Prior to starting employment with The Romine Group (TRG) or returning from a leave the following form must be signed and returned to TRG or school management. Failure to submit will affect the start/return date of the staff member.
THE ROMINE GROUP, INC.
Employee Handbook Sign Off
I have reviewed and understand the policies, benefits, and guidelines contained in the TRG Employee Handbook and I understand that the written materials, policies, and guidelines are for my information and compliance as an employee of TRG.
I additionally understand that this handbook is not intended to entitle me to be or remain employed by TRG for any particular duration. Employees are free to resign at any time with or without cause, just as the company is free to separate my employment at any time with or without cause.
I attest that I do not use illegal drugs for recreational use, nor am I dependant on illegal drugs or alcohol.
This handbook is effective January 2014 and will remain in effect until further notice. This TRG Employee Handbook supersedes any and all previous handbooks.
Employee Name Employee Signature
_________________________ ____________________________
Date
____________________________
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Table of Contents
Section 1 - Introduction 1.1 Resource 1.2 Reservation of Rights 1.3 Your Employment 1.4 Questions
Section 2 - The Romine Group 2.1 Introduction 2.2 Mission Statement 2.3 TRG Locations
Section 3 - Policies and Procedures 3.0 Attendance and Tardiness 3.0.1 Bereavement 3.1 Business Attire 3.1.2 Business Hours 3.1.3 Change of Employee Personal Information 3.1.4 Classification of Employees 3.2 Computer Security 3 .2.1 Communications and Computers 3.2.2 Company Property 3.2.3 Confidentiality 3.3 Criminal Records Check 3.3.1 Criminal Conduct 3.4 Anti Discrimination 3.4.1 Non Discrimination Based on Genetic Information 3.4.2 Non Discrimination Against State University 3.4.3 Anti Harassment 3.4.4 Threatening Behavior Towards Staff Members 3.5 Drug Free Workplace 3.5.1 Prohibitions 3.5.2 Use of Tobacco by Staff 3.6 Holidays and Vacation Days 3.6.1 Injuries and Accidents 3.6.2 Jury Duty 3.6 .3 Family Leave of Absence (Unpaid)
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3.6.4 Leave of Absence (Unpaid) 3.6.5 Working While on Leave 3.6.6 Outside Employment 3.7 Paydays 3.7.1 Payroll Deductions 3.7.2 Pay at Time of Separation 3.7.3 Pay and Benefits When Contract not Renewed 3.7.4 Sick Leave 3.8 Performance and Corrective Action 3.8.1 Personal Expenditure Reimbursement 3.8.2 Safety 3.8.3 Tuition Reimbursement 3.9 Evaluation Procedure
Section 4 - FMLA 4.1 Health Care Benefits 4.2 Dependent Coverage 4.3 Status Change 4.4 Reinstatement 4.5 Return to Work 4.6 Life Insurance Coverage 4.7 Short & Long Term Disability 4.8 Job Availability
Section 5 - Benefits 5.1 Benefit Instatement 5.2 Employee Savings Plan - 401(k) 5.3 Life Insurance 5 .4 Health Insurance 5.4.1 Family Continuation 5.5 Short Term Disability 5.6 Long Term Disability 5.7 COBRA Continuation of Coverage 5.8 Workers' Compensation 5.9 Sick/Personal Days 5.10 Benefit Summary 5.10.1 Full Time Salary Employed Prior to 8/15/2009 5.10.2 Full Time Salary Not Employed Prior to 8/15/2009
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5.10.3 Para Professional 5.10.4 Part Time Salary 5.10.5 Hourly Employees
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Section 1 Introduction
1.1 Resource
The information outlined in this handbook is intended to be a resource for you during your employment with TRG. The policies and procedures described are not conditions of employment. The language that appears in this booklet is not intended to create nor is it to be construed to constitute a contract between TRG and any one or all of its employees. If at any time the application of policy differs from information indicated in this handbook, the actual policy will prevail. Where state laws differ, state provisions will govern.
Because there will be several schools managed by TRG, if you are positioned in a school, you will receive a teacher’s handbook from the school in which you work. Therefore items that are unique to each school will be covered in that specific handbook. When such is the situation, you will be directed to that handbook.
During August of each year you will receive written changes to your Employee and Teacher Handbooks that contain the benefit plans, programs, policies, and procedures of both the Company and the School. Please keep in mind that it is your responsibility to review and comply with these documents.
1.2 Reservation of Rights
TRG reserves the right to interpret its stated policies on a case-by-case basis. TRG further reserves the right to modify, revoke, suspend, terminate, or change any or all such policies and procedures and employee benefits, in whole or in part, at any time, with or without prior notice. The most recent revision supersedes any prior revisions.
1.3 Your Employment
All employment and compensation with TRG is “AT WILL”. Neither TRG, any of its managers, nor any other employee can guarantee a specific duration of employment. The company recognizes that
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circumstances change with the passage of time, and that some employees may seek opportunities elsewhere or choose to leave the company for other reasons.
Some employees may not fulfill the operational needs of the company or changed circumstances may reduce available employment opportunities, which may result in involuntary terminations. Employees may leave employment at any time with or without a reason. Likewise, the company reserves the right to terminate any employee at any time within the provisions of Federal and State laws.
1.4 Questions
When questions arise that are not covered in this guide or when clarification of its content is needed, do not hesitate to ask your Principal or contact Will Kneer (Vice President, TRG) at (586) 246-7280.
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Section 2 The Romine Group
2.1 Introduction
In June of 1996 upon recognizing the needs that schools have as businesses, John Romine formed JCR & Associates. Within three years time, it grew to manage eighteen schools. Recognizing the benefits of a partnership, JCR & Associates was acquired by Beacon Education Management from Boston. In the fall of 2001 TRG was formed to once again provide management services to charter schools. It is a company that brings to the marketplace a unique blend of business expertise and educational background, and has successfully linked business and education.
2.2 Mission Statement
Helping individuals and organizations reach their full potential through sound business and educational practices.
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2.3 TRG Locations
TRG Office Momentum Academy 7877 Stead St. 99 East Woodward Heights Blvd Utica, MI 48317 Highland Park, MI 48030 P 586-731-5300 P 248-336-5600 Hanley International Academy Tipton Academy 2400 Denton St 1615 Belton St Hamtramck, MI 48212 Garden City, MI 48135 P 313-875-8888 P 734-261-0500 Intervention Academy The New Standard 1170 Michigan Rd 2040 West Carpenter Rd Port Huron, MI 48060 Flint, MI 48502 P 810-966-4312 P 810-787-3330 Madison Academy Trillium Academy Elementary School 15740 Racho Rd 6170 Torrey Rd Taylor, MI 48180 Flint, MI 48507 P 734-374-8222 P 810-655-2949
High School 3266 Genesee Rd
Burton, MI 48519
P 810 -875-9050
Merritt Academy 59900 Havenridge Rd
New Haven, MI 48048
P 586-749-6000
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Section 3 Policies and Procedures
3.0 Attendance and Tardiness
Employees are expected to be at the work site ready to work at their appointed time.
You must notify your manager or principal prior to your scheduled work time on any day you are unable to report to work.
Continued or persistent absence and/or tardiness are grounds for corrective action, up to and including termination from the Company.
3.0.1 Bereavement
All salaried TRG employees are eligible for a leave of absence with pay when a death occurs in their immediate family. The amount of pay that the employee will receive is based upon the normal scheduled hours that the employee will be absent due to the allotted bereavement.
TRG will provide a leave of absence with pay in the event a death occurs in your immediate family. Leave for funerals of the immediate family will not affect or count against your sick days. Three (3) days will be allowed if the funeral leave is for a member of the immediate family whose funeral will be held within one hundred (100) miles of your primary residence: Five (5) days will be allowed if the funeral will be held in excess of one hundred (100) miles of your primary residence. Unusual circumstances that require additional time in excess of the allotted three or five days should be submitted to your principal. (See definition of “immediate family”).
Definition of the Immediate Family: The immediate family includes: spouse, parent, parent of current spouse, brother, sister, son, daughter, grandparent, grandchild, or any dependant living in the household of the staff member.
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3.1 Business Attire
The Company’s professional atmosphere and image is maintained, in part, by the image that employees present to customers, parents and students. Please consult your specific staff handbook for attire requirements.
3.1.2 Business Hours
The basic work week may vary. It is established at each school or office location. Consult your specific teacher handbook for business hours.
3.1.3 Change of Employee Personal Information
It is important that employees keep their manager or principal informed of any changes in important information. Current address and phone number records are essential for many purposes. Personal information changes can also affect your benefits. Please let us know immediately of any births, marriage, divorce, adoptions, dependants, and death. It is the employee’s responsibility to notify TRG and the school administration when any changes occur.
3.1.4 Classification of Employees
Each employee falls into a certain classification dependant upon several variables. It is important for an employee to understand their particular classification due to its relevance in given benefits. If an employee has a question regarding their classification please contact Will Kneer at (586) 246-7280.
There are 4 separate classifications of employees which are listed and explained as follows: • Full Time Salary This classification includes employees who are positioned in a school as a full time educator, administrator, office staff, or custodian. To qualify as full time salary, an employee must be positioned in a school 5 days a week, and must be present throughout the entire school day. The employee must also be paid on a salary schedule in order to qualify. • Para-Professional In order to qualify for this classification an employee must be a para-professional who is scheduled to be
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present in a classroom during all of the calendared school days, and receives their pay based upon a salary payment schedule. • Part Time Salary These employees are positioned in a school less than 5 days a week, or are not required to work the entire school day. These employees receive their pay based upon a salary payment schedule. • Hourly Employee A staff member would be considered an hourly employee if their pay is based upon an hourly rate.
3.2 Computer Security
TRG places emphasis on computer security in order to protect its programs and data from damage or sabotage. Do not share your user “ID” or password. TRG considers the unauthorized use of another employee’s password or the unauthorized access of computer files a serious breach of integrity. Employees who have accessed computer files without the proper authorization will be subject to immediate corrective action up to and including termination.
Please note that this policy covers all hardcopy files, “ID’s” needed for any office equipment, and any student records.
3.2.1 Communications and Computers
The communication systems in each school are the property of that school and therefore any communication should be that of the school. Assume the school will read any and all communication made electronically. TRG will defer the specific policy to each school.
TRG employees may not use any system for use that would be considered improper, harassing, offensive, threatening or sexual in nature. Employees may not use any system to access materials that contain the above described improper information.
Please consult your school handbook for more information on the use of information systems.
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3.2.2 Company Property
TRG provides a work area and the essential equipment required for your job for use during work. The Company and/or each school own all such equipment and the contents of all cabinets, storage facilities, etc. which are provided, and as such are subject to entry at any time. Employees are not authorized or allowed to affix their own locks to any property provided by the Company or school. The Company or school assumes no liability for personal property lost or stolen on the work site.
3.2.3 Confidentiality
Unless authorized, information regarding your employment should be a private matter and not discussed with parents, vendors, or co-workers.
Student information should be used for the improvement of the student as an individual and should not be used for any other purposes. The information kept by the school office and/or the teacher is private and confidential.
Unauthorized disclosure of confidential information may result in disciplinary action up to and including dismissal.
3.3 Criminal Records Check
Although this is not a requirement for TRG employees outside of school positions, it is a requirement mandated by the State School Code for all employees working in a school. Employees must be fingerprinted at an Identix location, information on locations can be found with your office managers.
3.3.1 Criminal Conduct
As an employee of TRG, you should be aware that TRG strictly prohibits and will not tolerate any form of criminal conduct on the part of its employees. In response to any violation of this policy, the Company will react in the strongest terms possible. TRG as a matter of policy, will cooperate fully with law enforcement authorities conducting criminal investigations which involve TRG employees.
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3.4 Anti Discrimination
TRG shall not discriminate in its polices, practices, procedures, hiring, termination or activities on the basis of religion, race, color, national origin, sex, disability/handicap, or marital/parental/ family status and shall comply with all applicable law with respect to equitable treatment of students, employees, and applicants for employment. TRG shall not do any of the following: A. Discriminate against an individual in the full utilization of or benefit from TRG, or the services, activities, or programs provided by TRG because of religion, race, color, national origin, disability/handicap, or marital/parental/family status or sex. B. Print or publish or cause to be printed or published a catalog, notice, or advertisement indicating a preference, limitation, specification, or discrimination based on the religion, race, color, national origin, disability/handicap, or marital/parental/family status or sex of an applicant for employment with TRG. C. Announce or follow a policy of denial or limitation through a quota or otherwise of employment of a group or its members because of religion, race, color, national origin, disability/handicap, or marital/parental/family status or sex. Written or unwritten employment policies and practices involving matters such as the commencement and duration of leave, the availability of extensions, the accrual of seniority and other benefits and privileges, reinstatement, and payment under any health or disability insurance or sick leave plan, formal or informal, shall be applied to disability due to pregnancy, childbirth, or related medical conditions on the same terms and conditions as they are applied to other disabilities.
3.4.1 Non Discrimination Based on Genetic Information
The Romine Group does not discriminate against any employee or applicant for employment with respect to hiring, compensation, terms, conditions, or privileges of employment based on genetic information. TRG also does not limit, segregate, or classify employees in any way that would deprive or tend to deprive them of employment opportunities
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or otherwise adversely affect the status of an employee as an employee, based on genetic information. Retaliation against an applicant or employee for engaging in protected activity is prohibited. TRG shall only acquire and/or disclose genetic information of an employee or applicant for employment as provided by Federal law and regulation. The Principal shall appoint a compliance officer whose responsibility it will be to ensure that Federal regulations are complied with and that any inquires or complaints are dealt with promptly in accordance with law. S/He shall also ensure that proper notice of nondiscrimination for Title II of the Genetic Information Nondiscrimination Act of 2008 is provided to staff members. 3.4.2 Non Discrimination Against State Universities TRG shall not adopt or implement a policy or practice, or to make or issue any public statement or directive, that has the effect of any of the following: D. Denies to a student of a particular state university access to an Academy for student teaching purposes solely because the student is enrolled in that state university. E. Prevents the hiring of a graduate of a particular state university solely because the individual graduated from that state university. F. Discourages or prohibits a counselor employed by TRG from recommending a particular state university to a pupil of the Academy for reasons other than the suitability of the state university's educational offerings for the particular pupil. 3.4.3 Anti Harassment
It is the policy of The Romine Group to maintain an education and work environment which is free from all forms of unlawful harassment, including sexual harassment. This commitment applies to all school operations, programs, and activities. All administrators, teachers, staff, and all other school personnel share responsibility for avoiding, discouraging, and reporting any form of unlawful harassment. This policy applies to unlawful conduct occurring on school property, or at another
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location if such conduct occurs during an activity sponsored by TRG. TRG will vigorously enforce its prohibition against harassment based on sex, race, color, national origin, religion, disability, genetic information, or any other unlawful basis, and encourages those within the TRG community who feel aggrieved to seek assistance to rectify the problems. TRG will investigate all allegations of harassment and in those cases where unlawful harassment is substantiated, TRG will take immediate steps to end the harassment. Individuals who are found to have engaged in unlawful harassment will be subject to appropriate disciplinary action. Other Violations of the Anti-Harassment Policy TRG will also take immediate steps to impose disciplinary action on individuals engaging in any of the following prohibited acts: A. Retaliating against a person who has made a report or filed a complaint alleging harassment, or who has participated as a witness in a harassment investigation. B. Filing a malicious or knowingly false report or complaint of harassment. C. Disregarding, failing to investigate adequately, or delaying investigation of allegations of harassment, when responsibility for reporting and/or investigating harassment charges comprises part of one's supervisory duties. Definitions Sexual Harassment Pursuant to Title VII of the Civil Rights Act of 1964 and Title IX of the Educational Amendments of 1972, "sexual harassment" is defined as: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when: A. Submission to such conduct is made either implicitly or explicitly a term or condition of an individual's employment, or status in a class, educational program, or activity; B. Submission or rejection of such conduct by an individual is used as the basis for employment or educational decisions affecting
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such individual; C. Such conduct has the purpose or effect of interfering with the individual's work or educational performance; of creating an intimidating, hostile, or offensive working, and/or learning environment; or of interfering with one's ability to participate in or benefit from a class or an educational program or activity. Sexual harassment may involve the behavior of a person of either gender against a person of the same or opposite gender. Prohibited acts that constitute sexual harassment may take a variety of forms. Examples of the kinds of conduct that may constitute sexual harassment include, but are not limited to: A. Unwelcome sexual propositions, invitations, solicitations, and flirtations. B. Physical assault. C. Threats or insinuations that a person's employment, wages, promotion, classroom work or assignments, academic status, participation in athletics or extra-curricular programs or events, or other conditions of employment or education may be adversely affected by not submitting to sexual advances. D. Unwelcome verbal expressions of a sexual nature, including graphic sexual commentaries about a person's body, dress, appearance, or sexual activities; the unwelcome use of sexually degrading language, jokes or innuendoes; unwelcome suggestive or insulting sounds or whistles; obscene telephone calls. E. Sexually suggestive objects, pictures, videotapes, audio recordings or literature, placed in the work or educational environment, which may embarrass or offend individuals. F. Unwelcome and inappropriate touching, patting, or pinching; obscene gestures. G. A pattern of conduct, which can be subtle in nature, that has sexual overtones and is intended to create or has the effect of creating discomfort and/or humiliation to another.
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H. Remarks speculating about a person's sexual activities or sexual history, or remarks about one's own sexual activities or sexual history. Not all behavior with sexual connotations constitutes unlawful sexual harassment. Conduct must be sufficiently severe, pervasive, and persistent such that it adversely affects an individual's employment or education, or such that it creates a hostile or abusive employment or educational environment. Sexual conduct/relationships with students by TRG employees is prohibited, and any teacher, administrator, coach, or other school authority who engages in sexual conduct with a student may also be guilty of the criminal charge of "sexual battery". The issue of consent is irrelevant in regard to such criminal charge and/or with respect to the application of this policy to school employees or other adult members of the TRG community. Race/Color Harassment Prohibited racial harassment occurs when unwelcome physical, verbal, or nonverbal conduct is based upon an individual's race or color and when the conduct has the purpose or effect of interfering with the individual's work or educational performance; of creating an intimidating, hostile, or offensive working, and/or learning environment; or of interfering with one's ability to participate in or benefit from a class or an educational program or activity. Such harassment may occur where conduct is directed at the characteristics of a person's race or color, such as racial slurs, nicknames implying stereotypes, epithets, and/or negative references relative to racial customs. Religious (Creed) Harassment Prohibited religious harassment occurs when unwelcome physical, verbal, or nonverbal conduct is based upon an individual's religion or creed and when the conduct has the purpose or effect of interfering with the individual's work or educational performance; of creating an intimidating, hostile, or offensive working and/or learning environment; or of interfering with one's ability to participate in or benefit from a class or an educational program or activity. Such harassment may occur where conduct is directed at the
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characteristics of a person's religious tradition, clothing, or surnames, and/or involves religious slurs. National Origin Harassment Prohibited national origin harassment occurs when unwelcome physical, verbal, or nonverbal conduct is based upon an individual's national origin and when the conduct has the purpose or effect of interfering with the individual's work or educational performance; of creating an intimidating, hostile, or offensive working and/or learning environment; or of interfering with one's ability to participate in or benefit from a class or an educational program or activity. Such harassment may occur where conduct is directed at the characteristics of a person's national origin, such as negative comments regarding customs, manner of speaking, language, surnames, or ethnic slurs. Disability Harassment Prohibited disability harassment occurs when unwelcome physical, verbal, or nonverbal conduct is based upon an individual's disability and when the conduct has the purpose or effect of interfering with the individual's work or educational performance; of creating an intimidating, hostile, or offensive working and/or learning environment; or of interfering with one's ability to participate in or benefit from a class or an educational program or activity. Such harassment may occur where conduct is directed at the characteristics of a person's disabling condition, such as negative comments about speech patterns, movement, physical impairments or defects/appearances, or the like. Such harassment may further occur where conduct is directed at or pertains to a person's genetic information. Reports and Complaints of Harassing Conduct Employees of TRG are encouraged to promptly report incidents of harassing conduct to an administrator, supervisor or other school official so that TRG may address the conduct before it becomes severe, pervasive, or persistent. TRG employees who believe they have been unlawfully harassed by another employee or a third party are entitled to utilize TRG’s complaint process. Initiating a complaint, whether formally or informally, will not adversely affect the complaining individual's employment or participation
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in educational or extra-curricular programs. While there are no time limits for initiating complaints of harassment under this policy, individuals should make every effort to file a complaint as soon as possible after the conduct occurs while the facts are known and potential witnesses are available. Employees who have complaints of discrimination or harassment should send them in writing in a sealed, confidential envelope to the following:
TRG Attn: Paul Romine 7877 Stead St. Utica, MI 48317
The Romine Group will direct the investigation. All complaints will be investigated in a confidential manner to determine their merit. Where an investigation confirms the allegation, prompt corrective action will be taken.
Privacy/Confidentiality TRG will respect the privacy of the complainant, the individual(s) against whom the complaint is filed, and the witnesses as much as possible, consistent with TRG’s legal obligations to investigate, to take appropriate action, and to conform with any discovery or disclosure obligations. All records generated under the terms of this policy and its related administrative guidelines shall be maintained as confidential to the extent permitted by law. The Complaint process set forth in the policy and in the administrative guidelines is not intended to interfere with the rights of a TRG employee to pursue a complaint of unlawful harassment with the United States Department of Education, Office for Civil Rights, the Michigan Civil Rights Commission, or the Equal Employment Opportunity Commission. The Romine Group reserves the right to investigate and resolve a complaint or report of unlawful harassment regardless of whether the employee alleging the harassment pursues the complaint. The Romine Group also reserves the right to have the formal complaint investigation conducted by an external person in accordance with this policy and administrative guidelines or in such other manner as deemed
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appropriate by TRG. TRG shall vigorously enforce its prohibitions against unlawful harassment. While observing the principles of due process, a violation of this policy may result in disciplinary action up to and including the termination of an employee. All disciplinary action will be taken in accordance with applicable State law. 3.4.4 Threatening Behavior Towards Staff Members The Romine Group believes that a staff member should be able to work in an environment free of threatening speech or actions. Threatening behavior consisting of any words or deeds that intimidate a staff member or cause anxiety concerning his/her physical and/or psychological well-being is strictly forbidden. Any employee of TRG who is found to have threatened a member of the staff will be subject to discipline or reported to the authorities. 3.5 Drug Free Workplace
Employees of TRG are our most valuable resource and, for that reason, their health and safety is our number one concern. Any drug use, which imperils the health and well being of our employees or threatens our business will not be tolerated.
The use of illegal drugs and abuse of other controlled substances on or off duty is inconsistent with the law-abiding behavior expected of our employees. Employees who use illegal drugs or abuse other controlled substances on or off duty tend to be less productive, less reliable, and prone to greater absenteeism. Drug use in the workplace puts the health and safety of the abuser and all other workers around them at increased risk. Employees have the right to work in a drug-free environment.
Early recognition and treatment of drug abuse is important for successful rehabilitation. Whenever feasible, TRG will assist employees in overcoming drug abuse by providing information on treatment opportunities and programs. However, the decision to seek diagnosis and seek treatment for drug abuse is primarily the individual employee’s responsibility.
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Employees with drug abuse problems should request assistance from management. The Romine Group will treat all requests with confidentiality and will help guide the employee to the appropriate treatment and counseling services. Voluntary requests from employees will not however prevent disciplinary action up to, and including, termination.
The Romine Group is committed to maintaining a safe workplace free from the influence of drugs. All employees are hereby notified that TRG will comply with the requirements of the Drug-Free Workplace Act of 1988, and all applicable regulations issued there under.
The Romine Group reserves the sole right to modify it’s Drug-Free Workplace policy and program at any time.
3.5.1 Prohibitions
TRG’s Drug-Free Workplace prohibits employees from engaging in any of the following activities: • Use, possession, manufacture, distribution, dispensation or sale of illegal drugs on company premises or company business, in company supplied vehicles, or during working hours. • Unauthorized use or possession, or any manufacture, distribution, dispensation or sale of a controlled substance on company premises or while on company business or while in company supplied vehicles. • Storing in a locker, desk, automobile or other repository on company premises any controlled substances whose use is unauthorized. • Being under the influence of a controlled substance on company premises or while on company business, or while in company supplied vehicles. • Any possession, use, manufacture, distribution, dispensation or sale of illegal drugs off company premises that adversely affects the individual’s work performance, their own or the safety of others at work, or the company’s regard or reputation in the community. • Failure to adhere to the requirements of any drug treatment or counseling program in which the employee is enrolled.
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3.5.2 Use of Tobacco by Staff
The Romine Group recognizes that the use of tobacco presents a health hazard which can have serious consequences both for the user and the nonuser and is, therefore, of concern to TRG. In order to protect students and staff who choose not to use tobacco from an environment noxious to them and potentially damaging to their health, TRG prohibits the use of tobacco on school premises, in school vehicles, and in all school buildings owned and/or operated by an academy. For purposes of this policy, "use of tobacco" shall mean all uses of tobacco, including a cigar, cigarette, pipe, snuff, or any other matter or substances that contain tobacco. The Romine Group prohibits the use of tobacco by staff members in school buildings, on school buses, and at any school-related event.
3.6 Holidays & Vacation Days
Each school plans and maintains it’s own schedule for holidays and working schedule. All educational and administrative staff should refer to it’s school schedule and administration for a working calendar.
Educational and education support staff will have some duration of summer vacation during which they will not report.
Administrative staff is expected to be in attendance throughout the summer, with the exception of the scheduled 2 week summer shut down.
Facility and maintenance staff is expected to report to the school every week Monday through Friday regardless of the hours of the office being open. During the months that school is in session these staff members should consult their school administration for allowed days off. During Summer Break, the facility and maintenance staff will be given 10 days of vacation that they must schedule with their school administration. These days will not have the option of being banked or bought out.
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3.6.1 Injuries and Accidents
Employees must immediately report all injuries, accidents, and illnesses which occur while at work to either the school’s office manager or principal. All injuries, accidents, and illnesses must immediately be reported regardless of the appeared severity.
The employee will be provided by office management the appropriate forms to be filled out and filed. Failure to report these occurrences may result in a loss of benefits as well as corrective action up to and including termination.
3.6.2 Jury Duty
TRG recognizes its employees’ civic responsibility to serve as jurors. If you are called to serve, give written evidence to your manager or principal as soon as possible so that proper arrangements can be made for your absence. Employees selected to serve must notify their manager or principal with specific information on the location of Jury Duty and the projected dates of service.
Full-time employees will be compensated at their regular rate for days serving Jury Duty.
3.6.3 Family Leave of Absence (Unpaid)
A Family Leave of Absence (FMLA) is an unpaid Company approved absence for the birth of a child, the placement of a child for adoption or foster care, a serious health condition that places you unable to perform the essential functions of your job, or a serious health condition affecting your spouse, child, or parent, for which you are needed to provide care. Please refer to section 4 for more information pertaining to FMLA.
3.6.4 Leave of Absence (Unpaid)
TRG understands that due to certain circumstances an employee may need to request a leave of absence that does not qualify under the FMLA. If an employee desires to take an unpaid leave of absence from their position they should discuss the situation with the building principal as soon as they become aware of the need to go on leave. TRG
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reserves the right to handle each leave of absence request on a case by case basis. If a leave of absence is granted all necessary information and arrangements will be clearly documented in written form and must be signed by the employee and TRG representative before the employee goes on leave.
If an employee takes an unapproved leave of absence their position may not be held for their return. If at any point an employee fails to report to work for 2 consecutive days and has not followed the necessary procedures or was granted permission by their principal they will be considered on an unapproved leave of absence and may be terminated.
3.6.5 Working While on Leave
Working another job while on family or medical leave is prohibited and may result in corrective action up to and including termination. Such work will be reported to the insurance company.
3.6.6 Outside Employment
It is the intent of TRG to provide a challenging and demanding environment in which employees can develop to their fullest potential.
Any outside employment that you engage in, including a self-owned business, should in no way conflict with your performance in your job at TRG. It should not in any way be detrimental to TRG’s business or reputation or to other employees.
3.7 Paydays
Company paydays are on the 15th and 30th of each month. If TRG facilities or your specific school is closed on a scheduled payday, then paychecks will be issued on the last workday preceding the closed day.
For employees who receive their pay on a salary schedule, the pay on the 15th of each month is for services rendered from the 1st through the 15th of that month. The pay on the 30th of each month is for services rendered from the 16th until the last day of that month.
Employees who are paid through an hourly rate will also receive pay on the 15th and 30th of each month. The pay that they receive is based
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upon hours worked during that designated pay period. For a schedule of hourly pay periods, please consult your school’s office manager.
TRG highly recommends direct deposit of it’s employees. Employees must sign up for this feature by filling out the appropriate paperwork. Once the TRG Human Resource department has received all the appropriate paperwork, it will take 2 pay periods to take effect.
Employees’ paycheck stubs will be sent to each TRG site’s Payroll Custodian. On payday, Payroll Custodians will distribute paycheck stubs. If employees are absent on payday, the Payroll Custodian will hold the stub for one (1) working day and then send it through U.S. Mail to the employee’s current address.
If an employee chooses not to participate in the direct deposit plan TRG will make every reasonable effort to deliver live checks by the pay date. Due to scheduling, weather, holidays, and unforeseen events TRG again highly recommends the direct deposit plan to ensure receiving pay on time.
3.7.1 Payroll Deductions
Federal taxes, FICA, Medicare, state and city taxes, and 401(k) employee contributions are withheld from employee paychecks.
TRG is required by law to accept legal assignments or garnishments against employees’ wages. Employees will be notified of any attachment received.
3.7.2 Pay at Time of Separation
Employees separated from employment will be paid for time worked (less deductions) on the next regular pay day according to the applicable federal and state laws. Any accrued vacation time will also be paid at this time.
The company will determine if the terminating employee has any outstanding debt owed to the company and whether the individual has in their possession any company property.
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After a full accounting of the employee’s and the company’s accounts (as determined by TRG) is completed, the final paycheck will be issued to the employee in accordance with state law.
The company will issue a check, which is designated as the final payment for all services rendered. The check will not reflect any time not actually worked by the employee.
The check designated as the final payment will be mailed to the address given by the employee as their address of residence. The employee should not attempt at any time to receive this check at their previous location of employment.
3.7.3 Pay and Benefits When Contract not Renewed
Educators who complete employment through the current school year, but are not extended, or do not accept an offer for the following school year, will remain employees of TRG through August 15th. Eligible employees will continue to receive regular paychecks through August 15th, and will remain enrolled in the health insurance program through August 30th. If a non returning employee opts to file for unemployment prior to the termination date of August 15th TRG will interpret the filing as formal notice of the employee’s immediate resignation, which will result in a loss of benefit coverage.
Administrators, administrative assistants, and facility staff who are not extended or do not accept an offer for the following school year will receive their last pay on June 30th of the completed school year. These employees will maintain benefit coverage through June 30th of the completed school year as well.
3.7.4 Sick Leave
Employees who are paid on a salary schedule are granted two (2) sick or personal days per year for every full day that they work per week. For example a full time employee that works five full days a week will be granted ten (10) days of paid sick leave per year. As soon as you are aware that you will be unable to attend work due to personal illness it is the employee’s responsibility to contact their manager or principal.
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Sick/Personal days are to be used in the event that you cannot attend work due to an illness or matter that must be attended to during the working hours. Sick/Personal days are not intended to be used as vacation days or days to extend holiday breaks. Any deviation of the intended purpose for a sick day must be cleared with your school principal before being recognized by TRG. Employee absenteeism that exceeds the granted number of days is a serious issue and can lead to employee termination.
At the end of the working year employees will have the option to be reimbursed for unused sick days, or bank these days (up to ten) into the following year. The amount of reimbursement per day is listed in the school staff handbook. If an employee opts for reimbursement, they can expect to receive their buyout checks in the July 30th pay.
Please reference section 5.9 for further clarification.
3.8 Performance and Corrective Action
All employees are expected to meet TRG standards for work performance and business conduct. Employees are also expected to follow the policies and procedures covered in this handbook. In addition, employees will also be expected to follow the policies and procedures covered in the handbook provided by each individual school. Failure to meet these expectations may result in one or more of the following corrective actions: verbal counseling, written reprimand, suspension or discharge. Generally the severity of the performance or behavior problem will determine the level of corrective action and whether the employee will be given the opportunity to correct the problem. TRG utilization of corrective action to improve performance of its employees does not alter the fact that both the company and its employees may terminate the employment relationship at any time, with or without cause.
3.8.1 Personal Expenditure Reimbursement
In order to receive reimbursement for any academy function or materials, TRG employees must obtain prior consent from the active administrator on site. Company employees must complete the appropriate reimbursement form and provide a receipt or proof of
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purchase in order to be reimbursed. It is therefore understood that reimbursement will not be granted unless prior approval has been granted and a receipt attached to the proper form.
3.8.2 Safety
Safety is considered to be an important part of your job, and the Company will do everything possible to make work areas safe for you. It is the responsibility of all employees to develop safe working habits and observe the rules and practices that protect the individual employee and fellow employees.
Please consult your school handbook for instructions on safety programs including: Accident Reporting, Emergency Action Fire Plan, Severe Weather, Emergency Evacuation, Blood Borne Pathogens, Communicable Diseases, and First Aid.
3.8.3 Tuition Reimbursement
Individual schools may or may not have funds available to support this benefit. Therefore, TRG will not make it a benefit mandatory to all schools and their staffs.
Reimbursement for tuition will be a decision that will be left to the individual school boards as a possible benefit. Please consult your school staff handbook for further information.
3.9 Evaluation Procedure
TRG teaching staff member are formally evaluated 3 times each year. The 5 categories evaluated are: Communication of the Curriculum, Instruction, Classroom Management, Professionalism and Student Achievement. (Note: Student Achievement is only assessed in the Spring.)
A rubric detailing the evaluation procedure is available for all employees to review by request to the academy Principal.
Administrative Staff are formally evaluated 2 times each year. There are 11 categories evaluated which are: Student Achievement as measured
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by MEAP, Performance Series and Ed Yes, Climate and Culture, evidence of; Board Objective, Slant, Threshold, Professionalism, 100% Engagement, Systems & Routines, Instructional Technique and Cultural Success, as well as the Additional Responsibilities detailed in the Evaluation Rubric provided to school administrators during the TRG Select Standards Training.
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Section 4 While on a Family or Medical Leave of Absence
4.1 Health Care Benefits
You have the right under FMLA to take up to 90 days of unpaid leave in a rolling 12 month period. Your health benefits will be maintained during any period that qualifies under FMLA under the same conditions as if you continued to work. If you wish to file for FMLA, forms can be obtained by contacting Kim Romine (Payroll Director, TRG) 586-7315300.
4.2 Dependant Coverage
You may elect to discontinue coverage for your dependant(s)/spouse while you are on a leave of absence (LOA). Please refer to the Reinstatement section below.
4.3 Status Change
If a status change occurs during a LOA, contact the TRG offices within thirty (30) days of the qualifying event.
4.4 Reinstatement
When you elect to discontinue your dependent(s)/spouse benefit coverage during a LOA, reinstatement into the plan can be made by completing a new application for enrollment in the Plan upon return to work.
4.5 Return to Work
You must return to work on the day your LOA ends. If you fail to return to work on the date scheduled, you may be subject to termination.
A request to extend a LOA must be made two weeks prior to your scheduled return to work date and must be accompanied by a certification from a health care provider.
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Your health and life insurance benefits and the health benefits for your dependent(s)/spouse end at midnight on the last day of your LOA if you fail to return to work as scheduled.
4.6 Life Insurance Coverage
Your Life Insurance Coverage benefits will be maintained during any period that qualifies under FMLA under the same conditions as if you continued to work. If you remain on a LOA longer than the 90 days that FMLA provides, your life insurance coverage will cease. When your coverage stops, you may convert your Supplemental Life coverage to an individual whole life policy.
Accidental Death and Dismemberment insurance cannot be converted.
4.7 Short & Long Term Disability
Your Short and Long Term Disability Benefits will be maintained during any period that qualifies under FMLA under the same conditions as if you continued to work.
4.8 Job Availability
The Company understands that you may require time away from work for family reasons. While on an unpaid LOA the Company will make all reasonable attempts to hold your job, or a comparable job for which you are qualified. The business necessities of the Company may, force the Company to fill the position which will result in finding you an equivalent position, if available, which you are qualified for.
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Section 5 Benefits
5.1 Benefit Instatement
Employees that are hired prior to or at the start of the school year will be eligible to receive benefits on September 1st of the current school year. Employees that are hired mid year will be eligible for benefits on the first day of the month following their date of hire.
5.2 Employee Savings Plan – 401(k)
All full-time employees of TRG are eligible to contribute to the 401(k) plan. The Company, at its discretion, has elected to contribute the amount of 4% of the employee’s salary, and match up to the next 4%. All employees are immediately eligible for this contribution.
Rollover Contributions from other qualified retirement plans are accepted at any time.
Employees may choose to invest their contributions and the employer contribution in an array of investment portfolios that have been designed specifically for the employees at TRG.
There is a 5 year vesting period in place for all funds that are contributed through the employer match or employer contribution.
5.3 Life Insurance
All eligible employees of TRG will receive term life insurance in the amount of one times the employee’s annual salary, rounded to the nearest $1000.00. (For example if you make $26,700.00 per year, your benefit would be $27,000.00.) The Plan pays the benefit to your surviving beneficiaries in the event of your death. There is a maximum payout of $125,000 for each employee.
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5.4 Health Insurance
Eligible TRG employees will maintain health coverage through Blue Cross Blue Shield Option 1. Dental coverage will be provided through Blue Cross Blue Shield Tradition Dental Plan. Vision coverage is through VSP.
Health insurance can be waived if an employee is insured though another source. TRG offers a health insurance buyout to those employees who opt to waive their insurance. Refer to section 5.9.1 for specific buyout rates.
*If an employee is covered through another TRG employee’s insurance, they are not eligible for the buyout benefit.
5.4.1 Family Continuation
If an employee maintains their child’s health coverage through TRG’s benefit package the child will only remain eligible for coverage until they turn 18, or graduate from high school, which ever is the later of the two. If the employee wishes to maintain coverage through the family continuation plan they would be responsible for the cost of that coverage.
5.5 Short Term Disability
All eligible employees of TRG will be given Short Term Disability Insurance. If you are disabled due to injury or sickness, you will be eligible to receive a weekly benefit equal to 60% of your basic weekly earnings (excluding bonuses and extra compensation) to a weekly maximum of $1,250. The duration of this benefit is 26 weeks and begins after 14 continuous days of hospitalization, sickness, or injury. In order to be eligible for short term disability you must present documentation from your physician.
5.6 Long Term Disability
All eligible employees of TRG will be given Long Term Disability Insurance. For an injury or sickness that exceeds the STD benefit of 26 weeks, Long Term Disability will provide 60% of your basic weekly earnings (to a pre-determined amount) until you are of the Social
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Security retirement age. In order to be eligible for long term disability you must present documentation from your physician. 5.7 COBRA Continuation of Coverage
If you leave or are separated from the Company, you and your dependents may be entitled to continue your health care coverage at your own expense under the provisions of the Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1985. COBRA is a federal law that gives employees and their families certain protection against the sudden loss of their group health insurance coverage. If you or a covered family member should become ineligible for coverage because of what COBRA calls a “Qualifying Event”, you may be able to continue your coverage by purchasing benefits at 102% of group rates for a limited period of time. Please contact the TRG offices for additional and exact information regarding premium amounts, payments and a list of “Qualifying Events”.
5.8 Workers’ Compensation
Employees are covered for job related occupational injuries through provisions of the Michigan Workers’ Compensation Act. Job related injuries should be reported immediately to your principal. The employee will be eligible for continuation of health coverage, at his or her own expense, under COBRA.
5.9 Sick/Personal Days
*All fulltime employees are given 10 sick/personal days per year, and may bank a total of 10 days. Any unused days may either be banked for future use (up to 10 total), or be bought out for $50 per day. *(The above does not apply to Principals, Assistant Principals, or Office Managers.)
5.10 Benefit Summary
If you are unsure of your job classification and ensuing benefits please refer to section 3.1.4 Classification of Employee.
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5.10.1 Full Time Salary Employed Prior to 8/15/2009
Health • Blue Cross Blue Shield Option 1 • Blue Cross Blue Shield Traditional Dental • Vision VSP 12/12/12 • 10/40 Prescription card • 100% Family Coverage • $2000 Buyout Option
401(k) Retirement • Manulife Financial • 4% Employer Contribution • Additional 4% Match • 5 Year Vesting Period
Life Insurance • Term Life – One times annual salary • Accidental Death and Dismemberment doubles the amount
Short Term Disability • Pays approximately 60% of gross wages from 9 days up to 180 days • Maternity Included
Long Term Disability • Pays up to 60% of gross wages from 6 months until up to age 65
Sick/Personal Days for Educational Staff • 10 personal/sick days • pay $50 for any unused days or bank up to 10 days • 3 days bereavement (5 if outside 100 mile radius of home address)
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5.10.2 Full Time Salary Not Employed Prior to 8/15/2009
Health • Blue Cross Blue Shield Option 1 • Blue Cross Blue Shield Traditional Dental • Vision VSP 12/12/12 • 10/40 Prescription card • 100% Employee and Dependant Coverage • Spouse can be added for $187.91 per month • $2000 Buyout Option
401(k) Retirement • Manulife Financial • 4% Employer Contribution • Additional 4% Match • 5 Year Vesting Period
Life Insurance • Term Life – One times annual salary • Accidental Death and Dismemberment doubles the amount
Short Term Disability • Pays approximately 60% of gross wages from 9 days up to 180 days • Maternity Included
Long Term Disability • Pays up to 60% of gross wages from 6 months until up to age 65
Sick/Personal Days for Educational Staff • 10 personal/sick days • pay $50 for any unused days or bank up to 10 days • 3 days bereavement (5 if outside 100 mile radius of home address)
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5.10.3 Para-Professional
Health • Blue Care Network HMO Option E • Blue Cross Blue Shield Traditional Dental • Vision VSP 12/12/12 • 10/40 Prescription card • 100% Employee Coverage, Additional Members 50% Coverage • $1500 Buyout Option
401(k) Retirement • Manulife Financial • 4% Employer Contribution • Additional 4% Match • 5 Year Vesting Period
Life Insurance • Term Life – One times annual salary • Accidental Death and Dismemberment doubles the amount
Short Term Disability • Pays approximately 60% of gross wages from 9 days up to 180 days • Maternity Included
Long Term Disability • Pays up to 60% of gross wages from 6 months until up to age 65
Sick/Personal Days • 10 personal/sick days • pay $50 for any unused days or bank up to 10 days • 3 days bereavement (5 if outside 100 mile radius of home address)
5.10.4 Part Time Salary
Sick/Personal Days • 2 Sick/Personal days per year for every 8 hours that the employee works per week.
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• Bereavement- If a part time salary employee must be absent from work for bereavement that employee will receive pay for their normally scheduled work day. The limit for bereavement is 3 consecutive days if inside 100 miles of their home address, and 5 consecutive if outside their home address.
5.10.5 Hourly Employees
Hourly employees are not eligible to receive benefits.
For any additional information or forms for any of the benefits listed above please contact Kim Romine (586) 246-7022.