Download the Employee Handbook - Francis Parker School

2012 HANDBOOK FOR 

ADMINISTRATION, FACULTY, 

PROFESSIONAL STAFF, 

AND STAFF 

Linda Vista Campus 

Mission Hills Campus 

6501 Linda Vista Road 4201 Randolph Street 

San Diego, CA 92111 San Diego, CA 92103 

(858) 569-7900 (619) 298-9110 

www.francisparker.org

TABLE OF CONTENTS 

PAGE 

Introduction 3 

History, Philosophy, Mission Statement 4 

Equal Employment Opportunity 4 

Francis Parker School Administration 6 

SECTION: 

PAGE 

I. EMPLOYMENT AND PLACEMENT 8 

1. Equal Employment Opportunity Policy 8 

2. Employee Classifications 8 

3. Employment 10 

4. Application Form 10 

5. References 10 

6. Offers of Employment 10 

7. Employment Forms 10 

8. Employee Information Disclosure 11 

9. Employment Verification and References 11 

10. Unemployment Insurance 12 

11. Policies Against Harassment 12 

12. Whistleblower Policy 14 

13. Resignations and Return of School Property 15 

II. EMPLOYMENT AGREEMENTS,COMPENSATION, 

EVALUATIONS 

16 

1. Payroll Periods 16 

2. Payroll Records 16 

3. Payroll Deductions 16 

4. Working Hours 17 

5. Overtime 17 

6. Faculty and Staff Salaries 18 

7. Performance Appraisals and Employment Agreements 18 

III. WORKING CONDITIONS AND REGULATIONS 19 

1. Office and Switchboard Hours 19 

2. Public Relations and Information 19 

3. Desks and Equipment 19 

4. Authorized Reimbursements and Expenses 19 

5. Purchase of Materials for School Use 19 

6. Lost and/or Stolen Property 20 

7. Appearance Standards 20 

8. Electronic and Telephonic Communication 20 

9. Telephone 21 

10. Cellular Phone 21

11. Confidential Nature of Work 21 

12. Record of Time Worked 22 

13. Meal Period 22 

14. Rest Period 23 

15. Absenteeism 23 

16. Conflicts of Interest 24 

17. Standards of Conduct 24 

18. Drug and Alcohol Use Policy 25 

19. School Tutoring Policy 26 

IV. EMPLOYEE BENEFITS 27 

1. Group Insurance Plans 27 

2. Termination of Health Care Coverage 27 

3. Continuation of Coverage Option - Cobra 28 

4. Pension Plan 28 

5. Holidays and Breaks 28 

6. Exceptions to Holiday Pay 29 

7. Religious Holiday Observance 30 

8. Vacation 30 

9. Personal Time 31 

10. Professional Development 31 

11. Leaves of Absence 32 

a. Bereavement Leave 32 

b. Court Witness 32 

c. Domestic Violence 33 

d. Election Day 33 

e. Family Care Leave 33 

f. Jury Duty 34 

g. Military Leave 35 

h. Paid Family Leave 35 

i. Pregnancy Disability Leave 35 

j. Sick Leave 35 

k. Special Leave 36 

12. State Disability Insurance 37 

13. Workers’ Compensation 37 

V. SAFETY 38 

VI. ACKNOWLEDGEMENT

INTRODUCTION 

Whether you have just joined our staff or have been at Francis Parker School for a while, we are 

confident that you will find our School a dynamic and rewarding place in which to work and we look 

forward to a productive and successful association. We consider the employees of Francis Parker 

School to be one of its most valuable assets. 

There is much to be learned in the handbook. It is designed to contain as much as we can tell you about 

working for Francis Parker School. It speaks to you with respect. We have thought a lot about the 

relationship between Francis Parker School and you and we want your experience to be positive. 

There are several things that are important to keep in mind. It is a living document that is updated 

regularly as State and Federal laws change. When School policies and procedures change, so do the 

applicable sections of the handbook. We will try to inform you of any changes as they occur. This may 

not always be possible. That’s why it’s important for you to know that you can access the most current 

version of the School’s handbook at anytime on our website, www.francisparker.org. I encourage you 

to read it, share it with your family members, and use it as a valuable resource. 

The handbook contains general information and guidelines. They are not intended to be comprehensive 

or to address all the possible applications of, or exceptions to, the general policies and procedures 

described. For that reason, if you have any questions concerning eligibility for a particular benefit, or the 

applicability of a policy or practice to you, you should address your specific questions to your 

Supervisor, Principal, Head of School, or the Director of Human Resources. You are always welcome 

to come visit us in the Business Office and tell us what you think. 

Thank you for your attention to this important document. I look forward to working with you. 

Sincerely, 

Mike Rinehart 

Director of Finance and Operations 

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HISTORY OF FRANCIS PARKER SCHOOL 

In 1912, Clara Sturges Johnson founded Francis W. Parker School as a coeducational, independent day 

school. Throughout its history, the School has been guided by her commitment to establish a school 

that addresses the educational and developmental needs of the individual child. 

Mrs. Johnson was impressed by the School, that Colonel Francis W. Parker established in Chicago, 

based on John Dewey’s progressive philosophy that education must include a student’s physical and 

moral well-being as well as intellectual development. Adopting Colonel Parker’s programs and name for 

the school in San Diego, Mrs. Johnson founded Francis W. Parker School to be a vital part of the 

educational growth of the city. Francis W. Parker School continues to have a tradition of strong 

academic programs and family involvement to meet the needs of the children of the community. 

OUR PHILOSPHY 

“If I should tell you any secret of my life, it is the intense desire I have to see growth and improvement 

in human beings…to see mind and soul grow.” Colonel Francis W. Parker. 

As it was for Colonel Francis W. Parker, the importance of the individual child in the learning process 

has been a guiding principle of Parker since 1912. Other hallmarks of the Parker philosophy which 

continue to guide the evolution of the School’s programs include: educating students for citizenship in a 

democratic society; developing discipline, self-control and self-confidence; and developing a lifelong love 

of learning. 

Parker promotes family values, good citizenship, honor, and moral integrity for each person. It is 

important that each child be successful and feels successful, participating in a balance of academics, arts 

and extracurricular programs with a sense of dignity and self-worth. 

Parker is built around the belief that there is integrity and strength and honor in diversity. Children and 

families of all races, nationalities, creeds and religions are valued equally. 

OUR MISSION STATEMENT 

To provide a superior college-preparatory education in a diverse, family-oriented environment that 

meets the academic, social, creative, emotional and physical needs of the individual student. 

EQUAL EMPLOYMENT OPPORTUNITY 

It is the policy of Francis Parker School to recruit, hire, train and promote persons in all job 

classifications without regard to race, creed, color, religion, sex, sexual orientation, physical or mental 

disability, medical condition, age, national origin, veteran status, political activity, marital status, ancestry, 

registered domestic partner or any other classification protected by law. All personnel actions such as 

employee compensation, benefits, transfers, and School-sponsored training will similarly be administered 

in accordance with the principles of equal employment opportunity. 

Any employee who feels that he or she has not been afforded fair and impartial treatment regarding any 

term, condition or benefit of employment may discuss this concern with his or her Supervisor, Head of 

School or the Director of Human Resources. 

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FRANCIS PARKER SCHOOL ADMINISTRATION 

Head of School Kevin Yaley 

Executive Assistant Jan Rogers 

Receptionist Monica Sawaya 

Admissions 

Director of Admissions Judy Conner 

Director of Lower School Admissions Dori Rodi Shryock 

Director of Community Outreach Inez Thomas 

Senior Admissions Associate Tera Gigax 

Admissions Associate Nickie Johnson 

Administrative Assistant for Financial Aid David Lubs 

Athletics 

Director of Athletics Dan Kuiper 

Associate Director of Athletics John Herman 

Director of Middle School Athletics David Glassey 

Physical Education Chair Stacey Zoyiopoulos 

Athletics Department Administrative Assistant Jean Rose 

Business Services 

Head of Finance and Operations Mike Rinehart 

Controller Denise Pyeatt 

Director of Human Resources Cindy DiPiero 

Director of Transportation Debbie Burzinski 

Director of Food Services Ed Glunt 

Assistant Director of Food Services Tricia Patterson 

Director of Maintenance, Linda Vista Campus Victor Virgen 

Director of Maintenance, Mission Hills Campus Shorty Virgen 

Manager of Purchasing/Facilities Paula Speicher 

Student Billing Mary Ann Brakstad 

Accounts Payable Coordinator Julia Cuadra 

Manager of Business Operations Erin Aiston 

College Counseling 

Director of College Counseling Terri Devine 

Director of College Counseling Bob Hurley 

Associate Director of College Counseling Alexandra Santiago 

College Counseling Assistant Pat Powell 

Administrative Assistant Denise Flynn 

Learning Center 

Director of The Learning Center Rona Dosick 

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Institutional Advancement 

Head of Institutional Advancement Jim Zimmerman 

Director of Development Malcolm Aste 

Director of Communications Cathy Morrison 

Associate Director of Communications David Wahlstrom 

Director of Alumni and Major Gifts Officer Robyn Erman 

Director of the Centennial Briana Ruff 

Director of Annual Giving Sasha Clines 

Development Service Manager Heather Souders 

Development Database Administrator Kary Morett 

Website Coordinator Laura Coburn 

Schools 

Head of Lower School Bob Gillingham 

Director of Lower School Admissions Dori Rodi Shryock 

Lower School Administrative Assistant Peggy Watson 

Lower School Secretary Linda Ruggles 

Head of Middle School Patricia McKenna 

Middle School Dean Dan Lang 

6 th Grade Level Coordinator Melanie Robak 

7 th Grade Level Coordinator Binh Ngo 

8 th Grade Level Coordinator Christi Cole 

Middle School Administrative Assistant Debbie Peterson 

Head of Upper School Paul Barsky 

Associate Head of Upper School Mark Thiebach 

Upper School Academic Dean Paul Roudebush 

Upper School Dean Nancy Danzo 

Upper School Dean Carrie Dilmore 

Upper School Administrative Assistant Diane Bergel 

Upper School Attendance Clerk Laura Southworth 

Director of Summer and Extended Programs Tim Katzman 

Administrative Assistant Cindy O’Donnell 

Technology 

Director of Information Systems Lyford Rome 

Network Administrator/Server Support Jennifer Miranda 

Technology Support Specialist Hue Lam 

Technology Coordinator Rick Campbell 

Technology Coordinator Stephanie Oberle 

Desktop Support Specialist A.J. Virgen 

Desktop Support Specialist Jonah Maley 

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SECTION I 

EMPLOYMENT AND PLACEMENT 

I. 1. Equal Employment Opportunity 

Francis Parker School is committed to a policy of equal opportunity. Applicants and employees will be 

selected based upon qualifications, merit and job performance without regard to race, color, creed, 

religion, gender, age, sex, national origin, marital status, sexual preference, medical condition, physical or 

mental disability, veteran status, political activity, ancestry, registered domestic partner or any other 

classification protected by law. It also prohibits unlawful discrimination based upon a perception that 

anyone has any of those characteristics. Equal employment opportunity will be extended to all 

individuals and all aspects of the employment relationship including, but not limited to, recruiting, hiring, 

training, promotion, compensation, transfer, discipline, demotion, layoff, or termination. 

In furtherance of our nation’s commitment to end discrimination against qualified disabled individuals, 

and in accordance with the provisions of Section 504 of the Rehabilitation Act of 1973, the Americans 

with Disabilities Act, and all regulations properly issued thereunder to protect the rights of qualified 

disabled persons, it is the School’s policy that no program or activity administered by the School shall 

exclude from participation, deny benefits to or subject to discrimination, any individual solely by reason 

of his or her disability. Equal employment opportunity will be extended to qualified disabled persons in 

all aspects of the employer-employee relationship, including recruitment, hiring, upgrading, training, 

promotion, transfer, discipline, layoff, recall and termination. 

We will make reasonable accommodations that do not cause undue hardship to assist a qualified 

individual with a disability to perform the essential job functions. If you believe that a disability is 

affecting your ability to perform the essential functions of your job, please see your Supervisor, Head of 

School, or the Director of Human Resources. All inquiries will be kept confidential. 

I. 2. Employee Classifications 

In order to determine eligibility for various benefits, the following employment categories have been 

established. 

Faculty 

A Teacher who is hired for a 10-month period each school year and is paid over a 12-month 

period unless otherwise noted in the employment agreement. 

All Faculty are classified as Exempt employees. 

Faculty who serve at fifty percent (50%) or more of full-time will be eligible to receive benefits 

from the School. 

Substitute Teacher: An employee hired on a day rate basis for either one-half a school day or 

one full school day. The rate is based on a 7-hour workday. 

Substitute teachers are not eligible for benefits 

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After School Aide: An employee hired to work part-time. After School Aides are not 

eligible to receive benefits. 

Teaching Assistant: An employee hired to work part-time, primarily in the classroom. 

Teaching Assistants are not eligible to receive benefits. 

Professional Staff: 

Staff: 

A salaried employee hired to perform administrative duties for the School. 

Professional Staff working part-time must work a minimum of 20 hours per week in order 

to receive proportional benefits from the School. 

An hourly employee hired to work in the Cafeteria, Maintenance, and Transportation 

Departments. 

Staff employees are hired to work for a 10-month period each school year unless otherwise 

noted in the job description. 

Staff employees working part-time must work a minimum of 20 hours per week in order to 

receive proportional benefits from the School. 

Seasonal Employee: 

A salaried employee hired to work as a Coach for a specific time period noted in the 

employment agreement. 

Seasonal employees are not eligible for benefits. 

Temporary Employee: 

An employee hired on a temporary basis for a special project, abnormal workload or 

emergencies. 

Temporary employees are not eligible to receive benefits. 

DEFINITIONS: 

Full-Time Employee: An employee hired to work 40 or more hours per week on a 

continuing basis. 

Part-Time Employee: An employee hired to work fewer than 40 hours per week on a 

continuing basis. 

Exempt Employee: This category includes all employees who are classified as exempt 

from the overtime provisions of the Federal Fair Labor Standards Act and any applicable 

state laws. The determination whether an employee is exempt is based on an analysis of 

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I. 3. Employment 

job responsibilities. Exempt employees are paid a salary which is understood to 

compensate them for all hours worked in a day or week, however few or many. 

Non-Exempt Employee: Non-exempt employees include all employees who are 

covered by the overtime provisions of the Federal Fair Labor Standards Act and any 

applicable state laws. Employees in this category, paid hourly or salaried, are entitled to 

premium pay for overtime work. The determination whether an employee is nonexempt 

is based on an analysis of job responsibilities. 

Whenever a vacancy occurs the School’s goal is to hire the best-suited person. Generally the School 

will encourage internal candidates. Posted positions describe the application process. 

I. 4. Application Form 

The application for employment is an important phase of the hiring procedure and becomes part of the 

employee’s file. All previous employment, schooling, and periods of unemployment must be indicated 

on the application. The application must be filled out completely, including references. The responses 

given on the application are to be true and any misrepresentation and/or omission may result in 

disqualification or dismissal. All information submitted on the application form is subject to verification. 

I. 5. References 

Prior to hiring employees, the School will conduct a preliminary reference check. The School reserves 

the right to dismiss an employee at any time after hire for reason of willful omission, falsification or 

miss-statements of material facts on the employment application, or upon discovery of unfavorable 

information as a result of investigations. All information is held in confidence. 

I. 6. Offers of Employment 

The Head of School is responsible for all offers of employment. 

I. 7. Employment Forms 

The Human Resources Department maintains the personnel folders for each employee of the School. 

The following forms are required whenever an individual is hired or re-hired (if gone longer than 12 

consecutive months). All applicants must complete the W-4 and I-9 forms.) 

The first 12 items are to be completed, signed, and dated by the employee. 

Employment Application 

Employee Emergency Data Form 

W-4 Form 

Form I-9 

Child Abuse Statement 

Berkshire Hathaway Homestate Co. enrollment Forms for Worker’s Compensation 

Motor Vehicle Report 

Employee Vehicle Identification Form 

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Direct Deposit Form 

Employee Handbook Acknowledgement Form 

Safety Manual Acknowledgement Form 

Employment Agreement 

Fingerprints or a copy of the California Teaching Credential 

Proof of negative TB test (within last 4 years) 

Disability Insurance Information 

Paid Family Leave Brochure 

Sexual Harassment Brochure 

Employee Handbook 

Safety Manual 

In addition, upon becoming eligible, all full-time and part-time employees shall complete the following: 

 

 

Group Health Plan Enrollment Forms (medical, dental, life) 

Pension plan enrollment form 

I. 8. Employee Information Disclosure 

Personnel records include, but are not limited to, information covering an employee’s hiring, promotion, 

compensation, deduction authorizations, and performance evaluations. Relevant and personal 

information such as home address, telephone number, and emergency information are also maintained in 

personnel files. Each employee is responsible for insuring that his or her personnel file contains all the 

current forms and information required for appropriate pay and benefits, including his or her correct 

name, address, social security number and telephone number, copies of all academic records, credentials 

and degrees, annual forms and certifications as required, and applications for benefits with accurate 

information. 

In conformance with California law, employees may have copies of information contained in their 

personnel files that they have signed. Employees may review their files in the presence of the Director 

of Human Resources by arranging an appointment to do so. 

I. 9. Employment Verification and References 

Verifications 

Employees, including Supervisors, are not to give employment verifications. Refer such requests 

to the Director of Human Resources. The School policy is to verify dates of hire, position title 

and salary, and only if the employment verification request contains or is accompanied by a 

signed release form by the applicant. 

No employee may provide (either on or off-the-record) any information regarding current or 

former employees without the approval of the Head of School. 

References 

Letters of reference must have the specific approval of the Head of School. 

I. 10. Unemployment Insurance 

11

Forward all inquiries regarding unemployment insurance to the Director of Human Resources as soon 

as possible. 

I. 11. Policies Against Harassment 

Francis Parker School affirms its commitment to provide a work environment free from inappropriate, 

unethical or abusive behavior. Abuse of the dignity of anyone through ethnic, racist, or sexist slurs or 

through other derogatory or objectionable conduct is offensive employee behavior and will not be 

tolerated. 

Prohibited harassment includes, but is not limited to, the following behavior: 

 

 

 

 

 

Verbal conduct such as epithets, derogatory jokes or comments, slurs or unwanted sexual 

advances, invitations or comments; 

Visual displays such as derogatory and/or sexually-oriented posters, photography, cartoons, 

drawings or gestures; 

Physical conduct including assault, unwanted touching, intentionally blocking normal movement 

or interfering with work because of sex, race or any other protected basis; 

Threats and demands to submit to sexual requests as a condition of continued employment, or 

to avoid some other loss and offers of employment benefits in return for sexual favors; and 

Retaliation for reporting or threatening to report harassment. 

Any employee of Francis Parker School who harasses another employee or applicant of the School 

based on pregnancy, childbirth or related medical conditions, race, creed, color, national origin, 

ancestry, physical or mental disability, medical condition, marital status, sex, sexual preference, age, 

registered domestic partner or any other bias protected by federal, state, or local law or ordinance or 

regulation shall be subject to disciplinary action, up to and including termination of employment. All 

such harassment is prohibited. The School’s policy applies to all employer agents. It also includes a 

perception that anyone has any of those characteristics, or is associated with a person who has or is 

perceived as having any of those characteristics. 

Sexual Harassment 

Sexual harassment is a form of sex discrimination that has been given special attention by the 

courts, EEOC, and the California Department of Fair Employment and Housing. There will be 

no retaliation against an employee for reporting sexual harassment or for participating in an 

investigation of sexual harassment. Sexual harassment does not refer to occasional compliments 

of a socially acceptable nature. It refers to behavior that is not welcome, is personally offensive, 

debilitates morale, and therefore, interferes with work effectiveness. It is the express policy of 

the School that same-sex and different-sex sexual harassment of employees or applicants by its 

employees, agents or supervisors is unacceptable and will not be tolerated. 

Prohibited sexual harassment includes, but is not limited to, the following behavior: 

 

 

 

 

Unwelcome request for sexual favors; 

Lewd or derogatory comments or jokes; 

Comments regarding sexual behavior or the body of another employee; 

Sexual innuendo and other vocal activity such as catcalls or whistles; 

12

Obscene letters, notes, invitations, photographs; cartoons, articles, or other written or 

pictorial materials of a sexual nature; 

Continuing to express sexual interest after being informed the interest is unwelcome; 

Offering or providing favors or employment benefits such as promotions, favorable 

evaluations, favorable assigned duties or shifts, etc., in exchange for sexual favors; 

Such behavior by vendors, contractors, or other non-employees who have reason to be on 

Francis Parker School’s premises also will not be tolerated. 

An employee can be held personally liable for prohibited sexual harassment regardless of 

whether Francis Parker School knows about his or her actions or not. 

Internal Complaint Process 

Francis Parker School recognizes that the question of whether a particular action or incident is a 

purely personal, social relationship without a discriminatory employment effect requires a factual 

determination based on all the facts. The School further recognizes this type of discrimination 

may have serious effects on innocent men and women. If an employee is harassed, he or she 

should confront the harasser and ask him or her to stop. If the employee is unable to confront 

the harasser or is unsuccessful in doing so, the employee should report the complaint 

immediately to the Director of Human Resources or Head of School. 

Parker will promptly and thoroughly investigate all truthful, good faith complaints of 

inappropriate, unethical or abusive behavior and based on that investigation will recommend 

appropriate action. To the extent reasonably possible, it will be kept confidential. The 

investigation will be objective and complete; all those with pertinent information on the subject 

will be interviewed. Upon completion of the investigation, a determination will be made, and 

the results will be communicated to the complainant and the alleged harasser, and as 

appropriate, to all others directly concerned. 

If sexual harassment is proven, prompt and effective remedial action will be taken. This includes 

the following steps: 

 

 

 

Appropriate action will be taken against the harasser and communicated to the 

complainant; 

Steps will be taken to prevent any further harassment; 

Other appropriate remedial action will be taken up to and including termination of 

employment 

Non-retaliation 

No employee will suffer reprisals for reporting sexual harassment, nor for any other 

inappropriate, unethical, or abusive conduct, or for initiating or assisting in any action or 

proceeding regarding harassment or discrimination. Any incidents of further harassment or 

retaliation should be reported immediately to the Supervisor, Director of Human Resources or 

the Head of School. 

External Complaint Process 

You also should be aware that the Federal Equal Employment Opportunity Commission and the 

13

California Department of Fair Employment and Housing investigate and prosecute complaints of 

prohibited harassment in employment. If you think you have been harassed or that you have 

been retaliated against for resisting or complaining, you may file a complaint with the 

appropriate agency. The nearest office is listed in the telephone book. 

1.12 Whistleblower Policy 

A whistleblower, as defined by this policy, is an employee of Francis Parker School (the 

“School”) who reports an activity that he/she considers to be illegal or dishonest to one or 

more of the parties specified in this Policy. The whistleblower is not responsible for 

investigating the activity or for determining fault or corrective measures; appropriate 

management officials are charged with these responsibilities. 

Examples of illegal or dishonest activities are violations of federal, state or local laws; billing for 

services not performed or for goods or services not delivered; and other fraudulent financial 

reporting. 

If an employee of the School has knowledge of or a good faith concern regarding illegal, 

dishonest or fraudulent activity, the employee shall contact his/her immediate supervisor, the 

Head of School, the Chair of the Audit Committee of the Board of Trustees, or the Human 

Resources Director. The employee must exercise sound judgment in reporting concerns. 

Whistleblower protections are provided in two important areas -- confidentiality and against 

retaliation. Insofar as possible, the confidentiality of the whistleblower will be maintained. 

However, identity may have to be disclosed to conduct a thorough investigation. The School 

will not tolerate retaliation against a whistleblower who reports concerns in good faith. Any 

whistleblower who believes he/she is being retaliated against must immediately contact the 

Human Resources Director, the Head of School of the Chair of the Audit Committee. The 

right of a whistleblower for protection against retaliation does not include immunity for any 

personal wrongdoing. 

The Human Resources Director, the Head of School and/or the Chair of the Audit Committee 

of the Board of Trustees shall be responsible for investigating and coordinating corrective 

action. 

Employees with any questions regarding this policy should contact the Human Resources 

Director. 

14

I. 13. Resignations and Return of School Property 

Resignation 

Employees should provide as much advanced notice of their decision to resign as possible. Two 

weeks’ notice is minimum. 

Return of School Property 

Employees must return all School property immediately upon termination of employment. This 

includes but is not limited to, keys, tools, equipment, or manuals they have received. 

Email Accounts 

Employees who leave Parker may keep their email accounts active until October 1 st following 

their departure, when the School will inactivate them. Exceptions will be considered on a caseby-case 

basis. 

15

SECTION II 

EMPLOYMENT AGREEMENTS, COMPENSATION, EVALUATIONS 

II. 1. Payroll Periods 

Pay periods end on the 9 th and 24 th of each month for those employees required to turn in timecards or 

timesheets. Payday is the 15 th and 30 th of each month, for the pay period ending the previous week for 

hourly employees and through the pay date for all salaried employees. If payday falls on a School holiday 

or break, checks will be mailed. If payday falls on the weekend, checks will be disbursed the Friday 

before. All employees will be paid on a twelve-month basis unless otherwise notified by the School. 

Parker encourages employees to have their pay directly deposited to a bank or credit union checking or 

savings account. Details on the advantages and forms are available in the Human Resources 

Department. 

Substitute Teachers will be paid a specified amount per day for the first ten consecutive full workdays in 

the same teaching position. The rate of pay for Substitute Teachers will be increased after the first 10 

working days in the same teaching position. A half-day Substitute Teacher will be paid one half the 

amount of a Substitute Teacher who works a full day. 

Employees may be charged $15 for lost or stolen checks. It is the employee’s responsibility to ensure 

that all information on paychecks is correct and to submit the proper forms to Payroll for any necessary 

changes. 

II. 2. Payroll Records 

California law requires accurate information on each employee, including the following: 

 

 

 

 

 

Full name, home address, occupation, Social Security Number; 

Birth date, if under 18 years of age, and designation as a minor; 

Time records showing when the employee begins and ends each work period. Meal periods, 

split shift intervals, and total daily hours shall also be recorded; 

Total wages paid each payroll period, including other compensation actually furnished to the 

employee; 

Total hours worked in the payroll period and applicable rates of pay. 

On each paycheck, the employee is to be furnished in writing: 

 

 

 

 

All deductions; 

Inclusive dates of the pay period for which the employee is paid; 

Name of the employee 

Name of the employer. 

The School retains all payroll records for at least a three-year period. 

II. 3. Payroll Deductions 

Paychecks show deductions from gross earnings for the following: 

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Federal and State Deductions – The School is required by law to make deductions for federal 

income tax (FEDERAL W/H), state income tax (STATE W/H CA), Social Security (OASDI), 

Medicare (MEDICARE) and state disability insurance (STATE SDI CA). 

Judicial Orders/Garnishments – The School will not assist creditors in the collection of any 

personal debts, which may be owed by an employee. However, under certain judicial orders, 

which are called garnishments, the School is required to withhold funds from earnings of an 

employee. 

Voluntary Deductions – An employee may authorize deductions from paychecks for insurance 

premium payments (HEALTH125, DENT125), medical reimbursement (MED-REIMBURSE), 

dependent care reimbursement (DEP-REIMBURSE), tax sheltered annuity contributions (TSA- 

NAME), tuition payment to the School, or other approved programs. No deductions, other 

than those required by law, will be made from an employee’s pay without a signed, written 

authorization from the employee. Details on any of these options may be obtained from the 

Human Resources Department. 

In the unlikely event that there is an error in the amount of pay or deductions, employees should bring 

such discrepancies to the attention of Payroll as soon as possible. Adjustments in pay for reasons 

including under and over payments will generally be made within two (2) days, but no later than the next 

regular pay check. 

II. 4. Working Hours 

The standard workweek begins at 12:01AM Saturday and ends at 12 midnight the following Friday. 

Work schedules for our employees are established within this framework. 

The normal work schedule for a full-time employee consists of 40 hours each workweek. The basic day 

of work is eight hours, excluding the meal period. Meal periods and breaks are designated by 

Supervisors to accommodate work schedules and applicable state and federal laws. Various factors, 

such as workloads and staffing needs, may require variations in an employee’s starting and quitting times 

and total hours worked each day or each week. Parker reserves the right to assign employees to jobs 

other than their usual assignments. In addition, employees may be required to work overtime or hours 

other than those normally scheduled whenever necessary. When practical, advance notice will be given. 

II. 5. Overtime 

Employees of Francis Parker School shall be paid for their hours worked in accordance with all legal 

requirements. Employees who qualify as Faculty, Administrative, Executive or Professional employees 

within the meaning of the state and federal wage and hour laws are exempt from overtime pay and are 

not subject to this policy. All non-exempt employees qualify for overtime pay. 

All employees are required to work overtime when assigned. The School will try to give adequate 

notice of overtime, but may not be able to, depending on its needs. Refusal to work overtime when 

assigned may lead to disciplinary action up to and including termination of employment. 

Non-exempt employees shall complete a time sheet or time card daily to record all time worked, 

including time worked over their normal schedule. The time sheet or time card shall be completed in 

ink, with no errors, signed by the employee and approved by the Supervisor. Falsifying a time sheet or 

time card will be grounds for disciplinary action, up to and including termination of employment. 

17

Overtime pay is calculated as follows: 

 

 

 

 

 

 

 

Time-and-a-half the employee’s regular rate of pay for all hours worked beyond 8 in a workday 

or 40 hours in a workweek. 

Double the employee’s regular rate of pay for all hours worked beyond 12 in a workday. 

Time-and-a-half the employee’s regular rate of pay for the first 8 hours worked on the 7 th 

consecutive workday in a workweek. 

Double the employee’s regular rate of pay for all hours worked beyond 8 on the 7 th consecutive 

day of a workweek if the employee has worked the first 6 days of the workweek. 

Hours paid that are not worked such as sick time, holiday, personal leave or vacation time, will 

not count as hours worked for overtime purposes. 

Weekends – Weekend work does not automatically qualify for overtime pay. Hours worked on 

Saturdays and/or Sundays qualify for additional pay only if they qualify as overtime hours under 

the standards noted above. 

Holidays worked – Non-exempt employees who work on a School-recognized holiday shall be 

paid their regular rate of pay for hours actually worked on the holiday, except as required by 

law on the 7 th day of a workweek, plus the regular holiday pay for the day. 

II. 6. Faculty and Staff Salaries 

The Head of School has sole discretion in matters of salary. Salaries are determined annually by the 

Head of School in consultation with the Principal of the School or Department Director where the 

employee works. Signed employment agreements are due on the date indicated on the agreement 

unless an extension is granted by the Head of School. 

II. 7. Performance Appraisals and Employment Agreements 

Parker employee’s job performance will be reviewed with the employee and his or her immediate 

Supervisor at least once a year. This evaluation will be communicated in a conference. A written 

appraisal may not necessarily be filed. 

Every employment agreement issued shall be for one School year only, with no further tenure implied. 

Moreover, notwithstanding the one-year employment agreements, the employment of every School 

employee is at-will, and any employee may resign or can be terminated with or without cause at any 

time at the option of the employee or the School for any reason. 

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III. 1. Office and Switchboard Hours 

SECTION III 

WORKING CONDITIONS AND REGULATIONS 

Generally, during the academic year the Linda Vista Campus office and switchboard hours are 7:45AM.to 

4:00PM Monday through Friday; on the Mission Hills Campus, 7:00AM.- 6:00PM. During academic 

recesses, including summer the office and switchboard hours are 8:00AM- 3:00PM. 

III. 2. Public Relations and Information 

Except for established student publications, dissemination of information about the School to news 

media is a function of the Head of School and the Director of Communications. Inquiries from the 

press about anything related to the School (faculty, staff, students, curriculum, calendar) and publicity or 

public relations suggestions from School members to the news media shall be directed to the Director 

of Communications. 

III. 3. Desks and Equipment 

Francis Parker School provides desks and other equipment for employees to use while working. 

Employees are not to expect desks or any other School equipment to be private. Although desks and 

equipment are made available for employees to use while working, employees should remember that all 

desks and equipment remain the sole property of the School. Prior authorization shall be obtained 

before any School property may be removed from the premises. 

III. 4. Authorized Reimbursements and Expenses 

An expense allowance is available for employees who are authorized to incur expenses on behalf of the 

School, e.g. to attend conferences and workshops and to chaperone student activities. The School will 

pay up to $50 per diem meal allowance for full days and the IRS approved mileage rate for automobile 

transportation when the employee uses his or her own car. Detailed approved accounting, with 

receipts attached, must be submitted to the Business Office with a “Request for Reimbursement.” 

III. 5. Purchase of Materials for School Use 

To facilitate the procurement of necessary supplies and materials, employees are required to follow this 

procedure: 

Prepare the appropriate requisition (available in the faculty member’s school office or Business Office) 

indicating: 

Quantity needed; 

Full description of item, including size, color, and price; 

Make, model, catalog, or stock number; 

Publisher or supplier. 

Have the requisition approved by the Principal, or Supervisor if ordered by non-faculty persons, and 

forward the request to the Business Office for processing. 

19

The Business Office will confirm the account-to-be-charged designation, assign a purchase order number 

to the requisition, place the order and confirm this to the appropriate person, forward the material 

upon arrival to the ordering person, and do any follow-up work required. 

For convenience, small purchases (generally under $15.00) may be made from the petty cash funds 

maintained in each School and operating department office. Such purchases must be approved in 

advance by the Principal or Supervisor and be documented by invoice, sales slip, or receipt with the 

description of purchase noted on the petty cash record. The Business Office will not make 

reimbursement without supporting invoices and/or receipts to cover purchases. 

III. 6 Lost and/or Stolen Property 

The School does not accept responsibility for personal property lost or stolen on its premises. 

Furthermore, the School will not replace or reimburse for its loss. 

III. 7. Appearance Standards 

Because each employee is a representative of Francis Parker School in the eyes of the public, each 

employee must report to work properly groomed and wearing appropriate clothing. Employees are 

expected to dress neatly and in a manner appropriate for an academic or professional setting. 

Employees who report to work inappropriately dressed may be asked to leave and return in acceptable 

attire. 

Acceptable clothing for all employees include but not limited to suits, sport coats, or dress shirts and 

slacks with ties, blouses and sweaters with skirts or dress slacks or dresses. All clothing should be clean 

and without rips or holes. School Principals and Department Supervisors may issue more specific 

guidelines 

Staff members who are required to wear uniforms provided by Francis Parker School must take care of 

their uniforms and report any wear or damage to their supervisors. Instructions regarding cleaning and 

maintenance of uniforms will be provided. Supervisors will inform you of additional requirements 

regarding acceptable attire. Your supervisor must approve any deviations from these guidelines. 

III. 8. Electronic and Telephonic Communication 

All electronic and telephonic communication systems and all communication and information 

transmitted by, received from, or stored in these systems, and all software, databases, hardware, and 

digital files are the property of Francis Parker School. There is no right to privacy and the School 

reserves the right to access information on the system and in users’ accounts at anytime. Parker will 

remove any information on any system that is determined to be unlawful, obscene, pornographic, 

abusive, harassing, or otherwise in violation of this agreement. The system may not be used to obtain, 

view, download or otherwise gain or provide access to such materials. 

All users of the School’s computer systems shall abide by the following guidelines: 

 

 

 

 

Users shall not conceal or misrepresent their identity while using the system; 

Users shall not send abusive, harassing or suggestive messages to anyone; 

Users shall not respond to abusive, harassing, or suggestive messages and shall report such 

messages to the user’s immediate Supervisor; 

Users shall not allow other people to use the user’s account passwords; 

20

Users shall not make unauthorized entries, use, transfer, or tamper with accounts and the files 

of others; 

Users shall not swear, use vulgarities, or express themselves using inappropriate language; 

Users shall not advocate, encourage or support illegal activities; 

Users shall not reveal personal addresses or phone numbers; 

Users shall log off the computer terminal upon leaving the work area. 

The School utilizes virus protection software to protect the network and individual computers from 

potential viruses introduced when loading software or downloading information from the Internet. The 

software is updated regularly. The School also performs back ups of all files on the network on a daily 

basis. Employees are encouraged to save all files to a network directory to avoid loss of data due to 

computer malfunction. 

Francis Parker School is not responsible for the loss of data resulting from delays, non-delivery, or 

service interruptions sustained or incurred in connection with the use, operation, or inability to use the 

system. 

III. 9. Telephone 

Employees shall reimburse the School for personal toll calls. Telephone bills are reviewed monthly by 

the Facilities and Purchasing Department. Please forward reimbursements to the Business Office. 

III. 10. Cellular Phone 

Where business needs demand immediate access to an employee, the School may issue a cell phone. 

Employees in possession of School equipment such as cell phones are expected to protect the 

equipment from loss, damage or theft. Upon resignation or termination of employment the employee 

shall return the equipment to the School. 

Employees whose job responsibilities may include regular or occasional driving are asked to refrain from 

using their phone while driving. Safety must come first. If acceptance of a call is unavoidable and pulling 

over is not an option, employees are expected to keep the call short, use hands-free options if available, 

and keep their eyes on the road. Special care should be taken in situations where there is traffic, 

inclement weather, or the employee is driving in an unfamiliar area. 

III. 11. Confidential Nature of Work 

Parker protects the privacy of employee information and payroll records. A confidential personnel file 

contains documents pertaining to an employee’s employment at Parker. The Business Office publishes 

for employees’ private usage a telephone, address, and birthday list. Any employee who does not want 

any part of that information to be included on the list must so advise the Human Resources Department 

in writing. 

Access to confidential information is restricted to those supervisors who have a legitimate need to 

know such information. Personal information is not released to any other party without the employee’s 

written authorization or a court order. If Parker receives a court order for an employee’s information, 

Parker will attempt to notify the employee affected. 

III. 12. Record of Time Worked 

21

To conform with federal and state government regulations and to facilitate payroll processing, nonexempt 

employees are required to fill out time sheets to record time worked on a daily basis. Wage 

and hour legislation requires that time records be retained for three years from the date of last entry. 

All employees are required to be at their work areas and ready to begin work at the start of their 

scheduled shifts. 

Non-Exempt Reporting 

Time worked by non-exempt employees is recorded daily by filling out the time sheet or time 

card in ink. The time sheet or time card must record time in, time out for lunch, time in from 

lunch, time out for the day. Recording time in and out for rest periods is not required. 

All time sheets or time cards are to be signed by the employee and approved by the responsible 

Supervisor and submitted to the Payroll Department. Under no circumstances may an 

employee complete another employee’s time sheet or time card. 

It is the Supervisor’s responsibility to ensure that a non-exempt employee does not perform 

work during the following periods: 

 

 

 

 

Prior to starting time 

During lunch breaks 

During rest periods 

After working hours 

Exempt Reporting 

Exempt employees must report any full-day absences from work by completing the Faculty/Staff 

Absence and Substitution Report and submitting it to their Principal or Supervisor for approval. 

Supervisors shall forward the report to the Payroll Department for recording. Exempt 

employees are not required to record actual starting and stopping times. 

III. 13. Meal Period 

In accordance with California law, no non-exempt, employee may work for a period of more than 5 

hours without a meal period of not less than 30 minutes, except when a work period of not more than 

6 hours will complete the day’s work. In this case, the meal period may be waived by mutual consent of 

the School and the employee. The meal period will be scheduled at such time as is determined by the 

Supervisor as suitable. Meal periods may not be waived to shorten work hours or to be used in lieu of 

time without pay. 

Unless the employee is relieved of all duty during the meal period, the meal period will be considered as 

time worked (“on duty”). An “on duty” meal period will be considered as hours worked in computing 

any overtime pay. Only in extreme cases will meal periods be designated as “on duty”. If, for any 

reason, you are unable to take your required meal period, you shall notify your supervisor immediately. 

For the convenience of the School, all employees may eat lunch in the cafeteria, free of charge, each day 

during the regular days of School from September through June. 

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III. 14. Rest Period 

In accordance with California law, all non-exempt employees are permitted to take a rest period that, 

insofar as practical, should be in the middle of each work period. The legally authorized rest period 

time shall be based on the total hours worked daily at the rate of 10 minutes rest time per 4 hours 

worked. 

A rest period need not be authorized when total daily work time is less than 3 ½ hours. 

It is the School’s policy to provide two 15-minute rest periods, one every 4 hours for a full-time 

employee. Authorized rest periods are counted as time worked for which there is no deduction from 

wages. Furthermore, rest periods may not be skipped to shorten the workday. If, for any reason, you 

are unable to take your required rest period, you shall notify your supervisor immediately. 

III. 15. Absenteeism 

An absence is any instance of missed work time, full or partial days, including tardiness and early 

departures. 

It is expected that all employees maintain regular attendance during scheduled work hours, report for 

work on time, and continue to work until the end of the work period. Attendance and punctuality will 

be part of the job performance evaluation. Failure on the employee’s part to maintain regular 

attendance and punctuality may be cause for disciplinary action, up to and including termination of 

employment. 

If an employee cannot come to work or will be more than ten minutes late, he or she shall let his or her 

Supervisor know of the expected late arrival time as early as possible and at least one hour prior to the 

start time, or as soon as practical. If the return date is unknown, the Supervisor shall be notified each 

day within one hour of the beginning of the regularly scheduled shift. 

Excessive absences may interfere with the employee’s job performance, disrupt service to the School, 

and place additional burdens on the employee’s co-workers. Legitimate and prescheduled absences can 

occur with such frequency and such repetition as to become intolerable. Absences that are not 

properly reported are considered excessive, for example if they show a pattern, such as before or after 

holidays and weekends. 

If an employee is absent three consecutive scheduled work days without contacting his or her 

Supervisor, the School may assume that he or she has abandoned the position and consider this a 

voluntary resignation from his or her employment with the School. 

Faculty absence from School for personal business is given at the discretion of the Principal. A 

Faculty/Staff Absence and Substitution Report must be completed, signed and submitted to the Payroll 

Department whenever a Faculty member is absent. 

III. 16. Conflicts of Interest 

Francis Parker School is judged by the collective and individual performance of its employees and 

trustees. They have a legal and ethical responsibility to promote Francis Parker School’s best interests. 

While the School does not seek to interfere with the off-duty and personal conduct of its employees, 

certain types of off-duty conduct may interfere with the School’s legitimate business interests. 

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Potential conflicts of interest include, but are not limited to: 

Working outside of Francis Parker School 

A full-time employee’s position at the School is expected to be his or her primary work 

responsibility. All employees must be able to consistently and effectively meet the performance 

standards for their school position. The employee should think seriously about the effects that 

such extra work might have on the limits of his or her endurance, his or her overall personal 

health, and his or her job effectiveness. All employees will be held to the same standards of 

performance, attendance, promptness and work schedule demands. Employees who wish to 

engage in additional employment shall not choose one that cuts into the employee’s required 

school hours or directly competes with the business or interests of the School. 

III. 17. Standards of Conduct 

Parker maintains a high standard of conduct. The School expects its employees to meet standards of 

conduct and performance established to ensure order and discipline, to promote cooperation among 

employees, and to accomplish the mission of the School as declared in the historical statement of 

philosophy and the mission statement found at the beginning of this handbook. As explained elsewhere, 

all employment at Francis Parker School is terminable “at will.” Accordingly, Francis Parker School 

does not adhere to any formal system of discipline. Nevertheless, where the School determines it to be 

appropriate in the exercise of its discretion, it may, but is not required to give an employee a prior 

written or oral warning and an opportunity to improve or correct a performance problem before being 

terminated. Listed below are guidelines for all employees' conduct. Parker views compliance with these 

common sense rules to be an important responsibility of every employee. Consequently, violation of 

these rules may lead to disciplinary action up to and including termination of employment. 

It is impossible to identify every type of possible misconduct or performance problem that can result in 

discipline. The following is therefore a partial list of types of conduct that may result in disciplinary 

action up to and including immediate termination. The School may add to this listing, modify it, or take 

any action it deems necessary, even for violations of standards of behavior not listed. 

 

 

 

 

 

 

 

 

Falsification of or making a material omission on forms, records, or reports, including time 

sheets and time cards, application materials or School records; fabrication, fraud or omission of 

information in applying for employment; fabrication, fraud or omission of information for other 

school required documentation; 

Actual or threatened physical violence towards another employee or any other person on the 

School grounds; 

Possessing or bringing firearms, weapons, alcohol, illegal drugs, or chemicals onto School 

property; 

Insubordination, refusing to follow a Supervisor’s direction, or other disrespectful conduct; 

Unauthorized possession or removal of School, student or employee property, records or other 

materials; 

Recording time on another employee’s time sheet or time card, or requesting another individual 

to record on one’s time sheet or time card, or any other form of dishonesty; 

Destroying or damaging School or employee property, records or other materials; 

Violating safety or health rules or practices or engaging in conduct that creates a safety or health 

hazard; 

24

Unauthorized use or disclosure of the School’s information or records; 

Leaving one’s work assignment without prior approval before the end of the scheduled work 

shift; 

Illegal discrimination against any employee; 

Unsatisfactory performances, inefficiency, incompetence or negligence in the performance of 

duties; 

Absence without authorization or notification; 

Use of obscene, abusive, or threatening language; 

Unauthorized or unreported use of telephone, computer or any other Parker equipment for 

personal use; 

Dishonesty; 

Immoral or indecent conduct; 

Smoking in areas other than those designated for smoking; 

Criminal conduct; 

Failure to maintain satisfactory and harmonious working relationships with the public or other 

employees; 

Refusal to work; 

Theft; 

Any act on or off Parker property, which reflects negatively on Parker; 

Failure or inability to complete a required training program that is part of an employee 

assignment; 

Horseplay or jeopardizing the health or safety of others; 

Releasing confidential information without proper authority or permission; 

Unauthorized or improper use of leave; 

Abuse of sick leave; 

Violation of any Parker safety rule or safety law. 

III. 18. Drug and Alcohol Use Policy 

It is the objective of Francis Parker School to maintain a safe, drug-free work environment for all 

employees. This statement of policy prohibits the unlawful manufacture, use, possession, sale, purchase, 

distribution or offer to manufacture, sell, purchase, hold or distribute alcohol or other 

drugs by any employee during work hours or at any time while on School premises. Moreover, 

conviction of a misdemeanor or felony for any of the above prohibitions, wherever they may have 

occurred, will result in discipline up to and including termination of employment. 

Using, possessing, selling, distributing or being under the influence of alcohol or unlawful drugs while on 

duty, while on School property, or while operating a School-owned vehicle or other potentially 

dangerous equipment or tools is prohibited. 

Drugs and alcohol include all substances or medications that will alter one or more bodily functions such 

as coordination, reflex, vision, mental capacity or judgment, whether such substances are acquired over 

the counter, by prescription or through illicit means. 

Where there is reasonable suspicion of unauthorized drug or alcohol use on School premises, the 

employee will be immediately removed from the work premises and will be subject to disciplinary 

action, up to and including termination. 

Observation of any one or more of the following may constitute reasonable suspicion: slurred speech, 

loss of balance, the odor of drugs or alcohol, the presence of alcohol or drug-related paraphernalia, 

25

observation of the use of drugs or alcohol, irregular work pace, decline in productivity, mood swings, 

frequent absences, excessive time away from the work place, trembling, disorientation, aggressive 

behavior, drowsiness, restlessness or hyperactivity. 

If prescription drugs must be taken, they must not impair the employee’s ability to perform his or her 

work. If an employee is required to take medication, which is prescribed by a physician that may affect 

his or her work performance the employee shall notify his or her Supervisor before beginning work. 

The unauthorized possession of drugs or alcohol during work hours or on work premises is strictly 

prohibited. Therefore, drugs, alcohol or paraphernalia possibly used in connection with illicit drugs 

found on the employee’s person or at or near the employee’s work area will also constitute reasonable 

suspicion. The School reserves the right to inspect employee work areas in connection with the 

inspection policy. Any employee who is found to be in possession of drugs or alcohol on school 

premises or at any time during working hours, will be in violation of the stated policy and will be subject 

to disciplinary action, up to and including termination. 

III. 19. School Tutoring Policy 

Teachers are not allowed to tutor for a fee during their contracted hours (7:30AM-3:30PM) 

Teachers are not allowed to tutor for fee students that they are currently teaching. 

Teachers are allowed to tutor for fee non-Parker students on the Francis Parker School campus, but will 

be charged a standard fee for facility use and liability. 

Teachers are responsible for notifying the principal of any tutoring for a fee that is taking place. 

The principals will approve all tutoring for a fee that takes place between a teacher and a student. 

The fees for tutoring must be paid to Francis Parker School in accord with best practices. 

26

SECTION IV 

EMPLOYEE BENEFITS 

IV. 1. Group Insurance Plans 

This section of the handbook provides a general description of the insurance benefits that are offered by 

the School. Complete information for each benefit, including official plan documents are available online 

or from the Human Resources Department. 

The School offers comprehensive group insurance benefits to employees and their eligible dependents 

through a Section 125 “Cafeteria Plan”. The coverage is subject to various eligibility and participation 

requirements outlined in a summary description for each plan. Benefits are effective the first of the 

month following date of hire or change in employment status, for example, a transfer from part-time to 

full-time. Benefits are continued through July and August for returning Faculty and full-time staff. 

The group insurance benefits available are: 

 

 

 

 

 

Medical 

Dental 

Life Insurance & AD&D 

Long Term Disability 

Medical and Dependent Care Reimbursement Accounts 

The School contributes a pre-determined dollar amount (Flex dollars) to each employee’s benefit bank 

to cover the full cost of the Medical and Dental premium for the employee coverage. The employee 

may purchase Medical and Dental Insurance for his or her eligible dependents with pre-tax dollars. In 

addition, the School provides employee coverage for the Group Life, AD&D, and Long Term Disability 

Insurance at no cost. Additional Life Insurance and AD&D coverage may be purchased with post-tax 

dollars for the employee and/or for his or her eligible dependents. 

IV. 2. Termination of Health Care Coverage 

Health care benefits for the employee and the employee’s dependents will cease on the last day of the 

month in which one of the following events occurs: 

 

 

 

 

Death of the employee 

Termination of employment from Parker 

No longer eligible for benefits 

Termination of the plan 

Dependent coverage ceases in the event of the above, as well as upon: 

 

 

Divorce or legal separation from the employee; 

Termination of dependent eligibility (e.g., student status, age limits, etc.) 

It is the responsibility of the employee to inform the Human Resources Department 

27

as soon as possible of the occurrence of any of the above events. 

IV. 3. Continuation of Coverage Option – COBRA 

On April 7, 1986, a Federal law was enacted (Public Law 99-272, Title X) requiring most employers 

sponsoring group health plans to offer employees and their families the opportunity for a temporary 

extension of health coverage (called “continuation coverage”) at group rates in certain instances where 

coverage under the plan would otherwise end. The Director of Human Resources can provide 

complete details about the continuation options under the legislated plan known as “COBRA”. 

IV. 4. Pension Plan 

Regular benefited employees, who were participants in an IRC 403(b) retirement plan or tax-deferred 

annuity plan for at least one-year immediately preceding service at Francis Parker School, are eligible to 

participate in the Pension Plan the first of the month coincident with or following date of employment. It 

is the responsibility of new employees to inform the Human Resources Department of their eligibility. 

All other regular benefited employees are eligible to participate in the pension plan after one full year of 

employment and should notify the Human Resources Department of their eligibility. The employee is 

fully vested immediately upon commencing participation. The School makes monthly contributions to 

TIAA-CREF in an amount determined annually by the Board of Trustees, calculated as a fixed percentage 

of the employee’s salary. Detailed information is available from the Human Resources Department. 

Regular employees are eligible to establish and contribute to tax deferred annuity programs approved by 

the School at any time. Information is available from the Human Resources Department. 

IV. 5. Holidays and Breaks 

Parker recognizes the importance of leisure time for its employees and, therefore, provides to full- time 

benefited employees the following paid holidays each year. 

Holidays 

Labor Day 

Columbus Day 

Presidents’ Day 

Thanksgiving Day plus two other days 

Winter Holiday – Xmas Eve plus 5 days between Christmas and New Years 

Memorial Day 

Fourth of July 

Other holidays at the discretion of the Head of School. 

Each benefited employee will be paid one regularly scheduled day of pay for each holiday at the regular 

rate of pay, excluding overtime. 

Holiday benefits do not include overtime, bonuses, or any other special form of compensation. Holidays 

not worked, whether compensated or not, will not be considered as time worked for the purposes of 

determining overtime. 

28

School Breaks 

 

Faculty will receive pay for the following School breaks: 

Thanksgiving break 

Winter break 

Mid-Winter break 

Spring break 

1 week 

2 weeks (December/January) 

1 week (February) 

1 week (March/April) 

 

Full-time Administration and Professional Staff will receive pay for the following periods 

of School closure: 


Winter break 

Mid-Winter break 

Spring break 

Thanksgiving Day plus 2 other days 

Xmas Eve plus 5 days between Christmas and 

New Years 

According to established office schedule 

According to established office schedule 

Part-time Administration and Professional Staff are not eligible. 

 

Full-time staff of the Cafeteria and Maintenance Departments will receive pay for actual 

scheduled hours of work for the following periods of School closure. Transportation 

Department according to established schedule. 


Winter break 

Mid-winter break 

Spring break 

3 days 

Xmas Eve plus 5 days between Christmas and 

New Years 

2 days 

2 days 

 

Part-time staff of the Cafeteria and Maintenance Departments will receive pay for actual 

scheduled hours of work for the following periods of School closure. Transportation 

Department according to established schedule. 


Winter break 

Mid-winter break 

Spring break 

2 days 

2 days 

1 day 

1 day 

Time off during School holiday or “breaks” (which may or may not be a public holiday) support staff will 

be specified by published duty schedules and at the general discretion of the Head of School. 

IV. 6. Exceptions to Holiday Pay: 

Employees on any type of leave of absence are not eligible for holiday pay. 

Employees will not be paid for holidays that occur while they are not actively enrolled on the payroll. 

If the employee has an unpaid absence either the day before or the day after the holiday, the employee 

will not be paid for the holiday. 

29

IV. 7. Religious Holiday Observance 

Employees will be granted reasonable, paid leave accommodation to participate in religious observances 

at the employee’s regular rate. 

IV. 8. Vacation 

Annual paid vacations are granted for the purpose of providing recreation and relaxation. All 

Professional Staff and Staff who are classified as full-time employees are eligible for paid vacation time. 

Generally, vacations should not be taken while School is in session. Employees must have vacation 

schedules approved in advance by their Supervisor. 

Cash will not be paid in lieu of a vacation for a continuing employee. 

Vacation Accruals: Vacation time is earned only while the employee is working. The posting of 

earned vacation time occurs on the last day of each calendar month for which an employee is 

compensated. It is preferred that employees do not take paid vacation time before it is accrued 

Non-exempt employees: 

 

 

 

 

 

From the inception of employment, non-exempt employees accrue one week of 

vacation during their first year of employment. The accrual rate is 1.67 hours per pay. 

During the second through the seventh years of continuous service, the employee 

accrues two weeks paid vacation. The accrual rate is 3.34 hours per pay. 

Beginning the eighth year and continuing through the fourteenth year, the employee 

accrues three weeks paid vacation. The accrual rate is 5 hours per pay. 

Beginning with the fifteenth year, the annual accrual rate is four weeks. The accrual rate 

is 6.67 hours per pay. 

One-half day of work is the minimum increment that may be taken by non-exempt 

employees, unless required otherwise by law. 

Exempt (non-faculty) employees: 

 

 

From the inception of employment, exempt non-faculty employees accrue four weeks of 

vacation per year. 

Time off must be scheduled with the Supervisor. One full day of work is the minimum 

increment that may be taken by exempt employees, unless required otherwise by law. 

Employees are urged to use their full vacation time each year. 

Maximum vacation accrual 

The maximum vacation time that all eligible employees may accrue at any one time shall be 

thirty workdays (6 work weeks). When an employee’s earned unused vacation benefit reaches 

the maximum, the employee will not accrue any additional vacation time. If the employee later 

uses enough vacation to fall below the maximum, the employee will resume accruing vacation 

benefits. 

30

Holiday Occurring During Vacation 

When employees are on vacation during an authorized holiday, they receive holiday pay in lieu 

of vacation pay and do not lose that day as a vacation day. 

Re-hired Employees 

A person who returns to Francis Parker School as an employee after a one-year or greater 

break in service begins accrual of vacation time as a new employee. If less than a one-year 

break, vacation time will accrue at the prior rate. 

Vacation paid upon termination of employment 

An employee who separates his or her employment from Francis Parker School will be paid for 

vacation and personal time accrued but not taken. 

Any vacation taken before it is accrued will be deducted from the final paycheck. 

IV. 9. Personal Time 

Paid personal leave days will be granted for an employee to attend to personal matters. To the extent 

possible, personal leave days should be planned in advance with notification to Supervisors so that 

appropriate coverage can be arranged. 

 

 

Faculty working more than 20 hours per week and Professional Staff and Staff working full time: 

two working days. 

Part-time Staff working in the Transportation, Cafeteria and Maintenance Departments: one 

regularly scheduled day. 

IV. 10. Professional Development 

 

Study Grants (Stipends) 

Study Grants may be granted to Faculty and Professional Staff for college or university study 

directly related to the subject taught by the grant recipient. At the discretion of the principal 

where the teacher works, or the Head of School, the grant may be used to cover the cost of a 

workshop. 

Applications are filed with the principal of the school where the teacher works, who, in 

consultation with the Head of School, determines who the recipient, shall be. Applications for a 

grant are filed with the Principal where the Teacher works by May 1 for summer grants, 

September 1 for fall grants, and by December 15 for spring grants. 

The Head of School may grant occasional short term leaves to members of the administrative 

staff, including the Principals, for the purpose of furthering excellence in School management 

and/or for renewal. 

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IV. 11. Leaves of Absence 

Francis Parker School grants leaves of absence to eligible employees in a variety of 

circumstances. This is subject to written approval of the employee’s Supervisor and the Head of 

School. The School will follow federal and state laws as they apply. Unless otherwise noted, all 

leaves of absence are available on an unpaid basis. 

When an employee is eligible for more than one type of leave, the leaves run simultaneously to 

the maximum extent provided by law. 

Requests for leaves of absence shall be submitted in writing to the Supervisor and Head of 

School. All requests will be considered on the basis of the employee’s length of service, 

performance, responsibility level, the reason for the request, and Parker’s ability to obtain a 

satisfactory replacement during the time the employee expects to be away from work. Once 

approved, the Human Resources Department will be notified and the appropriate paperwork 

will be completed. 

If an employee accepts other employment or fails to return to work on the next regularly 

scheduled work day following the expiration of the leave, it will be considered that the 

employee has voluntarily resigned employment at Parker. 

a. Bereavement Leave 

When a death occurs in the immediate family of an employee, the employee may request 

Bereavement leave. Immediate family is defined as current spouse, child, parents, parents-in-law, 

brother, sister, grandparents, grandchild, son- or daughter-in-law, legal guardian, legal ward, 

step-mother, step-father, step-children, domestic partner. In the case of death of other 

relatives, only the day of the funeral may be granted. 

Bereavement leave will not be charged to the employee’s vacation or sick time. Length of leave 

may be at the discretion of the Head of School. 

This type of leave is granted per incident and not on an annual basis. Evidence to support the 

leave request may be required. 

b. Court Witness 

An employee who is subpoenaed to serve as a witness on behalf of Francis Parker School will be 

granted a witness leave at regular pay for such time as it is necessary to comply with the 

subpoena. 

An employee who is required by law to appear in court as a witness under circumstances other 

than those delineated above, may take unpaid time off or use accrued vacation time to do so, as 

long as the employee provides the School with reasonable advance notice. 

c. Domestic Violence Leave 

Domestic Violence Leave is available to employees who are victims of domestic violence. It may 

be requested if the employee is involved in a judicial action, such as obtaining restraining orders, 

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and/or appearing in court to obtain relief to ensure the employee’s safety, health or welfare or 

that his or her children. 

The length of leave an employee may take under this policy is limited to 12 weeks. 

d. Election Day 

The California polls are currently open for a period of 12 to 13 hours on Election Day for 

voting purposes allowing most employees ample opportunity to vote during their non-working 

hours. If, however, in the rare instance that an employee cannot vote due to work schedule 

conflicts, the employee will be authorized to take up to two hours, compensated at the regular 

rate of pay, for voting purposes in any state, federal and/or recognized local election. The 

voting stub shall be presented to his or her Supervisor. 

e. Family Care Leave 

FMLA leave is available to employees under the Family and Medical Leave Act of 1993. It may 

be requested for the following reasons: 

 

 

 

birth, adoption or placement in foster care with the employee, or the serious health 

condition of their child; 

To care for a parent, spouse or domestic partner with a serious health condition; or 

Because of a serious health condition of the employee which causes the employee to be 

unable to perform his or her duties. Eligible employees are entitled to time off without pay 

for the period provided by applicable state or federal law. 

Eligibility 

Full-time and part-time employees who have more than 12 months of service and who have 

worked at least 1,250 hours during the previous 12-month period before the date the leave is to 

begin are eligible to take up to a maximum of 12 weeks in a rolling 12 month period. This 

means that the 12-month period begins on the date the FMLA first commences and is measured 

forward from that date. Leave requests for the birth, adoption or placement in foster care of a 

child are limited to a combined total of 12 workweeks if the School employs both parents. 

Requests 

If the need is foreseeable, employees who wish to take leave shall notify their Supervisor and 

the Human Resources Department in writing at least 30 days in advance. In the event of an 

emergency, the employee should provide notification as soon as it is practicable. 

A medical certification of condition shall accompany any request for leave based on the serious 

medical condition of either the employee or family member. The certification should contain the 

following information, as applicable: the date on which the condition commenced; the probable 

duration of the condition; an estimate of the amount of time the employee will be needed to 

provide care for their child, spouse or parent; a statement of the employee’s inability to perform 

the functions of his or her position; and the necessity for an expected duration of intermittent 

leave or a reduced leave schedule. Parker reserves the right to obtain second and third 

opinions from health care providers for an employee’s own serious health condition. 

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Health Insurance Benefits 

An employee taking family medical leave will be allowed to continue participating in any health 

and welfare benefit plans in which he or she was enrolled before the first day of the leave (for a 

maximum of 12 workweeks) at the level and under the conditions of coverage as if the 

employee had continued in employment for the duration of such leave. Francis Parker School 

will continue to make the same premium contribution as if the employee had continued 

working. The continued participation in health benefits begins on the date leave first begins 

under Family and Medical Leave Act (for pregnancy disability leaves) or under the Family and 

Medical Leave Act/California Family Rights Act (for all other family care and medical leaves). In 

some instances, the School may recover from an employee premiums paid to maintain health 

coverage if the employee fails to return to work following family/medical leave. 

Vacation, Sick Time, and Pension Benefits 

Vacation, sick time and pension benefits shall not accrue during the leave of absence. Employees 

may use any available sick or vacation time during an approved leave of absence. The employee 

is responsible for inquiring about, applying for and satisfying all of the requirements to obtain 

benefits available under the State Disability Insurance program. 

Returning from FMLA 

Under most circumstances, upon return from family/medical leave, an employee will be 

reinstated to his or her original job or to an equivalent job with equivalent pay, benefits, and 

other employment terms and conditions. 

For further information about FMLA, please contact the Human Resources Department. 

f. Jury Duty 

Employees who are called for Jury Duty and who serve will be excused from work. Employees 

will be compensated at their normal straight time rate to a maximum of five (5) days. In the 

event that the jury is impaneled for a longer time period, additional pay may be granted. 

Immediately upon receipt of the summons, employees shall submit a copy of the summons to 

their Supervisor. 

If you are on Jury Duty, you are required to report to work on any day or portion thereof that 

is not actually spent on the performance of jury service. 

Time spent on Jury Duty is not considered time worked in the application of the Fair Labor 

Standards Act for determining overtime pay. 

g. Military Leave 

Employees who enter the Armed Forces of the United States will be granted leaves of absence 

in accordance with federal and state laws governing such leaves. 

An employee who is a member of the National Guard or of a reserve component of the armed 

forces shall, upon furnishing a copy of the official orders or instructions, be granted a military 

34

training leave. When the employee returns from leave, he or she is required to provide written 

verification of time served. 

h. Paid Family Leave 

The Paid Family Leave program began July 1, 2004 and provides up to six weeks of benefits to 

employees who take time off to care for a seriously ill child, spouse, parent, or domestic 

partner, or to bond with a new minor child. The program does not entitle an employee to the 

leave, but merely a partial wage replacement program for employees who already are eligible for 

a leave of absence such as the Family Medical Leave Act. 

The Employment Development Department is responsible for administering Paid Family Leave 

claims. Claim forms are available in the Human Resources Department. 

There is a seven-day waiting period for benefits. For additional information, please contact the 

Director of Human Resources. 

i. Pregnancy Disability Leave 

Pregnancy, childbirth, or related medical conditions, will be treated like any other disability, and 

an employee on leave will be eligible for temporary disability benefits in the same amount and 

degree as any other employee on leave. Pregnancy-related disability leave may be taken in 

addition to Family Leave. 

Employees may take up to a maximum of 4 months of Pregnancy Disability Leave per pregnancy. 

Medical certification is required, and the length of leave will depend on the medical necessity for 

the leave. Please contact the Human Resources Department for more information. 

j. Sick Leave 

Sick leave benefits represent a “safety net” of continuing income during periods of incapacitation 

for the following reasons: 

 

 

 

 

The employee’s personal illness or disabling injury (except injuries occurring in connection 

with employment); 

Required visits to medical practitioners for reasons of diagnosis or treatment of medical or 

dental conditions of the employee, registered domestic partner, or a member of the 

employee’s immediate family; 

A female employee’s disability due to pregnancy, childbirth or pregnancy-related condition; 

The illness or injury of an employee’s immediate family member or registered domestic 

partner. 

Each year, accounted from July 1 through June 30, each full-time employee will be granted ten 

(10) days of continuing salary to be received during periods of incapacitation as described above. 

Unused sick leave benefits will carry over from year to year to a maximum of twenty (20) days. 

The number of compensated days provided under this benefit will be pro-rated in the case of an 

employee whose term of service commences after July 1. 

Employees unable to report to work are required to notify their Supervisor at the earliest 

possible opportunity, but not later than one hour before their scheduled starting time. 

35

Employees who must leave work due to illness must likewise notify their Supervisor. It is the 

responsibility of every employee to report the circumstances of the sick leave, recovery 

progress, and the probable duration of the absence. After the third day of continuous absence 

or in cases where frequency of absences impairs the capacity of the School to function properly, 

the School may require medical certification of illness confirming the incapacitation of the 

employee, registered domestic partner or the employee’s immediate family member. 

Injuries connected with employment are subject to the provisions of workers’ compensation 

statutes. In situations where a disabling condition necessitating absence arises in connection 

with employment, and the employee receives income replacement benefits from our workers’ 

compensation insurance carrier, no further benefits will be paid to the employee nor will a 

charge be made to the employee’s sick leave benefits bank. 

Part-Time Staff in the Transportation, Cafeteria, and Maintenance Departments: 

For each academic School year, September through June, up to three (3) days of sick and 

disability leave will be compensated at the employee’s prevailing rate of pay for the number of 

hours of regularly scheduled service. This salary continuation period will be pro-rated for 

employees who begin service during the academic School year. 

k. Special Leave 

Under special circumstances, up to three (3) days of additional compensated leave may be 

granted to a benefited employee on petition to the Head of School. The Head of School, in his 

sole discretion, shall determine whether such leave is granted and the extent to which it is 

compensated. 

IV. 12. State Disability Insurance 

To protect employees who miss work due to a non-work-related accident or illness, the law requires 

that a small percentage of each employee’s wage, up to the prevailing maximum, be deducted each pay 

period for disability insurance (STATE SDI CA). Benefits begin from the first day an employee is 

hospitalized or after the seventh day of the illness or accident if the employee is not hospitalized. See 

www.edd.ca.gov for more information. Eligible employees will be paid a percentage of their regular 

earnings for a maximum period provided by law in any one year. The School, upon the employee’s 

request, will make up the difference between the compensation an employee receives from state 

disability insurance benefits and his regular wages until his or her accumulated sick pay is used up. 

IV. 13. Workers’ Compensation 

Workers’ Compensation Insurance provides benefits for job-related injuries and illnesses. All 

employees are covered and the entire cost of insurance is paid by Francis Parker School. 

If an employee is injured during his or her work hours or suffers a work-related illness, the employee 

should immediately notify his or her Supervisor or the Human Resources Department. The primary 

concern is to provide immediate care to the employee. The employee will be sent to the nearest US 

Healthworks facility provided he or she has not designated, in writing, a physician for all work-related 

injuries. 

36

The employee is required by law to complete the Employee’s Claim for Workers’ Compensation 

Benefits report form. All workers’ compensation insurance forms and procedure information are 

located in the Human Resources Department. 

37

SECTION V 

SAFETY 

Francis Parker School has a long-standing philosophy of taking pride in its practices to ensure the safety 

and security of all of our employees. This section of the handbook outlines our commitment to this 

philosophy and provides guidance to all employees on the safety and security standards the School 

expects each employee to follow. By teaming up with your Supervisor, Principal, Head of School and 

Director of Human Resources you are the best link to keeping the School safe and secure. Two 

separate Safety and Security Manuals have been developed to provide supplemental information for the 

specific functions of each program. Both are available on our website and from the Human Resources 

Department. 

Safety 

The School has developed an Injury and Illness Prevention Program that is explained in the Safety 

Manual. All employees are expected to familiarize themselves with this program. The Director of 

Human Resources has been designated as the School’s Safety Advisor. He or she, along with others, 

oversees the Program. It is our goal to prevent accidents and to reduce personal injury and 

occupational illness and to comply with all safety and health standards. 

General Safety Rules 

Our employees perform a wide range of functions in various locations. Although some safety rules apply 

only to specific positions, all employees are expected to comply with the following safety rules: 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Use common sense in performing your duties. 

Report any work injury or illness to your Supervisor, Principal, or Director of Human 

Resources. 

Report unsafe conditions to your Supervisor, Principal or Director of Human Resources. 

Do not use any equipment, vehicles or materials when overly tired, feverish, or under the 

influence of any substance that may affect your judgment. 

Keep your work area neat and tidy. 

Request assistance in lifting heavy loads. 

Wear seat belts when operating any School or rented vehicle or driving your own personal 

vehicle while on School business. 

Do not use tops of cabinets or bookcases for extra storage. 

Be sure that aisles or exits are kept clear; do not let cords interfere with walkways. 

Keep paper clips, tacks, pins and other objects off the floor. 

Store all sharp objects properly when not in use. 

Open and close doors cautiously and use extra caution at blind hallway intersections. 

Open only one file cabinet drawer at a time to avoid tip-over. Cabinets should also be loaded 

from bottom to top and emptied in the reverse order. 

Report or clean up all spills immediately. 

Use stepstools, platforms or ladders for climbing. 

Report or replace frayed electrical cords. 

The School acknowledges the risk of violence in the workplace that can result in tragic 

consequences to our employees, suppliers and visitors. We support the philosophy that 

38

Security 

violence does not belong in the workplace and that prevention is a responsibility shared by all 

employees. The School will take reasonable preventive measures to provide a safe environment 

for everyone on our campuses. 

On-the-Job Injuries and Illnesses: 

Any job-related injury or illness, regardless of severity, shall be reported immediately to your 

Supervisor, Principal, or Director of Human Resources for prompt evaluation and medical 

attention as necessary. Your Supervisor will complete an initial safety incident report and 

forward it to the Human Resources Department. 

The School has developed a Security Manual to address emergency procedures and evacuation plans to 

follow in the event of an emergency. All employees are expected to familiarize themselves with this 

manual. It is our goal to respond to all emergency situations with concerted diligence. 

Contained in the Security Manual is a full explanation of evacuation, notification, emergency, and training 

procedures established by the School’s Security Advisor and approved by the Head of School. He or 

she, along with others, oversees the School’s Security Program. During an on-campus incident, all 

School personnel and all visitors may be given direction by the Security Advisor. Additionally, he is the 

designated liaison between the actual crisis scene and administration. He assists administration in the 

all-clear decision that will allow the School to resume normal operations. 

39

FRANCIS PARKER SCHOOL ACKNOWLEDGMENT 

I understand that it is my responsibility to read, understand and comply with the policies and procedures 

set forth in the Francis Parker School Employee Handbook. 

I further understand that Francis Parker School reserves the right to make changes to its policies, 

practices or benefits whenever it deems necessary or useful to do so. These changes can be made at 

any time with written notice to employees; however, any changes to the at-will employment policy can 

only be made specifically, in writing, and signed by the employee and the head of school. 

I acknowledge that I have received a copy of The Francis Parker School Employee Handbook. I 

understand and agree that my employment is at-will and can be terminated with or without cause for 

any reason or no reason, at any time at the option of the School or myself. Furthermore, I understand 

that the policies described in this Handbook are not intended to create any contractual obligations 

which conflict in any way with Francis Parker School’s at-will policy and that no agreements contrary to 

the foregoing may be made unless specific, in writing, and signed by me and the Head of School. I 

further understand and agree that this is the entire agreement between the parties on this subject and 

that any prior agreements are superseded by this at-will agreement. 

Arbitration Agreement 

Francis Parker School (“School”) and the employee named below (“Employee”) agree to resolve any and 

all disputes arising out of or in any way related to Employee’s application for employment with School 

or the employment relationship, including any disputes upon termination, by binding arbitration before a 

single neutral arbitrator as the sole and exclusive remedy of the parties to the fullest extent permitted 

by law. The disputes subject to this agreement include, but are not limited to, all claims and potential 

claims relating to employment and termination of employment, such as breach of contract, tort, 

whistleblower, discrimination, harassment, wrongful termination, demotion or discipline, failure to 

accommodate, denial of family and medical leave, compensation or benefits claims, constitutional claims 

and claims for violation of any local, state or federal law, statute, regulation or ordinance or common 

law. It includes all claims against any employee, officer, director, trustee, agent, benefit plan 

administrator, successor or assign of School that arise out of or relate to their actions on behalf of 

School. The parties understand that by entering into this agreement, both parties are giving up their 

constitutional right to have any such dispute decided in a court of law, and if applicable, before a jury, 

and instead, agree to the use of binding arbitration pursuant to the procedures referenced in this 

agreement. This agreement to arbitrate does not include claims that by law may not be subject to 

mandatory arbitration. 

Either party may exercise the right to arbitrate by providing the other party with written notice of any 

and all claims forming the basis of such right in sufficient detail to inform the other party of the 

substance of such claims. In no event shall the request for arbitration be made after the date when 

institution of legal or equitable proceedings based on such claims would be barred by the applicable 

statute of limitations. 

The arbitration will be conducted in accordance with the American Arbitration Association National 

Rules for the Resolution of Employment Disputes (the “AAA Rules”), in effect on the date the written 

notice of claims is made. The AAA Rules are available on-line at www.adr.org and School and Employee 

are each responsible for reading the AAA Rules and for checking for amendments and updates thereto. 

The arbitration will be conducted in San Diego, California. The arbitration will be conducted by a single 

neutral arbitrator agreed upon by the parties. In the event the parties cannot agree on an arbitrator, 

the arbitrator shall be selected in accordance with the AAA Rules. The parties are entitled to 

representation by an attorney or other representative of their choosing. Discovery shall be allowed and 

conducted pursuant to the then current AAA Rules, provided that the parties shall be entitled to 

2

discovery sufficient to adequately arbitrate their claims and defenses. The arbitrator shall have the 

power to enter any award that could be entered by any court having competent jurisdiction. The award 

shall be issued in writing and state the essential findings and conclusions on which such award is based. 

The parties agree to abide by and perform any valid award rendered by the arbitrator, and judgment on 

the award may be entered in any court having jurisdiction thereof. 

School shall bear the costs of the arbitrator, forum and filing fees. Each party shall bear its own 

respective attorneys’ fees and all other costs, unless otherwise required or allowed by law and awarded 

by the arbitrator. 

In the event any provision of this agreement is found to be unenforceable by an arbitrator or court of 

competent jurisdiction, such provision shall be deemed modified to the extent necessary to allow 

enforceability of the provision as so limited, it being intended that the parties shall receive the benefit 

contemplated in this Agreement to the fullest extent permitted by law. If a deemed modification is not 

satisfactory in the judgment of such arbitrator or court, the unenforceable provision shall be deemed 

deleted, and the validity and enforceability of the remaining provisions shall not be affected thereby. The 

parties further understand that nothing in this agreement is meant to contradict or invalidate the at-will 

employment relationship between School and Employee. 

This agreement constitutes the entire agreement between the parties relating to this subject matter and 

supersedes all prior or contemporaneous inconsistent agreements. 

Parents whose children are offered admission choose Parker for the environment in which their 

children learn and grow both in academics and in character. The School strives not only to improve 

itself continually but also to provide students a superior college-preparatory education that is 

accomplished within a community grounded in shared ethics and values. 

As an employee of Francis Parker School, you are expected to serve as a role model both for the 

children in your care and for all other constituents of Francis Parker School. In addition, you represent 

the School in the wider community of which we are a part. 

In accepting an offer of employment from Francis Parker School, you agree to follow the employment 

policies set forth in this handbook and uphold the shared values expressed in our Mission, Policies, 

Procedures, and Core Values. 

Your signature indicates that you have read this statement of Personal Conduct and agree to abide by it. 

Date 

Signature of Employee 

Type or Print Name 

3

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