a) EQUAL OPPORTUNITY: St. Andrew's admits qualified students of any race, gender, color, and national and ethnic origin to all the rights, privileges, programs, and activities generally accorded or made available to students at the School. It does not discriminate on the basis of race, gender, color, disabilities, and national and ethnic origin in administration of its educational policies, financial aid and scholarship programs, and athletic and other school-administered programs. In addition, the School pursues a policy of open hiring without regard to race, color, and national and ethnic origin.
St. Andrew's is committed to improving opportunities for minority group members throughout the School and all occupational levels. The intent of this policy is to prohibit discrimination (including sexual harassment - See dedicated section.) and to provide employment, compensation, promotion, transfer, and access to training that is not restricted. If you believe you have been subjected to any form of discrimination, you should report immediately the alleged violation to your division head, immediate supervisor, or the Head of School.
b) BACKGROUND CHECKS AND EMPLOYEE SCREENING: All faculty and staff are given pre-employment background checks. These background checks may be renewed at any time at the discretion of the administration.
c) AMERICANS WITH DISABILITIES ACT (ADA): The ADA is a statute which provides protected class status for workers with disabilities who are qualified for the jobs for which they apply or at which they are employed. The law requires employers to make reasonable accommodations for a person's disability.
d) AIDS POLICY:
Acquired Immune Deficiency Syndrome (AIDS) is a frequently fatal condition caused by the Human Immunodeficiency Virus (HIV) which attacks and destroys the immune system, thereby preventing the body from fighting infections and diseases. Not all those who are infected with HIV develop AIDS. People with AIDS become susceptible to a variety of illnesses, ranging from mild infections to life threatening illnesses. Accumulated data strongly support the conclusion that transmission of HIV occurs only through blood, sexual activity, or birth. Because the AIDS virus presents a life-threatening situation, it has the potential of being disruptive to the normal operation of community institutions, including schools.
The following policy is based upon the medical knowledge currently available and upon the current recommendations of the Center for Disease Control (CDC). Should future knowledge indicate that any portion of this policy is no longer proper in light of later information, the policy will be reviewed and amended in whatever manner may be appropriate. The term “infected” as used in this policy statement means to be infected with the AIDS virus, whether or not such infection is accompanied by the Acquired Deficiency Syndrome of AIDS-related complex.
Education and Information. It shall be the policy of St. Andrew’s to maintain a continuing program to educate and inform its constituencies about AIDS.
Confidentiality. Unless otherwise requested by an infected employee or the family of an infected student, confidentiality of information regarding AIDS carriers will be maintained, and knowledge will be limited to The Head of School, Division Heads, and to such other persons as may, in their opinion, have a need to know in order that the school may better protect the infected individual and/or others.
Normalcy of Activities and Relationships. St. Andrew’s will endeavor by all appropriate means to insure that all student and employee activities and relationships are maintained as normally as possible.
Retention Policy. It is the policy of St. Andrew’s that persons carrying the AIDS virus be retained and permitted to continue as students or employees so long as such retention and continuation can be maintained without jeopardizing the health and well being of the carrier or others. At any time that it is determined on the basis of availability of evidence that continued presence of an infected person within the St. Andrew’s population jeopardizes the health of said person, or of others, the employment or enrollment of such person shall be terminated.
Medical Authorization. In order to properly protect all persons within the St. Andrew’s constituency, including carriers of the HIV virus, infected persons will give St. Andrew’s the right to receive periodic confidential reports from the patient’s physician concerning the medical condition of such persons. St. Andrew’s shall be given the right to confer with the patient’s physicians, counselors, and family whenever necessary for the protection of the patient and other persons.
e) HARRASSMENT POLICY:
General: St. Andrew’s Episcopal School does not allow, and will not tolerate, any form of harassment of or by an employee or non-employee of the school based on race, sex, religion, color, national origin, age, disability, or any other factor protected by law. Harassment may be overt or subtle but would include behavior which would cause a reasonable person to feel uncomfortable in the workplace or impact their ability to perform their job. Anyone who has a complaint or observes harassment at work should report it to the School immediately.
Sexual Harassment: St. Andrew's Episcopal School fully supports and reaffirms its commitment that all employees and students should be able to enjoy a work and educational environment free from all forms of discrimination, including sexual harassment. The School condemns sexual harassment in any form and is committed to providing an environment free of it for students and employees.
A. DEFINITIONS: "Sexual harassment" is unacceptable behavior. Students shall not be subjected to sexual harassment by their peers or by employees. Harassing conduct, including but not limited to the following, is prohibited: unwelcome sexual advances; requests for sexual favors; other unwelcome verbal or physical conduct/written communication of a sexual nature; conditioning review of academic performance on the receipt of sexual favors; and retaliation against persons involved in sexual harassment complaints/ investigations.
Some examples of harassment are:
subtle pressure for sexual activity
unnecessary brushes or touches
offensive sexual graffiti
disparaging remarks about one's gender
physical innuendos made at inappropriate times
verbal sexual abuse disguised as humor
whistling, howling or making catcalls
obscene gestures
B. REGISTERING A COMPLAINT: If you feel that you are being sexually harassed by another person or persons (including visitors to the school such as vendors, contractors, etc.), you should take the following steps to report the harassment immediately following the incident:
Step 1: Describe the incident to your Division Head. If your Division Head is implicated in the harassing behavior, then report the incident to the Head of School. In the absence of the Head of School or Division Head, or if there is a conflict or other concern, report the conflict to the Chaplain.
Step 2: At the time you report the incident to the individual in Step 1, he or she will ask you to prepare a written report. He or she will insure that the proper steps are taken to investigate and handle the situation. The School will also notify your (the student’s) parent(s)/guardian, if the parent(s)/guardian are not already aware of the incident.
It should also be recognized that because of the serious nature of such a complaint, anyone making a complaint should be certain in his/her mind that sexual harassment has occurred. The School cannot condone frivolous complaints.
School employees have an obligation to report to the Division Head or the Head of School any behavior that the employee believes may be harassment of a student. At that time, the student will be interviewed and investigation process initiated.
C. CONDUCTING THE INVESTIGATION: Once the sexual harassment charge has been made, a thorough investigation of the incident(s) shall be conducted. An investigation team shall be appointed by the Head of School to conduct a review involving all parties and witnesses. This review shall be done in a thorough, expeditious and confidential manner. However, the incident must be investigated, so the investigator must question the student, any witnesses and the accused harasser.
D. RESPONSE TO REPORTING OF HARASSMENT: Within ten days of the submission of the written complaint, the Head of School will meet with the student and the student’s parent/guardian to discuss the results of the investigation into the complaint. If the investigation is not complete by that time, the student and student’s parent/guardian will be informed of the status of the investigation and an estimate as to when it will be completed. Based upon a finding of reasonable evidence that sexual harassment has occurred, the School will take the necessary and appropriate disciplinary action against the offending party.
E. CONSEQUENCES FOR OFFENDERS: Anyone guilty of engaging in sexual harassment will be subject to appropriate disciplinary action, up to and including discharge, if the harasser is an employee, or up to and including expulsion, if the harasser is a student. The Head of School will determine such steps. In the case of a vendor or contractor being implicated, the Chief Financial Officer in conjunction with the Head of School will take action. Any questions concerning the application of these guidelines should be directed to the Division Head or the Head of School.
f) CHILD NEGLECT AND ABUSE: Faculty and staff are required to know the procedures for reporting suspected child abuse and/or neglect. The Mississippi State law requires that all professional people report suspected child abuse cases. Failure to do so can result in prosecution.
i) In the event of suspected child abuse and/or neglect, you should:
1. Notify the Head of School of your concern, and
2. Document signs of suspected abuse and/or neglect.
ii) Mississippi law provides sanctions against those who are required to report child abuse and “willingly” fails to do so. They are subject to conviction of a misdemeanor.
iii) A branch of the Department of Human Services is mandated to investigate reported cases of neglect and child abuse as they see fit. Sometimes, for various reasons, they need to talk to children before seeing parents or without having the parent(s) present. The most accessible way of accomplishing this is to see the child at school.
g) PROFESSIONAL EDUCATION: St. Andrew's provides partial or full funding for college or university courses, which have been pre-approved by the appropriate Division Head and the Head of School. The course of study must be in a field that will directly enhance the employee’s work at St. Andrew’s. The policy is to reimburse appropriate charges at the lower of the actual cost incurred or the rate at the most expensive per semester hour cost of Millsaps. This applies to tuition and necessary fees only but not textbooks, transportation, or other costs. After the course is complete, bills may be submitted to the Business Office. To be reimbursed, a person must receive a minimum of a B in the course. Recipients of funding for course work agree to stay for three (3) complete school years after completion of the course(s). If a recipient of funding for course work leaves during the first two (2) years, all of the funding must be repaid; if during the third year, one-half must be repaid. The Head of School may waive the repayment requirement in special circumstances.
h) EVALUATION OF FACULTY: Faculty members will be evaluated by the Department Chairs and/or Division Heads. This evaluation will involve classroom observation and can also include individual conferences. Over a three-year period, each faculty member will receive at least one written report concerning his or her performance, and this will include commendations as well as recommendations for improvement.
i) EVALUATION OF STAFF: Every staff member will receive an annual review by his or her supervisor.
j) SCHOOL CALENDAR: The Official St. Andrew’s Episcopal School Calendar is maintained on the North Campus by the Associate Head of Middle School. All school events and activities are to be included on the school calendar. Those individuals wanting to request space for an event should consult the Internal Calendar in the Public Folders section of Outlook to check for conflicts and then submit the request to the Associate Head of Middle School. The Associate Head of Middle School will then forward the request to any relevant parties for their review. Upon approval, the activity will be added to the Internal Calendar. Requests for vehicles should be directed to the school’s receptionist, who maintains the Vehicle Calendar.
k) PURCHASES: Purchase of necessary classroom and other school supplies is to be made through the appropriate Division Head who will indicate his/her approval of the purchase on a "Purchase Order" form. Upper and Middle School teachers should see their respective Department Chairpersons. Coaches must clear purchases of athletic equipment and supplies with the Athletic Director.
l) CHECK REQUESTS: If a check is necessary for purchase or reimbursement, the appropriate Division Head, and/or Department Chairperson for Upper School, and the Athletic Director for athletic purchases, must approve a "Check Request" form. Prior approval by the appropriate budget manager is required. The completed check request form is then forwarded to the Business Office, which will issue the check. Please allow at least a 48-hour period for the issuing of a check. No check will be issued unless supported by a properly completed "Check Request" form. In the case of reimbursements, receipts must be attached to the Check Request.
m) TRAVEL EXPENSES:
i) Reimbursement: Requests for reimbursement of out-of-town travel expenses on approved school business should be submitted to the Business Office. Travel Expense/Request for Reimbursement forms may be obtained from the Business Office. All requests for reimbursement must be accompanied by receipts supporting the request and must be approved by the appropriate Division Head, the Head of School, or Chief Financial Officer. The list of all meal participants and business purpose should be written on each meal receipt. Reimbursement will be limited to the lesser of (1) the actual supported expenses or (2) the most recent per diem rate for the locale as established by the Internal Revenue Service. Mileage on personal vehicles is paid at the rate of 50 cents per mile.
ii) Advance: An advance on travel expenses can be obtained by way of a Check Request if the anticipated expenses exceed $50. In cases where a travel advance is obtained, a completed Travel Expense/Request for Reimbursement form accompanied by appropriate receipts and any unused funds must be submitted to the Business Office no later than the second business day following your return.
n) FIRST-OF-THE-YEAR REQUIREMENTS:
i) New Employees: New employees must fill out an employee Data Sheet, state and federal withholding forms; payroll deduction forms, and insurance, retirement, background check forms, and cafeteria plan forms. Forms are available from the Business Office and must be completed and returned to the Business Office ten days following receipt.
ii) Returning Employees: Returning employees must fill out state and federal withholding forms if there is any change from the previous year. Even though there may be no changes from the previous year, returning employees MUST fill out NEW payroll deduction forms (tuition, etc.), retirement payroll reduction forms (if participating), cafeteria plan forms, and an employee Data Sheet. Forms are distributed per division and must be completed and returned to the Business Office ten days following receipt.
iii) Payroll Deductions: Some payroll deductions for all employees other than those mentioned above are allowed, but written requests must be turned in to the Business Office at least five (5) business days in advance of the desired effective date.
o) KEYS: No keys will be issued or loaned to persons who are not employed by the school. Specifically, NO key is to be given or loaned to any student. Keys for facility use may be obtained from the Director of the Facilities. Maintenance Personnel or Administrative Staff will lock and unlock the facility, as the need arises. Final checks will be held until all keys are returned for departing employees.
p) CAMPUS SECURITY: Campus security is the responsibility of all St. Andrew's employees. Each person when he/she leaves for the day should take steps to ensure that the areas he/she uses are secured (windows closed, doors locked, lights off and HVAC properly adjusted to an appropriate setting). Each employee is responsible for ensuring that each item of electronic equipment, which he/she uses, is clearly and visibly marked as being the property of the School. Information as to how this is to be done and the necessary equipment and supplies for doing so are available from the Director of Facilities. Take special efforts to see that this is accomplished with regard to new equipment immediately upon its receipt. Do not tempt anyone by leaving valuable personal belongings lying about unattended. Do not leave money in your desk. Always lock your classroom at the end of the day. Please alert your students to be careful with their personal belongings. Lockers and hallway cubbyholes are not secure storage spaces. Therefore, discourage your students from carrying large sums of money or bringing valuable possessions to school. Inculcate a sense of caution about these matters. All employees should wear security badges when on campus. Pendleton provides night security on the North Campus and can be reached at 601-500-0888. WB Security provides security on the South Campus and can be reached at 601-454-8899.
q) BUSES/VAN/DRIVERS: Only holders of a commercial license with appropriate endorsements are allowed to drive the school bus. The driver and bus are covered under the school's bus insurance policy. Personal use of vehicles to transport students is discouraged. If personal vehicles are used to transport students, faculty assume all liability if an accident arises. The driver’s education vehicles are available for faculty to transport small groups of students. The maximum number of riders in the vehicles is determined by the number of seatbelts available.
r) RECEIPT OF CASH/CHECKS BY OTHER THAN BUSINESS OFFICE PERSONNEL: All monies collected by Secretaries, Faculty, Administrators, or Division Heads must be turned in daily to the Business Office.
s) FIELD TRIPS: School sponsored field trips first need the approval of the appropriate Division Head, who will arrange for transportation through, school bus, or alternate bus service. The event must be added to the master school calendar.
t) OVERNIGHT TRAVEL WITH STUDENTS: No school-sponsored trips are allowed without the presence of a St. Andrew’s employee. No alcohol consumption is allowed when chaperoning an overnight field trip. All overnight field trips require at least 2 chaperones. One chaperone may be a non-St. Andrew’s employee. Additionally, faculty and staff chaperoning overnight field trips or competitions are subject to the following requirements.
1> If the group of students traveling are all male, the chaperones may be all male or at least one male and the remaining chaperone/s female.
2> If the group of students traveling are all female, the chaperones may be all female or at least one female and the remaining chaperone/s male.
3> If the group of students traveling are male and female, at least one chaperone must be male and another chaperone female.
u) EMERGENCY CANCELLATION OF SCHOOL: In case of bad weather or emergency conditions, turn on TV station WAPT, WJTV, or WLBT and/or tune into local radio stations for an official announcement about the closing of St. Andrew's Episcopal School. St. Andrew’s will follow the same closing schedule as Jackson Public Schools in the event of inclement weather. An announcement will also display on www.gosaints.org. The school makes every effort to have emergency information on the 7:00 a.m. news at the latest. The school will use its emergency notification phone dialing system, email and the website to notify families of any emergency or delayed openings.
v) DISPENSING OF MEDICINE: No medication will be dispensed until a parent or legal guardian has signed a release form. All medications must be delivered by a parent or legal guardian and signed in with the nurse. The nursing staff is the only approved personnel who can dispense prescription medicine. No other faculty/school person can dispense prescription medicine.