Policies for Louisiana Charter Schools “Best Practice” for Student/Parent and Employee Handbooks By: Stefanie J. Allweiss,LLC

Charter schools can have their charters revoked for: Poor academic performance Poor academic performance Business mismanagement Business mismanagement Legal noncompliance Legal noncompliance –“A charter school can be shut down at the end of its third year if the school or any of its employees violates its charter, fiscal or accounting standards, or the law”

Why Have Written Policies? Convey legal rights and obligations Convey legal rights and obligations Communicate mutual expectations for students, parents, employees, and the community Communicate mutual expectations for students, parents, employees, and the community Shape the unique culture of a school Shape the unique culture of a school

Policies for Louisiana Charter Schools *Required by *Required by Law Law Regulation Regulation Ordinance Ordinance Contract Contract Recommended as “Best Practice” Recommended as “Best Practice” To communicate expectations To communicate expectations To shape school’s unique character To shape school’s unique character Convey what is special about school’s message and mission Convey what is special about school’s message and mission

CAUTION *Be aware of legal requirements *Be aware of legal requirements Maintain management discretion and flexibility Maintain management discretion and flexibility Do not commit to policies to which you are not legally bound Do not commit to policies to which you are not legally bound Be prepared to “live with” policies as written Be prepared to “live with” policies as written Be fair and consistent with implementation Be fair and consistent with implementation WHEN IN DOUBT SEEK ADVICE FROM AN EXPERT WHEN IN DOUBT SEEK ADVICE FROM AN EXPERT

Risk of Not Having Written Policies Employees not aware of rights Employees not aware of rights Violation of law Violation of law Liability and monetary damages Liability and monetary damages Morale problems Morale problems Performance issues Performance issues Lack of unity/universal goals Lack of unity/universal goals

Required Policies Depend On: Type of Charter School (Types 1-5) Type of Charter School (Types 1-5) Number and ages of students Number and ages of students Number of Employees Number of Employees –Example: *Student admission requirements *Student admission requirements *Teacher certification *Teacher certification *Relevant state and federal employment laws *Relevant state and federal employment laws

Designated Contacts Encourage Open Communication Encourage Open Communication –Best to resolve complaints internally Alternative avenues for grievances Alternative avenues for grievances –School Leader –Principal –Human Resources

Student/Parent Policies: Commitment to Mission (Charter School Law*) –Mission Statement –Description of Charter School and Faculty –Parent/student Contract –Attendance –Academic curriculum and homework –Yearly Calendar events –Behavior –Honor code

Student/Parent Policies: Performance Expectations* –Grades Grading system Grading system Report cards Report cards Promotional standards Promotional standards Parental action Parental action –Attendance policy Excused and unexcused Excused and unexcused Makeup work Makeup work –Remedial Programs Tutoring Tutoring Extended day Extended day –Extracurricular activities

Student/ Parent Policies: Behavioral Expectations* –Honor code Honesty, integrity, respect Honesty, integrity, respect –Dress code –In-school discipline Provide examples Provide examples Consequences Consequences –Short and long term suspension –Expulsion

Student/Parent Policies: Discipline *Due Process Requirements Mandated *Due Process Requirements Mandated Dependent on length/type punishment Dependent on length/type punishment –Conference –Hearing –Legal representation –Consistent treatment

Student/Parent Policies: “Harassment” Free Environment –*Mandatory abuse reporting –*Harassment policy –*Anti-discrimination policy (special ed) –*Violence –Drugs/alcohol –Damage to School property

Employee Handbook: Initial Employment –*Equal Opportunity Employer –*Teacher Certification Requirements – Acknowledgement –Disclaimer about handbook –“At will” employment –*Conditions of employment, i.e. criminal background check, drug testing

Employee Professional Standards –Outline professional expectations and consequences –Outside employment –Conflict of interest –Nepotism –Gifts –Conviction/arrest –Alcohol/drugs

Employee Performance Expectations –Describe primary responsibilities –Teaching policies –Participation in community –Attendance –Work product –Evaluation process –Promotional standards

Employee Progressive Performance Management Train principals, school leader and supervisors Train principals, school leader and supervisors To effectively convey expectations To effectively convey expectations How to manage performance How to manage performance Fair and Consistent treatment Fair and Consistent treatment Similarly situated employees Similarly situated employees Treated the same Treated the same Cannot violate state or federal employment laws Cannot violate state or federal employment laws Grievance procedure Grievance procedure

*Workplace Free of Harassment/Discrimination Equal employment Equal employment Whistleblower law Whistleblower law Workplace violence Workplace violence Conflict resolution Conflict resolution Abuse/neglect Abuse/neglect Student disciplinary procedure Student disciplinary procedure

Health and Safety *Immunization and Health Requirements *Immunization and Health Requirements *In-school medication policy *In-school medication policy Field Trips Field Trips *Abuse/Neglect Reporting *Abuse/Neglect Reporting Occupational safety Occupational safety Crisis prevention and management Crisis prevention and management Environmental concerns Environmental concerns

Salary and Benefits Employment contracts/term Employment contracts/term Position/standards/duties Position/standards/duties Employment categories Employment categories Salary structure Salary structure Time Reporting Time Reporting Payroll Period Payroll Period Deductions Deductions Insurance Insurance COBRA COBRA Worker’s compensation Worker’s compensation

Leave and Holidays Sick Sick Holidays Holidays *Family Medical Leave *Family Medical Leave *Pregnancy/Maternity *Pregnancy/Maternity *Workplace accommodation *Workplace accommodation *Jury duty *Jury duty Bereavment Bereavment

School Property and Records *Public information *Public information *Public Meeting law *Public Meeting law *Confidential and Privileged files *Confidential and Privileged files Computer and Technology Computer and Technology Search and Seizure Search and Seizure

Recap Be aware of legal obligations Be aware of legal obligations Management discretion Management discretion Communication Communication Open door Open door Fair and consistent application Fair and consistent application Periodic review Periodic review WHEN IN DOUBT CONSULT EXPERT WHEN IN DOUBT CONSULT EXPERT