employees must immediately return to REACH any and all computers, documents, computer or electronic files, cellular phones, print-outs, copies, or other information containing Confidential Information in their possession, custody or control. If the employees are requested to disclose


Confidential Information to a third party in a subpoena or similar type of request, employees shall give REACH notice of such request as soon as is reasonably possible.

By signing this agreement, I acknowledge and agree that the Agreement is a material condition of my employment with REACH. Furthermore,I acknowledge that nothing contained herein shall limit or otherwise alter the fact that my employment and the terms thereof can be terminated, with or without cause, and with or without notice, at any time, at my option or at the option of REACH.

Employee’ s Signature: _________________________ Employee’ s Printed Name: _________________________ Date: _________________________

cc: Personnel File

REACH Leadership Academy Employee Handbook

Approved by the Governing Board of REACH Leadership Academy on ___________________

AT-WILL EMPLOYMENT AGREEMENT – REACH LEADERSHIP ACADEMY

Page 1 of 10

AT-WILL EMPLOYMENT AGREEMENT FOR: ELEMENTARY TEACHER

Between REACH Leadership Academy

And NAME

THIS EMPLOYMENT AGREEMENT ("Agreement") is entered into by and between NAME ("Employee") and REACH Leadership Academy ("REACH"), a California public charter school. REACH desires to hire Employees who will assist REACH in achieving the goals and meeting the requirements of REACH's Charter. The Board desires to engage the services of the Employee for purposes of assisting REACH in implementing its purposes, policies, and procedures. The parties recognize that REACH is not governed by the provisions of the California Education Code, except as

expressly set forth in the Charter Schools Act of 1992.

WHEREAS, REACH and Employee wish to enter into an at-will employment relationship under the conditions set

forth herein, the parties hereby agree as follows:

A. STATUTORY PROVISIONS RELATING TO CHARTER SCHOOL EMPLOYMENT

1. REACH has been established and operates pursuant to the Charter Schools Act of 1992, Cal. Ed. Code section 47600, et seq. REACH's Charter is provided to you separately as a PDF file and is incorporated by reference herein. Employee agrees to read and become familiar with the provisions of REACH’s Charter and to act always in accordance with the educational mission, policies and procedures described therein.

2. Employee understands that REACH is the exclusive public school employer of the Employee for purposes

of Cal. Govt. Code section 3540.1.

3. Employee understands that, pursuant to Cal. Ed. Code section 47610, REACH must comply with all of the provisions set forth in its charter, but is otherwise exempt from the laws governing school districts except

as specified in Education Code section 47610 and as specified in REACH’s Charter.

B. EMPLOYMENT AT-WILL

At any time during the course of this agreement, REACH may terminate this Agreement with or without cause by

written notice to the Employee.

Employee also may be demoted or disciplined and the terms of his or her employment may be altered at any time,

with or without cause, at the discretion of REACH.

No one other than the Board of REACH has the authority to alter this arrangement, to enter into an agreement for employment for a specified period of time, or to make any agreement contrary to the term of this Agreement, and any such agreement must be in writing and must be signed by the Board of REACH and by the affected Employee

and must specifically state the intention to alter this "at-will" relationship.


Page 2 of 10

C. EMPLOYMENT TERMS AND CONDITIONS

1. Duties

Employee will perform such duties as REACH may reasonably assign and Employee will abide by all of REACH's policies and procedures as adopted and amended from time to time. Employee further agrees to abide by the provisions of REACH's charter and perform the duties of this position as stated in the job description attached as

EXHIBIT A and incorporated by reference herein.

2. Term of Employment and Work Schedule

The current school year calendar is attached as EXHIBIT B and incorporated by reference herein.

Subject to earlier termination as an at-will Employee and as provided in this agreement, Employee agrees to begin working on AUGUST 17, 2012. Unless terminated earlier, this agreement shall terminate automatically at midnight

on the final day of the school year as specified in the school calendar attached as EXHIBIT B.

Workdays for the Employee shall be consistent with the school calendar attached as EXHIBIT B. Employee understands that the workdays during a school year include paid professional development days, as specified in

the school calendar, that the Employee must attend.

PLEASE NOTE THAT GENERAL PURPOSE EDUCATION FUNDING CUTS IN THE 2012-2013 SCHOOL YEAR ARE POSSIBLE DUE TO LEGISLATIVE PROPOSALS FOR THE NOVEMBER 2012 BALLOT THAT MAY NOT RECEIVE VOTER APPROVAL. IN THE EVENT THAT THE STATE AUTHORIZES FUNDING CUTS TO PUBLIC CHARTER SCHOOLS DURING THE 2012-2013 SCHOOL YEAR, REACH RESERVES THE RIGHT TO REDUCE THE TOTAL NUMBER OF INSTRUCTIONAL DAYS PURSUANT TO STATUTORY MINIMUMS OR OTHERWISE REDUCE THE AMOUNT OF COMPENSATION RECEIVED BY TEACHERS ON A PRO RATA BASIS BASED ON THE NUMBER OF INSTRUCTIONAL DAYS CUT FROM THE

SCHOOL CALENDAR FOR THE 2012-2013 SCHOOL YEAR OR TAKE ANY OTHER STEPS TO ENSURE FISCAL SOLVENCY.

The work schedule for this position shall extend for no more than one school year as follows: 200 DAYS PER YEAR, 8 HOURS PER INSTRUCTIONAL OR PROFESSIONAL DEVELOPMENT DAY DURING THE 2012-2013 SCHOOL CALENDAR

YEAR. START TIME IS 30 MINUTES PRIOR TO STUDENT ARRIVAL, END TIME IS UPON COMPLETION OF DUTIES.

3. Preclusion of Outside Business Activities Employee will not render services in person or by electronic means, paid or otherwise, for any other person or entity during contracted work hours with REACH.

4. Compensation

Employee will receive a daily rate of $150.00 with a $5,000.00 bonus in June should you remain employed at REACH throughout the 2012-13 school year. REACH shall withhold all required deductions from an employee’s

compensation as required by state and federal law.

Employees shall be eligible for five (5) paid sick days during the term of this Agreement.

When an exempt employee takes additional sick days beyond the five day allotment described herein, a pay deduction of one full day’s salary shall be made if the employee’s absence is for one or more full day’s work. Partial day absences will not result in a deduction.


Page 3 of 10

5. Employee Rights

Employment rights and benefits for employment at REACH shall only be as specified in this Employment Agreement, REACH's charter, the Charter Schools Act and REACH's Employment Handbook, which from time to time may be amended and modified by REACH. Employment rights and benefits may be affected by other applicable agreements or directives or advisories from the California Department of Education or State Board of

Education and other applicable law.

6. Tenure

During the term of this Agreement, Employee shall not acquire or accrue tenure, or any employment rights with

REACH.

7. Licensure

Employee understands that employment is contingent upon verification and maintenance of any applicable licensure or credentials.

8. Child Abuse and Neglect Reporting

Cal. Penal Code section 11166 requires any child care custodian who has knowledge of, or observes, a child in his or her professional capacity or within the scope of his or her employment whom he or she knows or reasonably suspects has been the victim of child abuse to report the known or suspected instance of child abuse to a child protective agency immediately, or as soon as practically possible, by telephone and to prepare and send a written

report thereof within thirty-six (36) hours of receiving the information concerning the incident.

By executing this Agreement, the Employee acknowledges he or she is a child care custodian and is certifying that

he or she has knowledge of California Penal Code section 11166 and will comply with its provisions.

D. GENERAL PROVISIONS

1. Waiver of Breach

The waiver by either party, or the failure of either party to claim a breach of any provision of this Agreement, will

not operate or be construed as a waiver of any subsequent breach.

2. Assignment

This Agreement is not assignable by either party without prior written consent of the other party.

3. Governing Law

This Agreement will be governed by, construed, and enforced in accordance with the laws of the State of

California.

4. Severability

If any provision of this Agreement is found to be invalid or unenforceable by any court, the remaining provisions hereof will remain in effect unless such partial invalidity or unenforceability would defeat an essential business

purpose of the Agreement.


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E. ACCEPTANCE OF EMPLOYMENT

By signing below, Employee declares as follows:

1. I have read this Agreement and accept employment with REACH on the terms specified herein. 2. I have read the REACH charter school petition. 3. All information I have provided to REACH related to my employment is true and accurate. 4. A copy of the job description and the current school year school calendar are attached hereto. 5. This is a final and complete agreement between REACH and me and there are no other agreements, oral

or written, express or implied, concerning the subject matter of this Agreement.

Employee Signature: Date:

Address:

Telephone: ( )

REACH Approval: Date:

Director, REACH

This Employment Agreement has been approved by the Governing Board of REACH.


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EXHIBIT A


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Elementary Teacher Job Description

Qualifications

A Teacher of REACH must have:

x Bachelor’s degree

x A California Multiple Subject Credential ͒

x Demonstrated classroom and subject matter competency

x Background Clearance from FBI/DOJ ͒

x Show proof all TB Vaccinations

x Have CLAD or BCLAD certification ͒

Teachers will be responsible for high quality instruction as well as achievement of REACH’s educational goals and objectives.

Teachers will:

x Prepare and implement lesson plans that lead to student understanding of the school curriculum content

x Assess student progress and maintain accurate records

x Utilize assessment data, improve student achievement, and individuate instruction

x Identify students at-risk academically and initiate an intervention program with the grade level teams to ensure student success

x Be confident users of technology and be willing to integrate a variety of evidence-based practices for teaching effective practices

x Maintain regular, punctual attendance

Provides Leadership by: x Demonstrating a commitment to the school vision and mission and its programs

x Communicating effectively with other staff members, students, and parents

x Participating and/or leading parent meetings and academic events

x Attending conferences and staff development opportunities


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x Exemplifying and embodying the school’s core values—Leadership, Excellence, Responsibility, and Resilience

Essential Duties & Responsibilities:

x Plan, prepare for, and deliver coherent, dynamic, and meaningful lessons that are age-appropriate and align with the California State Standards

x Ensure student physical, emotional, social, mental, and spiritual safety while at the center and in class

x Evaluate and record student work and progress. Maintain a “grade book” or specific record of student accomplishment throughout the year. Be prepared to show demonstration and offer feedback to the site director, students, parents, and teachers as needed

x Return assigned and evaluated work promptly to students and parents.

x Contact parents of students who are struggling in class or are performing below grade-level

x Be available through email to answer questions from staff, parents, or students about your class by checking email at least weekly

x Work collaboratively to achieve the overall purpose of the school program


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EXHIBIT B


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SCHOOL CALENDAR

2012-2013

September 4 All Students Back to School

September 6 Back to School Night, 6:00-7:30 p.m.

November 6 School Closed for on-site Voting

November 12 Veteran’s Day Holiday- No School

November 15 & 16 Parent/Teacher Conference- No School

November 19-23 Thanksgiving Holiday- No School

December 24- January 4 Winter Recess- No School

January 7 All Students Back to School ͒

January 21 Martin Luther King, Jr. Holiday- No

School

February 15 Lincoln’s Day- No School

February 18 President’s Day- No School

March 29 Open House

April 1-5 Spring Break- No School


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May 27 Memorial Day- No School

June 27 Early Release- Last Day of School

EMPLOYMENT)AGREEMENT)–)REACH)LEADERSHIP)ACADEMY))

Page)1)of)4)

AT:WILL)EMPLOYMENT)AGREEMENT)FOR:)JOB)TITLE))

Between)REACH&LEADERSHIP&ACADEMY)

And)NAME)OF)EMPLOYEE)

THIS) EMPLOYMENT) AGREEMENT) ("Agreement")) is) entered) into) by) and) between) the) above) named) employee)("Employee")) and) the) Governing) Board) ("Board")) of) REACH) Leadership) Academy) ("REACH"),) a) California) public)charter)school)approved)by)the)Riverside)Unified)School)District)("District").)The)Board)desires)to)hire)employees)who)will)assist)REACH's)Principal/Director)in)achieving)the)goals)and)meeting)the)requirements)of)REACH's)charter.)The)parties) recognize) that)REACH) is)not)governed)by) the)provisions)of) the)California)Education)Code,)except)as)expressly)set)forth)in)the)Charter)Schools)Act)of)1992.)The)Board)desires)to)engage)the)services)of)the)Employee)for)purposes)of)assisting)REACH)in)implementing)its)purposes,)policies,)and)procedures.))

WHEREAS,) REACH) and) Employee)wish) to) enter) into) an) employment) relationship) under) the) conditions) set) forth)herein,)the)parties)hereby)agree)as)follows:))

A.) STATUTORY)PROVISIONS)RELATING)TO)CHARTER)SCHOOL)EMPLOYMENT))1 REACH)has)been)established)and)operates)pursuant)to)the)Charter)Schools)Act)of)1992,)Education)Code)

section)47600,)et) seq.)REACH)has)been)duly)approved)by) the)District,) according) to) the) laws)of) the)State)of)California.)A)copy)of)REACH')s)charter)is)attached)hereto)and)fully)incorporated)by)reference)herein.))

2 Pursuant) to) Education)Code) section) 47604,) REACH)has) elected) to) be) formed)and) to) operate) as) a) non:profit) public) benefit) corporation) pursuant) to) the) Non:profit) Public) Benefit) Corporation) Law) of)California)(Part)2,)commencing)with)section)5110)et)seq.)of)the)Corporations)Code).)As)such,)REACH)is)considered)a)separate)legal)entity)from)the)District,)which)granted)the)charter.)The)State)Board)shall)not) liable) for) any) debts) and) obligations) of) REACH,) and) the) employee) signing) below) expressly)recognizes)that)he/she)is)being)employed)by)REACH)and)not)the)District.)

3 Pursuant)to)Education)Code)section)47610,)REACH)must)comply)with)all)of)the)provisions)set)forth)in)its)charter,) but) is) otherwise) exempt) from) the) laws) governing) school) districts) except) as) specified) in)Education)Code)section)47610.))

4 REACH)shall)be)deemed)the)exclusive)public)school)employer)of)the)employees)at)REACH)for)purposes)of)Government)Code)section)3540.1.)

B.)) EMPLOYMENT)TERMS)AND)CONDITIONS))1. Duties))

Employee)will) perform) such) duties) as) REACH)may) reasonably) assign) and) Employee)will) abide) by) all) of) REACH's)policies) and) procedures) as) adopted) and) amended) from) time) to) time.) Employee) further) agrees) to) abide) by) the)provisions)of)REACH's)charter.))

A)copy)of)the)job)description)for)the)above)position)is)attached)hereto)as)EXHIBIT)A)and)incorporated)by)reference)herein.)These)duties)may)be)amended)from)time)to)time)in)the)sole)discretion)of)REACH.))


Page)2)of)4)

2. Work)Schedule)

The)work)schedule)for)this)position)shall)be:)) ) ) ) ) )

Workdays) for) the) Employee) shall) be) consistent)with) the) applicable) calendar) of)workdays) for) this) position.) The)current)school)year)schedule)is)attached)hereto)and)incorporated)by)reference)herein.))

Employee)will) not) render) services) in)person)or)by)electronic)means,)paid)or)otherwise,) for) any)other)person)or)entity)during)contracted)work)hours)with)REACH.))

3. Compensation)

Employee)will) receive)an)annual)salary/monthly/daily)rate)of)$___________)paid)monthly)from)which)the)Board)shall)withhold)all)statutory)and)other)authorized)deductions.))

4. Employee)Benefits)

Upon) hire) for) full:time) employment,) Employee) will) be) entitled) to) participate) in) designated) employee) benefit)programs)and)plans)established)by)REACH)(subject)to)program)and)eligibility)requirements)) for)the)benefit)of) its)employees,)which)from)time)to)time)may)be)amended)and)modified)by)RRCSA/REACH.)

5. Employee)Rights))

Employment) rights) and) benefits) for) employment) at) REACH) shall) only) be) as) specified) in) this) Employment)Agreement,) REACH's) charter,) the) Charter) Schools)Act) and)REACH's) Employment)Handbook,)which) from) time) to)time) may) be) amended) and) modified) by) REACH.) Employment) rights) and) benefits) may) be) affected) by) other)applicable)agreements)or)directives)or)advisories) from)the)California)Department)of)Education)or)State)Board)of)Education.)During)the)term)of)this)Agreement,)Employee)shall)not)acquire)or)accrue)tenure,)or)any)employment)rights)with)REACH.))

6. Licensure))

Employee) understands) that) employment) is) contingent) upon) verification) and) maintenance) of) any) applicable)licensure)credentials.))

7. Child)Abuse)and)Neglect)Reporting))

California)Penal)Code)section)11166)requires)any)child)care)custodian)who)has)knowledge)of,)or)observes,)a)child)in) his) or) her) professional) capacity) or) within) the) scope) of) his) or) her) employment) whom) he) or) she) knows) or)reasonably)suspects)has)been)the)victim)of)child)abuse)to)report)the)known)or)suspected)instance)of)child)abuse)to)a)child)protective)agency)immediately,)or)as)soon)as)practically)possible,)by)telephone)and)to)prepare)and)send)a)written)report)thereof)within)thirty:six)(36))hours)of)receiving)the)information)concerning)the)incident.))

By)executing)this)Agreement,)the)Employee)acknowledges)he)or)she)is)a)child)care)custodian)and)is)certifying)that)he)or)she)has)knowledge)of)California)Penal)Code)section)11166)and)will)comply)with)its)provisions.))

)

)


Page)3)of)4)

C.)) EMPLOYMENT)AT:WILL)REACH)may) terminate) this) Agreement) and) Employee's) employment) at) any) time)with) or)without) cause,)with) or)without) notice,) at) REACH's) sole) and) unreviewable) discretion.) Either) party) may) immediately) terminate) this)Agreement)and)REACH's)employment)upon)written)notice)to)the)other)party.))

Employee)also)may)be)demoted)or)disciplined)and)the)terms)of)his)or)her)employment)may)be)altered)at)any)time,)with)or)without)cause,)at)the)discretion)of)REACH.)No)one)other)than)the)Board)of)REACH)has)the)authority)to)alter)this) arrangement,) to) enter) into) an) agreement) for) employment) for) a) specified) period) of) time,) or) to)make) any)agreement)contrary)to)the)term)of)this)Agreement,)and)any)such)agreement)must)be)in)writing)and)must)be)signed)by)the)Board)of)REACH)and)by)the)affected)employee)and)must)specifically)state)the)intention)to)alter)this)"at:will")relationship.)

Without)impacting)the)at:will)nature)of)the)employment)relationship,)REACH)may)attempt)to)remedy)and)address)issues)of)unsatisfactory)performance)with)the)Employee)in)accordance)with)REACH's)policy)on)Evaluation/Reviews.)

D.)) GENERAL)PROVISIONS)1. Waiver)of)Breach)

The)waiver)by)either)party,)or)the)failure)of)either)party)to)claim)a)breach)of)any)provision)of)this)Agreement,)will)not)operate)or)be)construed)as)a)waiver)of)any)subsequent)breach.))

2. Assignment)

The)rights)and)obligations)of) the)respective)parties)under)the)Agreement)will) inure)to)the)benefit)of)and)will)be)binding)upon)the)heirs,)legal)representatives,)successors)and)assigns)of)the)parties)hereto;)provided,)however,)that)this)Agreement)will)not)be)assignable)by)either)party)without)prior)written)consent)of)the)other)party.)

3. Governing)Law))

This) Agreement) will) be) governed) by,) construed,) and) enforced) in) accordance) with) the) laws) of) the) State) of)California.))

4. Severability)

If)any)provision)of)this)Agreement)is)found)to)be)invalid)or)unenforceable)by)any)court,)the)remaining)provisions)hereof)will) remain) in) effect) unless) such)partial) invalidity) or) unenforceability)would)defeat) an) essential) business)purpose)of)the)Agreement.)


Page)4)of)4)

)

E.)) ACCEPTANCE)OF)EMPLOYMENT))By)signing)below,)the)Employee)declares)as)follows:))

1. I)have)read)this)Agreement)and)accept)employment)with)REACH)on)the)terms)specified)herein.)2. I)have)read)the)REACH)charter)school)petition.)3. All)information)I)have)provided)to)REACH)related)to)my)employment)is)true)and)accurate.)4. A)copy)of)the)job)description)and)the)current)school)year)school)schedule)are)attached)hereto.)5. This) is) the) entire) agreement) between) REACH) and) me) regarding) the) terms) and) conditions) of) my)employment.) This) is) a) final) and) complete) agreement) and) there) are) no) other) agreements,) oral) or) written,)express)or)implied,)concerning)the)subject)matter)of)this)Agreement.))

)

)

Employee)Signature:)) ) ) ) ) ) ) Date:)) ) ) )

Address:)) ) ) ) ) ) ) ) ) ) ) ) )

Telephone:)() )) ) ))

)

REACH)Approval:))) ) ) ) ) ) ) Date:)) ) ) )

Executive)Director,)REACH)

This)Employment)Agreement)is)subject)to)ratification)and)approval)by)the)Governing)Board)of)REACH.)

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