Imagine South Lake Charter

School Board Policies & School Related Policies and Procedures (Employee & Student Handbook)

Adopted September 25, 2017 Amended June 30, 2021

Table of Contents

Section I – School Board Policies ...... 4 (1) Education Charter Foundation Board By-Laws ...... 4 (2) Public Records Policy ...... 12 (3) Conflict of Interest Policy ...... 15 (4) Board Meeting Conduct and Hear the Audience Policy ...... 21 (5) Civility Policy ...... 22 (6) Lottery Policy ...... 23 (7) Student Dress Code Policy ...... 25 (8) Wellness Policy ...... 29 (9) Parent Volunteer Policy ...... 29 (10) Parent Contract Policy ...... 33 (11) Parent Financial Responsibility Policy ...... 34 (12) Parental Notification of Involuntary Examination Policy ...... 35 (13) School Board Conflict Resolution Policy ...... 35

Section II – School Operation Policies ...... 399 (1) Employee Handbook Policies and Acknowledgment ...... 39 (2) 10 Month Employee (Teacher) Attendance Policy ...... 40 (3) 11 and 12 Month Employee Attendance Policy ...... 41 (4) Student Attendance Policy and Procedures ...... 42 (5) Student Cell Phone Policy and Contract ...... 444 (6) Student Code of Conduct Policy ...... 455 (7) Bullying and Harassment Policy ...... 466 (8) Grading Policy ...... 599 (9) Student Handbook ...... 633 (10) Emergency Procedures ...... 644

Attachment 1 – Imagine Schools Employee Handbook

Attachment 2 – Imagine South Lake Warrior Handbook

*Please Note: The policies contained within this manual and those documents provided as attachments supersede any other policies at the school.

SECTION I

School Board Policies

Section I – School Board Policies

(1) Education Charter Foundation Board By-Laws Amended and adopted June 29, 2021.

ARTICLE I - General SECTION 1. Name. The name of the corporation shall be Educational Charter Foundation of Florida, Inc., a not-for- profit Florida corporation and shall be hereinafter referred to as the “Corporation.”

SECTION 2. Address. The Corporation shall have its principal place of business located at 2750 Hartwood Marsh Road, Clermont, FL 34711, and may have such other places of business as the Board of Directors may designate from time to time.

ARTICLE II – Purposes of Corporation; Dedication of Assets SECTION 1. Purpose. a) The general purpose of this Corporation shall be to operate exclusively for charitable, educational, scientific, or literary purposes, and in furtherance of such goals is authorized to do any and all activities which it is empowered to do under these Articles; provided, however, that nothing herein shall be construed as allowing any activities which would jeopardize the Corporation’s tax-exempt status or otherwise be inconsistent with its classification as an organization described in Section 501(c)(3) of the Internal Revenue Code of 1986, as amended or replaced from time to time (the “Code”) and its regulations as they now exist or may hereafter be amended, or as a corporation, contributions to which are deductible under Section 170(c)(2) of the Code. b) The specific purpose for which the Corporation is formed is to acquire, establish, own, develop, maintain, improve, manage, and otherwise operate and deal with all or any part of charter schools.

SECTION 2. Dedication of Assets. The Corporation’s assets are irrevocably dedicated to its public benefit purposes. No part of the net earnings, properties, or assets of the Corporation, on dissolution or otherwise, shall inure to the benefit of any private person or individual, or to any Director or Officer of the Corporation. Upon dissolution of this Corporation, all properties and assets remaining after payment, or provision for payment, of all debts and liabilities of the Corporation, including disposition of assets pursuant to any applicable charter contract or law applying to charter schools, shall be distributed to a nonprofit fund, foundation, or corporation that is organized exclusively for charitable purposes, pursuant to Section 501(c)(3) of the Internal Revenue Code, or the corresponding provision in any future tax code.

ARTICLE III - Membership The Corporation does not have any Members.

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ARTICLE IV - Seal and Fiscal Year SECTION 1. Seal. The Seal of the Corporation shall have inscribed on it, the name of the Corporation, the year of its organization, and the words “Corporate Seal, State of Florida.”

SECTION 2. Fiscal Year. The Fiscal Year of the Corporation shall begin on July 1 and end June 30, or as determined from time to time by the Board of Directors.

ARTICLE V – The Board of Directors SECTION 1. General Powers a) The direction and management of the affairs of the Corporation shall be vested in a Board of Directors. b) In anticipation of or during any emergency, if a majority of the Board of Directors cannot readily be assembled because of some catastrophic event, then any number of the Directors shall have the power and authority to do and perform all acts and functions, permitted for an organization described in §617.0303, Florida Statues, as amended, or subsequent legislation not inconsistent with these Bylaws, the Amended and Restated Articles of Incorporation, or the laws of the State of Florida. c) Develop and approve policies for the betterment and development of the children the corporation serves. d) Approve the Corporation's mission, vision, and values. e) Authorize and cause the Corporation to enter into contracts for the day-to-day operations of the Corporation and the discharge of its responsibilities and obligations. f) Exercise for the Corporation all powers, duties and authority vested in or delegated to the Corporation, as set forth in the Amended and Restated Articles of Incorporation of the Corporation. g) Assist in the development and approval of the organization’s annual budget and ensure that proper financial strategies and controls are in place.

SECTION 2. Duties a) Attend all board meetings. b) Stay informed about the organization's mission, services, policies and programs. Review the Corporation’s performance in achieving the mission, vision and values. c) Review agenda and supporting materials prior to Board and committee meetings. d) To cause to be kept a complete record of all its actions and corporate affairs. e) Monitor officers, agents, and employees of the Corporation and to see that their duties are properly performed. f) Direct the Corporation’s fiduciary responsibilities through review the organization's monthly financial statements and the annual audit. Review the Corporation's programs, plans, and directions. g) Review annually the Corporation’s Strategic Plan, the performance of the Board of Directors and identify steps to improve its performance.

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SECTION 3. Number and Term. a) The number of Directors of the Corporation shall not be less than three (3) nor more than five (5) members. b) The term of members of the Board of Directors shall: 1. Begin and end with the State/District/School fiscal year of July 1 – June 30. 2. Be titled and defined as Board of Director seats 1 – 5. 3. Renew or terminate by majority Board vote at the last general Board meeting of the fiscal year, not to exceed 10 cumulative annual terms. 4. Renew or terminate replacement of unexpired vacancies by Board majority vote at the last general Board meeting of each fiscal year. 5. Define a fiscal year of service as 7 or more months seated. 6. Require member notification of intention to renew or resign at the January General Board meeting.

SECTION 4. Qualifications. The Directors of the Corporation shall comprise of members of the community in which the Corporation activity participates. The Directors will not qualify for a position on the Board where a direct conflict of interest regularly lies in case of determining policies and decision-making towards the mission of the Corporation.

SECTION 5 Committees of the Board of Directors a) The Board of Directors, by resolution adopted by a majority of the quorum present, may designate from among its members an Executive Committee and one or more committees each of which, to the extent provided in the resolution, shall have and may exercise all the authority of the Board of Directors, except as prohibited by the Florida Statues, Chapter 617 and laws pertaining to charter schools. The Executive Committee shall be defined as chair, vice chair, secretary and treasurer. b) Each committee must have two or more members who serve at the pleasure of the Board, and may include non-Board members. The Board of Directors, by resolution adopted in accordance with this article, may designate one or more directors as alternate members of any committee, who may act in the place and stead of any absent member or members at any meeting of the committee. c) Committees of the Board of Directors are subject to Florida’s Sunshine Laws in the same manner as the Board of Directors.

SECTION 6. Technical Staff; Parent Liaison a) Technical staff shall provide technical assistance, advice and expertise to the Board during and between meetings of the Board. Technical staff shall not vote at Board meetings. b) In accordance with Florida law pertaining to charter schools, the Board must appoint a parent liaison to facilitate parental involvement and resolve disputes. The parent liaison must reside in the county in which the charter school is located and may be a member of the Board, charter school employee or individual contracted to represent the Board. If the board oversees more than one (1) school in the school district, then a separate parent liaison must be appointed for each school. The name and contact information for the parent

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representative must be provided annually in writing to parents and posted prominently on the school’s website.

SECTION 7. Removal a) The Board in its discretion may remove any member who incurs two (2) unexcused absences of the meetings held in any fiscal year. Excused absences are to be determined at the discretion of the Chairperson. b) Cause for removal as a director of the Corporation includes, but is not limited to, two (2) unexcused absences. c) The Board shall have the ability to remove a fellow member of the Board of Directors with cause, with a majority vote of the members. The Board shall have the ability to remove a fellow member of the Board of Directors without cause, with a majority vote of the members. The notice of a meeting to recall a member or members of the Board of Directors shall state the specific directors sought to be removed. A member of the Board of Directors who is removed pursuant to this Section is subject to the provisions of Section 617.0808(1), Florida Statutes, regarding return of records and eligibility to stand for reelection.

SECTION 8. Resignation a) Any Director may resign at any time by giving written notice to the Corporation, the Board of Directors, or its Chairperson. b) The resignation of any Director shall take effect when notice is delivered unless the notice specifies a later effective date. c) The Board may fill the pending vacancy before the effective date provided the successor does not take office until the effective date.

SECTION 9. Vacancies Any vacancy in the Board of Directors, including any vacancy created by reason of an increase in the number of directors, may be filled by the affirmative vote of a majority of the remaining directors. Such vacancies shall be filled within four (4) months.

SECTION 10. Compensation. Directors shall not receive a salary for their services as directors. A director may be reimbursed for authorized expense if such expenses are approved by the Board at their discretion.

ARTICLE VI – Officers SECTION 1. Officers The executive officers of the Corporation shall be elected by the Board of Directors and may consist of a chairperson, vice chairperson, secretary, and treasurer or other officers, assistance officers, agents and employees that the Board of Directors from time to time may deem necessary.

SECTION 2. Prescribed duties Officers shall perform their duties as prescribed by these bylaws and Federal, State, District statutes, Corporation Charter and 501(c) (3) Internal Revenue Code.

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SECTION 3. Other Officers, Employees, and Agents Each and every other officer, employee, and agent of the Corporation shall possess, and may exercise, such power and authority, and shall perform such duties, as may from time to time be assigned to him or her by the Board of Directors, the officer appointing him or her, and such officer or officers who may from time to time be designated by the Board to exercise supervisory authority.

SECTION 4. Election and Term of Office a) Election: The officers of the Corporation shall be elected by the Board of Directors annually at the first meeting of the Board of Directors of the fiscal year. If the election of officers is not held at such meeting, such election shall be the first order of business at the next regular meeting of the Board. Each officer shall hold office until his/her successor shall have been duly elected or until an earlier resignation, death or removal in the manner herein provided. b) Eligibility: A director may hold any number of offices, except that neither the secretary nor treasurer may serve concurrently as the chair. c) Length of Term of Office: Each Officer will serve a term of one (1) year, which may be renewed, by a majority vote of the Board.

SECTION 5. Removal from Office An Officer may be removed from office by a vote of a majority of the Board. The Board may elect to relieve a fellow member from an officer position of the Board of Directors and still allow the member to continue to serve on the Board without the officer responsibilities.

SECTION 6. Vacancies of Office When a vacancy occurs in one of the executive offices by death, resignation or otherwise, it shall be filled by the Board of Directors by a majority vote of the remaining members of the Board of Directors.

SECTION 7. Resignation of Office a) Any officer may resign at any time by giving written notice to the Corporation, the Board of Directors, or its chairperson. b) The resignation of any officer shall take effect when notice is delivered unless the notice specifies a later effective date. c) The Board may fill the pending vacancy before the effective date provided the successor does not take office until the effective date.

ARTICLE VII - Duties of Officers SECTION 1: Position Description of Chairperson The Chairperson shall: a) Chair meetings of the Board of Directors. b) See that the Board functions effectively, interacts with management optimally, and fulfills all of its duties. c) Serve in coordination with the principal as an alternate spokesperson for the Corporation.

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d) Fulfill such other assignments as the Board of Directors agree are appropriate and desirable for the chair to perform.

SECTION 2: Position Description of Vice-Chair The Vice-Chair shall: a) Support the chair in fulfilling the goals and objectives of the Board of Directors. b) Assume the responsibilities of the chair in his or her absence. c) Attend Board of Directors and Executive Committee meetings. d) Sign time sensitive documents in the absence of the chair in order to assure timely reporting. e) Administer prerequisites for potential new Board members and orient new candidates as described in Article V Section 4. f) Perform such other duties as the Board may prescribe and empower

SECTION 3: Position Description of Secretary to the Board of Directors The Secretary shall: a) Assure preparation of Board conference calls and in-person meeting agendas in consultation with the principal. b) Assure minutes are taken at all Board meetings personally or by a predetermined record- keeper. c) Assure that a written draft of minutes is distributed to the Board of Directors within 3 days prior to the next meeting. d) Assure minutes are properly posted on web-site. e) Assure maintenance of the master binder of Board of Directors, By-Laws, and other pertinent documents essential to the organization’s success. f) Assure meeting days and times are appropriately announced prior to the official meeting as required by Florida Sunshine Law and posted on website. g) Perform such other duties as the Board may prescribe and empower

SECTION 4: Position Description of Treasurer to the Board of Directors The Treasurer shall: a) Oversee the corporate funds. b) Keep or cause to be kept adequate and correct accounts of the Corporation’s properties, receipts and disbursements. c) Deposit or cause to be deposited, the Corporation’s monies and other valuables in the Corporation’s name and to its credit, with the depositories the Board designates. d) Disburse, or cause to be disbursed, the Corporation’s funds as the Board directs. e) Render to the chair and the Board, as requested but no less frequently than once per quarter, a summary account of the Corporation’s financial conditions and transactions. f) Report to the Board on financial issues required by an agreement on loans and leases. g) Perform such other duties as the Board may prescribe and empower.

ARTICLE VIII – Meetings of the Board SECTION 1. Place of Meetings; Attendance.

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a) The meeting of the Board of Directors will be held at a location designated by a majority of the Board. Meetings may be held telephonically, or by such other electronic means in accordance with Article VIII, Section 6, below. b) In accordance with Florida law pertaining to charter schools, the school principal and parent liaison (as defined in Article V, Section 6), or his or her designees, must attend each of the meetings of the Board of Directors and must do so in person.

SECTION 2. Time of Regular Meeting; Notice. The first meeting of the Board in its fiscal year shall be the annual meeting of the Board. The Board of Directors shall determine by the final meeting of the fiscal year the dates and times the Board will meet the upcoming fiscal year. Notice of such meetings shall be distributed to the Board and members of the Corporation. This notice may be given either personally, or by sending a copy of the notice through the United States Postal Service, by facsimile or other electronic means.

SECTION 3. Special meetings. Special meetings of the Board of Directors may be called at any time by the Chairman of the Board or by any two directors.

SECTION 4. Notice of Special Meetings. Written notice of each special meeting, setting forth the time and place of the meeting shall be given to each Director at least ten (10) days before the meeting, if feasible, but in no event less than twenty-four (24) hours before the meeting. This notice may be given either personally, by sending a copy of the notice through United States Postal Services, or by facsimile or other electronic means.

SECTION 5. Voting and Quorum. At meetings of the Board of Directors, a majority of the directors in office shall be necessary to constitute a quorum for the transaction of business; provided, however, that whenever a vacancy occurs for any reason in the Board of Directors, a quorum shall consist of a majority of the remaining Directors until the vacancy has been filled. When a director is unable to attend a Board meeting, he/she can appoint an assignee to attend on his/her behalf. An assignee shall not have the authority to vote at a Board meeting and shall not be counted for purposes of quorum. If a quorum is present, the acts of a majority of the directors, not including assignees, in attendance shall be the acts of the Board. Each director shall have one (1) vote. If a quorum is not present, no business shall be conducted at the meeting.

SECTION 6. Meetings by Means of Conference Telephone Call or Similar Electronic Equipment. Members of the Board of Directors or a committee thereof may participate in a meeting of the Board or such committee by means of a conference telephone call or similar communications equipment if all persons participating in the meeting can hear each other at the same time, and subject to applicable requirements of Florida law pertaining to charter schools and public meetings. Participation by such means constitutes presence in person at a meeting.

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SECTION 7. Parliamentary Authority Meetings shall follow and use as a guide Robert Rules of Order Revised. A member of the Board, other than the chairperson, shall be selected by the Board to serve as Parliamentarian.

ARTICLE IX – Other Provisions SECTION 1. Non-Liability of Directors The directors shall not be personally liable for the Corporation’s debt, liabilities or other obligations, except as otherwise provided herein.

SECTION 2. Indemnification of Board, its Officers and Corporate Agents a) The Corporation shall indemnify and advance expenses on behalf of its Directors and Officers to the fullest extent permitted under Section 617.0831, Florida Statutes, as amended, or any successor thereto. Said indemnification shall extend to any and all liabilities of the Directors and Officers arising from their relationships with the Corporation in any and all capabilities. By resolution duly adopted, the Board of Directors may authorize the Corporation to (1) indemnify any or all of its employees and agents who are not Directors to any extent that the Board of Directors may determine, up to and including the fullest extent permitted under Section 617.0831, Florida Statutes, as amended, or any successor thereto, and/or (2) provide insurance coverage to any or all of its directors, officers, employees and agents against any or all risks or liabilities that such persons may incur by virtue of their relationship with the Corporation. b) No indemnification may be made to or on behalf of any such person if a judgment or other final adjudication adverse to such person establishes that (a) his or her acts were committed in bad faith or were the result of his or her active and deliberate dishonesty and were material to such proceeding or (b) he or she personally gained in fact a financial profit or other advantage to which he or she was not legally entitled.

ARTICLE X – Amendments These Bylaws may only be altered, amended or repealed upon approval by a majority vote of a quorum of the Board of Directors by a written instrument, which is executed by the Secretary.

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(2) Public Records Policy Adopted and Effective: February 13, 2014

A. Introduction. This Policy sets forth the procedures by which public records of Educational Charter Foundation of Florida, Inc., d/b/a Imagine Schools at South Lake (“School”) are requested and provided for inspection and copying and also how the School will maintain such public records, all in accordance with laws pertaining to charter schools. It is the policy of the School that all records, with the exception of exempt or confidential records identified by state or federal law, shall be open for personal inspection and copying by any person.

B. Responsibilities and Designation of Records Custodian. The Records Custodian is responsible for the School’s compliance with Florida’s Public Records Act (“Act”), including response to all public records requests and causing all School records that constitute public records to be maintained in accordance with the Act. The Records Custodian shall respond fully to all public records requests within a reasonable time period based on the size, scope and nature of the public records request. Time of year of a request may impact the reasonable response time. For example, there may be a longer reasonable response time for requests made at the very beginning or end of the school year or during administration of mandatory testing. The Principal shall be the Records Custodian for the School.

C. Procedure. 1. All school personnel and members of the School’s Governing Board shall immediately forward any public records requests they receive to the Records Custodian. 2. Processing public records requests a) Acknowledgement of request. As soon as reasonably possible after the receipt of a public records request, the Records Custodian will acknowledge the request and will provide a written response to the requestor as to what the estimated amount of retrieval time will be. If necessary, the Records Custodian may seek to clarify the request. b) Notification of charges. The Records Custodian shall notify the requestor of the estimated charges, including applicable labor and copying charges as set forth in paragraph (C)(3), below. For all requests which are estimated to cost more than $50.00 but less than $100.00 (including photocopying and labor charges), the School shall require a 50% advance deposit prior to beginning retrieval. For all requests which are estimated to cost more than $100.00 (including photocopying and labor charges), the School shall require a 100% advance deposit prior to beginning retrieval. c) Copies of public records will only be provided after payment in full. d) Requests for documents which may contain information which is exempt from disclosure or confidential in accordance with Florida law may be withheld until the records can be reviewed and redacted as necessary. e) If the Records Custodian determines that all or a portion of the records requested are exempt from disclosure or confidential, the Records Custodian shall provide a written

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statement to the requestor indicating the specific statutory reference making such record confidential or providing for such exemption. f) In accordance with Florida law, the Records Custodian will not process public records requests from anyone requesting public records who has not paid outstanding invoices for public records. 3. Charges for public records requests a) General 1) The charge for duplication of a one-sided letter size, legal size or oversize document, capable of being produced on existing School equipment, shall be fifteen cents ($.15) per copy. Duplication of two-sided pages shall be twenty cents ($.20) per copy. 2) For any documents not covered by paragraph (C)(3)(a)(1), above, the charge shall be the actual cost to the School for outside reproduction. 3) The charge for copies of any cassette tape, DVD, CD-ROM, video tape or other such media shall be the actual cost to the School. 4) The charge for paper copies printed from a computer system shall be in accordance with paragraph (C)(3)(a)(1), above. b) Special service charges for extensive resources. In accordance with Section 119.07(1)(b), Florida Statutes, the School may charge a requestor a reasonable special service charge if the nature or volume of the public records to be inspected or copied requires the extensive use of information technology resources or extensive use of clerical or supervisory assistance, or both. F.S. 119.07(1)(b). The term “extensive use” for purposes of this Policy means any time longer than fifteen (15) minutes needed to complete all related public records requests from the requestor. This service charge shall be based on the cost actually incurred by the agency for such extensive use of information technology resources or personnel. This may include overtime pay if such personnel must work more that forty (40) hours in any given work week in order to complete the public records request and such personnel are entitled to overtime pay pursuant to the Fair Labor Standards Act. Personnel or consultants with the lowest rates, who are also competent and qualified to complete the request, shall be used to complete the request. 4. Tracking public records requests. The Records Custodian shall maintain a log of all public records requests. Such log shall include, but may not be limited to, the date of the request, the name and address of the requestor, the date of compliance, and the method by which the requestor was provided the records. At each meeting of the School’s Board, the Records Custodian shall provide a report on the status of any public records requests fulfilled or in process since the prior meeting of the School’s Board.

D. General Provisions 1. All requestors should be encouraged, but not required, to put their public records requests in writing. This will assist the Records Custodian in clarifying the exact scope of the request. Requestors should specify whether they wish to inspect the records or obtain photocopies or both.

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2. Requests from the media for public records shall be handled consistently with this policy. If the School receives a public records request from the media, the Records Custodian shall inform the board of directors as soon as practicable. 4. Requestors shall be provided access to public records during reasonable hours. For the purpose of this policy, “reasonable” shall be normal hours of School operation. At all times, public records will be inspected, reviewed and/or copied under supervision of the Records Custodian or the Records Custodian’s designee.

E. Maintenance and Retention 1. Public records may only be destroyed in accordance with the schedules set forth in Section (E)(2), below. However, in no event shall any School personnel or members of the School’s Board destroy records that are the subject of a current public records request or records that are currently at issue in pending litigation. 2. All public records shall be retained at a minimum in accordance with the General Records Schedules for Public Schools (GS7), State and Local Government Agencies (GS1-SL), and for Public Libraries (GS15), as applicable, all as published by the Florida Department of State, Division of Library and Information Services, Bureau of Archives and Records Management. The School’s Board may modify retention schedules at its discretion; however, no modification shall provide for the School to retain a public record for a period of time less than that prescribed by the above publications. 3. The Records Custodian shall establish procedures by which public records are maintained by School personnel in accordance with the schedules set forth in Section (E)(2), above. 4. The Records Custodian shall also work with the School’s Board to ensure that public records created by the Board are maintained in accordance with law. At a minimum, all electronic correspondence by the Board on matters relating to the School shall be conducted through their School e-mail addresses. No member of the Board will communicate on matters pertaining through the School by text without sending a copy of such text to their School e-mail.

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(3) Conflict of Interest Policy Updated and Adopted June 24, 2013

Article I – Purpose. The purpose of this Conflict of Interest Policy is to protect this tax-exempt organization's (the "Organization") interest when it is contemplating entering into a transaction or arrangement that might benefit the private interest of an officer or Governing Board member of the Organization or might result in a possible excess benefit transaction. This Policy is intended to supplement but not replace any applicable state and federal laws governing conflict of interest applicable to nonprofit and charitable organizations. It is also intended to serve as a guide for the Organization’s Governing Board with respect to conflicts of interest and voting pursuant to Florida laws pertaining to charter school governing boards.

Article II – Definitions Interested Person. An “Interested Person” is any person serving as a member of the Governing Board of this Organization who, as of the date of discussion or action by the Board, either: (i) has a direct or indirect Financial Interest, as defined in Section 2.2 below; (ii) intends, or understands it to be more probable than not, that he or she will acquire such a direct or indirect Financial Interest at any time during the pendency of the proposed transaction or arrangement; (iii) has an Other Interest that qualifies as a Conflict of Interest, as defined in Section 2.6 or Article 6, below.

Financial Interest. A “Financial Interest" is an interest, whether through business, investment, or Relative, which can be described as one or more of the following: • An ownership or investment interest in any entity with which the Organization has a transaction or arrangement; or • A Compensation Arrangement with the Organization or with any entity or individual with which the Organization has a transaction or arrangement; or • A potential ownership or investment interest in, or Compensation Arrangement with, any entity or individual with which the Organization is negotiating a transaction or arrangement.

A financial Interest need not be held as of the date of discussion or action by the Board; rather, it is sufficient, for purposes of this Policy, if, as of the date of discussion or action by the Board, the Interested Person intends, or understands it to be more probable than not, that he or she will acquire a Financial Interest at any time during the pendency of the proposed transaction or arrangement that is the subject of discussion or action by the Board.

Other Interest. An “Other Interest,” for purposes of this Policy, is any circumstance in which an Interested Person may be influenced, or may appear to be influenced, either in whole or in part by any purpose or motive other than the success and well-being of the Organization as a whole and the achievement of its tax exempt purposes. An example of such an “Other Interest” would include, without limitation of the foregoing, if an Interested Person is a parent or grandparent of a student impacted by a decision by the Board, and the Interested Person does not believe that

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he/she could vote or participate in a discussion by the Board giving precedence of the well-being of the Organization as a whole over his/her personal interests or the interests of his/her child or grandchild. An “Other Interest” may also be an interest set forth in Article 6, below, that does not otherwise constitute a Financial Interest.

Relative. For purposes of this Policy, unless otherwise provided herein, and pursuant to Section 112.3143, Florida Statutes, “Relative” means any father, mother, son, daughter, husband, wife, brother, sister, father-in-law, mother-in-law, son-in-law, or daughter-in-law.

Compensation Arrangement. A “Compensation Arrangement” is any agreement or understanding pursuant to which a person may or shall receive either directly or indirectly, money or property from another person or organization, irrespective of whether such money or property is paid in consideration for the performance of services or the provision of other value.

Conflict of Interest. With respect to a matter for discussion or action by the Board, any circumstance under which an Interested Person, by virtue of a Financial Interest or Other Interest, may be influenced, or may appear to be influenced, either in whole or in part by any purpose or motive other than the success and well-being of the Organization and the achievement of its tax exempt purposes.

Article III – Disclosure of Financial or Other Interest and Determination of Conflict Disclosure of Financial or Other Interest. If, at any time, an Interested Person becomes aware that the Board may or shall discuss or act upon any transaction or arrangement which may have any bearing of any kind upon, or may relate in any manner to, a Financial or Other Interest of the Interested Person, such Interested Person shall disclose such Financial or Other Interest to the Board as follows: • The Interested Person shall provide to the Board, in advance of such discussion or action by the Board, written (electronic or hard copy) disclosure of the existence, nature and extent of the Interested Person’s Financial or Other Interest, or • The Interested Person shall verbally inform the Board of the existence, nature and extent of the Interested Person’s Financial or Other Interest during the Board meeting in advance of such discussion or action by the Board.

Any and all written or verbal disclosures of Financial or Other Interests shall be made a formal part of the minutes of the Board. In the event that an Interested Person provides written disclosure of such Interested Person’s Financial or Other Interest, no member of the Board may respond to such disclosure, either in writing or orally, except in a meeting that meets the requirements of Florida’s Sunshine Law.

Recusal by Interested Person. In connection with an Interested Person’s disclosure of a Financial or Other Interest pursuant to Section 3.1, above, an Interested Person may determine that such Financial or Other Interest creates a Conflict of Interest with respect to the proposed transaction or arrangement to be discussed or acted upon by the Board. In such circumstances, the Interested Person may voluntarily recuse himself or herself from discussion or action by the

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Board, at such time and in such form as is used by the Interested Person to disclose such Financial or Other Interest pursuant to Section 3.1, above.

Determination of Conflict of Interest. Where an Interested Person has provided advance written disclosure of a Financial or Other Interest but has not voluntarily recused himself or herself from discussion of or action upon the proposed transaction or arrangement, the Board shall, prior to commencing its discussion or taking action, determine whether the Financial or Other Interest creates a Conflict of Interest, as defined above. The Interested Person shall not participate in any discussions or vote related to this determination except to the extent necessary to fully explain the Financial or Other Interest and the manner in which the proposed transaction or arrangement to be discussed or acted upon by the Board may or will bear upon or relate to the Financial or Other Interest. Acting either at the request of any member of the Board or in his or her individual discretion, the President of the Board, or designee, may direct that the Interested Person leave the meeting room for all or any part of the discussion or vote related to the determination of whether the Financial or Other Interest creates a Conflict of Interest.

Exceptions. Pursuant to Section 112.313(12), Florida Statutes, the Board may consider the following exceptions based on constituting a de minimus conflict of interest: • The transaction or arrangement is awarded under a system of sealed, competitive bidding to the lowest or best bidder and: (a) The Board member or the Board member’s spouse or child has in no way participated in the determination of the bid specifications or the determination of the lowest or best bidder; (b) The Board member or the Board member’s spouse or child has in no way used or attempted to use the Board member’s influence to persuade the agency or any personnel thereof to enter such a contract other than by the mere submission of the bid; and (c) The Board member, prior to or at the time of the submission of the bid, has filed a statement with the Commission on Ethics, disclosing the Board member’s interest, or the interest of the Board member’s spouse or child, and the nature of the intended transaction or arrangement. • The purchase or sale is for legal advertising in a newspaper, for any utilities service, or for passage on a common carrier. • The business entity involved is the only source of supply and there is full disclosure by the Board member of his or her interest in the business entity to the Governing Board prior to the purchase, rental, sale, leasing, or other business being transacted. • The total amount of the transactions in the aggregate between the business entity and the Organization does not exceed $500 per calendar year. • The fact that a Board member is a stockholder, officer, or director of a bank will not bar such bank from qualifying as a depository of funds, provided it appears in the records of the Organization that the Governing Board has determined that such Board member has not favored such bank over other qualified banks. • The Board member purchases in a private capacity goods or services, at a price and upon terms available to similarly situated members of the general public, from a business entity which is doing business with the Organization.

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Article 4 – Procedures Upon Determination of Conflict of Interest Exclusion from Discussion and Vote. In circumstances where the Board has determined that a Conflict of Interest exists, the Interested Person shall not participate in any discussion or vote regarding the transaction or arrangement at issue, and shall not be present in the meeting room for any part of the discussion or vote relating to the transaction or arrangement.

Action by Board. With respect to any transaction or arrangement with regard to which the Board has determined that a Conflict of Interest exists, the Board shall discuss such transaction or arrangement as appropriate, but shall not formally approve such transaction or arrangement unless and until the non-interested members of the Board have decided, by majority vote, that the transaction or arrangement is in the best interests of, and for the benefit of, the Organization, and is fair and reasonable thereto in all respects. In complying with this Section 4.2, the Board shall recognize that, under certain circumstances, a decision made pursuant to this Section may necessitate an investigation of alternatives to the proposed transaction or arrangement, and/or a determination as to whether a more advantageous transaction or arrangement might be obtained with reasonable efforts under the circumstances.

Article 5 – Documentation of Disclosure and Procedures Meeting Minutes. Minutes of meetings of the Board shall include copies of all written disclosures of Financial and Other Interests, and shall describe all verbal disclosures thereof. Such minutes shall further reflect the determination of the Board as to whether a Conflict of Interest exists, and the objection of the Interested Person, if any, to such determination. Where a Conflict of Interest has been determined to exist, the minutes should reflect the Board’s compliance with the procedures described in Sections 4.1 and 4.2, above. With respect to any transaction or arrangement with regard to which a Conflict of Interest has been determined to exist, meeting minutes shall describe the substance of the discussions relating to the transaction or arrangement, and who was present for such discussions. In addition, minutes should identify the members who were present for any and all votes upon such transaction or arrangement, along with a record of the final vote.

Article 6 – Other Prohibited Conflicts of Interest Prohibition on Solicitation or Acceptance of Gifts. Pursuant to Section 112.313(2), Florida Statutes, no member of the Board shall solicit or accept anything of value to the Board member, including a gift, loan, reward, promise of future employment, favor, or service, based upon any understanding that the vote, official action, or judgment of the Board member would be influenced thereby.

Prohibition on Doing Business with the Organization. Pursuant to Section 112.313(3), Florida Statutes, no Board member acting in his or her official capacity, shall either directly or indirectly purchase, rent, or lease any realty, goods, or services for the Organization any business entity of which the Board member or the Board member’s spouse or child is an officer, partner, director, or proprietor or in which such Board member or the Board member’s spouse or child, or any combination of them, has a material interest. Nor shall a Board member, acting in a private capacity, rent, lease, or sell any realty, goods, or services to the Organization. This subsection

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shall not affect or be construed to prohibit contracts entered into prior to the Board member’s election to the Board.

Conflicting Employment or Contractual Relationship. Pursuant to Section 112.313(7), Florida Statutes, no Board member shall have or hold any employment or contractual relationship with any business entity or any agency is doing business with the Organization; nor shall a Board member have or hold any employment or contractual relationship that will create a continuing or frequently recurring conflict between his or her private interests and the performance of his or her duties as a Board member or that would impede the full and faithful discharge of his or her duties as a Board member.

Voting Where there is a Conflict of Interest. Pursuant to Section 112.3143, Florida Statutes, no Board member shall vote in an official capacity upon any measure which would inure to his or her special private gain or loss; which he or she knows would inure to the special private gain or loss of any principal by whom he or she is retained or to the parent organization or subsidiary of a corporate principal by which he or she is retained; or which he or she knows would inure to the special private gain or loss of a Relative or business associate of the Board member.

Article 7 – Restriction on Employment of Relatives, Pursuant to FLSS Section 1002.33(24) For purposes of this Article 7, “Charter school personnel” means a charter school owner, president, chairperson of the Board of directors, superintendent, Board member, principal, assistant principal, or any other person employed by the charter school who has equivalent decision making authority and in whom is vested the authority, or to whom the authority has been delegated, to appoint, employ, promote, or advance individuals or to recommend individuals for appointment, employment, promotion, or advancement in connection with employment in a charter school, including the authority as a member of a governing body of a charter school to vote on the appointment, employment, promotion, or advancement of individuals.

For purposes of this Article 7, “Relative” means father, mother, son, daughter, brother, sister, uncle, aunt, first cousin, nephew, niece, husband, wife, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepfather, stepmother, stepson, stepdaughter, stepbrother, stepsister, half- brother, or half-sister.

Charter school personnel may not appoint, employ, promote, or advance, or advocate for appointment, employment, promotion, or advancement, in or to a position in the charter school in which the personnel are serving or over which the personnel exercises jurisdiction or control any individual who is a relative. An individual may not be appointed, employed, promoted, or advanced in or to a position in a charter school if such appointment, employment, promotion, or advancement has been advocated by charter school personnel who serve in or exercise jurisdiction or control over the charter school and who is a relative of the individual or if such appointment, employment, promotion, or advancement is made by the governing board of which a relative of the individual is a member.

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The approval of budgets does not constitute “jurisdiction or control” for the purposes of this subsection.

Article 8 – Written Assent by Members Written Acceptance. At the outset of each Board member’s tenure on the Board, and no later than July 1 each year, each member of the Board shall sign a written statement certifying to each of the following: • He or she has received a copy of this Policy; • He or she has read and understands this Policy; • He or she agrees to comply with this Policy; • He or she understands that this Policy applies to all committees having board-delegated powers; and • He or she understands that the Organization is a tax exempt organization and, in order to maintain the tax-exempt status of the Organization under Section 501(c)(3) of the Internal Revenue Code of 1986, as amended, the Organization, must continuously engage primarily in activities which accomplish its tax-exempt purposes.

Any member of the Board who refuses or fails to sign such a statement shall be prohibited from participating in discussion or action by the Board.

Failure to Disclosure Financial Interests. If it is determined at any time that an Interested Person has negligently or intentionally failed to disclose a Financial Interest, the Board shall consider the imposition of such sanctions as the Board may deem appropriate.

Article 9 – Periodic Reviews To ensure the Organization operates in a manner consistent with charitable purposes and does not engage in activities that could jeopardize its tax-exempt status, periodic reviews shall be conducted. The periodic reviews shall, at a minimum, include the following subjects: • Whether compensation arrangements and benefits are reasonable, based on competent survey information, and are the result of arm's length bargaining. • Whether transactions or arrangements entered into by the Organization conform to the Organization's written policies, are properly recorded, reflect reasonable investment or payments for goods and services, further charitable purposes and do not result in personal inurement, impermissible private benefit or in an excess benefit transaction.

Article 10 – Use of Outside Experts When conducting the periodic reviews as provided for in Article VII, the Organization may, but need not, use outside advisors. If outside experts are used, their use shall not relieve the Board of its responsibility for ensuring periodic reviews are conducted.

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(4) Board Meeting Conduct and Hear the Audience Policy Amended February 16, 2021

The Board of Directors has established a conduct policy during board meetings. This will help to inform those in attendance of the responsibilities of this governing board and how our meetings are conducted.

The following statements will be read during a board meeting as necessary:

Welcome

Thank you for attending tonight’s meeting. My name is (NAME) and I am (TITLE) of the Imagine South Lake Charter Board of Directors. Our board is made up of volunteers and its purpose is to serve the school in a capacity of setting the policies and reviewing procedures for the school. We have a monthly agenda, which may include approval of the school budget, monthly updates on academic success, school sustainability and other issues as deemed necessary or appropriate.

The chairperson of the board runs the meetings. The audience is welcome to listen and receive volunteer hours for their time in attendance. For those who wish to address the board, a sign- in sheet is provided and must be utilized before the meeting begins, or as immediately as possible. I kindly ask that the audience remain as quiet as possible during these meetings and refrain from raising hands, speaking out, or addressing the board while it is in session. Thank you for your cooperation and volunteerism at Imagine South Lake.

Hear the Audience

• As you are called from the sign-in sheet, please state your name and your affiliation with the school by sharing the grades your children are in, or the subject matter you wish to address. Please address the board as a whole and do not ask individual questions to board members or staff. Please do not address the audience and follow the instructions from the chairperson or presiding persons. Limit your comments to a maximum of 3 minutes.

• Anyone who makes personal, impertinent, or slanderous remarks, or anyone who becomes boisterous while addressing the board, will be asked to leave and/or the chairperson will recess or conclude this meeting.

• The board cannot address every issue or concern raised by a parent or audience member. As a board, we reserve the right not to respond to public comment, or to postpone the discussion to a future meeting. We ask if your concern is not within the purview of the board, you take the issue up with administration at another time.

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(5) Civility Policy This policy has been adapted from the Lake County School District Civility Policy

Employees of the Imagine South Lake Charter will treat parents and other members of the public with respect and expect the same in return. The school must keep the administrative offices and areas of the campus free from disruptions and prevent unauthorized persons from entering school/district grounds. Accordingly, this policy promotes civility, mutual respect, and orderly conduct among district employees, parents, and the public. It is not the intent of this policy to deprive anyone of his or her right to freedom of expression. Rather, we seek to maintain, to the extent possible and reasonable, a safe, harassment-free workplace for our students and staff. In the interest of promoting teachers and other employees as positive role models, we encourage positive communication and discourage volatile, hostile, or aggressive actions. This district seeks public cooperation with this endeavor.

(5.1) Disruptive Individual Must Leave School Grounds. Any individual who: (1) disrupts or threatens to disrupt school/office operations; (2) threatens to or attempts to do or does physical harm to school personnel, students or others lawfully on school premises; (3) threatens the health and safety of school personnel, students, or others lawfully on school premises; (4) intentionally causes damage to school property, or property of others lawfully on school premises; (5) uses loud and/or offensive language; or (6) has without authorization come on school premises will be directed to leave school property promptly by the school's principal or designee, or any school administrator. If the person refuses to leave the premises as directed, the administrator or other authorized personnel shall seek the assistance of law enforcement and request that law enforcement take such action as is deemed necessary.

(5.2) Directions to Staff in Dealing with Abusive Individual. If any member of the public uses obscenities or speaks in a demanding, loud, insulting, and/or demeaning manner, the administrator or employee to whom the remarks are directed will calmly and politely warn the speaker to communicate civilly. If the abusive individual does not stop the behavior, the school employee will verbally notify the abusing individual that the meeting, conference, or telephone conversation is terminated; and, if the meeting or conference is on school premises, the employee shall direct the abusive individual to leave promptly. If the person refuses to leave the premises as directed, an administrator or other authorized personnel shall seek the assistance of law enforcement and request that law enforcement take such action as is deemed necessary.

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(6) Lottery Policy Amended and Approved April 18, 2017

On a predetermined date in the spring, the school will conduct two (2) separate lotteries. One (1) for students who reside within Lake County and one (1) for students that reside outside Lake County. This lottery will be held to determine admission to the school for the following school year. Students on the Lake County lottery list will be selected until the waitlist has been exhausted. Once the Lake County waitlist is exhausted, the out-of-county waitlist will then be used to fill remaining seats at the school. The lottery date will be determined to be one week after the volunteer hour deadline of the school. The date will be advertised on the school website and on the marquee. Pre-registration for the lottery will be accepted from the first school day in January to the day before the lottery is held.

The lottery admits students via a randomized selection process. The Lottery Procedures explain this process. When the number of applicants exceeds the capacity of our program, a wait list is established and two (2) waiting lists will be maintained for those students in-county and those student out-of-county.

Enrollment preference may be given to students who; • are siblings of an enrolled student, a sibling is defined as a child who shares a birth parent or legal parent with one or more other children. • dependents of military personnel, • a student who is the child of a governing board member or, • a student who is the child of an employee of the school.

Imagine South Lake may limit the enrollment process of students within a specific age group or grade level.

Admission to the kindergarten program is based on the student reaching the age of five by the date determined by the Florida Department of Education, September 1.

Lottery procedures for Imagine South Lake Charter School are defined below: • All eligible applications received prior to the established cut-off date will have equal eligibility for the lottery. • Prior to the lottery, applicants will be placed on a spreadsheet by grade level. Families who have more than one child seeking admission to the school will be given one place on the spreadsheet for each grade level. • Spaces available in any grade will be filled from the sibling waitlist before students in the lottery will be offered a seat. • A randomized selection program will be used to order the spreadsheet. • Numbers will be assigned once the randomization is complete. • If the number of available spaces in each grade level exceeds the number of applicants, a wait list will be established.

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• Families will be notified of their acceptance to the school, or of their number on the waitlist. • In the event that a family who was accepted does not register by the date designated, their child’s seat will be given to the next student on the waitlist. • In the event that a seat becomes available during the academic year, the space will be filled from the waitlist. • The waitlist does not roll over to the next school year. Families must preregister for the lottery each year. Once enrolled, students do not have to register for the lottery again, unless the family volunteer hours are not completed.

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(7) Student Dress Code Policy

(7.1) Elementary Dress Code (Grades K-5) Approved June 18, 2019

In an effort to promote safety and diminish competition among students, there is a mandatory uniform policy for all grade levels.

Shirts for Boys and Girls: • Approved shirts only. • Elementary polo colors are white or navy only. • Elementary spirit shirts may also be worn and are white or navy with the Imagine Schools’ logo. • In case of cold weather, undershirts and turtlenecks may be worn but must be navy, white or black in color. • Undershirts should not show below the hemline. • Shirts must be clean and free of holes or tears. • Shirts may not be tied or knotted at the waist or back. Bottoms for Boys: • Khaki or navy long pants or shorts. Uniform bottoms may be purchased from any retailer that sells “uniform” clothes. • NO cargo pants or jeans. NO skinny pants even in the appropriate color. • Shorts must not be higher than 3” above the knee. • Uniform bottoms must be appropriately fitting, nothing skin tight. Bottoms for Girls: • Khaki or navy long pants, capris, shorts, skirts or skorts. Uniform bottoms may be purchased from any retailer that sells “uniform” clothes. • Polo dresses with the Imagine Logo may be worn if purchased from our approved uniform vendor, but jumpers without an Imagine Logo are not permitted. • NO cargo pants or jeans. NO skinny pants even in the appropriate color. • “Bloomers” or shorts worn under girls’ dresses/jumpers may not rest below the hemline of the dress/jumper. Leggings or tights must be white or navy only. NO jeggings. • Shorts, skirts, and skorts must not be higher than 3” above the knee. • Uniform bottoms must be appropriately fitting, nothing skin tight. Shoes: • Athletic sneakers with non-marking rubber sole shoes. No other shoes are allowed. • Socks must be solid in color and not rest above the ankle. Outerwear: • Sweaters/sweatshirts worn during school hours must be navy, white or black. The school’s logo is preferred, but plain navy, white or black is acceptable. • During colder weather, a heavy winter jacket may be worn, but MUST be removed upon entering the building. Student Choice Days: • Student choice days will only be specially designated days for special events/fundraisers. Students are not required to wear uniforms on these days. • Jeans may be worn that are clean and without holes or tears. • Bottoms for Girls:

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o Pants, capris, shorts, skirts, and skorts must be worn at the waistline and may not be excessively baggy or tight. o Shorts, skirts, skorts, and dresses may not be higher than 3” above the knee. • Bottoms for Boys: o Pants and shorts must be worn at the waistline and may not be excessively baggy or tight. o Shorts may not be higher than 3” above the knee. • Shirts with printing that is offensive will not be permitted. Printing that depicts smoking, drugs, alcohol, profanity, violence and sex is considered offensive and is prohibited. • No halter-tops, sling tops, spaghetti straps, or tank tops. See through tops, cropped shirts and shirts that show the abdomen are not permitted. Backpacks: • Regular or wheeled are acceptable. No offensive graphics. Miscellaneous: • Hats, bandanas, beanies and sunglasses are not permitted except at Milers and P.E. They are not allowed in hallways or classrooms. • For health and safety reasons, large chain necklaces, oversized or expensive (precious metal/stones) jewelry and hoop earrings over 1” wide. Gang, drug or violence related items are not permitted. General • Since every student represents our school, we esteem modesty and a neat overall appearance by our student body. At no school function are students permitted to wear anything offensive or immodest as deemed by school administration. Exceptions • The principal may allow for an exception from the school uniform policy on a case-by- case basis for disability, medical condition or sincerely held religious belief. A parent must request this reasonable accommodation to address the student’s disability or medical condition or the wearing of clothing in compliance with the uniform dress code violates a student’s sincerely held religious belief. Such students and the student’s parents shall submit a signed affidavit setting forth the religious issues and the requested exemption to the policy. Such requests shall be provided in writing and submitted to the principal for approval.

PLEASE WRITE YOUR CHILD’S NAME INSIDE JACKETS, SWEATERS AND SWEATSHIRTS, AS NUMEROUS ITEMS ARE FREQUENTLY LEFT UNCLAIMED AND WILL BE DONATED TO CHARITY AT THE END OF EACH QUARTER.

Enforcement of this dress code will be as follows:

• 1st Violation: Verbal warning to student. • 2nd Violation: Written or verbal communication to parent. • 3rd Violation: Parent conference with administration. • 4th Violation: Possibility of Suspension for insubordination.

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(7.2) Middle School Dress Code (Grades 6-8) Approved June 18, 2019

In an effort to promote safety and diminish competition among students, there is a mandatory uniform policy for all grade levels.

Shirts for Boys and Girls: • Approved shirts only. • Middle school polo colors are red or navy only. • Middle school spirit shirts are red or navy with the Imagine Schools’ logo and may be worn for P.E. as well as part of the regular uniform. • In case of cold weather undershirts and turtlenecks may be worn but must be navy, white or black in color. • Undershirts should not show below the hemline. • Shirts must be clean and free of holes or tears. • Shirts may not be tied or knotted at the waist or back. Bottoms for Boys: • Khaki or navy long pants or shorts. Uniform bottoms may be purchased from any retailer that sells “uniform” clothes. • NO cargo pants or jeans. NO skinny pants even in the appropriate color. • Shorts must not be higher than 3” above the knee. • Uniform bottoms must be appropriately fitting, nothing skin tight. Bottoms for Girls: • Khaki or navy long pants, capris, or shorts. Uniform bottoms may be purchased from any retailer that sells “uniform” clothes. • NO cargo pants or jeans. NO skinny pants even in the appropriate color. • Shorts must not be higher than 3” above the knee. • Uniform bottoms must be appropriately fitting, nothing skin tight. • Middle school girls are NOT permitted to wear skirts, skorts, polo dresses or jumpers. NO “bloomers”, jeggings or leggings may be worn at any time. Shoes: • Athletic sneakers with non-marking rubber sole shoes. No other shoes are allowed. • Socks must be solid in color and not rest above the ankle. Outerwear: • Sweaters/sweatshirts worn during school hours must be navy, white or black. The school’s logo is preferred, but plain navy, white or black is acceptable. • During colder weather, a heavy winter jacket may be worn, but MUST be removed upon entering the building. Middle School P.E. • Middle school students are encouraged, but not required to dress out for P.E. If a student chooses to change, a P.E. uniform consisting of specific P.E. shorts and a Warrior spirit shirt MUST be worn. Student Choice Days: • Student choice days will only be specially designated days for special events/fundraisers. Students are not required to wear uniforms on these days. • Jeans may be worn that are clean and without holes or tears. • Bottoms for Girls:

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o Pants, capris, shorts, skirts, and skorts must be worn at the waistline and may not be excessively baggy or tight. o Shorts, skirts, skorts, and dresses may not be higher than 3” above the knee. • Bottoms for Boys: o Pants and shorts must be worn at the waistline and may not be excessively baggy or tight. o Shorts may not be higher than 3” above the knee. • Shirts with printing that is offensive will not be permitted. Printing that depicts smoking, drugs, alcohol, profanity, violence and sex is considered offensive and is prohibited. • No halter-tops, sling tops, spaghetti straps, or tank tops. See through tops, cropped shirts and shirts that show the abdomen are not permitted. Backpacks: • Regular or wheeled are acceptable. No offensive graphics. Miscellaneous: • Hats, bandanas, beanies and sunglasses are not permitted except at P.E. They are not allowed in hallways or classrooms. • For health and safety reasons, large chain necklaces, oversized or expensive (precious metal/stones) jewelry and hoop earrings over 1” wide. Gang, drug or violence related items are not permitted. General • Since every student represents our school, we esteem modesty and a neat overall appearance by our student body. At no school function are students permitted to wear anything offensive or immodest as deemed by school administration. Exceptions • The principal may allow for an exception from the school uniform policy on a case-by- case basis for disability, medical condition or sincerely held religious belief. A parent must request this reasonable accommodation to address the student’s disability or medical condition or the wearing of clothing in compliance with the uniform dress code violates a student’s sincerely held religious belief. Such students and the student’s parents shall submit a signed affidavit setting forth the religious issues and the requested exemption to the policy. Such requests shall be provided in writing and submitted to the principal for approval.

PLEASE WRITE YOUR CHILD’S NAME INSIDE JACKETS, SWEATERS AND SWEATSHIRTS, AS NUMEROUS ITEMS ARE FREQUENTLY LEFT UNCLAIMED AND WILL BE DONATED TO CHARITY AT THE END OF EACH QUARTER.

Enforcement of this dress code will be as follows:

• 1st Violation: Verbal warning to student. • 2nd Violation: Written or verbal communication to parent. • 3rd Violation: Parent conference with administration. • 4th Violation: Possibility of Suspension for insubordination.

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(8) Wellness Policy Approved June 18, 2019

The following is a Wellness Policy that complies with requirements of the Child Nutrition and WIC Reauthorization Act of 2004 and the Florida State Statue Chapter 1003.453 School Wellness And Physical Education Policies; Nutrition Guidelines.

Wellness Policy Committee- This committee has assessed the school’s nutrition and physical activity needs and developed this Policy based on those needs.

The committee is composed of the following representatives.

Wellness Policy New Committee-2019-2020 Area Represented Committee Member Name Parent Nichole Meerleveld Student Steven Cockefair School Food Service Personnel SLA School Administrator Kathleen Dial School Board Kevin Trout School Nurse Jill Morningstar Physical Education/Health Education Bill Kuminka & Nick Remo Staff Local physician, dentist, or other health Traci Powell professional

Goals, Implementation, Evaluation

Nutrition Education: Nutrition education is provided in a classroom setting.

Goal Implementation Evaluation 1. Students receive Classroom lectures, Classroom written tests nutrition education that activities, and student (such as multiple is interactive and participation provided in choice, essay, fill in the teaches skills they need a nutrition/health class blank) in the areas of to adopt healthy eating nutrition behaviors. 2. Students will have Use of posters, Maintain a checklist of access to useful worksheets, brochures, the nutrition information nutrition information. in various areas of available to the classrooms and school students. Students will campus mark off the items on the checklist as they take the items 3. Students will have Provide a variety of Review menus, the opportunity to healthy meal choices production records, practice behaviors that during meal service nutrient analysis enhance good nutrition and healthy choices.

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Physical Activity: Physical Activities occur in different learning environments such as, but not limited to outdoor play, indoor activities, and community-sponsored events. The program shall consist of physical activities that are sufficient to provide a significant health benefit to students. Goal Implementation Evaluation 1. Students in grades K- All students will Review class schedule 5 receive 150 minutes participate in a physical and interview school per week of education class. personnel instructionally relevant Instruction may be physical education provided for grades 6-8 (Common Core State through formal physical Standards) education courses, integration into other courses, regularly scheduled intramural activities, and/or regularly scheduled school-wide activities. 2. Students will have 30 Instruction may be Review class schedule minutes of physical provided through formal and interview school activity each day. physical education personnel courses, integration into other courses, regularly scheduled intramural activities, and/or regularly scheduled school-wide activities. Other School-Based Activities: Goal Implementation Evaluation 1. Students will be Schedule a minimum of Review the school provided an adequate 20 minutes for each schedule to confirm that amount of time to class to consume their each class is provided consume a meal. meals. no less than 20 minutes to consume meals. 2. Food will not be used Establish rules in the Review the Code of as a reward or Code of Student Student Conduct and punishment. Conduct and School School Employee Employee Handbook Handbook to verify the that food cannot be rule has been used for rewards or established. Interview punishment. teachers by asking them if they use food as a reward or punishment. 3. Students will be The school Interview the students provided access to gym/basketball court and school faculty to school facilities for and team equipment will inquire about the physical activity after be available for availability and use of school hours. students’ use after the school’s gym or school hours. equipment.

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Nutrition Guidelines for All Foods Served or Sold: All foods served or sold at this school will meet the following nutrition guidelines. These guidelines also apply to fundraisers and class parties.

Consistent with the Federal Lunch Program Nutrition Standards No more than 35% of total calories from fat per serving size Health Department tracks students BMI on an annual basis for grades K,1,3,6 Consistent with the Dietary Guidelines Contributes to developing healthy eating habits

Designee:

Jennifer Wesner is the person charged with operational responsibility for ensuring that the school is meeting the local wellness policy.

Procedure for Reporting to the School Board/Governing Authority:

On an annual basis, the results of the Wellness Policy evaluation and recommended revisions (if any) will be presented to the School Board/Governing Authority.

Assurance: We assure that the guidelines for reimbursable school meals shall not be less restrictive than regulations and guidance issued by USDA.

Website Address for the Wellness Policy (if Public or Charter School) Imaginesouthlake.org

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(9) Parent Volunteer Policy Approved June 16, 2015

The Imagine South Lake (ISL) Board of Directors, staff, and parents agree that adult involvement is an essential element for the success of students at ISL Charter School. Therefore, this policy defines a mandatory volunteer agreement required for your child/children in grades kindergarten through eighth-grade to attend Imagine South Lake Charter.

(9.1) Safety of Students is our first concern, therefore it is mandatory for all volunteers who serve in the presence of students, either on-campus or off-campus, to complete a background screening prior to volunteering. The screening method will be communicated to parents annually at the beginning of the school year.

(9.2) Required Hours -Parent volunteers must meet 15 hours per student or 20 hours per family as the level of participation per family per year. These hours must be completed 10 days prior to the lottery for newly enrolled students in the spring. For students who enroll later than September, the required hours will be prorated based on the enrollment date.

(9.3) Form of Volunteer Hours - At least one-half of the volunteer hours must be completed at the school, during school events or with available take-home projects. The take-home projects and hours of credit will be determined and assigned by staff.

(9.4) Volunteer Donation Option - The remaining volunteer hours may be purchased as a donation to the school at a rate of $15.00 per hour. Funds collected will be designated for support of the volunteer program and to improve the ISL sports program.

(9.5) Management System - Imagine South Lake utilizes a technology-based volunteer management system to communicate volunteer opportunities and log hours served. Information on system access will be provided at the beginning of the school year.

(9.6) Accountability and Incentives - Failure to complete the volunteer agreement required hours will result in the student (s) being removed from school rolls and placed back in the school lottery. Successful completion of the required hours will result in special recognitions, opportunities and programs for your student, as well as, recognition of parent volunteers.

(9.7) Hardship Waiver - Imagine South Lake understands circumstances and events take place in every family prohibiting completion of the mandatory volunteer hours. Therefore, with approval of the school principal, a partial or full hardship waiver may be granted.

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(10) Parent Contract Policy Approved June 16, 2016

Developing the sense of family and community that supports attainment of educational excellence requires the collaborate efforts of students, parents and staff. All must assume responsibilities if this shared goal is to be achieved.

(10.1) Parent Responsibilities • Ensure that my child arrives to school on time according to school attendance policies. • Ensure that my child arrives in school uniform daily, specific to the Imagine South Lake Charter school dress code. • Attend mandatory parent-teacher conferences for my child if he/she is not demonstrating adequate progress. • Respect and support the school staff concerning school safety, events and instructional programs. • Participate in Imagine South Lake Charter programs and parent literacy programs. • Support the school’s programs by volunteering a minimum of 15 hours per student per year (maximum of 20 hours per family), to be completed 10 business days prior to the spring lottery. • Ensure that my child brings completed homework assignments to school. • Monitor my child’s progress in all subjects to ensure that a minimum of a “C” average is maintained each semester. • Check in at the main office when visiting campus. • Parents are required to ensure that all financial obligations are up to date by the last day of school or the family or affected students will be placed in the lottery for the following school year. • Failure to comply with any of the above responsibilities could result in my child being dismissed from Imagine South Lake Charter.

(10.2) Imagine South Lake Charter Responsibilities • Be non-sectarian and non-discriminatory in programs, admissions policies, employment practices and operations. • Be accountable to Lake County and the State of Florida for our performance (see specific standards in Imagine South Lake Charter’s contract) • Fees will only be charged for special programs (i.e. before and/or after care program) for which fees are approved. • Meet all applicable health, safety and civil requirements. • Subject itself to an annual financial audit. • Hold itself accountable to its students, parents and the community through a continuous cycle of planning, evaluation and refinement. • Participate in ongoing professional development. • Communicate with parents regularly to discuss student progress.

*Please note that each student requires a separate contract.

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(11) Parent Financial Responsibility Policy Approved February 16, 2015

Parents are required to ensure that all financial obligations are up to date by the last day of school. If accounts are not up to date the family or affected students will be prohibited from participating in the program directly related to the charges owed.

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(12) Parental Notification of Involuntary Examination Policy Approved August 18, 2015

This policy is related to the notification requirements when a student is removed from a school, school transportation, or school-sponsored activity for involuntary examination; provides that health-care surrogates and proxies are individuals who may act on behalf of an individual involuntarily admitted to a facility; requires a receiving facility to immediately notify the parent, guardian, caregiver, or guardian advocate of the whereabouts of a minor who is being held for involuntary examination provides circumstances when notification may be delayed.

Policy 1. Parents, guardians, or caregivers will be immediately notified by the school principal or designee if their student is removed from school and taken to a receiving facility for an involuntary examination pursuant to s.394.463, F.S., and the requirements established under ss.1002.(3) and 1002.33(9), F.S. as applicable.

2. The school principal or designee may delay notification for no more than 24 hours only if the delay is deemed to be in the student’s best interest. Delay in notification may occur only after a report of suspected abuse, abandonment or neglect is submitted to the Department of Children and Families’ central abuse hotline.

Procedure The school principal or designee will immediately notify the parents, guardians, or caregivers if their student is removed from school and taken to a receiving facility for an involuntary examination. This may be delayed no longer than 24 hours if it is deemed to be in the student’s best interest and is submitted to the Department of Children and Families.

Note: This procedure does not eliminate the need for mandatory reporting as is required by all school employees.

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(13) School Board Conflict Resolution Policy Approved June 29, 2021

Imagine South Lake Charter believes in the use of restorative practices to build community and promote healthy relationships among all school stakeholders. Restoring wholeness to relationships in conflict is a core value at Imagine South Lake and central to our work. Stakeholders are expected to support our efforts in restorative practices on and off campus.

We recognize the significant value and importance of full discussion in resolving misunderstandings and in preserving good relations among its governing board members, employees, parents, students, and visitors. Most difficulties can be resolved by communicating a concern.

These guidelines are suggested step-by-step procedures to assist board members in attempting to resolve conflicts that involve board members. Sunshine Law will be followed in all areas of board member communications.

Notification: When the Governing Board or individual Board Member is made aware of a concern or conflict regarding the Board or a Board Member, the Principal should be made aware of the concern. The Principal will inform the Region Director and the concerned party(ies) to determine next steps.

Next Steps: • For Community or Parent Related Conflict – If appropriate, the Principal will request and schedule a mediation meeting with the Region Director, Principal, and concerned parties. • For Employee-Related Conflict – If requested, employees are expected to take part in mediation with the concerned parties, the Teacher Liaison to the Board (as an observer only), the Principal, and the Region Director to resolve the conflict. • For Board-to-Board Conflict – Due to Sunshine Law, Board Member to Board Member conflict must be dealt with in a public meeting. Board Members are expected to uphold the Governing Board Civility Policy at all times and speak to one another in a respectful way. • If at any time a Board Member observes that conversation in the meeting is out of order, or may be perceived as compromising the integrity of the Board, they can call for a “Point of Order” to request that the Chair call attention to the Governing Board Civility Policy. If necessary, the Board Chair can recess or adjourn the meeting.

While we seek to resolve conflicts and restore relationships, we recognize that not all disagreements can be resolved. When this happens, our goal will be to show respect for all

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perspectives and adhere to our Civility Policy. In the end, decisions will be made according to what is in the best interest of the students and programs of Imagine South Lake Charter School as aligned to the vision, mission, strategic goals, and policies of the School.

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SECTION II

School Operation Policies

Employee and Student Policies

Section II – School Operation and Academic Policies

(1) Employee Handbook Policies and Acknowledgment

Imagine Schools Employee Handbook is provided to each employee and requires that each employee sign an acknowledgement form. (A copy of the complete Imagine Schools Employee Handbook is provided as Attachment 1). Below are the policies that are in the Imagine Schools Employee Handbook. In addition to the Imagine School Employee policies, Imagine South Lake also has school site specific related policies related to the school operational program on campus.

• American with Disabilities Act (ADA) Policy • Anti-Bullying Policy • Anti-Nepotism Policy • Policy on Child Abuse • Confidentiality, Ownership, and Non-Disclosure Statement • Conflicts of Interest Policy • Drug and Alcohol Abuse Policy • Equal Employment Opportunity Policy • Family and Medical Leave Act (FMLA) Policy • Military-Related FMLA Leave • Grievance Policy and Procedure • Internet Safety Policy and Students • No Harassment Policy • Political Activities Policy • Privacy Policy • Social Media and Networking Policy • Travel and Expense Reimbursement Policies and Procedures • Whistleblower Policy

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(2) 10 Month Employee (Teacher) Attendance Policy Approved July 11, 2017

The interaction between teachers and students is the most influential factor in affecting student academic progress. It is understood that there may be times that it is necessary to be absent, and procedures are needed to ensure there is a smooth transition for our students during those times.

Deadline: The deadline for reporting same day absence is one hour prior to your school start time. Please report all same day absence to Beth Ault by 7:00am. Lesson plans should be emailed to Beth Ault and the team leader by 8:00am.

Day Off Requests: The deadline for submitting day off requests is five days prior to the absence. Day off requests should be given to Beth Ault and approved by the Principal. You should ensure that your day off request has been granted before taking the day. Thorough substitute plans should be in place for days off granted.

Paid Time Off: Teachers are granted 48 hours of paid time off.

Excess of Paid Time Off: Once teachers have used their paid time off, they will be docked at a rate equal to their daily rate of pay.

Excessive Tardiness: Excessive lateness causes safety issues on our campus. Teachers must be present in their classrooms by 8am. Please communicate any same day issues with tardiness to Beth Ault and your team leader. If excessive tardiness becomes an issue, staff may receive a formal write up and/or be dismissed.

Elimination Period: When a disability claim is filed, the elimination period is 14 days for insurance payment. When a worker’s compensation claim is filed, the elimination period is 7 days. The school does not cover the employee salary during the elimination period.

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(3) 11 and 12 Month Employee Attendance Policy

Deadline: The deadline for reporting same day absence is one hour prior to your school start time. Please report all same day absence to Beth Ault by 7:00am.

Day Off Requests: The deadline for submitting day off requests is five days prior to the absence. Day off requests should be given to Beth Ault and approved by the Principal. You should ensure that your day off request has been granted before taking the day.

Paid Time Off: 12 month employees are granted 128 hours of time off. 11 month employees are granted 117 hours of time off.

Excess of Paid Time Off: Once staff have used their paid time off, they will be docked at a rate equal to their daily rate of pay.

Excessive Tardiness: Excessive lateness causes productivity issues. Please communicate any same day issues with tardiness to Beth Ault. If excessive tardiness becomes an issue, staff may receive a formal write up and/or be dismissed.

Elimination Period: When a disability claim is filed, the elimination period is 14 days for insurance payment. When a worker’s compensation claim is filed, the elimination period is 7 days. The school does not cover the employee salary during the elimination period.(4) Student Policies

Imagine South Lake provides the ‘Warrior Handbook’ to all students and provides many of these policies within the student agenda each school year. (A copy of the complete Imagine South Lake Warrior Handbook is provided as Attachment 2)

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(4) Student Attendance Policy and Procedures Revised July 7, 2017

The expectation of Imagine South Lake Charter is that ALL students will be in attendance each day of the school year. School attendance is the responsibility of the parents and legal guardian. Each day that a student attends school he/she has opportunities to develop personal, social, and academic skills. Failure to attend school in a regular and timely fashion hinders the education progress of our students. Students are expected to be on time each day. We encourage the commitment of students, parents, and staff to work together on this endeavor. This policy supplements, but does not override the Lake County School Attendance Policy found in the Student Code of Conduct.

ABSENCES If a student is absent from school, the student needs to bring in a signed note from the parent or guardian stating the reason for the absence. If the student misses school because of a doctor’s appointment, a note should be obtained from the doctor’s office. Written documentation is required for an absence to be excused. Without this documentation, all absences will be considered unexcused until a student brings in this documentation. Students are required to make up all missing assignment in a timely fashion. Parents are encouraged to report their child’s absence to school.

Having more than 10 excused absences in a semester is considered excessive and a student must have a note from their doctor verifying illness or injury for the absence to be excused. Work missed due to absence may be made up only if the absence is excused.

IMAGINE SOUTH LAKE CHARTER ABSENTEE LINE: (352) 243-2960

The following are acceptable reasons for student absences: • Personal illness of student (medical evidence may be required) • Medical appointment of the student • Religious holiday of the student’s faith • Death in the immediate family of the student • Approved school activity

MONITORING OF ATTENDANCE AND TARDIES Each school is required to record a student’s daily attendance. Students reporting to school/class after the official start time will be marked tardy. Students who are excessively absent, tardy, or leave school early may be referred to the school leadership team for intervention assistance. Students who continue to be excessively absent will be monitored by the School Office and may be referred for additional services. For further information on attendance requirements, please refer to Florida Law 1003.26(b).

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Florida law defines "habitual truant" as a student who has 15 or more unexcused absences within 90 calendar days with or without the knowledge or consent of the student's parent or guardian, and who is subject to compulsory school attendance.

When a student is continually sick and repeatedly absent from school, the student must be under the supervision of a doctor in order to receive an excuse. The doctor's statement should confirm that the student's condition requires absence for more than the number of days permitted by the district school board policy.

According to Lake County School’s policy, having more than 10 excused absences in a semester is considered excessive and a student must have a note from their doctor verifying an illness or injury for the absence to be excused. Work missed due to absence may be made up only if an absence is excused.

Parents will also be notified daily when their child is absent or tardy through the school’s student data information system. For those students in middle school, these will be reported by class period.

PREARRANGED ABSENCE Imagine South Lake has a process to allow for no more that five (5) prearranged absence days per year. Students must be in good academic standing with no missing assignments in order to be eligible for approval for a prearranged absence. Prearranged absence approval forms can be found on our website and in the front office and must be signed by teachers and the Principal.

ATTENDANCE PROCESS 1. Teachers post attendance in the school’s web-based student information system by 8:45am. 2. Students entering the school after attendance has been posted will have their absence changed to a tardy by the front office staff. 3. Students coming to school after their absence are required to bring a note to record their absence as excused. These notes are turned into the front office and the front office staff will change the unexcused absence to excused absence. 4. The student registrar then takes this information from the school’s web based student information system on a regular basis and transfers it into the Lake County student information system.

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(5) Student Cell Phone Policy and Contract July 1, 2019

Cell Phone Policy Grades 5-8

Rationale: Recent research suggests that teens check their phones an average of 150 times per day, or every 6 minutes, and can send up to 120 texts per day- not counting private messaging on social media platforms. The constant tug at our teens to engage with peers digitally is a distraction for them anytime their phone is near. A study published by Educational Psychology found that students who have access to phones in an educational setting perform worse on exams and comprehension activities, suggesting that phones damage the learning environment. Arnold Glass, a lead professor of psychology at Rutgers said, “Many dedicated students think they can divide their attention in the classroom without harming their academic success- but we found an insidious effect on exam performance and final grades.”

Beliefs: We believe that 21st Century learners must be competent digital citizens, able to create, communicate, and collaborate digitally. We believe that when students use school owned devices that are monitored on our network, they are able to better focus on their expected learning outcomes and show competency in the standards taught. We believe that as students disengage from their own technology and re-engage with technology for the purposes of learning, they will be more active participants in not only their learning, but in the peer socialization that we value in schools. Relationships are developed through common, face-to-face experiences.

Policy: Students who choose to bring their cell phone to school will be asked to turn them in each morning in homeroom to be locked in a cabinet. Students will return to homeroom before dismissal to retrieve their phones.

If students do not follow the cell phone policy and are found to be with their phone on campus during school hours, parents will be called to retrieve the phone from the front office. Continued disregard for the policy can result in a parent conference, lunch detention, community service, and suspension.

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(6) Student Code of Conduct Policy

Unless otherwise spelled out within these organizational policies, the organization will adhere to the School District’s Code of Student Conduct. Copies of the organizations student policies and the School’s Code of Conduct will be made available all parents and students and also placed on the school website.

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(7) Bullying and Harassment Policy Below is the Lake County Schools Bullying and Harassment Policy (5.33) that Imagine South Lake Charter will follow.

Statement Prohibiting Bullying or Harassment: The School is committed to providing a safe, positive, productive, and nurturing educational environment for all of its students and employees. The School encourages the promotion of positive interpersonal relations between members of the school community. Bullying or harassment toward a student or employee, whether by other students, staff, or third parties is strictly prohibited and will not be tolerated. This prohibition includes physical, verbal (oral or written), electronically transmitted (cyber or high-tech), and psychological abuse. The School will not tolerate any gestures, comments, threats, or actions, which cause or threaten to cause bodily harm or personal degradation. Bullying or harassment of any student or employee of a public K-12 educational institution is prohibited.

Determination of Within Scope of School. The following factors will determine if bullying or harassment for students and employees falls within the scope of the School: A. During any education program or activity conducted by a public K-12 educational institution; or B. During any school-related or school-sponsored program or activity or on a school bus or at a school bus stop of a public K-12 educational institute. Notwithstanding the duty to investigate complaints of bullying or harassment while a student is at a school bus stop, the School is not liable for such incidents but is only responsible to investigate and refer to the appropriate agency; or C. Through the use of data or computer software that is accessed through a computer, computer system, or computer network within the scope of a public K- 12 educational institution; or D. Through the use of data or computer software that is accessed at a non-school- related location, activity, function, or program or through the use of technology or an electronic device that is not owned, leased, or used by a school district or school, if the bullying substantially interferes with or limits the victim’s ability to participate in or benefit from the services, activities, or opportunities offered by a school or substantially disrupts the education process or orderly operation of a school. This paragraph does not require a school to staff or monitor any non- school-related activity, function, or program.

Expected Behaviors The School expects students to conduct themselves in an appropriate manner for their respective levels of development, maturity, and demonstrated capabilities with a proper regard for the rights and welfare of other students and school staff, the educational purpose underlying all school activities, and the care of school facilities and equipment.

The School believes that standards for student behavior must be set cooperatively through interaction among the students, parents/legal guardians, staff, and community members producing an atmosphere that encourages students to grow in self-discipline. The development

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of this atmosphere requires respect for self and others, as well as for district and community property on the part of students, staff, and community members. Since students learn by example, school administrators, faculty, staff, and volunteers will demonstrate appropriate behavior; treat others with civility and respect, and refuse to tolerate bullying or harassment.

Students and employees are encouraged to constructively attempt to stop acts of bullying or harassment when they see them and report such acts to the principal or designee.

Students and employees are expected to conform to reasonable standards of socially acceptable behavior; respect the person, property and rights of others; obey constituted authority; and respond to the educational, support and administrative staff.

Definitions – for guidance only (1) "Bullying" including cyberbullying is defined as willfully and repeatedly exercising power or control over another by systematically and chronically inflicting physical hurt or psychological distress on one or more students or school employees. It is further defined as unwanted and repeated written, verbal, or physical behavior, including any threatening, insulting, or dehumanizing gesture, by a student or adult, that is severe or pervasive enough to create an intimidating, hostile, or offensive educational environment; cause discomfort or humiliation; or unreasonably interfere with the individual’s school performance or participation; and may involve but is not limited to: 1. Teasing; 2. Social exclusion; 3. Threat; 4. Intimidation; 5. Stalking; 6. Physical violence; 7. Theft; 8. Sexual, religious, or racial harassment; 9. Public or private humiliation; or 10. Destruction of property. (2) "Cyberbullying” means bullying through the use of technology or any electronic communication, which includes, but is not limited to, any transfer of signs, signals, writing, images, sounds, data, or intelligence of any nature transmitted in whole or part by a wire, radio, electromagnetic system, photoelectronic system, or photo-optical system, including, but not limited to, electronic mail, Internet communications, instant messages, or facsimile communications. Cyberbullying includes the creation of a webpage or weblog in which the creator assumes the identity of another person, or the knowing impersonation of another person as the author of posted content or messages, if the creation or impersonation creates any of the conditions enumerated in the definition of bullying. Cyberbullying also includes the distribution by electronic means of a communication to more than one person or the posting of material on an electronic medium that may be accessed by one or more persons, if the distribution or posting creates any of the conditions enumerated in the definition of bullying.

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(3) "Harassment" for purposes of this policy, includes, but is not limited to, any threatening, insulting, or dehumanizing gesture, use of data or computer software, or written, verbal, or physical conduct directed against a student or school employee that: 1. Places a student or school employee in reasonable fear of harm to his/her person or damage to his/her property; 2. Has the effect of substantially interfering with a student’s educational performance, opportunities, or benefits; or 3. Has the effect of substantially disrupting the orderly operation of a school. (4) Bullying and harassment also encompasses: 1. Retaliation against a student or school employee by another student or school employee for asserting or alleging an act of bullying or harassment. Reporting an act of bullying or harassment that is not made in good faith is considered retaliation. 2. Perpetuation of conduct listed in the definition of bullying, cyberbullying, or harassment by an individual or group with intent to demean, dehumanize, embarrass, or cause emotional or physical harm to a student or school employee by: a. Incitement or coercion; b. Accessing or knowingly and willingly causing or providing access to data or computer software through a computer, computer system, or computer network within the scope of the district school system; or c. Acting in a manner that has an effect substantially similar to the effected of bullying or harassment. (5) “Cyberstalking” as defined in s. 784.048(1)(d), F.S., means to engage in a course of conduct to communicate, or to cause to be communicated, words, images, or language by or through the use of electronic mail or electronic communication, directed at a specific person, causing substantial emotional distress to that person and serving no legitimate purpose. (6) "Employees" includes all School School employees. (7) “Third parties" include, but are not limited to, lay coaches, school volunteers, parents/legal guardians, school visitors, service contractors, vendors, or others engaged in district business, and others not directly subject to school control at inter-district or intra-district athletic competitions or other school events. (8) “Within the scope of a public K-12 educational institution” means, regardless of ownership, any computer, computer system, or computer network that is physically located on school property or at a school-related or school-sponsored program or activity. (9) “School Bus Stop” means the location where the School’s school bus stops to pick up students to transport them to their respective school. (10) “Authority at School Bus Stop” The school bus driver shall control students during the time students are on the school bus, but shall not have such authority when students are waiting at the school bus stop or when students are en route to or from the school bus stop except when the bus is present at the bus stop, 1006.10(3), Florida Statute.

Components to the Bullying or Harassment Process (1) Procedures for reporting bullying or harassment covered by this policy including provisions that permit a person to anonymously report such an act are given in this section.

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(a) All school employees who receive a report of, observe, or have other knowledge or belief of conduct that may constitute bullying or harassment made towards a student shall inform the principal or the principal’s designee immediately. Reports may be made anonymously or in person. (b) All other members of the school community, including students, parents/legal guardians, volunteers, and visitors are encouraged to report any act of bullying or harassment to the principal or principal’s designee. Reports may be made anonymously or in person. (c) Reports by students, parents/legal guardians, school or District employees, volunteers, and visitors may be made by accessing the Bullying or Harassment Reporting Form or the Bullying or Harassment Anonymous Reporting Form on the Lake County Schools Web site under the Safe Schools Department (lake.k12.fl.us). (d) Students can report acts of bullying or harassment by calling SpeakOut Hotline at 1-800- 423-TIPS (8477). (e) Although this Policy encourages students, parents/legal guardians, school or district employees, volunteers, and visitors to use the formal written complaint process, school or district officials should investigate all complaints and reports of harassment, whether or not the complaint is in writing. (f) Complaints regarding students should be filed as soon as possible after the alleged incident and noted on the specified Lake County School reporting forms, but must be filed within thirty (30) school days after the alleged incident. Failure on the part of the complainant to file and/or follow up on the complaint within this period may result in the complaint being deemed abandoned. (g) Complaints regarding employees should be filed as soon as possible after the alleged incident and noted on the specified County School reporting forms, but must be filed within thirty (30) duty days after the alleged incident. (h) A school or district employee, school volunteer, student, or parent/legal guardian who promptly reports in good faith an act of bullying or harassment to the appropriate school or district official designated in this policy and who makes this report in compliance with the procedures set forth in this policy is immune from a cause of action for damages arising out of the reporting itself or any failure to remedy the reported incident. (i) The principal of each school and the department leader at the District level shall establish and prominently publicize to students, staff, volunteers, or parents/legal guardians, how a report of bullying or harassment may be filed either in-person or anonymously and how this report will be acted upon. (j) The victim of bullying or harassment, anyone who witnessed the bullying or harassment, and anyone who has credible information that an act of bullying or harassment has taken place may file a report of bullying or harassment. (k) Reports may be made anonymously, but formal disciplinary action may not be based solely on the basis of an anonymous report. (2) Procedures for the in-take of bullying or harassment reporting forms are as follows: (a) At each school, the principal shall determine the process for receiving the Bullying or Harassment Reporting Form or the Bullying or Harassment Anonymous Reporting Form and announce this process to the school.

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1. The principal shall assign a person(s) to receive the Bullying or Harassment Reporting Form or assign a location to place the Bullying or Harassment Anonymous Reporting Form. 2. The person(s) assigned to receive or collect the forms shall be responsible for giving the forms to the appropriate administrator for preliminary review within one (1) school day. 3. The person assigned to conduct the preliminary review shall contact the parent/legal guardian of the victim and perpetrator on the same school day the report is received. 4. For reports from school or district employees, the Executive Director of Human Resources and Employee Relations shall determine the process for receiving the Bullying or Harassment Reporting Form or the Bullying or Harassment Anonymous Reporting Form and announce this process to employees. The Executive Director of Human Resources and Employee Relations shall also determine who shall receive the Bullying or Harassment Reporting Form or the Bullying or Harassment Anonymous Reporting Form if the report made by a school or district employee is against the principal or immediate supervisor. 5. The Executive Director of Human Resources and Employee Relations shall assign a person(s) to receive the Bullying or Harassment Reporting Form or assign a location to place the Bullying or Harassment Anonymous Reporting Form. 6. The person(s) assigned to receive or collect the forms shall be responsible for giving the forms to the appropriate district personnel for preliminary review within two duty days of receipt of the forms. (3) Procedures for a preliminary investigation of bullying or harassment reporting forms are as follows: (1) A preliminary investigation will be conducted within two (2) school days as it pertains to students and within thirty (30) duty days as it pertains to employees to determine whether a reported act of bullying or harassment is within the scope of the School. Computers without web-filtering software or computers with web-filtering software that is disabled shall be used when complaints of cyberbullying are investigated. (Lake County Schools can address this by working with the Information Technology Department on an as needed basis by having software temporarily disabled during an investigation.) (a) A principal will assign a designee(s) that is trained in investigative procedures to initiate a preliminary investigation as it pertains to students of whether an act of bullying or harassment is within the scope of the school district. (b) The trained designee(s) will provide a report on results of the preliminary investigation with recommendations for the principal to make a determination if an act of bullying or harassment falls within the scope of the District. 1. If it is within the scope of the School, the principal or designee shall notify by telephone, personal conference, and/or in writing, the parents/legal guardians of each student who has experienced bullying or harassment as well as the parents/legal guardians of the perpetrator(s) of an act of bullying or harassment on the same day (if contact can be made) that a thorough investigation shall be conducted. Notification shall also be given to all local

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agencies where criminal charges may be pursued against the perpetrator. Notification must be consistent with the student privacy rights under the applicable provisions of Florida Statutes or the Family Educational Rights and Privacy Act of 1974 (FERPA). 2. If it is outside the scope of the School, and determined to be a criminal act, a referral to the appropriate law enforcement agency will be applied on the same day. 3. If it is outside the scope of the School, and determined not to be a criminal act, parents/legal guardians of the victim and the perpetrator will be informed on the same day. (c) The Executive Director of Human Resources and Employee Relations will assign a designee(s) that is trained in investigative procedures to initiate a preliminary investigation of whether an act of bullying or harassment is within the scope of the school district. (d) The trained designee(s) will provide a report on results of the preliminary investigation with recommendations for the Executive Director of Human Resources and Employee Relations to make a determination if an act of bullying or harassment falls within the scope of the district. 1. If it is within the scope of the School, the district designee shall notify by telephone, personal conference, and/or in writing, the employee who has experienced bullying or harassment as well as the perpetrator(s) of an act of bullying or harassment within five (5) duty days of the conclusion of the fact- finding (if contact can be made) that a thorough investigation shall be conducted. 2. If it is outside the scope of the School, the victim and the perpetrator will be informed. (4) The prompt investigation of a report of bullying or harassment is deemed to be within the scope of the district and begins with a report of such an act. Procedures for investigation include, but are not limited to the following: (1) The investigator shall ensure that all investigative procedural steps are completed within ten (10) school days as it pertains to students and within thirty (30) duty days after the completion of fact-finding as it pertains to employees from the initial filing of the complaint or report of bullying or harassment unless otherwise specifically extended by the principal or district administrator for good cause. (2) The highest level of confidentiality possible will be upheld regarding the submission of a complaint or a report of bullying or harassment and the investigative procedures that follow. (3) The principal or designee trained in investigative procedures shall initiate the investigation. Any person involved in the incident as the accused, victim, or witness may not be involved with the investigation. (4) Investigation of complaints of bullying or harassment by employees, volunteers, or other persons other than students shall be conducted by the Executive Director of Human Resources and Employee Relations or as directed by that administrator. (5) Documented interviews of the victim, alleged perpetrator, and witnesses shall be

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conducted privately, separately, and are confidential. At no time will the alleged perpetrator and victim be interviewed together. (6) The investigator shall collect and evaluate the facts including, but not limited to: a. Description of incident(s) including nature of the behavior; context in which the alleged incident(s) occurred, etc.; b. How often the conduct occurred; c. Whether there were past incidents or past continuing patterns of behavior; d. The relationship between the parties involved; e. The characteristics of parties involved (i.e., grade, age, etc.); f. The identity and number of individuals who participated in bullying or harassing behavior; g. Where the alleged incident(s) occurred; h. Whether the conduct adversely affected the student’s education or educational environment or the employee’s work environment; i. Whether the alleged victim felt or perceived an imbalance of power as a result of the reported incident; j. Whether the incident or communication reasonably lead school/district authorities to forecast substantial disruption of or material interference with school activities or that interferes with the rights of other individuals to be secure; and k. The date, time, and method in which all parties involved were contacted. (7) Whether a particular action or incident constitutes a violation of this policy requires a determination based on all the facts and surrounding circumstances and includes: 1. Recommended disciplinary action; 2. Recommended remedial steps necessary to stop the bullying and/or harassing behavior; and 3. A written final report to the principal as it pertains to students and Executive Director of Human Resources and Employee Relations as it pertains to employees. (5) Immediate notification to all parties involved shall be provided in accordance with the following: Students… a) Once the investigation is completed, the Principal or designee shall notify (within the ten (10) day investigation period) by telephone, personal conference, and/or in writing, the parents/legal guardians of each student who has experienced bullying or harassment as well as the parents/legal guardians of the perpetrator(s) of an act of bullying or harassment on the same day (if contact can be made). Notification shall also be given to all local agencies where criminal charges may be pursued against the perpetrator. Notification must be consistent with the student privacy rights under the applicable provisions of Florida Statutes or the Family Educational Rights and Privacy Act of 1974 (FERPA). b) If the bullying incident results in the perpetrator being charged with a crime, the principal, or designee, shall by telephone or in writing by first class mail, inform parents/legal guardian of the victim(s) involved in the bullying incident about the

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Unsafe School Choice Option (No Child Left Behind, Title IX, Part E, Subpart 2, Section 9532) that states “...a student who becomes a victim of a violent criminal offense, as determined by State law, while in or on the grounds of a public elementary school or secondary school that the student attends, be allowed to attend a safe public elementary school or secondary school within the local educational agency, including a public charter school.”

(a) Once the investigation has been completed and law enforcement has determined that criminal charges may be pursued against the perpetrator, the principal/designee shall notify the Superintendent/designee by telephone and/or in writing.

Employees… (a) Once the investigation is completed, the Principal or district designee shall notify by telephone, personal conference, and/or in writing, the employee who has experienced bullying or harassment as well as the perpetrator(s) of an act of bullying or harassment (if contact can be made) an investigation of the incident(s) has been initiated.

(6) The two types of outcomes below are the actions to be taken at the conclusion of an investigation. (1) The consequences for a student, employee, visitor, or volunteer of the School who commits an act of bullying or harassment shall be determined as follows: (a) All complaints about bullying or harassment that may violate this policy shall be promptly investigated by the principal/designee or district designee. If the investigation, based on all of the facts and surrounding circumstances, finds an instance of bullying or harassment has occurred, it will result in prompt action in accordance with School policy. i. Consequences and appropriate remedial action for students who commit acts of bullying or harassment may range from positive behavioral interventions up to and including suspension or expulsion, as outlined in the Code of Student Conduct. The physical location or time of access of a computer-related incident cannot be raised as a defense in any disciplinary action initiated under this policy. ii. Consequences and appropriate remedial action for an employee found to have committed an act of bullying or harassment may be disciplined in accordance with district policies, procedures, and agreements. Additionally, egregious acts of harassment by certified educators may result in a sanction against an educator’s state issued certificate. (See State School of Education Rule 6B- 1.006, FAC, The Principles of Professional Conduct of the

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Education Profession in Florida.) The physical location or time of access of a computer-related incident cannot be raised as a defense in any disciplinary action initiated under this policy. This section does not apply to any person who uses data or computer software that is accessed through a computer, computer system, or computer network when acting within the scope of his or her lawful employment or investigating a violation of this policy in accordance with school district policy. iii. Consequences and appropriate remedial action for a visitor, or volunteer found to have committed an act of bullying or harassment shall be determined by the school or district administrator after consideration of the nature and circumstances of the act, including reports to appropriate law enforcement officials. (b) Consequences and appropriate remedial action for students, employees, visitors, and volunteers found to have wrongfully and intentionally accused another as a means of bullying or harassment are as follows: i. Consequences and appropriate remedial action for a student found to have wrongfully and intentionally accused another as a means of bullying or harassment range from positive behavioral interventions up to and including suspension or expulsion, as outlined in the Code of Student Conduct. ii. Consequences and appropriate remedial action for an employee found to have wrongfully and intentionally accused another as a means of bullying or harassment may be disciplined in accordance with district policies, procedures, and agreements. Additionally, egregious acts of harassment by certified educators may result in a sanction against an educator’s state issued certificate. (See State School of Education Rule 6B- 1.006, FAC, The Principles of Professional Conduct of the Education Profession in Florida.) iii. Consequences and appropriate remedial action for a visitor, or volunteer found to have wrongfully and intentionally accused another as a means of bullying or harassment shall be determined by the school or district administrator after consideration of the nature and circumstances of the act, including exclusion and/or reports to appropriate law enforcement officials. (c) If an individual’s behavior results in a substantial disruption of a student’s learning environment or employee’s work environment or substantially disrupts or interferes with the operation of a school, school function, or departmental function, the individual may be subject to discipline as provided above.

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(d) Retaliation against any person who reports, is thought to have reported, files a complaint, or otherwise participates in an investigation or inquiry concerning allegations of bullying or harassment is prohibited and will not be tolerated. Such retaliation shall be considered a serious violation of School policy and independent of whether a complaint is substantiated. Suspected retaliation should be reported in the same manner as bullying or harassment. Making intentionally false reports about bullying or harassment for the purpose of getting someone in trouble is similarly prohibited and will not be tolerated. Retaliation and intentionally false reports may result in disciplinary action as indicated above. (2) Steps the District will take in the School’s referral procedures for victims and perpetrators of bullying or harassment will consist of the following: Student (a) Referral to the school counselors for intervention and prevention support; (b) Informal consultation with parent/legal guardian with school staff (initiated by either the parent or the school staff) to determine the severity of concern and appropriate steps to address the concern; (c) Referral to a school intervention team which shall consist of a certified school counselor, an administrator, and a teacher. Employee a) Where the victim or perpetrator of bullying or harassment is an employee, the district shall offer referrals to the district’s Employee Assistance Program. Counseling may be required for the perpetrator. (7) Documentation (a) Administrators/principal/designee(s) shall document in writing all complaints regarding bullying or harassment, as with all infractions of the Code of Student Conduct or Employee Handbook, to ensure that problems are appropriately addressed in a timely manner, whether the report is made verbally or in writing. (b) All interviews and interventions that take place and the corresponding dates shall be documented in writing.

District Reporting of Incidents of Bullying or Harassment (1) Incidents of bullying or harassment will be included in the school’s report of data concerning school safety and discipline data required under §1006.09(6), F.S. (a) The report must include each incident of bullying or harassment and the resulting consequences, including discipline and referrals. (b) The report must include, in a separate section, each reported incident of bullying or harassment that does not meet the criteria of a prohibited act under this section (reported as “unsubstantiated bullying” or “unsubstantiated harassment”) with recommendations regarding such

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incidents (cyberbullying incidents are to be included within the bullying incidents category). (2) The Superintendent is directed to utilize Florida’s School Environmental Safety Incident Reporting (SESIR) Statewide Report on School Safety and Discipline Data, which includes bullying or harassment as an incident code as well as bullying-related as a related element code. (a) Bullying and/or harassment incident shall be reported in SESIR with either the bullying or harassment code. (b) If the bullying or harassment results in any of the following SESIR incidents, the incident will be coded appropriately using the relevant incident code AND the bullying-related code. Such incidents are: • Alcohol • Arson • Battery • Breaking and Entering • Disruption on Campus • Drug Sale/Distribution Excluding Alcohol • Drug Use/Possession Excluding Alcohol • Fighting • Hazing • Homicide • Kidnapping • Larceny/Theft • Robbery • Sexual Battery • Sexual Harassment • Sexual Offenses • Threat/Intimidation • Trespassing • Tobacco • Vandalism • Weapons Possession • Other Major (Other major incidents that do not fit within the other definitions) (3) Discipline and referral data will be recorded in Student Discipline/Referral Action Report and Automated Student Information System. (4) The District will provide bullying incident, discipline, and referral data to the Florida Department of Education in the format requested, through Survey 5 from Education Information and Accountability Services, and at designated dates provided by the Department. Data reporting on bullying, harassment, unsubstantiated bullying, unsubstantiated harassment, sexual harassment, and threat/intimidation incidents as well as any bullying-related incidents that have a basis of sex, race, or disability should include the incident basis. Victims of

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these offenses should also have the incident basis (sex, race, or disability) noted in their student record.

Actions Taken to Protect Individuals (1) This policy shall not be interpreted to infringe upon the First Amendment rights of individuals (i.e., to prohibit a reasoned and civil exchange of opinions, or debate, that is conducted at appropriate times and place during the school day and is protected by State and Federal law). (2) The School District will respect the privacy of the complainant, the individual(s) against who the complaint is filed, and the witnesses as much as possible, consistent with the School’s legal obligations to investigate, to take appropriate action, and to conform with any discovery or disclosure obligations. All records generated under this policy and its related administrative procedures shall be maintained as confidential to the extent permitted by law. (3) Following an appropriate investigation as it pertains to students, the principal or designee will report to the victim’s parents/legal guardians what steps have been taken to protect the student. Follow-up reports will be designed based on the success of the interventions and will continue in a fashion that is deemed necessary by the principal. Notification will be consistent with the student privacy rights under the applicable provisions of the Family Educational Rights and Privacy Act of 1974 (FERPA).

Publicizing the Policy (1) At the beginning of each school year, the Superintendent or designee shall, in writing, inform employees, parents/legal guardians, or other persons responsible for the welfare of students and employees of the district’s bullying and harassment policy. (2) The District shall provide notice to students and employees of this policy through appropriate references in the Code of Student Conduct and Employee Handbook, through the District’s Web site, and/or through other reasonable means. (3) Each school principal and district department shall develop and document an annual process for discussing the District policy on bullying or harassment with students and employees at the beginning of the school year.

Training and Instruction (1) In support of this policy, the School promotes preventative educational measures to create greater awareness of bullying or harassment. (2) The Superintendent or designee shall provide appropriate training to all members of the School District community (Students, Parents, Teachers, School Administrators, Counseling Staff, School Volunteers) related to the implementation of this policy and its’ accompanying administrative procedures. All training regarding the School’s policy and administrative procedures for bullying in general will be age and content appropriate.

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(3) Students, parents/guardians, teachers, school administrators, counseling staff, and school volunteers shall be given instruction at a minimum on an annual basis on the District’s policy and regulations against bullying or harassment. (4) Bullying prevention curriculum has been adopted by the District and is included in a comprehensive educational program that is ongoing throughout the school year. The program includes instruction on recognizing behaviors that lead to bullying and harassment and taking appropriate preventative action based on those observations. (5) The District shall establish a list of programs that provide instruction to students, parents, teachers, school administrators, counseling staff, and school volunteers on identifying, preventing and responding to bullying or harassment, including instruction on recognizing behaviors that lead to bullying and harassment and taking appropriate preventive action based on those observations. The list of authorized programs shall be available at each school, District offices, and on the District website.

The Superintendent and appropriate staff shall review this policy at a minimum every three (3) years. The review shall include input from parents, law enforcement, and other community members. The Superintendent shall present the policy and any recommended changes to the School for consideration.

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(8) Grading Policy

There are multiple purposes for the assignment of grades, including but not limited to the documentation of student and teacher achievement; providing teacher feedback on student progress to students, parents and fellow teachers; monitoring for continuous student growth and concept mastery; and informing instructional practices and small-group instruction in the classroom.

Kindergarten and 1st Grade

Report Card Purpose Statement: Our goal and purpose of report cards is to provide a clear and accurate description of each child’s progress toward the learning goals for their grade level. It identifies students’ levels of achievement with regard to these goals, areas of strength, and areas where additional time and effort are needed.

Process Statement: We base student progress toward mastery on rubrics. We define rubrics as “a coherent set of criteria for students’ work that includes descriptions of levels of performance quality on the criteria.”(Brookhart, 2013) When assigning point values to performance levels on rubrics, calculation of percentages are objective and constant. We give students many opportunities to practice, attain, and demonstrate mastery of grade level expectations. We view grade level standards as an end destination, and each child’s report card is evidence of growth throughout the school year.

Product Statement: Teachers can measure mastery through a variety of measures, including but not limited to: discussions, demonstrations of skills, written and oral reports, performance on tests, end of unit projects, and application of skills and knowledge to new situations. Many times in primary grades, teachers can measure mastery through one on one assessments.

Mastery is measured by direct assessment in the classrooms, and supported by STAR assessment for mastery. Teachers and school leaders work together to ensure that classroom assessments are aligned to the rigor Florida Standards.

Guidelines Statement: • Teachers will use a scale of 1-4 to report student progress toward mastery. o 1= Beginning o 2= Developing o 3= Mastery o 4= Advanced Mastery

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• Since the goal of standards based reporting is summative in nature, teachers may override previous scores to represent the student’s current level of mastery. Ultimately, mistakes made over a quarter are not labels of failure but steps on the way to success. • Teachers may use an empty space as a placeholder to communicate with students and parents that assignments are missing. Teachers will communicate the efforts being made to complete the assignment in the comment section of the assignment. “Opting out” of assignments is not an option. • Teachers give up to 2 weeks to complete missing work, however, individual situations and justice for each child should be considered. Teachers should keep in mind that the goal is to show understanding of the concept. • Teachers and students use data notebooks and portfolios to show student growth. • Teachers give many opportunities for feedback outside of grading.

2nd Grade through 5th Grade

Report Card Purpose Statement: Our goal and purpose of report cards is to provide a clear and accurate description of each child’s progress toward the learning goals for their grade level. It identifies students’ levels of achievement with regard to these goals, areas of strength, and areas where additional time and effort are needed.

Process Statement: We base student progress toward mastery on rubrics. We define rubrics as “a coherent set of criteria for students’ work that includes descriptions of levels of performance quality on the criteria.”(Brookhart, 2013) When assigning point values to performance levels on rubrics, calculation of percentages are objective and constant. We give students many opportunities to practice, attain, and demonstrate mastery of grade level expectations. We view grade level standards as an end destination, and each child’s report card is evidence of growth throughout the school year.

Product Statement: Teachers can measure mastery through a variety of measures, including but not limited to: discussions, demonstrations of skills, written and oral reports, performance on tests, end of unit projects, and application of skills and knowledge to new situations. Mastery is measured by direct assessment in the classrooms, and supported by STAR assessment for mastery. Teachers and school leaders work together to ensure that classroom assessments are aligned to the rigor of the state assessments. Guidelines Statement: • Teachers will report out the percentage of mastery the student demonstrates on specific standards on a scale of 50-100%. • Since the goal of standards based reporting is summative in nature, teachers may override previous percentages to represent the student’s current level of mastery.

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Ultimately, mistakes made over a quarter are not labels of failure but steps on the way to success. • Teachers may use an empty space as a placeholder to communicate with students and parents that assignments are missing. Teachers will communicate the efforts being made to complete the assignment in the comment section of the assignment. “Opting out” of assignments is not an option. • A “0” may only be given in rare instances where a student refuses to do the work and it is documented in the student’s data notebook. • Teachers give up to 2 weeks to complete missing work, however, individual situations and justice for each child should be considered. Teachers should keep in mind that the goal is to show understanding of the concept. • Teachers and students use data notebooks and portfolios to show student growth. • Teachers give many opportunities for feedback outside of grading.

Middle School Grade 6th-8th

Report Card Purpose Statement: Our goal and purpose of report cards is to provide a clear and accurate description of each student’s progress toward end of course content knowledge.

Process Statement: We base student progress toward mastery on rubrics. We define rubrics as “a coherent set of criteria for students’ work that includes descriptions of levels of performance quality on the criteria.”(Brookhart, 2013) When assigning point values to performance levels on rubrics, calculation of percentages are objective and constant. We give students many opportunities to practice, attain, and demonstrate mastery of grade level expectations.

Product Statement: Teachers can measure mastery through a variety of measures, including but not limited to: discussions, demonstrations of skills, written and oral reports, performance on tests, end of unit projects, and application of skills and knowledge to new situations.

Mastery is measured by direct assessment in the classrooms, and supported by STAR assessment for mastery. Teachers and school leaders work together to ensure that classroom assessments are aligned to the rigor of the state assessments.

Guidelines Statement: • Teachers and students use data notebooks and portfolios to show student growth. • Teachers give many opportunities for corrective feedback outside of grading. • Teachers create opportunities for students to complete missing work within 2 weeks of the original due date. Work turned in late will be graded at 5% lower for each day turned in late. • Work that is completely missing and no effort given may be graded at 0%.

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• Teachers create opportunities for incomplete assignments to be completed within 2 weeks of the original due date. Incomplete work will be graded 5% lower for each day turned in late. Past the 2-week timeframe, incomplete work will not be graded higher than 50%. • Teachers will give a reasonable amount of time for work to be completed outside of the classroom. • Since we use grades to reflect end of course content knowledge, we won’t grade thoughtful work that demonstrated effort below 50%. • Students of Imagine South Lake are expected to revise and turn in work with excellence. Opting out of assignments is not an option. Students may be asked to complete work at lunch, stay after school, or come to school early in order to complete assignments. Not completing assignments on a regular basis is a sign of poor performance character.

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(9) Student Handbook

All of the following operation policies and procedures listed in this section are also provided in the Warrior Student Handbook and online. The Warrior Handbook is a “living document” which may be revised during the school year, please check with the digital copy on the school website www.imaginesouthlake.org for the latest edition at any given time.

• Arrival and Dismissal/Coming and Going From School • Attendance • Agenda • Clinic Usage and Medication Policies • Character Education Student Recognition • Conferences • Late/Missing Work • Contact Information Changes • Discipline • Extended Care • Extra-Curricular Activities • Field Trips • Inappropriate Items • Lunch • Lost and Found • Media Center/Library • Pledge of Allegiance • Classroom Transfers • Parent Teacher Organization (PTO) • Volunteering • Parties at School • Progression Policy • Religious Observation • Report Cards • Resolving Issues • Textbooks • Website • Withdrawals/Moving

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(10) Emergency Procedures

All emergency procedures are found within ERIP, which each employee has access to. Emergency drills are conducted as required by the Florida Statute.

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ATTACHMENT 1

Imagine Schools Employee Handbook

IMAGINE SCHOOLS Employee

Handbook

August 2019

THIS PAGE IS INTENTIONALLY LEFT BLANK

Welcome to Imagine Schools!

Dear Imagine Colleagues,

On behalf of the entire Imagine Schools community, it is our honor and pleasure to welcome you as a member of the Imagine Schools family. We are pleased that you have chosen Imagine Schools as part of your professional path and wish you great success and joy at work.

Imagine Schools is a unique organization of committed, caring, and highly talented individuals.

Our focus is on helping parents educate their children. We need your help to achieve this goal by providing high-quality education that prepare students for lives of leadership, accomplishment and exemplary character. In the spirit of integrity, justice, and fun, we believe that you can contribute directly to Imagine Schools’ success, and trust that you will take pride in being a member of our family, knowing that the work we do every day is dedicated to developing the intellect and character of the children who attend our schools.

We are confident that your employment here will be a challenging, enjoyable, and a rewarding experience.

We encourage you to continuously learn, grow, and celebrate as your work has profound meaning and purpose. We are honored you have chosen us and look forward to the great things that you will accomplish.

Yours truly,

Barry Sharp CEO and President Imagine Schools Non-Profit, Inc.

Jason Bryant CEO and President Imagine Schools, Inc.

WHO WE ARE

Imagine Schools is a national nonprofit educational service provider offering tuition-free schools to more than 30,000 students to become exceptional learners and leaders.

Imagine Schools was co-founded in 2004 by Dennis and Eileen Bakke whose vision was to promote and improve public education. Operating in 8 states and the District of Columbia, our services contribute to the economic and social development of communities we serve.

OUR VISION

Imagine Schools’ vision is for every student to reach his or her full potential and discover the pathways for life-long success.

OUR MISSION

As a national family of public charter school campuses, Imagine Schools partners with parents and guardians in the education of their children by providing high quality schools that prepare students for lives of leadership, accomplishment, and exemplary character.

OUR SHARED VALUES

Imagine Schools’ Shared Values of Justice, Integrity and Fun form the foundation of our educational mission. Imagine educators aspire to live by these values daily and teach them to our students.

JUSTICE gives to each person what he or she deserves and what is appropriate. Justice requires doing all in our power to ensure that every Imagine student has access to an outstanding education. Driven by the unique abilities and needs of each student, Imagine educators design instruction to equip all students to become successful learners. We align goals for each student and adult in our schools with what they need and deserve.

INTEGRITY means wholeness, or how things fit together. Integrity drives us to live and model consistent ethics inside and outside the school. Integrity requires responsibility and accountability. It means every aspect of what and how we teach is done with rigor and fidelity. We hold ourselves individually and collectively accountable for strong academic outcomes, with each individual fulfilling his or her responsibility so that all students can succeed.

FUN means cultivating a Joy at Work environment in every school we operate. In our schools, each person has the opportunity to use his or her unique talents and experience to make important decisions contributing to the success of the school. Joy at Work combines integrity and justice with accountability for our decisions in order to achieve outstanding results for students and families.

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OUR ETHICS

Imagine Schools believes that a school must cultivate a culture of exemplary character in order to be a successful learning community. Character begins with the adults on each campus. Imagine Schools is committed to conducting its business fairly and impartially, in an ethical and proper manner, in accordance with the Company’s values, and in full compliance with all laws and regulations. The highest standards of ethical business conduct and character are expected of all Imagine employees in the performance of their responsibilities.

Every employee has the responsibility to ask questions, seek guidance and report any legal, ethical or safety concerns. Supervisors are responsible for creating an open and honest environment in which employees feel comfortable in bringing issues forward. Retaliation against employees who raise genuine concerns will not be tolerated.

About This Handbook

This Handbook has been developed to serve as a general guide for employees. All employees are required to read and to be familiar with the Employee Handbook. Schools and other worksites may establish additional policies and rules to assist in the effective operation of their respective locations.

We endeavor to treat the employees of Imagine Schools (sometimes hereinafter referred to as “Employer” or “Company”) with the respect and dignity that each individual deserves and should expect. Accordingly, we regard each employee as a member of the Imagine Schools’ family.

Whether you have just joined our staff or have been at Imagine Schools for a while, we are confident that you will find our company a dynamic and rewarding place in which to work and we look forward to a productive and successful association.

As we task ourselves as an organization with the important work of developing minds and educating children, it is imperative that you fully understand your responsibility to conduct yourself in the most ethical and honorable manner possible. Doing what is right and good for our students, school communities, and fellow employees also involves abiding by all laws,

statutes, and regulations that govern our business and everyday lives. You are expected to conduct yourself appropriately, in whatever situation you may find yourself, and to exhibit behavior that is guided by our Imagine Schools’ values.

This Handbook provides a summary of general information and guidelines. It is not intended to be comprehensive or to address all possible applications of, or exceptions to, the general policies and procedures described.

For that reason, if you have any questions concerning the applicability of a policy or practice to you, you should address your specific questions to your immediate supervisor, local personnel administrator, or the Imagine Schools’ Legal Department.

Second, the procedures, practices, policies, and benefits set forth in this Handbook and the appendices hereto may be modified or discontinued from time to time. Supplementary or additional procedures,

Imagine Employee Handbook│2019│2 practices, policies and benefits may also be adopted by the Company from time to time. We will inform you of any changes as they occur.

The Company intends to comply with all applicable state and federal laws, including but not limited to those relating to medical, family, or military leave; equal opportunity; environmental regulations; safety; health; and laws regarding any other terms and conditions of employment. Similarly, we expect our employees to comply with all laws that apply to their jobs as a condition of their continued employment.

This Handbook and each of its provisions herein is to be interpreted and/or applied in accordance with all applicable federal, state, and local laws. Insofar as there is or may appear to be a conflict between the wording of any provision of this Handbook and an applicable law, the law shall take precedence and the provision in question shall be interpreted and applied in a way that conforms to the law. In addition, where the terms of this handbook differ from those of a collective bargaining agreement, the collective bargaining agreement would prevail.

This Handbook is provided to all employees of Imagine Schools Non-Profit, Inc. and its subsidiaries, Imagine Schools, Inc. and Schoolhouse Finance, LLC. All references to “Imagine Schools” contained in this Handbook hereto shall refer individually and collectively to Imagine Schools Non-Profit, Inc., Imagine Schools, Inc. and Schoolhouse Finance, LLC.

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COMPANY POLICIES

Equal Employment Opportunity Statement

Equal Employment Opportunity is a fundamental principle at Imagine Schools, where employment is based upon personal capabilities and qualifications without discrimination because of race, color, religion, sex, sexual orientation, age, national origin, disability, marital status, genetic information, veteran status, gender identification, or any other legally protected characteristic. Religious accommodation extends to dress and standards of grooming, including head covering, facial hair, and religious jewelry.

This policy of Equal Employment Opportunity applies to all policies and procedures relating to recruitment, hiring, compensation, benefits, termination, and all other terms and conditions of employment.

The Imagine Schools’ Legal Department has overall responsibility for this policy and maintains reporting and monitoring procedures. Employees' questions or concerns should be referred to the Imagine Schools’ Legal Department. Appropriate disciplinary action will be taken against any employee willfully violating this policy. A copy of the Imagine Schools’ Equal Employment Opportunity Policy may be found in the Appendix.

Americans with Disabilities Act (ADA) Statement

The Americans with Disabilities Act (ADA) prohibits employers with 15 or more employees from discriminating against applicants and individuals with disabilities and requires providing reasonable accommodations to applicants and employees who are qualified for a job, so that they may apply for a job, perform the essential job functions of the position, and enjoy the same benefits as other employees.

Any accommodation must be medically necessary, effective, reasonable, and not an undue hardship upon Company operations. If an employee cannot be accommodated to perform the duties of the employee’s position, the Company will attempt to place the employee in a vacant position for which the employee is qualified. Such a reassignment may be at the employee’s current rate of pay or a lower rate of pay if an equivalent position for which the employee is qualified is not available.

Any qualified employee with a disability may meet with his/her supervisor to request and discuss possible means of accommodation. If the Company offers an effective, reasonable accommodation within the employee’s medically necessary restrictions and the employee declines the accommodation, employment may be terminated if the employee is unable to

perform the essential functions of their job. A copy of the Imagine Schools’ Americans with Disabilities Act Policy may be found in the Appendix.

Imagine Employee Handbook│2019│4 Policy Against Unlawful Harassment, Discrimination and Retaliation

Imagine Schools is committed to providing an environment that is free of unlawful harassment, discrimination and retaliation. In furtherance of this commitment, Imagine Schools strictly prohibits all forms of unlawful discrimination and harassment, including: discrimination or harassment on the basis of race, religion, color, sex, sexual orientation, national origin, ancestry, citizenship status, uniform service member and veteran status, marital status, pregnancy, age, protected medical condition, gender identification, genetic information, mental or physical disability or any other category protected by applicable state or federal law.

Imagine Schools’ policy against unlawful harassment, discrimination and retaliation applies to all employees, including supervisors and managers, as well as to all unpaid interns and volunteers. Imagine Schools prohibits managers, supervisors and employees from harassing co- workers, as well as Imagine Schools’ students, parents/guardians, vendors, independent contractors, and any other third-party associated with Imagine Schools. Any such harassment will subject an employee to disciplinary action, up to and including immediate termination of employment.

Examples of Prohibited Sexual Harassment: Sexual harassment includes a broad spectrum of conduct including harassment based on sex, gender, gender identity or expression, and sexual orientation. By way of illustration only, and not limitation, some examples of unlawful and unacceptable behavior include:

• Unwanted sexual advances; whether they involve touching or not • Any type of sexual activity in the workplace • Offering an employment benefit (such as a raise, promotion or career advancement) in exchange for sexual favors, or threatening an employment detriment (such as termination or demotion) for an employee’s failure to engage in sexual activity • Leering,whistling,brushingagainstthebody,patting,standingtooclose,sexualgestures,sugg estive or insulting comments • Sexual jokes, displaying or posting sexually suggestive objects, pictures, cartoons or posters • Verbal sexual advances, propositions, requests or comments

• Sending or posting sexually-related messages, videos or messages via text, instant messaging, or social media • Use of sexual epithets, written or verbal references to sexual conduct, gossip regarding one’s sex life, comments on an individual’s body, or comments about an individual’s sexual activity, deficiencies, prowess, or sexual orientation • Physical conduct, such as touching, groping, assault, or blocking movement • Physical or verbal abuse concerning an individual’s gender, gender identity or gender expression • Verbal abuse concerning a person’s characteristics such as pitch of voice, facial hair or the size or shape of a person’s body, including remarks that a male is too feminine, or a woman is too masculine • Inquiries into one’s sexual experiences or discussion of one’s own sexual activities • Use of slang nicknames such as “honey”, “sweetie”, “babe”, or “doll”

Imagine Employee Handbook│2019│5

Other Examples of What Constitutes Prohibited Harassment: In addition to the above listed conduct, Imagine Schools strictly prohibits harassment concerning any other protected characteristic. By way of illustration only, and not limitation, such prohibited harassment includes:

• Racial, ethnic, religious or off-color jokes or slurs, epithets, and any other offensive remarks that are negative or degrading to any employee, student, parent, or vendor • Jokes based on any protected category identified in this policy, whether written, verbal, or electronic • Threats, intimidation, and other menacing behavior • Stating or perpetuating rumors, false statements, or gossip • Inappropriate verbal, graphic, or physical conduct • Sending or posting harassing messages, videos or messages via text, instant messaging, or social media • Other harassing conduct based on one or more of the protected categories identified in this policy • Anything else that reasonably could be thought by another employee, student, parent, or vendor as causing or contributing to an intimidating, uncomfortable, humiliating, hostile, or offensive workplace

Any employee who engages in harassment will be subject to discipline ranging from constructive counseling, up to and including termination of employment. If you have any questions about what constitutes harassing behavior, ask your immediate supervisor, Principal, Regional Director, or the Imagine Schools’ Legal Team.

Reporting of Harassment or Discrimination

Imagine Schools strongly urges the reporting of all incidents of discrimination, harassment, or retaliation, regardless of the offender's identity or position. Individuals who believe they have experienced conduct that they believe is contrary to Imagine Schools’ policy or who have concerns about such matters should file their complaints with their immediate supervisor, principal, personnel administrator, regional director, or the Imagine Schools’ Legal Department. Individuals should not feel obligated to file their complaints with their immediate supervisor first before bringing the matter to the attention of one of the other Imagine Schools’ designated representatives identified above.

The availability of this complaint procedure should not deter individuals who believe they are being subjected to harassing conduct from promptly advising the offender that his or her behavior is unwelcome and requesting that it be discontinued.

Grievance Procedures

It is the policy of Imagine Schools that all employees, parents, students, and visitors have the right to voice their complaints, grievances or concerns about matters pertaining to its operations. The Company recognizes the significant value and importance of full discussion in resolving misunderstandings and in preserving good relations among management, employees, parents, students, and visitors.

Imagine Employee Handbook│2019│6

The Company’s Grievance Policy and Procedure (found in the Appendix) describes the process for submitting complaints, for investigating them, and for arriving at resolution. A Notice of Grievance Procedures for Employees shall be posted at each worksite. Also, a Notice of Procedural Safeguards and Grievance Procedures for Parents and Students shall be posted at each school.

Individuals who have questions or concerns about the Grievance Policy should contact their worksite management or the Imagine Schools’ Legal Department.

Anti-Retaliation Policy

Imagine Schools is committed to prohibiting retaliation against those who themselves or whose family members report, oppose, or participate in an investigation of alleged unlawful harassment, discrimination, or other wrongdoing in the workplace. By way of example only, participating in such an investigation includes, but is not limited to:

• Filing a complaint with a federal or state enforcement or administrative agency;

• Participating in or cooperating with a federal or state enforcement agency that is conducting an investigation of Imagine Schools regarding alleged unlawful activity; • Testifying as a party, witness, or accused regarding alleged unlawful activity; • Making or filing an internal complaint with Imagine Schools regarding alleged unlawful activity; • Providing notice to Imagine Schools regarding alleged unlawful activity; • Assisting another employee who is engaged in any of these activities.

Imagine Schools is further committed to prohibiting retaliation against qualified employees who request a reasonable accommodation for any known physical or mental disability and employees who request a reasonable accommodation of their religious beliefs and observances.

Conflict of Interest

Imagine Schools expects its employees to conduct their activities according to the highest ethical standards of conduct. Activities that appear to create a conflict between the interests of Imagine Schools and an employee are unacceptable. An employee must disclose any possible conflicts so that the Company may assess and prevent potential conflicts of interest from arising. A potential or actual conflict of interest occurs whenever an individual’s private interest interferes with, or appears to interfere with, the interests of the Company or an Imagine Schools operated school, such as when an employee takes actions or has interests that may make it difficult to perform his or her work for Imagine Schools objectively and effectively. For example, a conflict of interest would arise if an employee, or a member of his or her family, receives improper personal benefits as a result of his or her position with Imagine Schools.

If an employee has any question about whether an action or proposed course of conduct would create a conflict of interest, he or she should immediately disclose the issue to a supervisor to obtain advice.

An employee must promptly disclose actual or potential conflicts of interest, in writing, to his or her

Imagine Employee Handbook│2019│7 supervisor. Any disclosed conflict of interest will be reviewed by the Company to determine whether the situation is prohibited under this policy. Approval will not be given unless the relationship will not interfere with the employee's duties and will not damage the Company's relationship.

A violation of the Company’s Conflict of Interest Policy will result in immediate and appropriate discipline, up to and including termination of employment. A copy of the Imagine Schools’ Conflict of Interest Policy can be found in the Appendix.

Confidential Nature of Work

All Company records and information relating to Imagine Schools or its customers are confidential and employees must, therefore, treat all matters accordingly. No Imagine Schools or Imagine Schools- related information, including without limitation, documents, notes, files, records, oral information, computer files or similar materials (except in the ordinary course of performing duties on behalf of Imagine Schools) may be removed from Imagine Schools’ premises or worksites without permission from Imagine Schools. Additionally, the contents of Imagine Schools’ records or information otherwise obtained in the course of employment may not be disclosed to anyone, except where required for a business purpose. Employees must not disclose any confidential information, purposefully or inadvertently through casual conversation, to any unauthorized person inside or outside the Company. Employees who are unsure about the confidential nature of specific information must ask their supervisor for clarification. Employees will be subject to appropriate disciplinary action, up to and including dismissal, for knowingly or unknowingly revealing information of a confidential nature. A copy of the Imagine Schools Confidentiality, Non-Disclosure and Ownership Statement can be found in the Appendix.

Outside Employment

Employees are required to obtain written approval from their supervisor before participating in outside work activities. Approval will be granted unless the activity conflicts with the Company's interests. In general, outside work activities are not allowed when they:

• Prevent the employee from fully performing work for which he or she is employed at the Company, including overtime assignments • Involve organizations that are doing or seek to do business with the Company, including actual or potential vendors or customers • Violate provisions of law or the Company's policies or rules • May reflect unfavorably on the Company’s image or reputation

From time to time, Company employees may be required to work beyond their normally scheduled hours. Employees must perform this work when requested. In cases of conflict with any outside activity, the employee's obligations to the Company must be given priority. Employees are hired and continue in Imagine Schools’ employ with the understanding that Imagine Schools is their primary employer and that other employment or commercial involvement in conflict with the business interests of Imagine Schools is strictly prohibited.

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Work Product Ownership

All Imagine Schools employees must be aware that Imagine Schools retains legal ownership of the product of their work. No work product created while employed by Imagine Schools can be claimed, construed, or presented as property of the individual, even after employment by Imagine Schools has been terminated or the relevant project completed. This includes written and electronic documents, audio and video recordings, system code, and any concepts, ideas, or other intellectual property developed for Imagine Schools, regardless of whether the intellectual property is used by Imagine Schools. Although it is acceptable for an employee to display and/or discuss a portion or the whole of certain work product as an example in certain situations (e.g., on a resume, or in a freelancer's meeting with a prospective client), one must bear in mind that information classified as confidential must remain so even after the end of employment, and that supplying certain other entities with certain types of information may constitute a conflict of interest. In any event, it must always be made clear that work product is the sole and exclusive property of Imagine Schools. Freelancers and temporary employees must be particularly careful in the course of any work they discuss with or perform for a competitor of Imagine Schools. A copy of the Imagine Schools Confidentiality, Non-Disclosure and Ownership Statement can be found in the Appendix.

Whistleblower Protection

Imagine Schools is committed to the highest standards of ethical, moral, and legal conduct. If an employee has knowledge of or a concern about illegal, dishonest or fraudulent activity, the employee is to contact his/her immediate supervisor or manager. Examples of illegal or dishonest activities are violations of federal, state, or local laws; billing for services not performed or for goods not delivered; and other fraudulent financial reporting.

Whistleblower protections are provided in two important areas: confidentiality and prohibition against retaliation. Insofar as possible, the confidentiality of the whistleblower will be maintained. However, the identity may have to be disclosed to conduct a thorough investigation, to comply with the law and to provide accused individuals their legal rights of defense. The Company will not retaliate against a whistleblower. This includes, but is not limited to, protection from retaliation in the form of an adverse employment action such as termination, compensation decreases, or threats of physical harm. Any whistleblower who believes he/she is being retaliated against must contact a worksite manager or other senior manager immediately.

Employees must exercise sound judgment and must act in good faith in reporting an allegation. An employee who intentionally files a false report of wrongdoing will be subject to discipline,

up to and including termination. A copy of the Imagine Schools Whistleblower Policy can be found in the Appendix.

Workplace Bullying

Imagine Schools considers workplace bullying unacceptable and will not tolerate it under any circumstances. This policy shall apply to all employees, regardless of his or her employee status (i.e. managerial vs. hourly, full-time vs. part-time). Any employee found in violation of this policy will be

Imagine Employee Handbook│2019│9 disciplined, up to and including termination of employment.

Imagine Schools defines bullying as persistent, malicious, unwelcome, severe and pervasive mistreatment that harms, intimidates, offends, degrades or humiliates an employee, whether verbal, physical or otherwise, at the place of work and/or in the course of employment.

Imagine Schools promotes a healthy workplace culture where all employees are able to work in an environment free of bullying behavior.

Imagine Schools encourages all employees to report any instance of bullying behavior. Any reports of this type will be treated seriously, investigated promptly and impartially. Imagine Schools further encourages all employees to formally report any concerns of assault, battery, or other bullying behavior of a criminal nature to the local Police Department. No adverse action will be taken against anyone who reports bullying in good faith.

The Company considers the following types of behavior examples of bullying. Please note, this list is not meant to be exhaustive and is only offered by way of example.

• Verbal Bullying: Slandering, ridiculing or maligning a person or his/her family; persistent name calling that is hurtful, insulting, or humiliating; using a person as the butt of jokes; abusive and offensive remarks • Physical Bullying: Pushing, shoving, kicking, poking, tripping, assault or threat of physical assault; damage to a person’s work area or property • Gesture Bullying: Nonverbal threatening gestures or glances that convey threatening messages • Exclusion: Socially or physically excluding or disregarding a person in work-related activities • Cyber Bullying and Use of Electronic Media Devices: harassing, threatening or tormenting using digital technology

Early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of bullying. Therefore, while no fixed reporting period has been established, Imagine Schools strongly urges the prompt reporting of complaints or concerns so that rapid and constructive action can be taken. Imagine Schools will make every effort to stop alleged workplace bullying before it becomes severe or pervasive, but can only do so with the cooperation of its employees.

Any employee who believes he or she has experienced conduct that violates this policy, or who has concerns about such matters, should report his or her complaints verbally or in writing to his or her supervisor, the Personnel Administrator or the Legal Department. Individuals should not feel obligated to report their complaints to their immediate supervisor first before bringing the matter to the attention of one of the other designated representatives identified above.

The availability of this complaint procedure should not deter individuals who believe they are being subjected to bullying conduct from promptly advising the offender that his or her behavior is unwelcome and requesting that such behavior immediately cease. A copy of the Imagine Schools Anti-Bullying Policy may be found in the Appendix.

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EMPLOYMENT PRACTICES

At-Will Employment

All employment at Imagine Schools is “at will.” This means that both employees and Imagine Schools have the right to terminate employment at any time, with or without advance notice (although we request an attempt to give at least two weeks’ notice), and with or without cause. No representative of the company, other than a President, has authority to change the terms of the at-will relationship and any such change can only occur in a written employment agreement.

Employment Categories

Based on the conditions of employment, Imagine classifies its employees as shown below, in order to determine eligibility for benefits and overtime status.

FLSA Classifications

EXEMPT employees are generally executive, professional, certain administrative or other positions that meet the tests set out by the Fair Labor Standards Act (FLSA) and are, therefore, exempt from overtime provisions of the FLSA.

NON-EXEMPT employees primarily perform work that is subject to the minimum wage and overtime provisions of the FLSA. Non-exempt employees are paid at an overtime rate of one and one-half their hourly rate for hours worked in excess of 40 in any work week. For a more detailed description of overtime, see section on overtime pay.

Job Classifications

REGULAR FULL-TIME employees may be classified as exempt or non-exempt and work a regular full- time schedule of at least 30 hours per week, and maintain continuous employment status.

Regular full-time 12-month are school based and non-school based employees scheduled to work at least 30 hours per week during the calendar year.

Regular full-time 10-month/11-month are school based employees employed under the conditions detailed in an employment agreement between the employee and company. These employees are regularly scheduled to work at least 30 hours per week during the school year.

Full-time Hourly and Salaried are school based employees employed on a regular full-time schedule, with non-exempt status.

REGULAR PART-TIME employees may be classified as exempt or non-exempt and work a regular schedule of less than 30 hours per week, and maintain a continuous employment status.

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Part-time Hourly are school based and non-school based employees, including but not limited to substitutes and after school program staff, assigned to positions that are required during the school year.

Part-time Daily are school based daily substitutes employed on a part-time basis and receive a daily rate of pay.

TEMPORARY employees are hired for a specified project or time frame and may work an irregular schedule.

Part-time and temporary employees are not considered full-time employees and are not eligible to receive employee benefits, unless otherwise provided for in the plan documents or under applicable laws.

Personnel Files

To keep necessary Company records up to date, it is important that each employee promptly notifies his or her work site personnel administrator of any changes in:

Name Marital status Address Telephone number Personal email address Number of eligible dependents W-4 deductions Emergency Contact Professional licenses Military status

Except as may otherwise by required by applicable law, employee files are considered confidential and are maintained by the personnel and business administrators and others designated by management. Managers and supervisors may only have access to personnel file information on a need-to-know basis.

Personnel file access by current employees and former employees upon request will generally be permitted within three days of the request unless otherwise required under state law. Personnel files are to be reviewed in a designated room and may not be removed from such designated room.

Representatives of government or law enforcement agencies, in the course of their duties, may be allowed access to file information.

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COMPENSATION AND BENEFITS

Compensation

Payment of Wages, Pay Periods, and Pay Distributions

Imagine pays its employees either monthly, semi-monthly, or bi-weekly, depending upon the location and/or state law. Employees receive their pay with a statement listing itemized gross pay and deductions. Employees should consult with their work site personnel administrator and manager regarding their pay at their specific location.

Overtime pay, which is included with a non-exempt employee's base compensation, is also paid along with an employee’s regular pay. If the normal payday falls on a Company-recognized holiday, paychecks will be distributed one workday prior to the normal schedule. Under no circumstances will the Company release any paychecks prior to the announced schedule.

Employees may be paid by check or through the direct deposit of funds to either a savings or checking account at their bank of choice (providing the bank has direct deposit capability).

Salary Advances

Imagine does not provide pay advances to employees.

Payroll Deductions

Imagine is obligated by law to deduct certain items from an employee’s pay. These items include, but are not limited to, the following:

Federal Income Tax (FIT) Social Security and Medicare (FICA) State Income Tax Local Income Tax Child Support, Garnishments, and/or Levies with proper court order State Disability Insurance (SID), if applicable

Additional payroll deductions for items such as health insurance, retirement, other benefits, require the employee’s authorization.

Payroll Direct Deposit

Direct deposit offers several advantages. It will save employees time and money. We encourage all employees to use it as it minimizes delays in receiving your pay due to circumstances outside the control of the Company, such as inclement weather. Imagine provides you two ways to activate direct deposit. A Direct Deposit Authorization form may be obtained from a personnel administrator and the employee

Imagine Employee Handbook│2019│13 should have his/her bank complete the form. The completed form must then be returned with a voided personal check to the worksite. The second way is to log in through the ADP employee self-service internet portal to make changes to your direct deposit.

Activation may take up to two payroll periods. Employees should consult with their work site personnel administrator and anticipate a live check when a change is made with their direct deposit.

Lost or Stolen Paycheck

In the event of a lost paycheck, the employee must provide notification in writing as soon as possible before a replacement check can be issued. In the event the lost paycheck is recovered and the Company identifies the endorsement as that of the employee, the employee must remit the amount of the replacement check to the Company within 24 hours of the time it is demanded.

Employees are required to review their pay stubs or deposit statements immediately upon receipt in order to make certain that they are correct. When mistakes happen, they should be reported to the Company’s attention promptly and the Company will make any correction that is necessary.

Access to the Employee Self Service

Log in at https://myadp.com using your smartphone, tablet, or computer.

Login Name: first letter of first name, last name @ schools (i.e John Doe = Jdoe@schools) Password: Create your own password Registration Passcode: schools-1234

Guidance regarding Company policies Pay and benefits information Changes to your employee information (address, tax withholdings)

Overtime Pay

Non-exempt full-time employees are eligible for additional pay for work performed beyond their regularly scheduled 40 weekly hours or as otherwise required by state law. After a non- exempt employee has worked the normal 40 hours, all additional time is paid at a rate of 1.5 times the employee's regular rate.

Each day, the time a non-exempt employee starts and finishes work, or leaves and returns for lunch or other personal needs, must be recorded on a time record. When a combination of leave taken and work performed totals more than 40 hours in a given week, overtime will only be paid if the hours actually worked are more than 40 in that week.

Prior approval of a supervisor is required before any non-exempt employee may work overtime. Employees working overtime without prior approval will be subject to disciplinary action.

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Time records with overtime must be countersigned by the supervisor and must be provided to payroll staff by 10:00 a.m. the Monday preceding payday in order for an employee's pay to be processed for payday.

Exempt employees are not eligible for overtime compensation. Exempt employees are expected to schedule their working hours to allow them to satisfy and complete work assignments.

Recording of Time

Attendance records are Company records, and care must be exercised in recording the hours worked, overtime hours, and absences.

All non-exempt employees must:

• Record the time(s) that they arrived/departed, each day, on their time record • Record the start and end of unpaid meal period(s) • Record only their own time; do not record time for another person • Be responsible for their own recordkeeping and timely submission • Once an employee clocks or signs in, work is to commence immediately. Failure to do so is considered falsification of timekeeping records. • If an employee forgets to clock or sign in or out, he/she must notify his/her supervisor immediately so the time may be accurately recorded for payroll purposes • Non-exempt employees must report their overtime on a weekly basis. Employees with overtime entries that do not have prior approval will be subject to disciplinary action. • Sign and approve their time record at the end of each pay period after verifying its accuracy Notify your manager as soon as possible if you believe your paycheck does not fully compensate you for all hours worked during the applicable pay period.

Exempt employees must timely report, sick, vacation, personal, or other non-productive time with your Personnel or Payroll Administrator prior to the end of each payroll. Schools and other work sites may establish additional policies and rules in timekeeping and reporting attendance requirements for exempt and non-exempt employees and those must be followed.

Falsifying your own or tampering with another employee’s time record is prohibited. If you are found to have intentionally falsified a time record, you will be subject to termination of employment.

Meal and Rest Periods

Meal and rest periods may be granted by your supervisor as operations allow and as required by law. Exempt employees are expected to manage their time worked, including breaks, in a manner that best meets the business needs and their responsibilities in their functional areas.

The following applies to non-exempt employees:

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• Meal periods and legally mandated rest breaks are generally scheduled by management and included in the schedule. If employee meal or rest period is not included in the schedule, your supervisor will inform you when to take it. • Work requirements will take precedence over the scheduling of meal periods and legally mandated rest breaks, as permitted by law • Employees must take the full allotment of time for their unpaid meal periods and/or legally mandated rest breaks • Employees should not be interrupted by work demands during their meal periods and/or legally mandated rest breaks, including through contact on their Company- issued or personal electronic communication device • Meal periods and/or rest breaks should not be combined, saved up, or used to leave work early • Employees who smoke are not entitled to additional rest breaks • Your manager will let you know the designated meal period and/or rest break areas • Employees are not to leave the premises during their meal periods and/or rest breaks without notifying their supervisor/manager • Child labor laws may require special meal periods and/or rest breaks for employees under 18 years of age

Travel and Expense Reimbursement

Employees will be reimbursed for expenses that are authorized, reasonable, proper, necessary, and incurred in connection with approved Imagine Schools’ business.

Travelers seeking reimbursement should incur the lowest reasonable travel expenses and exercise care to avoid the appearance of impropriety. Extra expenses for any form of convenience or indulgence must be borne by the employee. Should an expense be incurred that is subsequently determined to be improper or in excess of normal costs of travel, the employee may not be fully reimbursed.

Travel by employees must be authorized in advance. Upon completion of the trip, and within 30 days, the traveler must submit a travel reimbursement form and supporting documentation to obtain reimbursement of expenses.

More restrictive policies and procedures may apply to employees being reimbursed from restricted sources (e.g., federal, private, and/or state grants) or directly from school site revenues in the event a particular school’s board of directors has adopted more restrictive reimbursement practices and/or the terms of the school’s charter or applicable laws, rules, or regulations so require. A copy of the Imagine Schools’ Travel and Expense Reimbursement policy may be found in the Appendix.

Paid Time Off

Vacation

Vacation time is available to eligible Imagine Schools’ employees to provide opportunities for rest, relaxation, and personal pursuits. Employees will be informed on their first day of employment of their vacation benefit.

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Full-time employees will be eligible for vacation after completion of a period of time designated by the worksite. Employees must obtain approval from their supervisor prior to taking vacation leave. The supervisor will exercise his or her discretion in approving leave to ensure that his/her worksite is adequately staffed.

Unless prohibited by state law, employees will not be permitted to carry vacation time not used into the following year. Accordingly, vacation time not used is not preserved and will be forfeited, or in states where this is not permitted, no additional vacation time will accrue until the employee uses vacation from his/her bank. Where special business necessity requires an exception, prior approval must be provided by an employee’s supervisor.

Employees separating from Imagine Schools due to voluntary resignation, retirement, or dismissal will not be paid for their unused vacation days, unless required by state law.

Personal Time

Paid personal days, to be used for doctor's visits, religious observance, moving, etc., are available to eligible Imagine Schools’ employees. You will be informed on your first day of employment of the leave policy at your worksite.

Payment in lieu of time off is not permitted under any circumstance.

Personal days accrued but not taken when an employee’s employment ends will be forfeited, unless prohibited by applicable state law.

Bereavement Leave

In the unfortunate event of a death in the immediate family, a leave of absence of up to three (3) days with pay will be granted. This benefit does not accrue, and unused bereavement leave will not be carried over from year to year. In addition, the monetary value of bereavement leave is not paid to the employee if unused. These three (3) days are to be taken consecutively within a reasonable time of the day of the death or day of the funeral, and may not be split or postponed.

An immediate family is defined as: spouse, registered domestic partner, child, step-child (regardless of child’s age), parent, step-parent, parent-in-law, sibling, step-brother/sister, grandparent, grandchild, aunt, and uncle.

Notice Requirement

Employees should make their supervisor aware of their situation. In turn, the supervisor should notify the personnel administrator of the reason and length of the employee's absence.

Upon returning to work, the employee must record his/her absence as a Bereavement Leave on his/her attendance record. Proof of death and relationship to the deceased may be required.

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Holidays

All full-time employees are eligible for the following holidays: § New Year's Day

§ Martin Luther King Day § President's Day § Memorial Day

§ Independence Day § Labor Day § Thanksgiving Day § Christmas Day

Additional holidays may be available at the worksite. The worksite shall designate which holidays shall be paid. Where a holiday falls on a weekend, it will be observed on either the preceding Friday or the following Monday.

Sick Leave

Imagine Schools recognizes that employees may from time to time be absent from work due to illness. Limited paid sick leave is available to eligible Imagine Schools’ employees. You will be informed of your sick leave benefits at your work site. To be eligible for sick pay, employees unable to report to work due to illness must contact their supervisor directly, each day of their absence, as far in advance as possible, but no later than one hour before their scheduled arrival time. If their supervisor is not available, a personnel administrator should be contacted. If an employee is unable to make the contact personally, a family member or a friend should contact the supervisor. Unless the employee is on FMLA or other permitted leave, the supervisor must be contacted each day of absence. An employee who fails to contact his/her immediate supervisor may be considered as having voluntarily resigned. This policy must be followed unless an exception has been made for a particular absence, and a written memo to this effect has been provided to the personnel administrator.

If Imagine Schools has questions about the nature or length of an employee's illness, a written certification from a physician or other licensed health care professional may be required.

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Employee Benefits

Who Is Eligible?

If you are a regular full-time employee at Imagine Schools, you are eligible to enroll in all of the benefits outlined in the Benefit Guide. Regular full-time employees are those who work 30 or more hours per week. In addition, certain family members of eligible employees may enroll in specific benefits as identified in the Benefit Guide. Regular part-time employees who work 20 or more hours per week are eligible for a limited benefit package. All regular full-time and part- time employees, regardless of the number of hours worked per week, are eligible for the 401k with Imagine Schools, except for certain employees based at schools located in California, Colorado, Ohio, Nevada, and Maryland. Schools in states not eligible to participate in the Imagine Schools’ 401K are eligible and/or required to participate in state mandated plans.

Please check with the Personnel Administrator or Business Manager at your work site for more information on state retirement plans.

Eligible Imagine Schools’ employees are offered a comprehensive set of insurance and retirement benefits. A number of these benefits programs cover all Imagine Schools’ employees in the manner prescribed by law. Some benefit programs require contributions from the Imagine Schools’ employee; some are fully paid by the Company. Benefit eligibility is dependent upon a variety of factors, including employment classification. Further detail regarding available benefits programs is provided in writing to employees at the time of hire and during each annual enrollment period. Employees should contact the personnel administrator at their designated worksite, or at the Imagine Schools corporate office, with any benefits program related questions.

The information contained herein is an overview of the benefits currently offered by Imagine Schools. The benefit plans are normally reviewed annually. Imagine Schools, or any of its subsidiaries or successors, reserves the right, at its sole discretion, to amend or terminate any of these programs or to require increases in employee contributions toward any benefit at its discretion.

Health, Welfare, and Retirement Benefits

Regular full-time employees are eligible to enroll in Imagine Schools’ health, dental, and vision insurance plans. Imagine Schools also offers company paid benefits such as life, accidental death and dismemberment, short and long-term disability insurance programs. Supplemental insurance plans can be purchased as well.

Following the IRS Code Section 125, Imagine Schools offers full flexible spending accounts for dependent, medical, dental and vision care.

Imagine Schools also provides eligible employees the opportunity to invest tax-sheltered dollars into a variety of investment options in accordance with the Internal Revenue Code 401(k). This qualified retirement plan offers a sound means of long-term savings to supplement your Social Security benefits at retirement.

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Workers’ Compensation Insurance

Imagine Schools pays the entire amount of the Workers’ Compensation insurance premium, which provides benefits to employees who experience injury or illness that arises out of the

course and scope of your employment. Benefit entitlements are governed by law, but it is essential that you report all work-related accidents, injuries, and illnesses immediately to management. Imagine Schools maintains a strict policy against discharging, threatening to discharge, or in any manner discriminating against any employee because he or she has filed or made known his or her intention to file a claim for workers’ compensation benefits or an application for adjudication to the workers’ compensation board. If you feel you are being discriminated against in violation of this policy please contact the Imagine Schools’ Legal Team.

Injury and Accident Reporting Requirement

Employees are required to report any on-the-job injury or accident immediately, no matter how minor, to your manager. Completing the First Report of Injury Form will expedite payment of medical bills and appropriate compensation, including Workers’ Compensation, if applicable. It also ensures Imagine’s compliance with the laws governing reporting deadlines. Finally, it allows the manager to investigate the root cause of the incident while the facts are still fresh in everyone’s memory so we can take appropriate steps to prevent a similar incident. If you suffer a work-related injury/illness, we will attempt to bring you back to work in accordance with legal requirements and/or Company policy.

Continuing Benefits Plan Coverage (COBRA)

The Consolidated Omnibus Budget Reconciliation Act (COBRA) gives workers and their families who lose their health benefits the right to choose to continue group health benefits provided by their group health plan for limited periods of time under certain circumstances. While on a personal unpaid leave of absence, or subsequent to an employee’s separation from employment, the employee's medical coverage will end on the 1st day of the month following the start of such leave or separation. Employees will have the opportunity of continuing their benefits for a maximum period of 18 months by paying the monthly premiums as required by COBRA legislation. Qualified individuals may be required to pay the entire premium for coverage up to 102 percent of the cost to the plan.

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Time Away From Work Leave Under the Family and Medical Leave Act (FMLA)

The Family and Medical Leave Act (FMLA) provides eligible employees the opportunity to take unpaid, job-protected leave for certain specified reasons. The maximum amount of leave an employee may use is either 12 or 26 weeks within a 12-month period depending on the reasons for the leave (some states may allow additional leave time). During this leave, an eligible employee is entitled to continued group health plan coverage as if the employee had continued to work. At the conclusion of the leave, subject to some exceptions, an employee generally has a right to return to the same or to an equivalent position.

To be eligible for FMLA leave, an employee must have been employed by Imagine Schools:

Employee Eligibility Criteria

• for at least 12 months (which need not be consecutive); • for at least 1,250 hours during the 12-month period immediately preceding the commencement of

FMLA leave may be taken for any one, or for a combination of, the following reasons: the leave; and at a worksite where there are at least 50 employees are located within 75 miles of the worksite.

Types of Leave Covered Under FMLA

• the birth of the employee's child or to care for the newborn child (up to 12 weeks); • the placement of a child with the employee for adoption or foster care or to care for the newly placed child (up to 12 weeks); • to care for the employee's spouse, child or parent (but not in-law) with a serious health condition (for up to 12 weeks); • the employee's own serious health condition that makes the employee unable to perform one or more of the essential functions of his/her job (up to 12 weeks); • to care for a Covered Service member with a serious injury or illness related to certain types of military service (up to 26 weeks); or, • to handle certain qualifying exigencies arising out of the fact that the employee’s spouse, son, daughter, or parent is on covered active duty or called to covered active duty status in the Uniformed Services (up to 12 weeks).

Definitions

A “Serious Health Condition” is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the

functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities.

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Returning from FMLA Leave

Upon returning from FMLA leave, eligible employees will typically be restored to their original job or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions.

Limitations on Reinstatement

An employee is entitled to reinstatement only if he/she would have continued to be employed had FMLA leave not been taken. Thus, an employee is not entitled to reinstatement if, because of a layoff, reduction in force or other reason, the employee would not have been employed at the time job restoration is sought.

Imagine Schools reserves the right to deny reinstatement to salaried, eligible employees who are among the highest paid 10 percent of Imagine Schools' employees employed within 75 miles of the worksite ("key employees") if such denial is necessary to prevent substantial and grievous economic injury to Imagine Schools' operations.

Failure to Return to Work Following FMLA Leave

Any employee who fails to return to work as scheduled after FMLA leave or exceeds the 12- week FMLA entitlement (or in the case of military caregiver leave, the 26-week FMLA entitlement), will be subject to the Company’s standard leave of absence and attendance policies. This may result in termination of employment if you have no other Company-provided leave available to you that applies to your continued absence. Likewise, following the conclusion of your FMLA leave, the Company’s obligation to maintain your group health plan benefits ends (subject to any applicable COBRA rights). A copy of the Imagine Schools’ Family and Medical Leave Act Policy can be found in the Appendix.

Leave of Absence without Pay

Should a situation arise that temporarily prevents an employee from working, he/she may be eligible for a personal Leave of Absence without pay. However, employees must have been employed for at least three months prior to the requested leave.

Any request for a leave of absence without pay must be submitted in writing as far in advance as possible and it will be reviewed on a case-by-case basis by the employee's supervisor. The

decision to approve or disapprove leave is based on the circumstances, the length of time requested, the employee's job performance and attendance and punctuality record, the reasons for the leave, the effect the employee's absence will have on school or corporate services, and the expectation that the employee will return to work when the leave expires.

Leaves of absence will be considered only after all vacation and personal time have been exhausted. The duration of a leave of absence must be acceptable to the worksite.

Civic Duty: Jury, Voting, Witness

We teach our students good citizenship and encourage Imagine Schools’ employees to fulfill their civic responsibilities.

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Jury Duty

If you receive a call to jury duty, please notify your supervisor immediately so that accommodations can be made for your absence. Either you or the Company may request an excuse from jury duty if, in the Company’s judgment, your absence would create serious operational difficulties. Imagine Schools’ employees who are absent because of jury duty will be compensated by the Company in accordance with applicable federal, state, and local law. Imagine Schools will continue to provide health insurance benefits for the full term of the absence whether or not the jury duty leave, or any part thereof, is unpaid.

Voting

Employees are encouraged to vote during scheduled elections for public office. When there is a conflict between your work hours and the voting schedule, please contact your supervisor in advance of voting day to work out an appropriate adjustment.

Witness Leave

If you are subpoenaed, other than in the course of your employment with Imagine Schools, to serve as a witness in a criminal or civil proceeding, you will be given the necessary unpaid time off as long as a copy of the subpoena is provided to your immediate supervisor in advance. Imagine Schools will not discriminate against any Imagine Schools’ employee who is requested to serve as a witness.

Military Leave

Imagine Schools employees who require time off from work to fulfill military obligations will be treated in accordance with the applicable requirements of state and federal law. Employees are expected to notify their supervisors of upcoming military duty by providing a copy of military orders as soon as possible.

Upon receipt of orders for active or reserve duty, an employee should notify his/her supervisor as soon as possible, and submit a copy of the military orders (unless he/she is unable to do so because of military necessity or it is otherwise impossible or unreasonable).

Other Leaves

Some state or local laws may provide for other specific types of leave, such as parental activities leave, crime victim leave, or domestic violence leave. Imagine Schools will comply with the requirements of such laws. If an employee believes he/she is entitled to leave under a state or local law, he/she should contact the appropriate personnel administrator to discuss it.

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COMPANY PROCEDURES

Attendance, Punctuality, and Dependability

Because Imagine Schools depends heavily upon its employees, it is important that employees attend work as scheduled. Dependability, attendance, punctuality, and a commitment to do the job right are essential at all times. As such, employees are expected at work on all scheduled work days and during all scheduled work hours and to report to work on time. Late arrival, early departure, or other absences from scheduled hours are disruptive and must be avoided. Moreover, an employee must notify his/her supervisor as far in advance as possible, but not later than one hour before his/her scheduled starting time, if he/she expects to be late or absent. This policy applies for each day of his/her absence. An employee who fails to contact his/her immediate supervisor may be considered as having voluntarily resigned. A careful record of absenteeism and lateness is kept by the employee's supervisor and becomes part of the personnel record. An employee that demonstrates abusive absenteeism, either through a pattern of absenteeism or otherwise, may be subject to disciplinary action, up to the level of involuntary termination of employment.

Constructive Counseling

Imagine promotes and preserves a safe, productive, and pleasant work environment, which enables you to achieve your highest level of productivity and self-fulfillment. We require all employees to meet the standards of performance and conduct that have been established for their jobs. When employee performance or conduct does not meet Company standards, the constructive counseling process is used to ensure understanding of the expectations. Through our constructive counseling process, your supervisor will decide what action is appropriate by considering such factors as your work history, frequency of policy violations, conduct, past and present level of performance, and the seriousness of your offense.

Counseling actions may include verbal coaching, written warning, and/or termination of employment. The action taken will be appropriate to the problem behavior or performance issue. The use of any or all of these options is up to the business judgment of the supervisor in light of the severity of the offense and all circumstances surrounding the unsatisfactory performance or inappropriate behavior, and there is no guarantee that you will be issued progressive discipline. Some types of performance or behavioral problems are so serious that they result in immediate termination of employment.

Progressive disciplinary steps will be cumulative regardless of whether the offenses are for the violation of the same or a different work rule.

Code of Conduct

While the Company hopes to correct most types of unsatisfactory performance or conduct through constructive counseling measures, some types of performance and misconduct are so severe they may

Imagine Employee Handbook│2019│24 warrant termination of employment without any prior constructive counseling. Examples of these types of violations include, but are not limited to, the following:

• Gross insubordination • Misrepresentation of facts in seeking employment • Falsification of time card, or time record, or punching another employee’s time card; or in any way tampering with your own or another’s time card or time record • Falsifying any reports or records • Unauthorized use of Company vehicle • Vandalism • Use without authorization or deliberate waste of Company cash or merchandise regardless of intent

• Removal of Company property, or the property of a fellow employee, a student, or a customer without permission • Misuse or trying to remove Company, students, and/or fellow employees’ material (records, documents, property, tools, equipment, uniforms, etc.) from Company premises without proper authorization • Misappropriation of company, student, or affiliate vendor funds or property • Giving to any person or using another’s Company pass or badge or other Company identification material • Possession and/or sale (unless authorized as part of job duties), use, distribution, or being under the influence of alcoholic beverages on Company premises, or during working hours • Possession, use, sale, distribution, or being under the influence of illegal drugs or other controlled substances on Company premises, or during working hours • Fraud • Theft • Unauthorized carrying or possession of firearms or other impermissible weapons on Company premises or while working • Engaging in, abetting, or threatening violence, physical harm, or abuse of fellow employees, management, parents, employees, students or vendors, on or off premises • Willful destruction of property • Indecent behavior during working hours • Smoking in hazardous areas • Taking or giving bribes • Instigating, participating in, or encouraging others to participate in any unlawful work stoppage or slowdown • Misappropriating or disclosing to third parties without authorization confidential company information • Using or attempting to use physical force on or against a student, either intentionally or with reckless disregard for the student’s safety, as punishment or in an attempt to modify the behavior, a “thought,” or an “attitude” of the student. Examples of prohibited contact include, but are not limited to: shoving, striking, grabbing, shaking, throwing of objects, and unreasonable restraint. • Failure to properly report suspected child abuse to authorities A copy of the work rules can be found in the Appendix.

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Personal Appearance and Attire

All employees must present a professional and appropriate image while on school premises or while representing Imagine at other locations, including at work-related social events.

Employees are expected to dress in a manner consistent with good hygiene, safety, and good judgement.

Acceptable Attire

Neat, professional slacks, skirts, or dress Collared shirt, polo, button down shirts, blouse, vest, sweater § Imagine attire Dress or sports shoes Any other school specific requirements

Unacceptable Attire

Halter tops, tube tops, cropped shirts, low-cut tops Lycra stretch pants, leggings, or spandex pants Any revealing or suggestive attire Workout clothes Beachwear

Drug and Alcohol Abuse

Imagine Schools is committed to providing a safe and productive work environment. Drug and alcohol abuse pose a threat to the health and safety of employees and students and to the security of our equipment and facilities. Therefore, the possession, distribution, dispensation, or use of any illegal drug, or controlled substance is strictly prohibited while on any Imagine Schools’ worksite, at a retreat, conference, or any work-sponsored event, or while conducting related work off-site. Alcohol use, possession, distribution, or dispensation is similarly prohibited except for moderate use at certain approved functions. Employees in violation of the policy are subject to appropriate disciplinary action, up to and including termination of employment.

The Company retains the right to require drug or alcohol tests where permitted by law, including for the following reasons:

Reasonable Suspicion: Employees may be subject to testing based on observations by a supervisor of apparent workplace alcohol or illegal drug/controlled substance use, possession, or impairment

Post-Accident: Employees may be subject to testing when they cause or contribute to workplace accidents that damage equipment or property and/or result in an injury to themselves or to another person.

Imagine Schools reserves the right to inspect all portions of its premises for drugs, alcohol, or other contraband. All employees, contractors, and visitors may be asked to cooperate in the

inspections of or performance of job duties while under the influence of alcohol, illegal drugs, or abused controlled substances

Imagine Employee Handbook│2019│26 their persons, work areas, and property that might conceal a drug, alcohol, or other contraband. Employees who possess such contraband or refuse to cooperate in such inspections are subject to appropriate discipline up to and including termination.

Medical Marijuana

Imagine Schools does not accommodate marijuana use, unless required by state law and allowed under Federal law.

The Company will assist and support all employees who voluntarily seek help for substance abuse before becoming subject to discipline and/or termination of employment under this or other policies. Such employees may be allowed to use time off, placed on leaves of absence, referred to treatment providers, or otherwise accommodated as required or permitted by law. A copy of the Imagine Schools’ Drug and Alcohol Abuse Policy may be found in the Appendix.

Compliance with Laws and Regulations

Imagine complies with all applicable state and federal laws and regulations. Although employees are expected to be familiar with these laws, it is important to know when to seek advice from supervisors, managers, Principals, Human Resources, School Business Managers, Legal Counsel, or other appropriate personnel. School Administrators and management personnel have access to legal advice and will seek such advice whenever necessary.

Any violation of a law, regulation or Company policy can result in disciplinary action, up to and including termination of employment. In addition, disciplinary action may result from conspiring with or directing others to violate the law, regulations, or Company policies; failing to cooperate in an investigation of possible violations; failing to promptly report violations of law, regulations, or Company policies to appropriate management personnel; retaliating against another employee for reporting or participating in the investigation of a concern or violation; or failing to monitor effectively the actions of subordinates.

Mandatory Reporting of Suspected Child Abuse

Sexual Abuse Awareness Training is critical. All employees are expected to participate in training and know the procedures for reporting suspected child abuse and/or neglect, and to report suspected child abuse cases to the proper authorities. Training provides information to

employees concerning sexual abuser characteristics, the offender’s ‘grooming process’ and signs of abuse.

Reporting suspected child abuse and/or neglect is an individual responsibility, and school-based employees are not excused from reporting by relying on a supervisor or administrator to make the report for them. A mandated reporter’s willful failure to report suspected child abuse may subject such person to fines and/or imprisonment. In addition, failure to report suspected child abuse and/or neglect will be considered a serious disciplinary matter.

School-based employees should also be aware that if, in the judgment of the Principal, they have

Imagine Employee Handbook│2019│27 engaged in abusive or inappropriate conduct directed at a student, the Principal may report the incident to the authorities and take disciplinary action, up to and including termination of employment.

In the event of suspected child abuse and/or neglect, employees must:

• Immediately notify the Principal • Immediately notify Regional Director • Document the signs of suspected abuse and/or neglect • Follow up with the Principal and to ensure that a report was made to the proper authorities • Contact Local Child and Family Services Agency and/or the Local Police Department if a report has not been made

Failure to report can result in prosecution

Nepotism, Employment of Relatives, and Personal Relationships

Imagine Schools desires to ensure that corporate practices do not create situations such as conflict of interest or favoritism. This extends to practices that involve employee hiring, promotion and transfer. Family members, partners, those in a dating relationship or members of the same household are not permitted to be in positions that have a reporting responsibility to each other.

Family or household member is defined as spouse, parent, grandparent, child, brother, sister, niece, nephew, uncle, aunt, domestic partner, and all in-laws in the same categories, as well as all members of the employee’s household whether or not related by blood or marriage.

If employees begin a dating relationship or become relatives, partners, or members of the same household and if one party is in a supervisory position, then that person is required to promptly inform management of the relationship.

The Company reserves the right to apply this policy to situations where there is a conflict or the potential for conflict because of the relationship between employees, even if there is no direct- reporting relationship or authority involved.

The Company will make reasonable efforts to assign job duties so as to minimize problems of supervision, safety, security or morale. If accommodations of this nature are not feasible, the employees will be permitted to determine which of them will resign. If the employees cannot make a decision, the Company will decide in its sole discretion who will remain employed. A copy of the Imagine Schools’ Anti-Nepotism policy may be found in the Appendix.

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Personal Phone Calls and Visitors

To make the best use of your work time and for the safety and respect of others, you should limit personal phone calls and the use of electronic communication devices to scheduled break times. Excessive personal phone calls or using electronic communication devices during work time may result in constructive counseling or other disciplinary action. Unless you are given specific permission from your supervisor, your personal mobile device should be turned off during work time.

No visitors are permitted in areas restricted to employees only, unless authorized by the school Principal. All visitors are required to check in with the security guard or front desk, obtain a

visitor’s pass, and/or be accompanied by a staff member at all times. Further restrictions may be implemented at the school or work site.

Safety and Security

The safety and security of our staff and students is of the utmost importance within Schools. Employees must work together to improve safety measures that enable students to learn.

There are several things that are important to keep in mind about safety and security.

• Be Informed. Accurate information about impending or actual threats or emergencies can literally mean the difference between life and death. Be aware of school emergency alerts and critical incidents that pose an imminent threat to the community, and take necessary precautions to ensure building safety, such as proper storage or removal of potentially dangerous items. • Reporting of Suspicious Visitors. All suspicious individuals or activities must be reported as soon as possible to the Principal and supervisor. • Building Entrance. All Visitors, including vendors making deliveries to the school site, must report to the front entrance and follow the proper security procedure to be permitted to enter the facility. This includes proper identification such as a photo id and/or an identification badge. • Shut and Lock Door. All external entrances must be kept locked at all times, except when receiving deliveries. Any authorized entrance into the building must be completed by opening and then closing the door behind the individual. Doors are not permitted to be propped open. • Unsecured Door. Be sure that all doors are equipped with sufficient hardware to keep the door securely closed. Report improper/unsafe equipment (e.g., flimsy or rusty hardware) or practices to the school administrators. Use your best judgement in making this determination. • Communicate. Communicate often with school administrators to be kept informed of potential changes to security protocol.

Failure to comply with the safety and security standards is a violation of company standards. In addition, failure to observe the safety rules or safety practices, negligence or any careless action which endangers the life or safety or another person, including tampering with any safety or other equipment may result in disciplinary action, up to and including termination of employment.

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Restraint of Students

Understanding Our Culture

Our approach embodies a value-based culture of trust and high expectations to support each student’s academic growth and character development. Imagine’s model integrates virtuous habits and character traits of integrity, diligence, and responsibility into every aspect of our curriculum and culture. In support of our approach, interventions should be used to prevent, de-escalate and respond to behaviors.

Except in limited circumstances as outlined below, Imagine Schools does not tolerate the use or attempted use of physical restraint against students. Allegations of the use of, or condoning the use of, physical restraint will be promptly investigated. If the employee is found to have used improper physical force to prevent, restrict or subdue movement of a student’s body or part of their body, the employee may be subject to disciplinary action up to and including immediate dismissal and the filing of criminal charges.

Definition

Physical restraint is defined as the use or attempted use of physical force on or against a student, either intentionally or with reckless disregard for the student’s safety, as punishment or in an attempt to modify the behavior, a “thought,” or an “attitude” of the student.

Examples of prohibited restraint include, but not limited to: shoving striking grabbing shaking throwing of objects unreasonable restraint

Employees are tasked with maintaining a safe and secure environment that is conducive to learning. Physical restraint should only be used when it is immediately required to protect the safety of the student or any other person.

In limited circumstances, reasonable and appropriate physical interventions are allowable under the following circumstances:

To prevent a student from inflicting harm on himself or herself To prevent student from inflicting harm on others Self-defense To quell a disturbance that threatens physical injury to another person To attain possession of weapons or dangerous objects within the control of the student Property destruction, throwing furniture or objects at students or staff

Unacceptable Use of Physical Restraint

Student refusal to comply with a direction Student leaving the classroom/school without permission, except where there is reasonable belief that the student is an imminent harm to himself or herself or others

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Verbal threats of harm from a student, except where there is reasonable belief that the threat will be immediately enacted

During Restraint

Employees who must apply physical restraints in the limited circumstances outlined above must:

• Not interfere with the student's ability to communicate • Use the minimum force required to avoid the dangerous behavior or risk of harm • Restrain after less restrictive interventions have failed to stop the danger • Only restrain the student for the minimum duration required and stop restraining the student once the danger has passed • Ensure the type of restraint used is consistent with student’s individual needs and circumstances, such as: age, size of student, gender, any impairment of the student, mental or psychological conditions of the student, and/or medical condition. • FIRST be familiar with state specific restraint laws pertaining to: training and certifications, prohibited types of restraint, seclusion, duration of restraint, students with disabilities, and IEP requirements.

PRONE RESTRAINTS ARE PROHIBITED

Incident Report

If any such circumstance arises, the employee involved and witnesses should make a full report verbally and in writing to the Principal or his/her supervisor immediately following the incident. In the case of self-defense, the nature and the amount of physical contact reasonably necessary for such self-defense will be judged on the facts surrounding each case. States may mandate the incident be reported to authorities. For more information regarding the use of physical restraints, employees should consult with the school administrator.

Accidents and Emergencies

Maintaining a safe work environment requires the continuous cooperation of all employees. The Company strongly encourages employees to communicate with fellow employees and their supervisor regarding safety issues.

All employees will be provided care, first-aid and emergency service, as required, for injuries or illnesses while on Imagine Schools’ premises. Employees should contact their supervisor, other management, and/or 911 in the event of an accident or emergency.

If an employee is injured on the job, Imagine Schools provides coverage and protection in accordance with the Workers’ Compensation Law. When an injury is sustained while at work, it must be reported immediately to management. Failure to report accidents may preclude an employee's coverage under Workers’ Compensation insurance.

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Internal Investigations and Searches

From time to time, Imagine Schools may conduct internal investigations pertaining to security, auditing, or work-related matters. Employees are required to cooperate fully with and to assist in these investigations if requested to do so.

Whenever necessary, in the Company's discretion, work areas (e.g., desks, file cabinets, etc.) and personal belongings (e.g., brief cases, handbags, backpacks, etc.) may be subject to a search without notice. Employees are required to cooperate.

School Volunteers

Any person, parent, guardian, foster parent, or relative who wishes to volunteer with children in any grade or in any venue (classroom, cafeteria, office, etc.) must be cleared through Imagine’s Volunteer Process. Any inquiries should be directed to the Personnel Administrator or School Business Manager who will provide information as to how to begin the volunteer application process and volunteering requirements. Prospective volunteers shall receive information when their volunteer application has been cleared for interacting with children.

Non-compliance with this policy and procedure may be grounds for disciplinary action, up to and including termination.

Smoking

In order to provide and maintain a healthy and safe work environment, Imagine prohibits smoking or any tobacco use on all premises, except in designated smoking areas. This includes cigarettes, pipes, cigars, electronic cigarettes, vaping, and chewing tobacco. In addition, employees are not permitted to smoke within 50 feet of any Imagine building entrance. Employees found to be in violation of this policy may be subject to discipline.

Violence in the Workplace

The Company strongly believes that all employees should be treated with dignity and respect. Acts of violence or threats of violence, and conduct that intimidates, or coerces another employee will not be tolerated. Company resources may not be used to threaten, stalk, or harass anyone at the workplace or outside the workplace.

Any instances of violence must be reported to the employee's supervisor or other appropriate manager. All complaints will be fully investigated. In order to maintain workplace safety and the integrity of its investigation, the Company may suspend employees suspected of workplace violence or threats of violence, either with or without pay, pending investigation. The identity of the individual making a report will be protected as much as possible. Imagine Schools will not retaliate against employees making good- faith reports of violence, threats, or suspicious individuals or activities.

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The Company will promptly respond to any incident or suggestion of violence. Violation of this policy will result in disciplinary action, up to and including immediate termination of employment. Imagine Schools encourages employees to bring their disputes to the attention of management before the situation escalates. The Company will not discipline employees for raising such concerns.

Copyright

Imagine Schools recognizes that under federal law it is illegal to duplicate copyrighted material without authorization of the holder of the copyright, except when it is within the bounds of “Fair Use” guidelines. Employees should be able to gather information to enrich learning programs through supplemental material without violating copyright requirements.

“Fair Use” refers to permissible uses of copyrighted material when certain conditions have been met. These four criteria of “Fair Use” must all be met:

1. The use of the work must be for nonprofit educational purposes. 2. The nature of the copyrighted work must be considered.

3. The portion of the copyrighted work used must meet the tests of brevity, spontaneity, and

cumulative effect.

4. The effect of the use will not be detrimental to the potential market value of the copyrighted

work.

An employee, who is uncertain whether material may be reproduced legally, should contact local management or the Imagine Schools’ Legal Department.

It should be noted that the logo of Imagine Schools and the editorial content and graphics on the Imagine Schools’ website are proprietary to Imagine Schools. These materials are protected by U.S. Copyright and may not be copied, used, reproduced, or transmitted in whole or in part without the express written consent of Imagine Schools, which reserves all rights.

Lactation/Breastfeeding

For up to one year after a child’s birth, any employee who is breastfeeding her child will be provided reasonable break times as needed to express breast milk for her baby. Each worksite shall provide private space for this purpose. Management at each work site shall make arrangements for the storage of milk during the work day. Employees storing milk shall assume all responsibility for the safety of the milk and the risk of harm for any reason, including improper storage or refrigeration and tampering.

Reference Checks

All inquiries regarding a current or former Imagine Schools’ employee must be referred to worksite management. Should an employee receive a written or telephone request for a reference, he/she should

Imagine Employee Handbook│2019│33 refer the request to management for handling. No Imagine Schools’ employee may issue a reference letter to any current or former employee without the permission of management. The copy of the Imagine Schools’ Reference Policy may be found in the Appendix.

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COMMUNICATION INFORMATION

Electronic Communication

“Electronic Communications” include, among other things, messages, images, text data or any other information used in e-mail, instant messages, text messages, voice mail, fax machines, computers, personal digital assistants (including Blackberry, iPhone or similar devices), pagers, telephones, cellular and mobile phones including those with cameras, Intranet, Internet, back- up storage, information on a memory or flash key or card, jump or zip drive or any other type of internal or external removable storage drives. All of these communication devices are collectively referred to as “Systems.”

Employees may use our Systems to communicate internally with co-workers or externally with customers, suppliers, vendors, advisors, and other business acquaintances for business purposes. All Electronic Communications contained in Company Systems are Company records and/or property. Employee communications on our system are not confidential or private. Our Systems and Electronic Communications are subject to use, access, monitoring, review, recording and disclosure without further notice. The Company’s right to use, access, monitor, record and disclose Electronic Communications without further notice applies equally to employee-provided systems or equipment used in the workplace, during working time, or to accomplish work tasks.

Personal communications in our Systems are treated the same as all other Electronic Communications and will be used, accessed, recorded, monitored, and disclosed by the Company at any time without further notice. Personal use of our Systems should be limited to non-working time and conducted in such a manner that it does not affect smooth System operation or use a disproportional amount of the System’s functional capacity.

Confidential and/or proprietary information may only be used on Company Systems. Confidential and/or proprietary information may not be downloaded, saved, or sent to a personal laptop, personal storage device, or personal email account under any circumstances without advance written approval.

Employees are expected to comply with all applicable laws when using Company Systems and may not use our Systems in a manner that violates our policies, including but not limited to, those related to No Harassment, Equal Employment Opportunity, Confidential Information, Non-Disclosure, No Solicitation, Social Media and Internet Safety. Employees may not use our Systems in any way that may be seen as insulting, disruptive, obscene, or offensive. Examples of prohibited uses include, among other things, sexually explicit messages, images, cartoons, or

jokes; propositions or love letters; ethnic or racial slurs; or any other message or image that may be in violation of Company policies.

In addition, employees may not use our Company Systems:

To download, save, send or access any defamatory, discriminatory or obscene material To download, save, send or access any site or content that the Company might deem “adult entertainment”

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• To solicit for religious or political causes, commercial enterprises, outside organizations, or other non-job related solicitations • To attempt or to gain unauthorized or unlawful access to computers, equipment, networks, or Systems of the Company or any other person or entity • In connection with any infringement of intellectual property rights, including but not limited to copyrights • To make an audio or video recording of staff or students without prior authorization • In connection with the violation or attempted violation of any law

Employees should not use Company Systems in any way that may overburden or otherwise affect the smooth operation or functional capacity of such Systems. To that end, employees should take care: (i) not to open suspicious e-mails, pop-ups, or downloads; (ii) to routinely delete outdated or otherwise unnecessary voicemails; (iii) not to send a voicemail message to a large number of recipients without prior approval from their supervisor.

If you have a question about the acceptable use of Company Systems or the content of Electronic Communications, please ask a supervisor or IT administrator for advance clarification.

Any employee who discovers misuse of Company Systems should immediately contact Company management. Violations of Imagine Schools’ Electronic Communications Policy may result in disciplinary action up to and including termination. The copy of the Imagine Schools’ Electronic Communication Policy may be found in the Appendix.

Social Media — Acceptable Use

Below are guidelines for social media use.

• Employees may not post financial, confidential, sensitive, or proprietary information about the Company, employees, students, or applicants. • Employees may not post obscenities, slurs, or personal attacks that can damage the reputation of the Company, employees, students, or applicants. • When posting on social media sites, employees must use the following disclaimer when discussing job- related matters, “The opinions expressed on this site are my own and do not necessarily represent the views of Imagine Schools.”

The company may monitor content on the Internet. Policy violations may result in discipline up to and including termination of employment. The copy of the Imagine Schools’ Social Media Policy may be found in the Appendix.

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SEPARATION OF EMPLOYMENT

If You Must Leave Us

When an employee decides to leave for any reason, his/her supervisor and the personnel department would like the opportunity to discuss the resignation before final action is taken. Imagine Schools often finds during this conversation that another alternative may be better. If, however, after full consideration the employee decides to leave, it is requested that the employee provide the Company a written two-week advance notice period (bear in mind that vacation days or personal days may not be included in the two-week notice period).

Exit Interview

The assigned worksite personnel administrator is responsible for scheduling an exit interview with an employee separating from employment on the employee's last day of employment and for arranging the return of Company property including:

Company Security Card Picture Identification Card Office keys Laptops, Computer Equipment, Mobile Phones Parking Passes Company-issued credit cards Company manuals Any additional Company-owned or issued property

Benefits

Unless dismissed for gross misconduct, an employee may qualify for continued comprehensive medical coverage and dental coverage under the Consolidated Omnibus Budget Reconciliation Act (COBRA). Specific information about benefits will be provided during an exit interview or will be mailed to the employee.

Final Paycheck

An employee’s final paycheck will be given at the time of separation, mailed during the next normal pay period, or as otherwise required by local or state law. For teachers and other staff, as appropriate, the final paycheck will include any amount that has been held back for a twelve- month salary allocation.

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Unemployment

Unemployment compensation insurance is a state government sponsored temporary financial benefit available to eligible employees who have lost their jobs due to no fault of their own. The cost of unemployment insurance is paid by the employer. Each state has its own set of rules, which outline eligibility criteria and amount of the benefit payment. Imagine Schools complies with applicable laws in each state. Claims for benefits should be filed with the applicable state’s unemployment agency, which will determine benefit eligibility and amount.

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ACKNOWLEDGEMENT RECEIPT FOR EMPLOYEE HANDBOOK

I acknowledge that I have received a copy of the Imagine Schools Employee Handbook, 2019 version with policies attached. I agree to read thoroughly, including the statements in the

Introduction describing the purpose and effect of the Handbook, the Handbook and the attached policies. I understand I can access an electronic copy of the Imagine Schools Employee Handbook and Imagine Schools’ employment policies through the Employee Self Service at https://myadp.com.

I agree that if there is any policy or provision in the Handbook that I do not understand, I will seek clarification. I understand that Imagine Schools is an "at will" employer and, as such, employment with Imagine Schools is not for a fixed term or definite period and may be terminated by either party, with or without cause, and without prior notice. No supervisor or other representative of the Company (except the President) has the authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the above.

In addition, I understand that this Handbook provides information about Imagine Schools’ policies and practices that are in effect on the date of publication. I understand that nothing contained in the Handbook may be construed as creating a promise of future benefits or a binding contract with Imagine Schools for benefits or for any other purpose. I also understand that these policies and procedures are continually evaluated and may be amended, modified or terminated at any time.

Please sign and date this receipt and return to . Signature: Date: Print Name: School Site:

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APPENDIX

1. Americans with Disabilities Act Policy 2. Anti-Bullying Policy 3. Anti-Nepotism Policy 4. Child Abuse Policy 5. Confidentiality, Non-Disclosure and Ownership Statement 6. Conflicts of Interest Policy 7. Drug and Alcohol Abuse Policy 8. Electronic Communications Policy 9. Employee Reference Policy 10. Equal Opportunity Policy 11. Family and Medical Leave Act Policy 12. Grievance Policy and Procedure

13. Internet Safety Policy 14. Network and Internet Usage Agreement 15. No Harassment Policy 16. Political Activities Policy 17. Privacy Policy 18. Safe Harbor Policy 19. Social Media Policy 20. Travel and Expense Reimbursement Policy 21. Whistleblower Policy 22. Work Rules Policy

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Appendix A: AMERICANS WITH DISABILITIES ACT (ADA) POLICY

The Americans with Disabilities Act (ADA), as amended by the Americans with Disabilities Amendments Act (ADAAA), is a federal law that requires employers with 15 or more employees to not discriminate against applicants and individuals with disabilities and, when needed, to provide reasonable accommodations to applicants and employees who are qualified for a job (with or without reasonable accommodations) so that they may perform the essential functions of the position. Several states also have similar laws against such discrimination and require reasonable accommodation.

It is the policy of Imagine Schools to comply with all federal, state, and local laws concerning the employment of persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). Furthermore, it is

our company’s policy to not discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training, or other terms, conditions and privileges of employment.

When an applicant with a disability is requesting accommodation that can be reasonably met without creating an undue hardship or causing a direct threat to workplace safety, he or she will be given the same consideration for employment as any other applicant. Applicants, who pose a direct threat to the health, safety, or well-being of themselves or others in the workplace, will not be hired when the threat cannot be eliminated by reasonable accommodation.

All employees are required to comply with company safety standards. Current employees who pose a direct threat to the health and/or safety of themselves or other individuals in the workplace will be placed on appropriate leave until an organizational decision has been made in regard to the employee’s immediate employment situation and the issue can be addressed and resolved.

Individuals who are currently engaging in the unlawful use of drugs are excluded from coverage under the company ADA policy and are not considered disabled by virtue of such use.

Any qualified employee with a disability may meet with his/her supervisor to request and discuss possible means of accommodation. Imagine will attempt to provide reasonable accommodations to employees, provided the employee is able to perform the essential functions of his/her position, with or without reasonable accommodation, and there is no undue hardship.

At each school, the Principal and the Business Manager or Personnel Administrator are jointly responsible, in consultation (as needed) with the Imagine Schools’ Legal Department, for implementing this policy, including resolution of reasonable accommodation requests, safety/direct threat, and undue hardship issues. National and regional office implementation is the joint responsibility of the National Personnel Administrator and Executive Vice President or Regional Director, in consultation (as needed) with the Imagine Schools’ Legal Department.

Definitions: As used in this ADA policy, the following terms have the indicated meaning:

Appendix A│41

“Disability” means a physical or mental impairment that substantially limits one or more major life activities of the individual, a record of such an impairment, or being regarded as having such an impairment.

“Major life activities” include the following, but are not limited to: caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, sitting, reaching, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating with others, and working.

The ADAAA also includes the term “major bodily functions,” including functions of the immune system, special sense organs and skin; normal cell growth; and digestive, genitourinary, bowel bladder, neurological, brain, respiratory, circulatory, cardiovascular, endocrine, hemic, lymphatic, musculoskeletal, and reproductive functions. The operation of a major bodily function includes the operation of an individual organ within a body system which may include physical or mental impairment such as any physiological disorder or condition, cosmetic disfigurement, or anatomical loss affecting one or more body systems, such as neurological, musculoskeletal, special sense organs, respiratory (including speech organs), cardiovascular, reproductive, digestive, genitourinary, immune, circulatory, hemic, lymphatic, skin, and endocrine. Also covered are any mental or psychological disorders, such as intellectual disability (formerly termed “mental retardation”), organic brain syndrome, emotional or mental illness, and specific learning disabilities.

“Substantially limiting.” In accordance with the ADAAA and final EEOC regulations, the determination of whether an impairment substantially limits a major life activity requires an individualized assessment; an impairment that is episodic or in remission may also meet the definition of “disability” if it would substantially limit a major life activity when active. Some examples of episodic impairments of these types of impairments may include, but are not limited to: epilepsy, hypertension, asthma, diabetes, major depressive disorder, bipolar disorder, and schizophrenia. An impairment such as cancer that is in remission, but that may possibly return in a substantially limiting form, also is considered a disability under EEOC final ADAA regulations.

“Direct threat” means a significant risk of substantial harm to the health, safety, or well-being of the individuals with disabilities or others when this risk cannot be eliminated or reduced by reasonable accommodation.

“Qualified individual” means an individual who, with or without reasonable accommodation, can perform the essential functions of the employment position that such individual holds or desires.

“Reasonable accommodation” includes any changes to the work environment, including making existing facilities readily accessible to and usable by individuals with disabilities, job restructuring, part-time or modified work schedules, telecommuting, reassignment to a vacant position, acquisition or modification of equipment or devices, appropriate adjustment or modifications of examinations, training materials or policies, the provision of qualified readers or interpreters, and other similar accommodations for individuals with disabilities.

“Undue hardship” means an action requiring significant difficulty or expense by the employer. In determining whether an accommodation would impose an undue hardship on a covered entity, factors

Appendix A│42 to be considered include, but are not limited to:

• The nature and cost of the accommodation. • The overall financial resources of the facility or facilities involved in the provision of the reasonable accommodation; the number of persons employed at such facility; the effect on expenses and resources; and/or the impact of such accommodation upon the operation of the facility. • The overall financial resources of the employer; the size, number, type and location of facilities. • The type of operations of the company, including the composition, structure and functions of the workforce. • The impact of the accommodation on the operation of the facility.

“Essential functions of the job” refers to those job activities that are determined by the employer to be essential or core to performing the job; these functions cannot be modified or eliminated.

The examples provided in the above terms are not meant to be all-inclusive and should not be construed as such. They are not the only conditions that are considered to be disabilities, impairments, or reasonable accommodations covered by the ADA/ADAAA policy. Further, nothing in this policy is intended to create greater rights for any applicant or employee than provided for under relevant law, nor is this policy to be construed as creating any kind of employment contract.

Appendix A│43

Appendix B: ANTI-BULLYING POLICY

Imagine Schools considers workplace bullying unacceptable and will not tolerate it under any circumstances. This policy shall apply to all employees, regardless of his or her employee status (i.e., managerial vs. hourly, or full-time vs. part-time). Any employee found in violation of this policy will be disciplined, up to and including immediate termination of employment.

Imagine Schools defines bullying as persistent, malicious, unwelcome, severe and pervasive mistreatment that harms, intimidates, offends, degrades or humiliates an employee, whether verbal, physical or otherwise, at the place of work and/or in the course of employment.

Imagine Schools promotes a healthy workplace culture where all employees are able to work in an environment free of bullying behavior.

Imagine Schools encourages all employees to report any instance of bullying behavior. Any reports of this type will be treated seriously, investigated promptly and impartially. Imagine Schools further encourages all employees to formally report any concerns of assault, battery, or other bullying behavior of a criminal nature to the local Police Department. Imagine Schools requires any supervisor who witnesses any bullying, irrespective of reporting relationship, to immediately report this conduct to the Personnel Administrator or the Law Department.

Imagine Schools will protect an employee who reports bullying conduct from retaliation or reprisal.

Imagine Schools considers the following types of behavior to constitute workplace bullying. Please note, this list is not meant to be exhaustive and is only offered by way of example:

• Staring, glaring or other nonverbal demonstrations of hostility • Exclusion or social isolation • Excessive monitoring or micro-managing • Work-related harassment (work-overload, unrealistic deadlines, meaningless tasks)

• Being held to a different standard than the rest of an employee’s work group • Consistent ignoring or interrupting of an employee in front of co-workers • Personal attacks (angry outbursts, excessive profanity, or name-calling) • Encouragement of others to turn against the targeted employee • Sabotage of a co-worker’s work product or undermining of an employee’s work performance; • Stalking • Unwelcome touching or unconsented-to touching; Invasion of another’s person’s personal space • Unreasonable interference with an employee’s ability to do his or her work (i.e., overloading of emails) • Repeated infliction of verbal abuse, such as the use of derogatory remarks, insults and epithets • Conduct that a reasonable person would find hostile, offensive, and unrelated to the employer’s legitimate business interests

Early reporting and intervention have proven to be the most effective method of resolving actual or

Appendix B│44 perceived incidents of bullying. Therefore, while no fixed reporting period has been established, Imagine Schools strongly urges the prompt reporting of complaints or concerns so that rapid and constructive action can be taken. Imagine Schools will make every effort to stop alleged workplace bullying before it becomes severe or pervasive, but can only do so with the cooperation of its employees.

Individuals who believe they have experienced conduct that they believe violates this policy, or who have concerns about such matters, should report their complaints verbally or in writing to his or her supervisor, the Personnel Administrator, or the Legal Department. Individuals should not feel obligated to report their complaints to their immediate supervisor first before bringing the matter to the attention of one of the other designated representatives identified above.

The availability of this complaint procedure should not deter individuals who believe they are being subjected to bullying conduct from promptly advising the offender that his or her behavior is unwelcome and requesting that such behavior cease immediately.

Appendix B│45

Appendix C: ANTI-NEPOTISM POLICY

Employees of Imagine Schools shall not participate in the selection, hiring, supervision, performance review of, or decisions regarding compensation or staff complement for, any person who is a member of the employee’s family or household, except as permitted by the following procedure.

PROCEDURE FOR EMPLOYING MEMBERS OF THE SAME FAMILY OR HOUSEHOLD

Purpose. The purpose of this procedure is to provide a process that allows members of the same family or household to be employed by Imagine Schools without placing them in a real or apparent conflict of interest. Employees and applicants for employment shall not be denied employment opportunities solely because of their status as a family or household member of another employee.

Definitions. For purposes of this procedure, “family or household member” means the employee’s spouse, parent, grandparent, child, grandchild, brother, sister, niece, nephew, uncle, aunt and all in-laws in the same categories as well as all members of the employee’s household, whether or not related by blood or marriage.

Nepotism prohibited. Members of the same family or household are eligible for employment in the Imagine Schools’ system. Except as provided in this procedure, a direct supervisory relationship shall not exist between family or household members, nor shall one member of a family or household assume the role of investigator, or decision-maker with respect to i) processing complaints or allegations from or against, or ii) making decisions on personnel matters concerning a family or household member.

Exceptions. In exceptional circumstances, a direct supervisory relationship may exist between employees who are family or household members. Such circumstances may be necessitated by factors such as the unique qualifications or responsibilities of the individuals involved or the lack of other available appropriate supervisory personnel. Any exception must be approved by the Chief Executive Officer, following review and recommendation by the General Counsel’s Office, and all employment decisions affecting the subordinate employee, such as selection, hiring, discipline, investigation, performance review, compensation, or leave of absence, must be made by other supervisory personnel selected by the Chief Executive Officer. Exceptions involving the Chief Executive Officer and the Chief Executive Officer’s family or household member must be approved by the Board Chair. Any exceptions granted under this procedure shall be documented, and all such documentation shall be kept by the National Office Personnel Administrator.

Change in relationship between employees. A supervisor involved in a relationship covered by this policy shall promptly notify the General Counsel’s Office when a change occurs affecting

application of this procedure. This includes employees in a supervisor and subordinate relationship who become family or household members, or the development of a supervisor and subordinate relationship between family or household members after employment. The General Counsel’s Office shall work with appropriate management personnel to make suitable arrangements for transfer of one of the employees, assignment of a different supervisor, or a determination that an exception is necessary under this procedure.

Appendix C│46

Appendix D: POLICY ON CHILD ABUSE

As educational professionals, we have a responsibility to provide the children we teach with the opportunity to obtain the best education possible; however, our responsibility does not end there. We also have a legal responsibility to protect the children we educate from child abuse, including physical injury, neglect, sexual abuse, and sexual exploitation. Unfortunately, child abuse occurs all too frequently in today’s society. In our capacities as educators and employees in school facilities, we may come into contact with an abused or neglected child. This policy is designed to provide guidelines for reporting suspected child abuse or neglect.

School personnel must be familiar with the following definitions:

“Abuse”: any willful act or threatened act that results in any physical, mental, or sexual injury or harm that causes, or is likely to cause, a child’s physical, mental, or emotional health to be impaired.

“Neglect”: when a child is deprived of, or is allowed to be deprived of, necessary food, clothing, shelter, or medical treatment or a child is knowingly permitted to live in an environment wherein such deprivation or environment causes the child’s physical, mental, or emotional health to be significantly impaired or to be in danger of being significantly impaired.

“Abandonment”: a situation in which the parent or legal custodian of a child, or in the absence of a parent of legal custodian, the caregiver responsible for a child’s welfare, makes no provision for a child’s support and may also fail to communicate with a child; such situation is sufficient to evince a willful rejection of parental or custodial obligations.

Reporting Requirements

School teachers, administrators, and other employees are required by law to report any child abuse or neglect that they have reasonable cause to believe has occurred. If you have any belief, concern, or thought that you may have witnessed or heard about a situation possibly involving child abuse or neglect, then the following must occur:

1. The situation must be reported immediately to the school Principal. [Note, in some jurisdictions, it may be required that a report is made first to a local or state child welfare office.] 2. If you cannot contact the Principal, contact the Regional Vice President, Assistant Principal, or similar leadership personnel. 3. The appropriate person will then discuss the situation with you to ensure that the proper reports are made to the appropriate legal agencies and authorities. 4. If the situation involves a school employee or occurred at the school, the Imagine Schools’ Legal Department must be notified.

Appendix D│47

Investigations

When an Imagine person believes that he or she has knowledge of child abuse or neglect, a child welfare agency or law enforcement office must be notified. When the proper authority commences an investigation, whether involving an Imagine person or an outside person, the school shall refrain from conducting its own internal investigation in order to avoid interference and shall assist the investigators as requested by them and as advised by the Imagine Schools’ Legal Department Counsel.

When a child abuse incident has occurred at the school, the Principal may, in order to make certain that a complete Incident Report is prepared, conduct meetings with staff members who reported or witnessed the abuse, or who otherwise have information about the incident. The school may conduct a full internal investigation only if an agency does not, and then, only to determine appropriate staff action or discipline, not to determine guilt or innocence of a crime.

During this period, the abused student must be removed from the situation and from all contact with the alleged abuser. The school must ensure that the student is offered counseling and support services from a local social service agency.

The alleged abuser must be removed from all contact with students while investigations are being conducted.

Protocols

Unfortunately, there are times that it may in fact be a school staff member that is suspected or accused of child abuse. When this situation arises, it may lead to misunderstandings, rumors, and grave concern among parents, children and staff: Parents may feel that they do not have all of the information they would like to have or that their concerns are not being taken seriously; children may feel as if they have done something wrong; and staff members may feel that they are being accused unjustly and without cause. In order to minimize such reactions, Imagine has

developed this policy guideline, outlining the responsibilities of all concerned and the steps that should be taken in such a situation. This policy is based on the following considerations:

• -- to keep the children safe; • -- to ensure that staff members are given the opportunity for a fair investigation and are not

subjected to the ramifications of false accusations; and

• -- to ensure that parents’ concerns are taken seriously and are acted upon promptly.

Other appropriate steps to be taken include the following:

1. Preventive measures must be taken to seek to prevent child abuse from occurring. Prior to hiring any staff member as either a full or part-time employee, a criminal record search must be conducted and references must be checked. 2. All teachers must be observed by school administration or supervisory personnel on a regular basis, and new teachers, more frequently than others. 3. School staff members are required to participate in child abuse awareness training within their first year of employment or to provide adequate information to indicate that they have had such training.

Appendix D│48

In some instances, the training may be conducted via online presentations.

4. School administration and staff members are required by law to report to a local child welfare office or similar agency any incidents of child abuse that they have reasonable cause to believe have occurred. The welfare office conducts its own investigation of such incident reports, and provides a report of its investigation to the school administration. 5. A parent or staff member who suspects a school employee of abusing a child in any way must report the suspected abuse to the appropriate school administrator (preferably to the Principal). A summary of the suspected incident and/or all accusations must be submitted to the Principal in writing. 6. So that parents may feel informed, they should receive as much information from the school as is practicable under the circumstances of each incident. The school must take care not to interfere with ongoing investigations, not to violate privacy rights, and not to speculate. Communication with parents should be in school meetings, through email distributions and letters, and through school publications. 7. The privacy rights of all parties involved, and reasonable expectations of confidentiality, must be respected and protected at all times.

Appendix D│49

Appendix E: CONFIDENTIALITY, NON-DISCLOSURE AND OWNERSHIP STATEMENT

Confidentiality

Employee acknowledges that during the course of his/her employment with Imagine Schools Employee will obtain, have access and be privy to information important to the Company’s business, which information Employee hereby acknowledges and agrees to be confidential.

Such confidential information includes information which qualifies as trade secret information and also may include information which does not qualify as trade secret information, but which is nonetheless agreed to be confidential. Such confidential information includes, but is not limited to, matters of a technical nature such as instructional methods, processes, and similar items, matters of a business nature such as information about the Company’s costing, purchasing, sources of funds, markets, sales, supplier identities, business and marketing strategies, profit margins, customer identities including names and addresses, customer contacts, customer preferences and requirements, contract renewal dates, records, memoranda, and Company files, and matters pertaining to future developments, (hereinafter collectively referred to as “Confidential Information”).

Employee acknowledges that such Confidential Information and trade secrets are worthy of protection. Accordingly, Employee agrees that during his/her employment and following the termination of employment, so long as the pertinent information or data remains Confidential Information, Employee shall not divulge or make use of any Confidential Information, directly or indirectly, personally or on behalf of any other person, business, corporation, or entity without prior written consent of the Company. This covenant is not intended to, and does not, limit in any way the rights and remedies provided to the Company under common or statutory law. The Company’s trade secrets are also protected by law in addition to this Agreement. Nothing in this covenant of confidentiality is intended to apply to items that are subject to the statutory open records laws or to Section 7 of the National Labor Relations Act.

Ownership of Work Product

As it relates to the business of the Company, the Company shall own, and Employee hereby transfers and assigns to the Company (to the extent proprietary), all rights of, in and to any material and/or ideas and all results and proceeds of Employee’s services to the Company, or conceived of or produced during Employee’s employment, including but not limited to, any inventions, data, creations, copyrighted materials (which are works-made-for-hire), software programs or other work product (collectively, “Work Product”). Employee will execute and deliver to the Company such assignments, certificates of authorship or other instruments as the Company may require from time-to-time to evidence ownership of such Work Product.

Appendix E│50

Appendix F: CONFLICTS OF INTEREST POLICY Conflicts of Interest Defined

A “conflict of interest” occurs when an individual’s private interest interferes with, or appears to interfere with, the interests of the Company or school worksite (hereinafter collectively, the “School”), such as when an employee takes actions or has interests that may make it difficult to perform his/her work objectively and effectively. For example, a conflict of interest would arise if an employee, or a member of his or her family, receives improper personal benefits as a result of his/her employment position. Any transaction or relationship that could reasonably be expected to give rise to a conflict of interest should be discussed with the principal or employee’s supervisor. Such situations may include:

• § influencing or attempting to influence anyone who is involved in making or administering a contract or arrangement with the School; • § soliciting or receiving any gift, reward or promise for recommending, influencing or attempting to influence the award of a contract or arrangement with the School; • § drafting, negotiating, evaluating, administering, accepting or approving any contract or subcontract or procurement or arrangement of any type on behalf of the School if he/she has, directly or indirectly, any financial interest in such a contract or subcontract or arrangement; • § non-school employment which adversely affects the employee’s availability or effectiveness in fulfilling job responsibilities; • § any type of private business, except for Principal-approved student services, during school time or on school property; • § the receipt of excessive entertainment or gifts of more than nominal value of $50.00 from any person, entity, or organization with whom or with which the School has current or prospective dealings; • § being in the position of supervising, reviewing, or having any influence on the job evaluation, pay or benefit of any immediate family member employed by or otherwise associated with the School; and • § selling anything to the School or buying anything from the School on terms and conditions that are

not pre-approved by the Principal.

This is not an exhaustive list of all possible situations which would constitute conflicts of interest. Further, any relationship or action which creates an expectation of benefit or profit beyond an employee’s normal employment relationship with the School can impair an employee's ability to exercise good judgment on behalf of the School, and therefore creates an actual or potential conflict of interest. All employees must scrupulously avoid all such situations.

Any such transaction or relationship that would present an actual or potential conflict of interest for an employee also would likely present a conflict if it is related to a member of such person’s family, including without limitation, spouse, parent, child or spouse of a child, brother, sister, or spouse of a brother or sister.

Compensation includes direct and indirect remuneration as well as gifts or favors that are not insubstantial (more than $50.00).

Appendix F│51

Duty to Disclose

§ In connection with any actual or potential conflict of interest, an employee must disclose the existence of the conflict in writing and all facts material to the conflict to the Principal.

Determining Whether a Conflict of Interest Exists

§ After disclosure of the conflict and all material facts, the Principal, in consultation with the Regional Director or the Legal Department, shall determine whether a conflict exists and if so, whether the employee needs to be removed from the matter.

Appendix F│52

Appendix G: DRUG AND ALCOHOL ABUSE POLICY

Imagine Schools, Inc. (“Imagine”) has a vital interest in maintaining safe, healthy and efficient working conditions for its employees and students. The use or abuse of alcohol or drugs can have a serious adverse effect on quality, safety and productivity. Imagine maintains a drug-free and alcohol-free workplace. The consumption of or the possession, sale, use and/or distribution of illegal drugs or alcohol at an Imagine school is prohibited. Offenders will be subject to disciplinary action, up to and including termination of employment.

Imagine recognizes that most substance dependence can be treated successfully. If you feel that you have developed a substance abuse problem, you are encouraged to voluntarily seek help. Conscientious efforts to voluntarily seek help will not jeopardize your job. All voluntary inquiries will be handled confidentially. Failure to follow prescribed medical treatment or to improve work performance to an acceptable level is unsatisfactory and will be justification for termination on the same basis as any other employee’s work performance.

The following specific rules have been established to prevent substance abuse at our schools, and to assist chemically and alcohol dependent employees in their recovery efforts:

1. The possession or distribution of alcohol or illicit drugs while on the job at an Imagine school is prohibited and may result in termination for gross misconduct. Employees who violate this provision may not be eligible for continuation of any group health benefits under the Consolidated Omnibus Budget Reconciliation Act (COBRA). 2. Imagine expressly prohibits unlawful drug usage by its employees. Being under the influence, possessing or consuming of illicit drugs or other controlled substances while on the job, at Imagine- sponsored events, or on Imagine’s premises is strictly prohibited and may result in immediate discharge. This prohibition includes marijuana, including medical marijuana. 3. Being under the influence of alcohol while on the job, at Imagine-sponsored events, or on Imagine’s premises is strictly prohibited and may result in immediate discharge. If a test is conducted, a BAC of .05% or higher will be presumed to be under the influence for purposes of this policy. However, a test is not required to determine a violation of policy. 4. Each employee must report to his/her Supervisor or Principal any arrest and/or conviction under a criminal drug statute for violations occurring on or off Imagine’s premises within five (5) days of such arrest or conviction. If an employee is arrested on such charges, the employee may be suspended pending administrative review. 5. Taking prescribed or other legally obtained drugs while performing Imagine business is prohibited if it would create a risk of harm to the individual or to others. It is the employee’s responsibility to determine when a medication might create a risk to the employee’s health or safety or the health or safety of others, and to notify his/her supervisor in that case. 6. When Imagine has reason to believe an employee may possess controlled drugs or alcohol in violation of these rules, the employee may be suspended pending further investigation. Any

Appendix G│53 employee who refuses to cooperate in such an investigation will be subject to disciplinary action up to and including termination of employment.

During work sponsored events (such as retreats, conferences, national and regional forums, and festive occasions) that are held at locations other than at a school, it is expected that each person would engage in responsible conduct with alcohol and that no employee would be permitted to become, or to leave an event, under the influence.

Medical Marijuana

Imagine Schools does not accommodate marijuana use, unless required by state law and allowed under Federal law.

The establishment of this policy in no way diminishes Imagine’s right and/or authority to discipline or discharge an employee for conduct that would warrant discipline or discharge if the employee were not chemically or alcohol dependent. Neither the existence of this policy, nor an employee’s participation in any recovery program, will excuse an employee from following Imagine’s rules.

Appendix G│54

Appendix H: ELECTRONIC COMMUNICATIONS POLICY

This policy contains guidelines for Electronic Communications created, sent, received, used, transmitted, or stored using Company communication systems or equipment and employee provided systems or equipment used either in the workplace, during working time, or to accomplish work tasks. “Electronic Communications” include, among other things, messages, images, text data or any other information used in e-mail, instant messages, text messages, voice mail, fax machines, computers, personal digital assistants (including Blackberry, iPhone, or similar devices), pagers, telephones, cellular and mobile phones including those with cameras, Intranet, Internet, back-up storage, information on a memory or flash key or card, jump or zip drive or any other type of internal or external removable storage drives. In the remainder of this policy, all of these communication devices are collectively referred to as “Systems.”

Acceptable Uses of Our Systems: Employees may use our Systems to communicate internally with co- workers or externally with parents, agencies, vendors, and for other school or Company purposes.

Company Control of Systems and Electronic Communications: All Electronic Communications contained in Company Systems are Company records and/or property. Although an employee may have an individual password to access our Systems, the Systems and Electronic Communications belong to the Company. Systems and Electronic Communications are accessible to the Company at all times including periodic unannounced inspections. Systems and Electronic Communications are subject to use, access, monitoring, review, recording, and disclosure without further notice. Employee communications on Company Systems are not confidential or private.

The Company’s right to use, access, monitor, record, and disclose Electronic Communications without further notice applies equally to employee-provided systems or equipment used in the workplace, during working time, or to accomplish work tasks.

Personal Use of Our Systems: Personal communications in our Systems are treated the same as all other Electronic Communications and may be used, accessed, recorded, monitored, and disclosed by the Company at any time without further notice. Since all Electronic Communications and Systems can be accessed without advance notice, employees should not use our Systems for communication or information that employees would not want revealed to third parties. Personal use of our Systems should be limited to non-working time. Personal use of our Systems must be conducted in such a manner that it does not affect smooth System operation or use a disproportional amount of the System’s functional capacity.

Use of Employee-Owned Devices: Employees may own various types of personal electronic devices such as iPods, ear phones, wireless ear pieces, MP3 players, music players, video devices, pagers, cell phones, etc. Employees may only use such items during working time in a manner appropriate for the employee’s job duties and expected productivity. Given the extent of devices and technology available, no list of unprofessional conduct will be complete and employee should know that the Company may prohibit the use of any device at any time. The Company expects employees to be focused on working, working safely, appearing professional at all work times, and being as productive as possible.

Appendix H│55

Confidential Information: Confidential and/or proprietary information may only be used on Company Systems. Confidential and/or proprietary information may not be downloaded, saved, or sent to a personal laptop, personal storage device, or personal email account under any circumstances without advance written approval.

Prohibited Uses of Our Systems: Employees may not use our Systems in a manner that violates our policies including but not limited to No Harassment, Equal Employment Opportunity, Confidential Information, Business Records, and No Solicitation. Employees may not use our Systems in any way that may be seen as insulting, disruptive, obscene, or offensive. Examples of prohibited uses include, among other things, sexually-explicit messages, images, cartoons, or jokes; propositions or love letters; ethnic or racial slurs; or any other message or image that may be in violation of Company policies.

In addition, employees may not use our Company Systems:

• To download, save, send or access any defamatory, discriminatory, or obscene material; • To download, save, send, or access any music, audio, or video file unless business related; • To download, save, send or access any site or content that the Company might deem “adult entertainment;” • To “blog” or otherwise post a personal opinion, unless employees have legitimate job- related

reasons to access blogs;

• To text message or instant message for non-business purposes on our System, unless employees have legitimate job-related reasons; • To attempt or to gain unauthorized or unlawful access to computers, equipment, networks, or Systems of the Company or any other person or entity; • In connection with any infringement of intellectual property rights, including but not limited to copyrights; • In connection with the violation or attempted violation of any law; and • To transmit sensitive or confidential Company material other than in the proper exercise of the employee’s job duties.

Electronic Forgery: An employee may not misrepresent, disguise, or conceal his or her identity or another’s identity in any way while using Electronic Communications; make changes to Electronic Communications without clearly indicating such changes; or use another person’s account, mail box, password to send messages without prior written approval of the account owner and without identifying the actual author.

Intellectual Property Rights: Employees must always respect intellectual property rights such as copyrights and trademarks. Employees must not copy, use, or transfer proprietary materials or confidential information of the Company or others without appropriate authorization.

System Integrity, Security, and Encryption: All Systems passwords and encryption keys must be available and known to the Company. Employees may not install password or encryption programs without the written permission of our Systems Supervisor/Computer Support. Employees may not share passwords and encryption keys belonging to others, except for authorized users.

Appendix H│56

Applicable Laws: Numerous state and federal laws apply to Electronic Communications. The Company will comply with applicable laws. Employees also must comply with applicable laws and should recognize that an employee could be personally liable and/or subject to fine and imprisonment for violation of applicable laws.

Consequences of Policy Violations: Violations of this Policy may result in disciplinary action up to and including immediate termination of employment as well as possible civil liabilities or criminal prosecution. Where appropriate, the Company may advise legal officials or appropriate third parties of policy violations and cooperate with official investigations. The Company will not retaliate against anyone who reports possible policy violations or assists with investigations.

Questions: For questions about the acceptable use of the Company Systems or the content of Electronic Communications, employees should ask a supervisor or System Operator for advance clarification.

Appendix H│57

Appendix I: EMPLOYEE REFERENCE POLICY

This policy describes Imagine Schools’ position on the handling of requests for employee references for future employment. It is intended to ensure consistency in the handling of such requests.

In the schools and regional offices, references may only be given on behalf of Imagine Schools by Executive Vice Presidents, Regional Directors, and Principals. In the corporate office in Arlington, Virginia, references may only be given by an employee’s direct supervisor or a member of the Imagine Schools’ Senior Team. All requests for employee references are to be forwarded to the appropriate party as described herein.

The Employee Reference Policy of Imagine Schools is a neutral reference policy. Only the following information should be provided to prospective employers and to others: verification of start date and end date, and verification of titles held as an employee. A model Reference Letter is attached hereto for your convenience as needed. No verbal references should be provided. On a case-by-case basis, more information may be provided in support of applications for certifications, advanced training, graduate programs, or similar situations.

In addition, a more detailed reference may be provided when the employee who is the subject of the requested reference provides a written statement releasing Imagine Schools from all liability and claims for providing the reference. A copy of the form for the Release of Information is attached hereto. All references must be accurate and work related.

Appendix I│58

Appendix J: EQUAL EMPLOYMENT OPPORTUNITY POLICY Purpose

Imagine Schools (“Imagine”) is an equal opportunity employer. In keeping with Imagine’s three shared values of Integrity, Justice, and Fun, Imagine strives to maintain a working environment free from discrimination for all employees, applicants, and students of Imagine.

Persons Affected

This policy applies to all employees, applicants, and students of Imagine. This policy applies wherever an employee is performing a function of his or her job (e.g., in the workplace or at an offsite meeting).

Policy

As an equal opportunity employer, Imagine is committed to the fair and equal treatment of all employees. It is a fundamental policy of Imagine, its subsidiaries and affiliates, to maintain a workplace that is free from discrimination. Imagine prohibits all forms of discrimination, whether based on race, color, religion, sex, national origin, genetic information, age, disability, veteran status, pregnancy, marital status, sexual orientation, or any other reason prohibited by law. Imagine also prohibits unwelcome and/or inappropriate conduct that is directed at a person because of any of these characteristics.

Unlawful pregnancy discrimination includes discrimination on the basis of pregnancy, childbirth, or related medical conditions. Imagine is committed to treating women affected by pregnancy, childbirth, or related medical conditions the same for all employment-related purposes as other persons not so affected but similar in their ability or inability to work.

All complaints or allegations of discrimination on the basis of a protected characteristic should be reported immediately. Complaints of this nature will be investigated promptly. In the event discrimination in violation of this policy is found to have taken place, appropriate corrective action will be taken, up to and including discharge.

Anti-Discrimination

Imagine will not discriminate in hiring, promotion, training, pay, benefits, or other terms and conditions of employment on the basis of an individual’s race, color, religion, sex, national origin, ethnicity, age, disability, military service or status, pregnancy, marital status, sexual orientation, genetic predisposition, or any other reason prohibited by law. Imagine complies with equal opportunity laws and regulations of all applicable government entities. Imagine is committed to administering personnel actions in compliance with such laws and regulations. Employment decisions at Imagine will be based on appropriate job-related factors such individual merit, skills, qualifications, prior job experience, and demonstrated work performance.

Imagine will attempt to provide reasonable accommodations to employees who inform Imagine of known physical or mental impairments that impact major life activities, provided the employee is able to perform the essential functions of his/her position, with or without reasonable accommodation.

Appendix J│59

Imagine will also attempt to provide reasonable accommodations for religious expression when an employee makes the need known, provided the religious expression is not coercive or demeaning to another individual’s sincerely held religious beliefs, or lack of such beliefs.

It is the responsibility of every employee to ensure that discrimination does not occur in the workplace. Employees who experience problems in the area of equal employment opportunity should discuss the matter with their Principal, Regional Director, or a member of the Legal Department.

Complaint Procedures

Employees who believe they are being subjected to discrimination in violation of this policy, or who observe such discrimination of others, should immediately report the incident to their supervisor. If they feel it would be inappropriate to discuss the incident with their supervisor, or if their supervisor is the subject of the complaint, they should contact their principal, Regional Director, or a member of the Legal Department. All reports of alleged discrimination will be investigated promptly and handled, to the extent possible, in a confidential manner. Disclosure regarding such matters will be on a need-to- know basis, consistent with the rights of the persons involved, and with the obligation of Imagine to investigate the allegation and, when necessary, to take prompt appropriate action.

All employees are expected to act reasonably and honestly when they present discrimination allegations. Employees are also expected to cooperate fully with an investigation into discrimination allegations and maintain the confidentiality of investigation information. Intentionally filing false and/or malicious complaints may result in disciplinary action.

Any manager or supervisor who becomes aware of conduct that may violate this policy and fails to report the matter and/or take appropriate action to address such conduct will be subject to disciplinary action, up to and including termination. Appropriate action includes, but is not limited to notifying the manager or supervisor’s Principal, Regional Director, or a member of the Legal Department.

Prohibition against Retaliation

Imagine pledges that it will not retaliate against any employee or applicant because that employee or applicant has opposed any practices constituting possible discrimination and/or has participated in any internal, government agency, or court proceeding concerning possible discrimination.

Imagine will not tolerate any form of retaliation against any employee who makes a good faith report or complaint about perceived acts of discrimination, or who cooperates in an investigation of discrimination. All employees have the right to present allegations or

participate in an investigation without fear of retaliation. Any employee who is found to be engaging in any kind of retaliation will be subject to appropriate disciplinary action, up to and including termination of employment.

Enforcement

When it is determined that an Imagine employee has engaged in discrimination in violation of this policy, appropriate disciplinary action will be taken, up to and including discharge. Discipline may include counseling, written warning, suspension, transfer, demotion, termination, or any other action deemed appropriate in the circumstances.

Appendix J│60

Appendix K: FAMILY AND MEDICAL LEAVE ACT (FMLA) POLICY

The Family and Medical Leave Act (“FMLA”) provides eligible employees the opportunity to take unpaid, job-protected leave for certain specified reasons. The maximum amount of leave an employee may use is either 12 or 26 weeks within a 12-month period depending on the reason for the leave, as well as state requirements.

Employee Eligibility

To be eligible for FMLA leave, you must*:

1. have worked at least 12 months for the Company in the preceding seven years* (limited exceptions apply to the seven-year requirement); 2. have worked at least 1,250 hours for the Company over the preceding 12 months; and 3. currently work at a location where there are at least 50 employees within 75 miles.**

*For the Federal FMLA, the 12 months are not required to be consecutive. **The Imagine Schools policy is that all Imagine locations must process requests for leaves of absence in accordance with the FMLA and applicable regulations.

For DC locations: In addition to the eligibility requirements of the FMLA, leave eligibility for employees working under the District of Columbia FMLA includes:

1. being employed by the employer for at least one year without a break in service; 2. having worked for at least 1,000 hours (an average of 19 hours per week) during the preceding 12 months; and 3. employer has 20 or more employees in the District of Columbia.

Conditions Triggering Leave

FMLA leave may be taken for the following reasons:

1. for incapacity due to pregnancy, pre-natal medical care, child birth, and/or to care for the child after birth (up to 12* weeks); 2. placement of a child with the employee for adoption or foster care, and/or to care for the child after placement (up to 12* weeks); 3. to care for an the employee’s spouse, child, or parent with a serious health condition (up to 12* weeks); 4. the employee’s serious health condition that makes the employee unable to perform his/her job (up to 12* weeks);

Appendix K│61

5. to care for the employee’s spouse, son, daughter, parent or next of kin who is a covered service member with a serious injury or illness (up to 26 weeks - see Military-Related FMLA Leave for more details); or, 6. to handle certain qualifying exigencies arising out of the foreign deployment of the employee’s spouse, son, daughter, or parent who is a member of the Armed Forces (including the National Guard and Reserves) and who is on covered active duty, call to covered active duty status, or has been notified of an impending call or order to covered active duty (up to 12 weeks - see Military-Related FMLA Leave for more details).

The maximum amount of leave that may be taken in a 12-month period for all reasons combined is 12 weeks*, with one exception: for leave to care for a current service member, the maximum combined leave entitlement is 26 weeks, with leaves for all other reasons constituting no more than 12 of those 26 weeks.

A husband and wife who are eligible for FMLA leave and are employed by the same covered employer may be limited to a combined total of 12 weeks of leave during any 12-month period if the leave is taken: (1) for birth of the employee's child or to care for the child after birth; (2) for placement of a child with the employee for adoption or foster care, or to care for the child after placement; or (3) to care for the employee's parent with a serious health condition.

For DC Locations:

Employers in the District of Columbia must provide up to sixteen (16) weeks of medical leave and sixteen (16) weeks of family leave to qualified employees every 24 months. The DCFMLA provides a more expansive definition of “family member”. By statute, a “family member” is a person related by “blood, legal custody or marriage.” If an employee “assumes and discharges parental responsibility” for a child who lives with him or her, the child is considered a family member. In addition, a person is considered a family member if the employee lives or has lived with the person in the past year and “maintains a committed relationship” with the person.

In addition, the DCFMLA also provides 24 hours of parental leave per year to allow employees to attend school-related events. This includes a parent, aunt, uncle or grandparent. The employee must give ten days’ advance notice, unless such notice is impossible.

Definitions

The Company is Imagine Schools, including Imagine Schools, Inc. and Imagine Schools Non- Profit, Inc.

A Child, for conditions including to care for a newborn, to care for a child placed in a person’s home due to adoption or foster care, or to care for a child with a serious health condition, is a son or daughter that is biological, adopted, foster child, stepchild, legal ward, or a child of a person standing in loco parentis. In loco parentis is commonly understood to refer to a relationship in which a person has put himself/herself in the role of a parent by assuming and discharging the obligations of a parent to a child with whom he/she has no legal or biological connection. Under the FMLA, persons who are in loco parentis include those with day-to-day responsibilities to care for and financially support a child. The employer has a right to request documentation of these relationships that may take the form of a simple

Appendix K│62 statement asserting the relationship. For an individual who stands in loco parentis to a child, such statement may include, for example, the name of the child and a statement of the employee's in loco parentis relationship to the child.

A Spouse means a husband or wife as defined or recognized under state law for purposes of marriage in the state where the employee resides, including “common law” marriage. Additionally, this includes same-sex couples that are married in any state that recognizes same- sex marriage, whether the couple currently resides in that state or not.

Parent care for a parent with a serious health condition also includes an individual that stood in loco parentis to the employee when the employee was a child.

A Serious Health Condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement includes: (1) an incapacity of more than three full calendar days and two visits to a health care provider or one visit to a health care provider and a continuing regimen of care; (2) an incapacity caused by pregnancy or prenatal visits; (3) a chronic condition, or permanent or long-

term conditions; or, (4) absences due to multiple treatments. Other situations may meet the definition of continuing treatment.

See Military-Related FMLA Leave definitions of the following:

Covered Service member Serious Injury or Illness of a Covered Service member § Next of Kin Qualifying Exigencies Covered Active Duty

Identifying the 12-Month Period

The Company measures the 12-month period in which leave is taken from the date any employee’s first FMLA leave begins, and rolls forward. For leave to care for a covered service member, the Company calculates the 12-month period beginning on the first day the eligible employee takes FMLA leave to care for a covered service member and ends 12 months after that date. FMLA leave for the birth or placement of a child for adoption or foster care must be concluded within 12 months of the birth or placement.

Using Leave

Eligible employees may take FMLA leave in a single block of time, intermittently (in separate blocks of time), or by reducing the normal work schedule when medically necessary for the serious health condition of the employee or immediate family member, or in the case of a covered service member, his or her injury or illness. Eligible employees may also take intermittent or reduced-schedule leave for military qualifying exigencies. Intermittent leave is not permitted for birth of a child, to care for a newly-

Appendix K│63 born child, or for placement of a child for adoption or foster care. Employees who require intermittent or reduced-schedule leave must try to schedule their leave so that it will not unduly disrupt the Company's operations. If the Company deems the intermittent leave to be disruptive, the employee may be required to take the leave in one consecutive period.

Use of Paid Time Off (PTO)

When you have been approved for FMLA leave, you may use your available paid time off concurrently with your FMLA leave.

Maintenance of Health Benefits

If you and/or your family participate in our group health, dental and/or vision plan, the Company will maintain coverage during your FMLA leave on the same terms as if you had continued to work. If applicable, you must make arrangements to pay your share of benefit premiums that will come due while on leave. In some instances, the Company may recover its portion of the premiums it paid to maintain health coverage or other benefits for you and your family. Use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of your leave.

Notice and Medical Certification

When seeking FMLA leave, you are required to provide:

1. Sufficient information for us to determine if the requested leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that you are unable to perform job functions, a family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. You must also inform the Company if the requested leave is for a reason for which FMLA leave was previously taken or certified.

If the need for leave is foreseeable, this information must be provided 30 days in advance of the anticipated beginning date of the leave. If the need for leave is not foreseeable, this information must be provided as soon as is practicable and in compliance with the Company’s normal call-in procedures, absent unusual circumstances.

2. Medical certification supporting the need for leave due to a serious health condition affecting you or an immediate family member is required within 15 calendar days of the Company’s request to provide the certification (additional time may be permitted in some circumstances). If you fail to do so, we may delay the commencement of your leave, withdraw any designation of FMLA leave or deny the leave, in which case your leave of absence would be treated in accordance with our standard leave of absence and attendance policies, subjecting you to discipline up to and including termination. Second or third medical opinions and periodic re-certifications may also be required. 3. Periodic reports as deemed appropriate during the leave regarding your status and intent to return to work. 4. Medical certification of fitness for duty before returning to work, if the leave was due to your serious health condition. The Company will require this certification to address whether you can perform

Appendix K│64

the essential functions of your position.

Failure to comply with the foregoing requirements may result in delay or denial of leave, or disciplinary action, up to and including termination.

Employer Responsibilities

To the extent required by law, the Company will inform employees whether they are eligible under the FMLA. Should an employee be eligible for FMLA leave, the Company will provide him/her with a notice that specifies any additional information required as well as the employee’s rights and responsibilities. If employees are not eligible, the Company will provide a reason for the ineligibility. The Company will also inform employees if leave will be designated as FMLA-protected and, to the extent possible, note the amount of leave counted against the employee’s leave entitlement. If the Company determines that the leave is not FMLA- protected, the Company will notify the employee.

Job Restoration

Upon returning from FMLA leave, eligible employees will typically be restored to their original job or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions.

Failure to Return After FMLA Leave

Any employee who fails to return to work as scheduled after FMLA leave or exceeds the 12- week FMLA entitlement (or in the case of military caregiver leave, the 26-week FMLA entitlement), will be subject to the Company’s standard leave of absence and attendance policies. This may result in termination of employment if you have no other Company-provided leave available to you that applies to your continued absence. Likewise, following the conclusion of your FMLA leave, the Company’s obligation to maintain your group health plan benefits ends (subject to any applicable COBRA rights).

Fraud

Providing false or misleading information or omitting material information in connection with an FMLA leave will result in disciplinary action, up to and including immediate termination.

Employers’ Compliance with FMLA and Employee’s Enforcement Rights

FMLA makes it unlawful for any employer to interfere with, restrain, or deny the exercise of any right provided under FMLA, or discharge, discriminate or retaliate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA.

While the Company encourages employees to bring any concerns or complaints about compliance with FMLA to the attention of the Personnel Department, FMLA regulations require employers to advise employees that they may file a complaint with the U.S. Department of Labor or bring a private lawsuit against an employer.

Further, FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave

Appendix K│65 rights.

Limited Nature of This Policy

This Policy should not be construed to confer any express or implied contractual relationship or rights to any employee not expressly provided for by FMLA. The Company reserves the right to modify this or any other policy as necessary, in its sole discretion to the extent permitted by law. State or local leave laws may also apply.

MILITARY-RELATED FMLA LEAVE

FMLA leave may also be available to eligible employees in connection with certain service- related medical and non-medical needs of family members. There are two forms of such leave: (1) Military Caregiver Leave, and (2) Qualifying Exigency Leave. Each of these leaves is detailed below.

Military Caregiver Leave

Unpaid Military Caregiver Leave is designed to allow eligible employees to care for certain family members who are covered service members who have sustained serious injuries or illnesses in the line of duty while on active duty.

A Covered Service member is a current member of the Regular Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, or is in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness. It also includes a veteran who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness if the veteran was a member of the Armed Forces (including a member of the National Guard or Reserves), was discharged or released under conditions other than dishonorable; and, was discharged within the five-year period before the eligible employee first takes FMLA military caregiver leave to care for him or

her. (See WHD Fact Sheet #28(m)(b) to define the five-year period for veterans discharged prior to March 8, 2013.)

A Serious Injury or Illness is one that is: (1) incurred by the current service member in the line of duty on active duty, or that existed before the service member’s active duty and was aggravated by service in the line of duty on active duty. In either case, the service member may be rendered medically unfit to perform the duties of his/her office, grade, rank, or rating. For a veteran, a qualifying injury or illness is one that was incurred by the veteran in line of duty on active duty in the Armed Forces or that existed before the veteran’s active duty and was aggravated by service in the line of duty on active duty, and that is either:

1. a continuation of a serious injury or illness that was incurred or aggravated when the veteran was a member of the Armed Forces and rendered the service member unable to perform the duties of the service member’s office, grade, rank, or rating; or 2. a physical or mental condition for which the veteran has received a U.S. Department of Veterans Affairs Service-Related Disability Rating (VASRD) of 50 percent or greater, and the need for military caregiver leave is related to that condition; or 3. a physical or mental condition that substantially impairs the veteran’s ability to work because of a

Appendix K│66 disability or disabilities related to military service, or would do so absent treatment; or

4. an injury, including a psychological injury that is the basis for the veteran’s enrollment in the Department of Veterans Affairs Program of Comprehensive Assistance for Family Caregivers.

To be “eligible” for Military Caregiver Leave, the employee must be a spouse, son, daughter, parent, or next of kin of the covered service member. “Next of kin” refers to the nearest blood relative of the covered service member, other than his/her spouse, parent, son, or daughter, in the following order of priority: 1) a blood relative who has been designated in writing by the covered service member as the next of kin for FMLA purposes. (This person is then deemed to be the covered service member’s only FMLA next of kin.); 2) blood relatives who have been granted legal custody of the covered service member by court decree or statutory provisions; 3) brothers and sisters; 4) grandparents; 5) aunts and uncles; 6) first cousins. The employee must also meet all other eligibility standards as set forth within the FMLA Leave policy.

An eligible employee may take up to 26 workweeks of Military Caregiver Leave to care for a covered service member in a “single 12-month period.” The “single 12-month period” begins on the first day leave is taken to care for a covered service member and ends 12 months thereafter, regardless of the employer’s method used to determine leave availability for other

FMLA-qualifying reasons. If an employee does not exhaust his or her 26 workweeks of Military Caregiver Leave during this “single 12- month period,” the remainder is forfeited.

Military Caregiver Leave applies on a per-injury basis for each service member. Consequently, an eligible employee may take separate periods of caregiver leave for each and every covered service member, and/or for each and every serious injury or illness of the same covered service member. A total of no more than 26 workweeks of Military Caregiver Leave, however, may be taken within any “single 12- month period.”

Within the “single 12-month period” described above, an eligible employee may take a combined total of 26 weeks of FMLA leave including up to 12 weeks of leave for any other FMLA-qualifying reason (i.e., birth or adoption of a child, serious health condition of the employee or close family member, or a qualifying exigency). For example, during the “single 12- month period,” an eligible employee may take up to 16 weeks of FMLA leave to care for a covered service member when combined with up to 10 weeks of FMLA leave to care for a newborn child.

An employee seeking Military Caregiver Leave may be required to provide appropriate certification from the employee and/or covered service member and completed by an authorized health care provider or by a copy of an Invitational Travel Order (ITO) or Invitational Travel Authorization (ITA) issued to any member of the covered service member’s family within 15 days of the Company’s request for certification. An authorized health care provider includes: a U.S. Department of Defense (DOD) health care provider; a U. S. Department of Veteran’s Affairs (VA) health care provider; a DOD TRICARE network authorized private health care provider; a DOD non-network TRICARE authorized private health care provider; or a non- military-affiliated health care provider.

Military Caregiver Leave is subject to the other provisions in our FMLA Leave Policy (requirements regarding employee eligibility, appropriate notice of the need for leave, use of accrued paid leave, etc.).

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Military Caregiver Leave will be governed by, and handled in accordance with, the FMLA and applicable regulations, and nothing within this policy should be construed to be inconsistent with those regulations.

Qualifying Exigency Leave

Eligible employees may take unpaid “Qualifying Exigency Leave” to handle certain qualifying exigencies arising out of the foreign deployment of the employee’s spouse, son, daughter, or parent who is a member of the Armed Forces (including the National Guard and Reserves) and

who is on covered active duty, call to covered active duty status, or has been notified of an impending call or order to covered active duty.

Covered Active Duty for members of the Regular Armed Forces is duty during deployment of the member with the Armed Forces to a foreign country. Covered Active Duty for members of the Reserve components of the Armed Forces (members of the National Guard and Reserves) is duty during deployment of the member with the Armed Forces to a foreign country under a call or order to active duty in a contingency operation. Deployment to a foreign country means deployment to areas outside of the U.S., the District of Columbia, or any Territory or possession of the U.S. It also includes deployment to international waters.

A call to active duty refers to a federal call to active duty. State calls to active duty are not covered unless under order of the President of the United States pursuant to certain laws.

Up to 12 weeks of Qualifying Exigency Leave is available in any 12-month period, as measured by the same method that governs measurement of other forms of FMLA leave within the FMLA policy (with the exception of Military Caregiver Leave, which is subject to a maximum of 26 weeks of leave in a “single 12-month period”). Although Qualifying Exigency Leave may be combined with leave for other FMLA-qualifying reasons, under no circumstances may the combined total exceed 12 weeks in any 12- month period (with the exception of Military Caregiver Leave as set forth above). The employee must meet all other eligibility standards as set forth within the FMLA policy.

If the military member is on covered active duty, the employee may take FMLA leave for the following qualifying exigencies:

1. Short-notice deployment. To address any issue that arises out of a short notice deployment (within seven days or less). 2. Military events and related activities. To attend any official military ceremonies, programs, events and informational briefings; to attend family support or assistance programs sponsored by the military, military service organizations, or the American Red Cross that are related to the service member’s deployment.

3. Childcare and related activities. To arrange for alternative childcare; to provide childcare on an urgent, immediate need basis; to enroll in or transfer to a new school or daycare facility. Note: The employee taking FMLA qualifying exigency leave does not need to be related to the service member’s child. However, 1) the service member must be the parent, spouse, son or daughter of the employee taking FMLA leave, and 2) the child must be the child of the service member (including a child to whom the service member stands in loco parentis).

Appendix K│68

Care of the service member’s parent. To arrange alternative care; to provide care on a non- routine, urgent, immediate need basis; to admit or transfer a parent to a new care facility.

Note: The employee taking FMLA qualifying exigency leave does not need to be related to the service member’s parent. However, 1) the service member must be the parent, spouse, son or daughter of the employee taking FMLA leave, and 2) the parent must be the parent of the service member (including an individual who stood in loco parentis to the service member when he/she was a child).

1. Financial and legal arrangements. To make or update various financial or legal arrangements to address a service member’s absence while on covered active duty. 2. Counseling. To attend counseling (by someone other than a health care provider) for the employee, the covered military member, or a child of the service member when necessary as a result of the covered active duty of the service member. 3. Temporary rest and recuperation. To spend time (up to 15 days) with a service member who is on short-term, temporary rest and recuperation leave during deployment. 4. Post-deployment activities. To attend certain activities within 90 days of the end of the service member’s covered active duty, including arrival ceremonies, reintegration briefings and events, and any other official ceremonies or programs sponsored by the military. This also encompasses leave to address issues that arise from the death of a service member. 5. Mutually agreed leave. Other events that arise from the service member’s covered active duty, provided that the Company and the employee agree that such leave shall qualify as an exigency and agree to both the timing and duration of such leave.

An employee seeking Qualifying Exigency Leave may be required to submit appropriate supporting documentation in the form of a copy of the service member’s active duty orders. (However, the employee is only required to provide this information to the employer once for a service member on a specific deployment.) The employee may also be required to submit certification providing the appropriate facts related to the particular qualifying exigency for which leave is sought within 15 days of the Company’s request for certification. Qualifying Exigency Leave will be governed by, and handled in accordance with, the FMLA and applicable regulations, and nothing within this policy should be construed to be inconsistent with those regulations.

Appendix K│69

Appendix L: GRIEVANCE POLICY AND PROCEDURE

It is the policy of Imagine Schools that all employees have the right to voice their complaints.

Imagine recognizes the meaningful value and importance of full discussion in resolving misunderstandings and in preserving good relations between management and employees.

Accordingly, the following grievance procedure should be employed to ensure that complaints receive full consideration.

What May Be Grieved

The Imagine Schools grievance process should be used as follows: (1) to deal with complaints and concerns pertaining to educational environment, employment arrangements, or interpersonal conflicts; and (2) to resolve complaints of discrimination and harassment based upon race, color, religion, creed, sex, national origin, age, disability, veteran status or sexual orientation, or otherwise.

Who May Grieve

The procedures set forth below may be used by a “grievant” who is a student, teacher, other employee, parent, or visitor making a complaint under this Policy.

Other Remedies

The existence of this procedure does not bar a grievant from also filing claims in other forums to the extent permitted by state or federal law.

Informal Grievance

Because most difficulties can be resolved by communicating a concern to someone, grievants are encouraged to informally discuss their concern or harassment complaint promptly and candidly with the school principal or with the Imagine Regional Director.

The grievant is not required to discuss his or her complaint with the alleged harasser or perpetrator in any manner or for any reason prior to initiating an informal grievance.

Formal Grievance

The grievant is not required to use the informal grievance process before filing a formal grievance.

Within ninety (90) days of learning of the harassment, discrimination, or complaint that is the subject of the grievance, a grievant shall file a formal grievance (i.e. written complaint) with the school principal or with the Regional Director. A grievant may use the Grievance Form, which is available online from the school website, or the Imagine intranet (for employees only) or from the school principal or the Regional Director. The grievance shall identify the nature of the complaint, the date(s) of occurrence, and the desired result, and shall be signed and dated by the person filing it. In the event a grievance is being filed

Appendix L│70 by the legal guardian or parent of a student, the student and the legal guardian and/or parent shall sign and date the grievance. The grievance may be given by the grievant to the principal or the Regional Director (see contact information provided below).

The Principal or Regional Director will immediately initiate an adequate, reliable impartial investigation of the grievance. Each formal complaint will be investigated, and depending on the facts involved in each situation, will be decided after receiving information from the appropriate individuals. Each investigation will include interviewing witnesses, obtaining documents, and allowing parties to present relevant documents and information.

All documentation related to the investigation and discussions held in this process are considered EXTREMELY CONFIDENTIAL and are intended to be maintained for the investigative file. While every effort will be made by the investigator to maintain confidences, governmental authorities could compel disclosure as could other circumstances.

Within thirty (30) business days of receiving the written notice, the Principal or Regional Director shall respond in writing to the grievant (the “Response”). The Response shall summarize the course of the investigation, determine the validity of the grievance and the appropriate resolution. If, as a result of the investigation, harassment, or a valid grievance is established, appropriate corrective and remedial action will be taken.

Appeals

If the grievant is not satisfied with the Response, the grievant may appeal in writing to the Imagine Legal Department (or designee) within thirty (30) days of the date of the Response summarizing the outcome of the investigation. The written appeal must contain all written documentation from the initial grievance and the grievant's reasons for the appeal. The appeal, in letter form, may be sent to: Imagine Legal Department, 1900 Gallows Rd., Vienna, Virginia 22182.

Within fifteen (15) days from receiving the written appeal, the Legal Department (or designee) will respond in writing to the grievant as to the action to be taken and the reasons therefor.

Prohibition Against Retaliation

Imagine pledges that it will not retaliate against any person who files a complaint in accordance with this policy, or any person who participates in proceedings related to this policy.

In addition, Imagine will not tolerate any form of retaliation against any person who makes a good faith report or complaint about perceived acts of harassment, discrimination, or concern, or who cooperates in an investigation of harassment, discrimination, or a concern. Any person

who is found to be engaging in any kind of retaliation will be subject to appropriate disciplinary action.

Modification

Imagine may approve modification of the foregoing procedures in a particular case if the modification (a) is for good cause, and (b) does not violate due process rights or policies of Imagine.

Appendix L│71

Appendix M: INTERNET SAFETY POLICY FOR STUDENTS

Compliant with Children’s Internet Protection Act

Introduction

It is the policy of Imagine Schools, to: a) prevent user access over its computer network to, or the transmission of, inappropriate material via Internet, electronic mail, or other forms of direct electronic communications; b) prevent unauthorized access and other unlawful online activity; c) prevent unauthorized online disclosure, use, or dissemination of personal identification information of minors; and d) comply with the Children’s Internet Protection Act (“CIPA”).

Definitions

Key terms herein are as defined in the Children’s Internet Protection Act.

Access to Inappropriate Material

To the extent practical, technology protection measures (e.g., Internet filters) shall be used to block or to limit access to inappropriate information via the Internet or other forms of electronic communications.

Specifically, as required by CIPA, blocking shall be applied to visual depictions of material deemed obscene, to child pornography, and to any material deemed harmful to minors.

Subject to staff supervision, technology protection measures may be disabled for adults or, in the case of minors, minimized only for bona fide research or other lawful purposes.

Inappropriate Network Usage

To the extent practical, steps shall be taken to promote the safety and the security of users of the school’s online computer network when using electronic mail, social network websites, chat rooms, instant messaging, and other forms of direct electronic communication.

Specifically, as required by the CIPA, school policy shall prevent inappropriate network usage including a) unauthorized access, “hacking,” and unlawful activities; b) unauthorized disclosure, use, and dissemination of personal identification information regarding minors; and c) cyberbullying in accordance with the “Protecting Children in the 21st Century Act” established in August 2011.

The Federal Communications Commission has specifically noted that Facebook and MySpace are not required to be blocked. The School will determine as necessary whether other social networking websites are per se “harmful to minors.”

Appendix M│72

Education, Supervision, and Monitoring

It shall be the responsibility of all school staff members to educate, supervise, and monitor appropriate usage of the online computer network and access to the internet in accordance with this usage policy, as well as according to the standards of CIPA, NCIPA, and Protecting Children in the 21st Century Act.

Procedures for disabling or otherwise modifying any technology protection measures shall be the responsibility of the school’s Internet Technology Officer or designated representatives.

The IT Officer or designated representatives will provide age-appropriate training for students who use the school Internet facilities. The training provided will be designed to promote the school commitment to:

1. The standards and acceptable use of Internet services as set forth in this Internet Safety Policy; 2. Student safety with regard to; 1. i) Safety on the internet 2. ii) Appropriate behavior while on line, on social networking Web sites, and in chat rooms

iii) Cyberbullying awareness and response

3. Compliance with the eRate requirements of the Children’s Internet Protection Act.

Following receipt of this training, the student will acknowledge that he/she has received the training, understood it, and will follow the provisions of the school’s acceptable use policies.

Appendix M│73

Appendix N: NETWORK AND INTERNET USE AGREEMENT

Imagine Schools prides itself on the innovative computer equipment it has in place for the use of its employees and students and limits its use for educational and business purposes only. Employees should refrain from using the computer system in any way that may be seen as insulting, disruptive, offensive or harmful to morale. Additionally, installation of any software without prior written consent is strictly prohibited.

All electronic communications (telephone, e-mail, voice mail, desk and laptop computers, pagers, mobile phones, faxes or facsimiles, Internet, intranet and extranet) sent and received from Imagine Schools shall reflect the principles upon which the Company was founded and in support of its educational goals. Employees have no reasonable expectation of privacy with respect to any computer hardware, software, electronic mail, or other computer or electronic means of communication or storage, whether or not employees have private access or any entry code into the computer system.

Imagine Schools reserves the right to monitor the use of its computer system. All system messages are Imagine Schools’ records and the contents of all systems may be disclosed to Imagine Schools without your permission.

Should an employee commit any violation, his/her access privileges may be revoked, disciplinary action may be taken, and/or appropriate legal action.

Appendix N│74

Appendix O: NO HARASSMENT POLICY

Imagine Schools does not and will not tolerate harassment of our employees, applicants, students, parents, vendors or customers. The term “harassment” includes, but is not limited to, slurs, jokes, and other verbal, graphic or physical conduct relating to an individual’s race, color, sex/gender, religion, age, marital status, national origin, disability and any other categories protected by state and local law. “Harassment” also includes sexual advances, requests for sexual favors, offensive touching, and other verbal, graphic or physical conduct of a sexual nature.

VIOLATION OF THIS POLICY WILL SUBJECT AN EMPLOYEE TO DISCIPLINARY ACTION UP TO, AND INCLUDING, IMMEDIATE DISCHARGE.

If you feel you are being harassed in any way by a coworker, parent, student, or by an employee of a customer or vendor, you should notify your Manager or Principal immediately. In addition, if you believe that a student is being harassed in any way by an employee, parent, student, or by an employee of a customer or vendor, you should notify your Manager or Principal immediately. Any such matter will be thoroughly investigated, and where appropriate, disciplinary action will be taken.

You should also be aware that no member of management is authorized to make any employment decision based in any way on an employee’s submission to or rejection of sexual conduct or advances. No manager or other member of management has the authority to suggest to any employee that the employee’s continued employment or future advancement will be affected in any way because the employee enters into or refuses to enter into any form of sexual or other personal relationship with a member of management. No member of management may coerce an employee into a sexual relationship and then reward the employee. No manager may take disciplinary action against an employee or deny a promotion, transfer, award, etc. to an employee because he or she has rejected sexual advances.

In addition, no faculty member or other employee is authorized to make any academic or disciplinary decision based in any way on a student’s submission to or rejection of sexual conduct or advances. No faculty member or other employee has the authority to suggest to any student that the student’s continued attendance or future advancement will be affected in any way because the student enters into or refuses to enter into a form of sexual or other personal relationship with the faculty member or other employee. No faculty member or other employee may coerce a student into a sexual relationship and then reward the student. No faculty member or other employee may take disciplinary action against a student or deny a promotion, award, grade, or benefit to a student because he or she has rejected sexual advances.

If you feel that you are being harassed, you should tell that individual how you feel. We also ask that you report the matter to your Supervisor or Principal so that we can ensure that the conduct is stopped. If you believe that a manager, member of management, or other employee has acted inconsistently with this policy, if you are not comfortable bringing a complaint regarding harassment to your immediate manager or if you believe that your complaint concerning a coworker, parent, or an employee of a customer or vendor has not been handled to your satisfaction, please immediately contact the Senior

Appendix O│75

Vice President of your region and arrange for a meeting to discuss your complaint.

YOU WILL NOT BE PENALIZED IN ANY WAY FOR REPORTING IMPROPER CONDUCT.

It is your responsibility to bring your complaints and concerns to our attention so that we can take whatever steps are necessary to resolve them.

Appendix O│76

Appendix P: POLITICAL ACTIVITIES POLICY

Imagine Schools is a federal tax-exempt organization pursuant to Section 501(c)(3) of the Internal Revenue Code. Nonprofit entities established for educational and charitable purposes under section 501(c)(3) of the Internal Revenue Code, may not participate in political campaigning in opposition to, or on behalf of, any candidate for public office. These organizations cannot endorse any candidates, make donations to their campaigns, engage in fund raising, distribute statements, or become involved in any other activities that may be beneficial or detrimental to any candidate. Even activities that encourage people to vote for or against a particular candidate on the basis of nonpartisan criteria violate the political campaign prohibition of section 501(c)(3). Whether an organization is engaging in prohibited political campaign activity depends upon all the facts and circumstances in each case.

In recognition of Imagine’s intent to operate as a non-profit entity, the following serves as general “default” guidelines for Imagine regarding political activities:

1. Imagine may sponsor debates or forums that educate voters; however, they will not sponsor any debate or forum that shows a preference for or against a certain candidate. 2. Imagine will not directly participate in the nomination and promotion of candidates for public office. 3. Imagine will not formally endorse, nor publicly criticize, any political candidate. 4. Imagine will make no contributions to the campaign of any candidate for electoral office. 5. Imagine employees are free to become personally involved in political campaigns, so long as they do not in any way utilize Imagine's resources, facilities, images, systems, equipment, or personnel, and clearly and as necessary, unambiguously indicate that the actions taken or statements made are from those individuals and not of the organization.

To make sure that all relevant facts and circumstances are weighed before Imagine, or any Imagine subsidiary, decides to engage in any activity or provide any funding in connection with a political campaign, any person employed by or acting on behalf of Imagine considering such an activity or grant of funds must immediately contact the General Counsel of Imagine for advance written approval. The General Counsel, at his or her discretion, may decide to consult

with outside legal counsel, and if he or she deems appropriate, submit the decision to the Imagine Board of Directors.

Appendix P│77

Appendix Q: PRIVACY POLICY EMPLOYEE PRIVACY POLICY STATEMENT

This Employee Privacy Policy Statement (“Employee Privacy Policy”) contains the policies, procedures, and practices to be followed by all employees of Imagine Schools, in the collection, use, and disclosure of personal information about prospective, current, and former employees.

Any violation of this policy is grounds for discipline and may result in the immediate dismissal for cause of any Employee. To ensure compliance, the company may monitor the personal information management practices of its employees.

“Personal Information” includes information about an employee that is in any form, whether oral, electronic, or written. Such information includes information that may be found in personnel employment files, performance assessments, and medical and benefits information.

Such information excludes an employee’s business title, business address, business telephone number, and contact information when used or disclosed for the purposes of reasonable business communication, and such other information as may constitute public record pursuant to local, state, or federal laws, rules, and regulations applicable to public school employees.

Imagine and its employees will respect at all times the confidentiality of the personal information placed in its care. The company will endeavor to ensure that the policies affecting the collection, storage, and disclosure of personal information reflect the confidential nature of the information. The company will comply with all applicable present and future privacy legislation and regulations that pertain to protecting the confidentiality of personal information.

Use and Disclosure of Information:

Personal information will be collected, used, and disclosed for purposes relating to the employee’s employment relationship with the company, including, but not limited to, the administration of employee hiring, performance reviews, payroll administration, processing of benefit claims, and compliance with all applicable state and federal labor and employment legislation.

Imagine shall not use or disclose personal information for purposes other than those for which it was collected, except with the consent of the employee or if the use or disclosure is authorized or required by local, state or federal laws, rules, or regulations.

The company will take reasonable steps to ensure that personal information is accurate, complete, and up-to-date to minimize the possibility that inaccurate personal information is used to make a decision about employees. Employees are expected to update the company whenever personal information has changed.

Appendix Q│78

Security, Retention, and Disposal:

Imagine will maintain adequate safeguard measures to ensure the security of personal information, protect the information against loss or theft, and safeguard the information from unauthorized access, disclosure, copying, use, or modification.

Only Imagine employees with a business need to know, or whose duties reasonably so require, are granted access to personal information about Imagine employees.

Personal information is kept as long as necessary to satisfy the requirements for having it available to the company. Personal information that has been used to make a decision about an employee shall be retained for a reasonable period, which will permit the employee to access the personal information after the decision has been made.

ELECTRONIC INFORMATION

Imagine Schools employees are required to use electronic communications in a responsible manner, consistent with law and with the mission and policies of the company. Violations of this policy may result in the restriction of access to company information technology resources or other disciplinary action. The ownership of electronic communications and computer files resides with the company.

Ownership of and Access to Electronic Resources:

Imagine Schools provides access for employees to electronic communication systems such as e- mail, voice mail, electronic instant messaging, Internet access, and personal data assistances (“PDAs”), as well as the hardware, software, services, and other materials or resources required to use and support such systems (“Electronic Resources”). These Electronic Resources are the property of the company. All employee messages and files created, sent, received, and stored within the systems are expected to be related to company business and are the property of the company. Incidental personal uses are permitted as provided in the Policy.

The company may limit access to its electronic Resources through company-owned or other computers and may remove or limit access to material posted on company-owned Electronic Resources. Access to and use of the company’s Electronic Resources may be wholly or partially rescinded by the company without prior notice and without the consent of the user when necessary in the judgment of the company to do so.

Security and Privacy:

Imagine Schools is committed to protecting the personal information that is shared by employees and that is stored in the Electronic Resources. The company utilizes a combination of security technologies, procedures, and organizational measures to help protect personal information from unauthorized access, use, or disclosure. While the company respects the privacy rights of employees, the company reserves the right to examine, use, or dispose of all electronic communications and computer files as necessary for the maintenance and integrity of the system and for other valid reasons.

Appendix Q│79

Users of the company’s Electronic Resources should be aware that their use is not completely private. The normal operation and maintenance of the Electronic Resources require the backup and caching of data and communications, the logging of activity, the monitoring of general usage patterns, and other such activities that are necessary for the rendering of service. The company may also monitor, access, or modify the contents of Electronic Resources of individual users without notice, in circumstances where the company determines that it is necessary to do so.

CONSEQUENCES OF VIOLATION OF PRIVACY POLICY

In the event that the company believes that an employee has violated any part of this policy, the company may suspend or terminate the employee’s access to electronic communications systems and equipment. In addition, violation of this policy may subject employees to disciplinary action, up to and including discharge from employment.

Appendix Q│80

Appendix R: SAFE HARBOR POLICY

It is Imagine’s policy and practice to accurately compensate employees and to do so in compliance with all applicable state and federal laws. To ensure that employees are paid properly for all time worked and that no improper deductions are made, non-exempt employees must record correctly all work time and review paychecks promptly to identify and to report all errors. Employee must also not engage in off- the-clock or unrecorded work.

Review Pay Stub

Imagine makes every effort to ensure that employees are paid correctly. Occasionally, however, inadvertent mistakes can happen. When mistakes do happen and are called to our attention,

we will promptly make any correction that is required. Employees should review pay stubs when they are received to make certain that they are correct. If an employee believes that a mistake has occurred or if an employee has any question, the employee must use the reporting procedure outlined below.

Non-exempt Employees

If an employee is eligible for overtime pay or extra pay (e.g., under a collective bargaining agreement), the employee must maintain a record of the total hours worked each day. These hours must be accurately recorded on a time card that will be provided. Each employee must sign his or her time card to verify that the reported hours worked are complete and accurate (and that there is no unrecorded or “off-the-clock” work). The time card must accurately reflect all regular and overtime hours worked, any absences, early or late arrivals, early or late departures and meal breaks. At the end of each week, an employee must submit the completed time card for verification and approval. Upon receipt of each pay check, the employee must verify immediately that the pay is correctly for all regular and overtime hours worked during each workweek.

Exempt Employees

If an employee is classified as an exempt salaried employee, the employee will receive a salary that is intended to compensate him/her for all hours worked. This salary will be established at the time of hire or upon classification as an exempt employee. While it may be subject to review and modification from time to time, such as during salary review times, the salary will be a predetermined amount that will not be subject to deductions for variations in the quantity or quality of the work performed.

An exempt employee will receive a full salary for any workweek in which work is performed. However, under federal law, the salary is subject to certain deductions. For example, absent contrary state law requirements, the salary can be reduced for the following reasons in a workweek in which work was performed:

Family and Medical Leave absences (either full or partial day absences). Unpaid disciplinary suspensions of one or more full days for significant infractions of major workplace rules. The first or last week of employment in the event employee works less than a full week.

Appendix R│81

Whole day absences for personal reasons (other than sickness).

An employee’s salary also may be reduced for certain types of deductions, such as: employee’s portion of health, dental or life insurance premiums; state, federal or local taxes, social security; or voluntary contributions to a 401(k) or pension plan. In any workweek in which employee performs any work, employee’s salary will not be reduced for any of the following reasons:

• Partial day absences for personal reasons, sickness or disability. • Absence because the facility is closed on a scheduled work day. • Absences for jury duty, attendance as a witness, or military leave in any week in which employee has performed any work. • Any other deductions prohibited by state or federal law.

To Report Violations of This Policy, Communicate Concerns, or Obtain More Information

It is a violation of Imagine policy for any employee to falsify a time card, or to alter another employee’s time card. It is also a serious violation of Company policy for any employee or manager to instruct another employee to incorrectly or falsely report hours worked or to alter another employee’s time card to under or over report hours worked. If any manager or employee instructs an employee to:

1. Incorrectly or falsely under or over report hours worked, 2. to alter another employee’s time records to inaccurately or falsely report that employee’s hours worked, or 3. to conceal any falsification of time records or to violate this policy, do not do so. Instead, report it immediately to your supervisor, Principal, Regional Director, or the Legal Department.

An employee should not work any hours outside of a regular scheduled work day unless a supervisor has authorized the unscheduled work in advance. Do not start work early, finish work late, work during a meal break or perform any other extra or overtime work unless authorized to do so and that time is recorded on a time card. Employees are prohibited from performing any “off- the-clock” work. “Off-the- clock” work means work an employee performs but fails to report on a time card. Any employee who fails to report or inaccurately reports any hours worked will be subject to disciplinary action, up to and including discharge.

If an employee believes that wages have been subject to improper deductions or do not accurately reflect all hours worked, the employee should report his/her concerns to a supervisor immediately. If a supervisor is unavailable or if employee believes that it would be inappropriate to contact that person (or if an employee has not received a prompt and fully acceptable reply within three business days), the employee should immediately contact the Business Manager. If employee has not received a satisfactory response within five business days after reporting his/her concerns to the Business Manager, the employee should contact a Regional Director or the Legal Department.

Every report will be fully investigated and corrective action will be taken, up to and including discharge of any employee(s) who violates this policy.

Appendix R│82

Appendix S: SOCIAL MEDIA AND NETWORKING POLICY

Imagine Schools, recognizes that social media and networking have evolved as an omni- present, 24/7 reality that has become commonplace in the lives of its employees. Imagine is also aware that, given the availability of broad access to social media and networking, their presence does not stop at the school or office door.

Social media and networking encompass a diverse array of online activity, including such items as FaceBook, Twitter, YouTube, MySpace, blogs, wikis, virtual worlds, and instant messaging online, professional networks such as LinkedIn and Plaxo, and similar online Internet communications.

Because this form of communication is vast and growing, and because it presents risks for the users and for Imagine, it is important for all employees to be aware of, and to observe, the Imagine Schools Social Media and Networking Policy as provided herein.

In addition, because social media and networking bridge both the work life and the personal life of Imagine employees, some cross-over and conflict of responsibilities may occur. Imagine Schools has an interest in defining the educational and work-related contexts of social media and networking for the protection of its employees, students, and school communities and to minimize interruption to educational programming and school operations.

Policy Guidelines

The Imagine corporate network and in-school systems have been developed and are maintained for the purpose of facilitating, fostering, and advancing the educational mission of schools and the management goals of the organization. All parties participating on the systems simultaneously represent themselves and Imagine Schools. The organization accepts social networking as a valuable tool for managing, teaching, and communicating, and advocates responsible involvement by all staff. This policy is intended to provide a set of guidelines for appropriate online conduct and for avoiding the misuse of this communication medium.

When participating in social media and networking:

• Always respect the privacy of others in the school community; no personal or private information pertaining to students, teachers, administrative staff, or other employees is to be disclosed or discussed. All Imagine employees should be cognizant at all times that

personally identifiable information from a student’s educational record is protected by state and federal law. To avoid inadvertent disclosure of protected information, employees are expected to refrain from posting any identifiable information pertaining to a student without first obtaining authorization from a school leader and, if required, the student’s parent or guardian. • Do not post obscenities, slurs, inappropriate sexual comments, or personal attacks, or use the Internet to send offensive or harassing material. Electronic communications are not to contain derogatory remarks or images regarding race, gender, age, sexual orientation, political beliefs, disability, national origin, or any other protected class. All aspects of this Policy support compliance

Appendix S│83 with Imagine policies on conduct and in particular the Non- Harassment Policy.

• Do not infringe on copyrights or trademarks, nor engage in film or music piracy. • Do not visit Internet sites that contain obscene, hateful, pornographic, or otherwise offensive or illegal material. • Do not use social media to make any recommendations or referrals for Imagine personnel. • Do not disclose or discuss any Imagine confidential or proprietary information. • Do not post photographs that depict any Imagine student or students, unless you have been specifically authorized to do so by your school leader and a media release has been obtained from each student’s parent or guardian. • Do not make defamatory, slanderous, untrue, disrespectful, or unprofessional comments about others.

Special School Principles

Classroom Use

Although social networking features can play an important role in 21st century teaching and learning, they are not all appropriate for classroom or student use. Social networks, even those designed for education, give rise to unique concerns. Social networking sites are broadly interconnected; they can link to one another in ways that may be outside the direct control of the users on any given site. In order to provide safe, age- appropriate use of social networks, faculty must notify their administrator when using a social networking site with students.

“Friending” Students, Alumni, and Parents

In order to ensure professional relationships, faculty must not initiate or accept social network friend requests from current students (of any age), former students under the age of 18, or parents of any students. Use professional discretion when “friending” alumni age 18 and over. When doing so, recognize that many former students have online connections with current students (including younger siblings and underclass friends), and that information shared between school-related adults and recent alumni is likely to be seen by current students as well. Colleagues are also advised not to accept or initiate “friending” the parents of current or prospective students because of the potential conflicts of interest that this can raise.

Use of Social Networks for Development/Alumni/Admissions Purposes

When a school has determined that it desires to establish a social networking presence (e.g., a Facebook page) for development, alumni relations, marketing, or other school- related purposes, a staff member must be appointed to approve postings to the site and to monitor use and traffic in compliance with this Policy and all Imagine Policies. Appointed staff members must obtain appropriate releases from the parent or guardian of each student whose image or other personally identifiable information is to be posted.

Appendix S│84

School-Related Friends (Co-workers, supervisors, and subordinates)

Employees in supervisor/subordinate relationships are encouraged to use caution, due to the potential for both parties to feel awkward or pressured to accept the request to become friends online for business purposes and thus potentially impacting the work and social relationship (as well as possibly raising conflict of interest, unequal treatment, discrimination, harassment, or similar concerns).

Non-School Related Friends

As a representative of Imagine Schools, employees are expected to act professionally not only on campus but also in all public forums where parents, students and other community members may observe your behavior. Be judicious in postings to all friend sites and act to remove any material from your site that may be inappropriate and/or in violation of this policy. This includes (but is not limited to) being “tagged” in photos on the sites of friends or others, especially where the photos may indicate or imply activities not appropriate for viewing by students and other members of the school community.

Online Identity and Posting Online; Disclaimer

When using a social network, employees may not post messages indicating or implying that they represent a school or the organization in any way without a prior conversation with their supervisor. When such users identify themselves as employees of Imagine, they must post a disclaimer such as the following that makes clear that the opinions expressed are solely those of the author and do not represent the views of the organization: “The opinions expressed on this site are my own and do not necessarily represent the views of [name of Imagine School] or of Imagine Schools Non-Profit, Inc. and/or its subsidiaries”

Similarly, when making personal, non-work related posts to blogs, employees should not use their school email address in the message or for reply purposes, as this may inadvertently and inappropriately imply approval of the message’s content by the school or Imagine.

Use of Logos, Trademarks, and Intellectual Property

Consult with an administrator in order to use the school’s logo, trademarks, official photographs, and all other proprietary materials of the school in any postings.

Imagine Schools-Owned Information

Any school or company-related information that is produced or collected in the course of an employee’s work remains the property of Imagine Schools. This includes information that is stored on third-party websites such as webmail service providers and social networking sites, such as Facebook and LinkedIn.

Monitoring

Misuse of social media and networking can have a negative impact upon employee performance, school operation, and the reputation of Imagine. Therefore, the organization reserves the right to monitor the volume of Internet and network traffic, and inspect all electronic data and usage occurring over Imagine’s network or on the organization’s property without prior notice. Imagine may remove posts that violate this Policy. Imagine also reserves the right to assess information in the public domain on the

Appendix S│85

Internet for compliance with this Policy.

Sanctions

Users who violate this Policy may be subject to an investigation and possible discipline, ranging from a verbal warning to termination of employment. The actual penalty applied will depend on factors such as the seriousness of the breach and the employee’s disciplinary record.

Appendix S│86

Appendix T: TRAVEL AND EXPENSE REIMBURSEMENT POLICIES AND PROCEDURES

EXPENSE REIMBURSEMENT POLICY:

As an educational organization, stewardship of our resources is essential. It is Imagine Schools’ policy to reimburse individuals for authorized, reasonable, proper and necessary expenses incurred in connection with approved Imagine Schools’ business. Employees should exercise the same care in incurring travel expenses that a prudent person would exercise if traveling on personal business and expending personal funds. Employees are reminded that when traveling on Imagine Schools’ business, they represent Imagine and are expected to act professionally and in accordance with the mission and values of the organization.

Employees who travel on Imagine Schools’ business are encouraged to incur the lowest practical and reasonable expense while still traveling in a safe, efficient and timely manner. Employees are expected to avoid impropriety, or the appearance of impropriety, in any travel expense. Employees should conduct Imagine Schools’ business with integrity and in a manner that excludes consideration of personal advantage. Only expenses related to Imagine Schools’ business shall be reimbursed. Extra expenses for any form of convenience must be borne by the employee. Should an expense be incurred that is subsequently determined to be improper or in excess of normal costs of travel, the employee may not be fully reimbursed.

More restrictive policies and procedures may apply to employees being reimbursed from restricted sources (e.g., federal, private and/or state grants) or directly from school site revenues in the event a particular Imagine school’s board of directors has adopted more restrictive reimbursement practices and/or the terms of the school’s charter or applicable laws, rules or regulations so require.

Employees are responsible for following this policy and, if applicable, the policy of their particular school site and or grant program.

RELATED POLICIES AND PROCEDURES:

Authorization

All travel must be authorized in advance and approved by the employee’s supervisor. Approval of any and all Expense Reimbursement Forms by the employee and his/her supervisor constitutes certification of the accuracy and appropriateness of all expenses listed as proper in the performance of Imagine Schools’ business and in conformity with Imagine Schools’ policies and procedures.

Expenditures

Generally, travel expenses should not be paid in advance (e.g., hotel, meals). However, allowable travel items charged to an Imagine Schools’ purchasing card (e.g., airfare, conference registration) may be charged in advance. All expenditures charged to an approved purchasing card should also be appropriately and fully supported with a third-party receipt and approved by the Employee’s supervisor

Appendix T│87 as with any other non-purchasing card reimbursement. No unauthorized purchases should be incurred on an Imagine Schools’ purchasing card. If an Employee uses a purchasing card for a prohibited purchase, including without limitation payment of a personal or unapproved expense, the Employee must immediately notify his or her supervisor and submit a written explanation of why this occurred. The supervisor will review all circumstances surrounding the misuse, and depending on the severity and circumstances, may refer the matter to the Chief Financial Officer and/or General Counsel. Employee misuse of an Imagine Schools’ purchasing card may result in suspension or revocation of purchasing card privileges or other disciplinary action, up to and including termination of employment and criminal prosecution to the fullest extent of the law. In addition, in the case of personal or other purchases determined to be non- business expenses immediate repayment of the amount by the Employee to Imagine Schools is required.

Any unused airline or train ticket purchases remain the property of Imagine Schools. Generally, no travel or other expenditures will be reimbursed without a receipt.

1. Air Travel. Employees are expected to take advantage of the lowest fares available, taking into consideration reasonable travel times and connection considerations, and to obtain the lowest fare possible by booking travel tickets well in advance of planned travel times, whenever possible. No reimbursement will be made for first-class or premium rates where other options are available. 2. Personal Automobile. The use of privately-owned vehicles for business purposes will be reimbursed at the then current IRS rate; personal commuting miles (i.e., home residence to/from primary work site) are not reimbursable. The IRS specified mileage rate is intended to cover all expenses incurred for using privately owned vehicles except parking fees and tolls. Mileage reimbursements for an employee that chooses to drive rather than fly should not exceed the lowest round trip coach airfare available at the time travel was authorized. It is the responsibility of the owner of the vehicle being used to carry adequate insurance. The owner’s personal insurance on the vehicle is considered primary at all times. Imagine Schools does not provide coverage for loss of or damage to personal vehicles of employees, or any personal property stored in the

vehicle, when used in conjunction with business travel. Expenses for maintenance and repair of privately-owned vehicles are the responsibility of the owner. 3. Car Rental. Rental cars are authorized if their use is as economical as any other type of transportation. Travelers may be reimbursed for rental fees and gasoline charges. When renting a car for business purposes, employees are expected to select the most economical vehicle class that will accommodate the number of employees travelling and any business equipment transported. Additionally, employees should elect collision or loss damage coverage, as insurance carried by Imagine Schools does not cover damage to the rented vehicle. If you are involved in an automobile accident while on business travel, Imagine Schools’ automobile liability coverage will only cover damage to the other driver’s vehicle and injuries sustained by the passengers therein. 4. Meals. Meal reimbursement while travelling on Imagine Schools’ business includes breakfast, lunch and dinner. If meals are included in the cost of airfare or registration fees or are provided by Imagine Schools during Imagine sponsored meetings/events, employees may not (unless proper justification is provided) seek separate reimbursement for the cost of the included meals (i.e., employees will not be reimbursed if they decline the included meal and purchase another on their own). Generally, alcoholic beverages will not be reimbursed. Employees hosting properly authorized and documented

Appendix T│88 business meetings/events with outside attendees may seek reimbursement for reasonable food and beverage expenses, including, when appropriate, reasonable alcoholic beverage expenses of outside attendees.

5. Lodging. Travelers will be reimbursed at the actual, reasonable single room rate for Imagine Schools’ business that is 65 miles or more from the traveler’s primary work assignment. The reasonableness of the hotel will be determined by the immediate supervisor of the employee. Reimbursement will be made for the actual and reasonable cost plus taxes per night. Personal expenses such as in-room movies, non-business telephone calls, in-room beverage or snack bars, child care, recreational activities, fitness center, and other similar expenses will not be reimbursed. Valet service will only be reimbursed in instances where reasonable alternative parking options are not available. 6. Other Expenses. Registration at meetings and other reasonable and necessary expenses directly related to Imagine Schools’ business, as determined by Imagine Schools in its sole discretion, will be reimbursable. Always check with your supervisor before incurring any expense not expressly identified herein as reimbursable. 7. Expenses Not Reimbursable. In addition to the exclusions listed above, the following expenses will not be allowed: spouse, family member, or other personal guest travel and related expenses; personal entertainment expenses; traffic or parking fines; travel

to other destinations from the meeting site for personal purposes; cancellation charges (unless justified); late checkout or un- cancelled guaranteed reservation charges (unless justified); flight insurance (unless justified); airline upgrades; airline, car rental and hotel club membership dues; laundry/dry cleaning service (unless justified). This list is not exhaustive; always check with your supervisor before incurring any expense not expressly identified herein as reimbursable.

Advances

Imagine Schools does not typically make advance payments against travel expenses. However, special circumstances may warrant a travel advance based on acceptable information being provided for approval by your school principal or corporate supervisor.

Expense Reimbursement Procedures

An employee may seek to obtain reimbursement for actual expenses through submission of an Expense Reimbursement Form. Original receipts must be attached to the form. This includes receipts for travel, lodging, parking, tolls, taxis, gas, meals, etc. In the event it is impractical to obtain a receipt or if such receipt has been inadvertently destroyed, the employee should furnish a written statement to that effect, as well as an explanation of the expenditure involved. Costs should be in exact amounts and not rounded. In cases where vacation time is added to a business trip, any cost variance in airfare, car rental, and/or lodging must be clearly identified when submitting the Expense Reimbursement Form. Imagine Schools will not prepay any personal expenses with the intention of being “repaid” at a later time, nor will any personal expenses be reimbursed.

Expense Reimbursement Forms must be signed by the employee and the employee’s supervisor and submitted to the appropriate finance staff person for payment. An employee may not approve his/her own travel and/or reimbursement. Supervisors and designated finance staff are expected to review the Expense Reimbursement Forms for compliance with Imagine Schools’ policies and procedures prior to

Appendix T│89 issuance of a reimbursement check.

An employee whose reimbursement request does not comply with these policies and procedures may not be fully reimbursed. Further, employees who violate this Policy may be subject to an investigation and possible discipline, ranging from a verbal warning to termination of employment. The actual penalty applied will depend on factors such as the seriousness of the breach and the employee’s disciplinary record.

Appendix T│90

Appendix U: WHISTLEBLOWER POLICY

Imagine Schools (“Imagine”) is committed to the highest standards of ethical, moral, and legal conduct. The purpose of this policy is to support the Imagine’s goal of legal compliance by: (1) encouraging Imagine people to come forward with credible information regarding illegal practices or serious violations of policies adopted by Imagine; (2) specifying that Imagine will protect a person who comes forward with such information from retaliation; and (3) identifying where such information can be reported.

As with all employee policies, Imagine reserves the right to modify or amend this policy at any time as it may deem necessary to increase its effectiveness and stay current with the latest developments in applicable legal standards.

1. Encouragement of reporting. The support of all Imagine people is necessary to achieving compliance with various laws and regulations. Imagine encourages complaints, reports or inquiries about illegal practices or serious violations of Imagine’s policies, including illegal or improper conduct by Imagine itself, by its leadership, or by others on its behalf. Appropriate subjects to raise under this policy would include theft or misappropriation of Imagine assets, misstatements or other irregularities in Imagine records, incorrect financial reporting, misuse of Imagine assets, fraud, or other similar illegal or improper activities or practices. Other subjects covered by existing Imagine complaint mechanisms should be addressed under those mechanisms, such as raising matters of alleged discrimination or harassment via a supervisor, supervisor’s supervisor, or area Vice President. This policy is not intended to provide a means of appeal from outcomes in those other mechanisms. Anyone filing a complaint pursuant to this policy must be acting in good faith and have reasonable grounds for believing the information disclosed indicates misconduct, dishonesty, or fraud. Reasonable grounds include first-hand witnessing of misconduct or possession of documentation to support the complaint, not hearsay or speculation. 2. Protection from retaliation. This policy is intended to encourage and enable employees and others to raise concerns within Imagine prior to seeking resolution outside Imagine. Imagine prohibits retaliation by or on behalf of Imagine against staff or agents of Imagine for making good faith complaints, reports or inquiries under this policy or for participating in a review or investigation under this policy. This protection extends to those whose allegations are made in good faith but prove to be mistaken. An employee or other agent of Imagine who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination. Imagine also reserves the right to discipline persons who make bad faith, knowingly false, or vexatious complaints, reports or inquiries or who otherwise abuse this policy.

3. Where to report. Complaints, reports or inquiries may be made under this policy on a confidential or anonymous basis. They should be made in writing and describe in detail the specific facts demonstrating the bases for the complaint, report or inquiry. They should be directed to Imagine’s Chief Executive Officer or Chief Financial Officer at 1900 Gallows Road, Suite250, Vienna, VA 22182; if both of those persons are implicated in the complaint, report or inquiry, it should be directed to the General Counsel’s Office, 1900 Gallows Rd., Suite 250, Vienna, VA 22182. Imagine will conduct a prompt, discreet, and objective review or investigation. As part of its investigation of a complaint,

Appendix U│91 report or inquiry, Imagine may seek additional information and supporting documentation from the complainant, as well as other persons within or without Imagine who may have pertinent information. Reports of violations or suspected violations will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation. It should be noted that Imagine may be unable to fully evaluate a vague or general complaint, report or inquiry that is made anonymously.

Adopted December 6, 2011

Appendix U│92

Appendix V: WORK RULES FOR EMPLOYEES

Not all types of conduct can be covered by a set of work rules. The following set of work rules, therefore, is not all-inclusive, but is designed to help you to understand what conduct is expected of you as an employee of Imagine Schools and to help you to know what types of activity should be avoided.

You will find that most of these rules will not be new to you, but rather have been communicated to you either orally or in written form in the past. As the Company considers necessary and appropriate, the Employer may establish additional rules or modify existing rules. The primary purpose of these rules is to help you, as an employee, and Imagine Schools, as an employer, to provide high quality service to our students and community. Adherence or non-adherence to these rules either directly or indirectly influences the quality of service we render to our students and community and the ultimate success of the organization.

Violations of work rules will ordinarily result in disciplinary action. The nature of the disciplinary action will be based on the seriousness of the offense involved, although other relevant factors may also be considered.

For purposes of emphasis, the types of offenses are classified as follows:

1. Very serious offenses, which normally will result in immediate discharge. 2. Serious offenses, which call for strong disciplinary action and possible suspension or discharge. 3. Offenses that ordinarily will not result in immediate discharge, but warrant progressive discipline. Progressive discipline will normally be administered as follows:

First offense Second offense Third offense Fourth offense

-- Oral counseling or reprimand (documented in writing) -- Written reprimand -- Final warning; Disciplinary Suspension -- Discharge

NOTE: These offenses may, depending on the nature and circumstances, warrant more severe disciplinary action than outlined above.

Also, progressive disciplinary steps will be cumulative regardless of whether the offenses are for the violation of the same or a different work rule.

Absence and lateness issues will be considered together on a separate disciplinary track from violations for other offenses.

1.

2. 3.

A. Examples of Very Serious Offenses Which May Result in Immediate Discharge:

Falsification of time card, or time record, or punching another employee’s time card; or in any way tampering with your own or another’s time card or time record.

Falsifying any reports or records. Gross insubordination.

Appendix V│93

4. Misrepresentation of facts in seeking employment. 5. Unauthorized use of Company vehicle. 6. Vandalism. 7. Use without authorization or deliberate waste of Company cash or merchandise regardless of intent. 8. Removal of Company property, or the property of a fellow employee, a student, or a customer without permission. 9. Misuse or trying to remove Company, students, and/or fellow employees’ material (records, documents, property, tools, equipment, uniforms, etc.) from Company premises without proper authorization.

10. Misappropriation of company, student, or affiliate vendor funds or property. 11. Giving to any person or using another’s Company pass or badge or other Company identification material. 12. Possession and/or sale (unless authorized as part of job duties), use, distribution, or being under the influence of alcoholic beverages on Company premises, or during working hours. 13. Possession, use, sale, distribution, or being under the influence of illegal drugs or other controlled substances on Company premises, or during working hours. 14. Fraud. 15. Theft. 16. Unauthorized carrying or possession of firearms or other impermissible weapons on Company premises or while working. 17. Engaging in, abetting, or threatening violence, physical harm, or abuse of fellow employees, management, parents, employees, students, or affiliate vendors companies on or off premises. 18. Willful destruction of property. 19. Indecent behavior during working hours. 20. Smoking in hazardous areas. 21. Taking or giving bribes. 22. Instigating, participating in, or encouraging others to participate in any unlawful work stoppage or slowdown.

23.Misappropriating or disclosing to third parties without authorization confidential company information.

24. Using or attempting to use physical force on or against a student, either intentionally or with reckless disregard for the student’s safety, as punishment or in an attempt to modify the behavior, a “thought,” or an “attitude” of the student. Examples of prohibited contact include, but are not limited to: shoving, striking, grabbing, shaking, throwing of objects, and unreasonable restraint. 25. Failure to properly report suspected child abuse to authorities.

Appendix V│94

B. Examples of Serious Offenses That Call for Strong Disciplinary Action and Will Ordinarily Result in Suspension or Discharge.

1. Insubordination (refusal to perform any job or work assignment given by an employee’s supervisor or by management where gross insubordination is not involved). 2. Profane or abusive language where the language used is uncivil, insulting, or contemptuous.

3. Threatening, intimidating, coercing or interfering with fellow employees, students, or any other persons, on Company premises. 4. Making false, vicious, or malicious statements concerning any employee, the Company or its products. 5. Sexual harassment of employees, students, or customers. 6. Harassment of Company employees, students, or customers based on an individual’s race, color, religion, sex, sexual orientation, age, national origin, disability, veteran status or any other personal characteristic that is protected by applicable law. 7. Mixing or exchanging your personal money with Company funds. 8. Failure to report an accident. 9. Horseplay, scuffling, throwing things, etc. 10. Violating any safety rules or practices - or engaging in any conduct which may create a safety hazard. (Note: This offense may be considered serious or very serious depending on the nature of the offense.) 11. Violations of security procedures (Note: The seriousness of this type of offense will vary depending on the circumstances and nature of the violation). 12. Gross neglect of duty. 13. Attempting to enter, entering or assisting any person to enter or attempt to enter the Company’s premises or restricted areas without proper authority.

14.Being present on Company premises while off duty and without express permission from supervision.

15. Sleeping or dozing on the job during scheduled work hours. 16. Gambling on the job. 17. Conducting yourself during non-working hours in such a manner that the conduct would be detrimental to the interests or reputation of the Company. 18. Lewd, indecent, or immoral behavior while on school premises.

Appendix V│95

C. Examples of Offenses That Ordinarily Will Not Result In Immediate Discharge, But Warrant Progressive Discipline In Accordance With the “Discipline & Discharge/Just Cause”

1. Leaving your job or your regular work place during working hours for any reason without authorization, except for lunch, rest periods, and going to rest rooms. 2. Lack of application or effort on the job. 3. Incompetence or failure to meet reasonable standards of efficiency. 4. Neglect of job duties and responsibilities where gross neglect is not involved. 5. Smoking in unauthorized areas. 6. Failure to keep accurate records where falsification is not involved. 7. Improper use of Company telephones and computers.

8. Failure to comply with the code of dress, uniform policy, cleanliness, personal hygiene, personal habit, food and school safety requirements, or other requirements established by governmental agencies, by the Company, or school. 9. Conduct or behavior that is rude, inappropriate, unprofessional, discourteous, unacceptable or disruptive. 10. Failure to speak to fellow employees, Company supervisors and managers, students, parents, and visitors in a normal and respectful speaking voice. 11. Failure to follow time reporting procedures where falsification is not involved. 12. Failure to use time clock swipe card as directed.

13.Excessive absenteeism, absences or tardiness without notifying the supervisor or without reasonable excuse.

14. Soliciting on Company premises during working time.

Appendix V│96

Imagine Schools

1900 Gallows Road, Suite 250 Vienna, VA 22082 Phone: 703-527-2600 Fax: 703-527-0038 [email protected] imagineschools.org

ATTACHMENT 2

Imagine South Lake Warrior Handbook

Imagine South Lake Warrior Handbook

Imagine South Lake Charter 2750 Hartwood Marsh Road Clermont, FL 34711 352-243-2960 Fax: 352-243-2967 www.imaginesouthlake.org

School Office Hours

8:00 a.m. - 4:00 p.m.

Student Hours

8:25 a.m. - 3:20 p.m. (2:20 on Wednesdays)

This manual is a guide to the policies and procedures forImagine South Lake Charter and is meant to augment the “Lake County School District Code of Student Conduct and Policy Guide.” The Principal is the final authority on these and any policies not covered in these pages.

Our Mission

We deliver quality instruction that exceeds the academic needs of each learner in a safe and economically sustainable environment.

Our Vision

We promote excellence in the education of our students by developing character and enriching minds as the leading school of choice in Lake County.

Shared Values

These are at the core of what we strive to achieve:

• Integrity: Living up to our commitments; it requires freedom mixed with responsibility and accountability • Justice: That everyone is treated equitably, uniquely and appropriately. • Fun: Creating an environment where all stakeholders participate in decisions and take responsibility for results.

Parent Choice

We believe that, given a choice of public schools, parents will seek out the best school for their child. We strive every day to be that choice.

Academic Growth

We strive for students to attain grade level proficiency and evaluate the individual growth of each student through learning gains. These student successes help us to measure our teacher’s effectiveness and our school’s academic excellence.

Positive Character Development

We believe that a school must cultivate a culture of character in order to be a successful community. We teach the Six Pillars of Character® to our students with the same vigor that we teach the core curriculum; these pillars are: Trustworthiness, Respect, Responsibility, Caring, Fairness and Citizenship.

Economic Sustainability

We want our school to be strong and vibrant both for the children enrolled now and for their children, so we take living within our means very seriously.

School Development

Our goal is to serve the educational needs of as many students in our community as possible in an environment where students are known and loved.

Coming and Going from School:

• Visitor Procedure: ALL visitors are required to sign-in at the front office where they will receive a visitor badge that is to be prominently worn at all times while on school grounds. Important: ALL visitors must have a photo ID. Our background check system will scan the ID, run a background check and print a visitor’s badge. Parent visits to the classroom must be pre-arranged. • Morning Drop-off Procedure: Students shall not arrive to school earlier than 8:00 a.m. unless they are registered for Extended Care or are eating breakfast (starting at 7:45am). Hallways and the car line are not supervised before 8:00 a.m. so students should be checked in to extended care at the front desk by a parent. Upon arrival after 8:00 a.m., all students are to proceed directly to their classroom. Students are tardy after 8:25 a.m. and a tardy slip must be obtained from the front office. Parents who wish to speak with a teacher need to schedule a conference by contacting the teacher via the student’s planner, voicemail or email (links to all teacher emails can be found on our app or at www.imaginesouthlake.org). • Student Sign-Out Procedure: Early checkouts are permitted but do interrupt valuable instruction time, so please make every effort to minimize them. Lake County policy states that every 3 early dismissals count as 1 unexcused absence. The cut off for checkouts through the office is 2:30 p.m. (1:30 p.m. on Wednesdays). Parents arriving after this time should proceed to the carline. No student will be allowed to leave the school with anyone other than the legal parent or guardian, unless that person is listed in the student’s contact list and presents the appropriate identification. Any student leaving school during the school day must be signed out in the front office reception area in the main building. For their safety, we do not dismiss students on their own with only a note or telephone call from the parents; they must be signed out through the front office. Parents are not permitted to pick-up students outside the classroom or hallways; please pick them up in the front office. • Dismissal Procedure: On all days except Wednesday, kindergarteners, walkers, bus riders and day care vans are dismissed at 3:20 p.m. Dismissals will be called out over the public address system. On Wednesdays, early dismissal day, kindergarteners, walkers, bus riders and day-care vans are dismissed at 2:20p.m. All students must vacate the school grounds by 3:50 p.m./2:50 p.m. (Wednesdays) unless they are at Extended Care or a school-related activity with supervision. Imagine South Lake utilizes the PikMyKid app for dismissal. Parents should check in on the app when they enter school grounds to alert teachers and students they are here. We ask that parents stay off their cell phone the remainder of dismissal to stay alert and keep our Warriors safe. • Car Riders: If you are dropping off/picking up your student using the car rider line, proceed with caution to the waiting staff personnel. Please remain in your vehicle to help expedite this process. Parents are not permitted to drop students off by the roadway on the grass, in the parking lot, or in the bus line. Car tags are required and must be visible if you are dropping off or picking up your student using the car rider line; proceed cautiously to the waiting staff personnel. For safety, your student may not enter the vehicle until the staff or Safety Patrol member opens the door and directs the student to the vehicle; please remain in your car and refrain from using your mobile

phone. After your student has buckled up, proceed slowly to the exit. Use of car tags at drop off and pick up are part of our safety protocols to alert school staff that you have a student on our campus. • Bus Riders: Imagine South Lake Charter follows the overall policies listed in the “Lake County School District Code of Student Conduct and Policy Guide.” Riding the bus is a privilege, not a right. For a list of rules and consequences please see the Lake County Code of Conduct. Students must register to become bus riders at the beginning of the school year. While every consideration will be taken to accommodate the largest number of students possible, the number of seats is limited, so a waiting list may be put in place if enrollment exceeds capacity.

Bus riders must be at the respective bus stop at the predetermined time (adjusted each year) in the morning. They must enter the bus and be seated quickly and quietly. No parents are allowed on the bus. Students will be dismissed to their respective bus per the Dismissal Procedure.

Parents and students are encouraged to learn the code name of their bus (e.g., Shark, Sea Turtle, etc.) and their bus driver’s name. For safety, bus drivers cannot be contacted while in route. No K-2 student will be dismissed from the bus without an adult present to pick them up from their bus stop.

• Transportation Changes: If you have a change in your student’s transportation status during the day, email the homeroom teacher or fax a written notice to the front office at 352-243-2967 prior to 2:00p.m./1:00 p.m. (Wednesdays) For the safety of our students, transportation changes may not be made by phone.

Attendance:

• Absences: Imagine South Lake Charter follows the overall school rules, attendance policy, and discipline recommendations listed in the “Lake County School District Code of Student Conduct and Policy Guide.” Our goal for average daily attendance is 97%. Your student’s attendance in school is of the utmost importance. A written excuse to the teacher dated and signed by the parent or guardian is required for all absences. You can also compete an excuse note for absences on our app. It is recommended that you report your student’s absence through the school app. Absence will be excused in case of illness/injury of the student, illness/death in the immediate family, doctor or dental appointment, recognized religious holiday or other serious events beyond the student or family’s control. If a note is not received in person or through the school app, the student will have an unexcused absence for the day. If family business should require a student to miss school, a prearranged absence must be requested in writing to the Principal. Please see your child’s teacher or the front office for a prearranged absence request form. No more than five prearranged days are excused each year. Students are responsible for missed assignments and should check with their teacher(s). • Tardiness: We begin learning at 8:25 a. m. each day. Having your child to school on time ensures that they have access to a full day’s learning. Having your student at school before 8:25 a.m. will help our teachers begin the day with the least amount of disruptions. Students are tardy after 8:25 a.m. and a tardy slip must be obtained from the front office.

Agenda:

• All students will receive one agenda per school year. Agendas should be used consistently in grades to copy daily course assignments and serve as, one of many, communication platforms between teacher and parents/guardians. Parents are encouraged to check agendas daily. All grade levels use agendas to communicate between home and school. If a student loses their agenda, a replacement may be purchased for $5.

Clinic:

• The school nurse or front office staff will be on duty to call parents when children are no longer able to stay at school. Please make an effort to pick up your child as soon as possible usually within the hour. If your child tells you he/she doesn’t feel well in the morning before school, please keep him/her at home as minor problems sometimes become worse as the day progresses. Students are not permitted to attend school within 24 hours of having a fever of 100.3 or more. Students must be fever free without fever reducing medications (Tylenol, Motrin, etc.) for 24 hours before returning to school. Every child needs to have a “Student Medical Authorization” form and “Student Information Card” on file in the clinic. Please provide more than one working emergency contact phone number and keep the school informed of any change in phone numbers so we may contact you in an emergency. • STUDENTS ARE NOT ALLOWED TO KEEP MEDICINE IN CLASSROOMS OR SELF-ADMINISTER MEDICATION (e.g., cough medicine, aspirin and other non-prescription items) without a signed authorization form. • Lake County School Board Policy 4.014 states: Only those medications which are prescribed by a physician may be administered in school, and only in cases where failure to take such medication during school hours could jeopardize a student’s health. • All medication (prescription or non-prescribed over-the counter) to be administered to a student shall be provided and retrieved to the designated staff person at school by the student’s parent or legal guardian. The medication must be in the original container with the current prescription label. • In the event medication is delivered or retrieved by an adult other than the student’s parent or legal guardian, the adult shall present written authorization from the child’s parent or legal guardian. If prior arrangements have been made with the Principal or his/her designee, a parent or guardian may go into the school to administer prescribed or non-prescribed (over-the counter) medication to his or her child upon completion of a “Student Medical Authorization” form.

Character Education:

We are a Character Strong School and a National School of Character! Imagine South Lake Charter incorporates Character Education into our entire curriculum. Imagine South Lake Charter incorporates Character Education into our entire curriculum. We teach the Character Strong® program to our students with the same vigor that we teach the core curriculum; some of the values include: Kindness, Respect, Honesty, Empathy, Gratitude, and Humility.

•

Conferences:

• All parent/teacher conferences are to be scheduled directly with the classroom teacher. Teachers are not available for conferences during the school day except by prior arrangement. We encourage parents to take an interest in their child’s activities at school and would like for you to visit the classroom. If you would like to visit your child’s classroom, please contact the teacher in advance.

Contact Information Changes:

• Notify the school immediately with any address, phone or email change. In order to change your child’s address, please submit a copy of a utility bill. The address cannot be changed without this.

Discipline:

• Each teacher will notify parents of the expectations for their specific class. Imagine South Lake Charter follows the overall discipline recommendations listed in the “Lake County School District Code of Student Conduct and Policy Guide.” Imagine South Lake strives to recognize students for positive behavior choices through the use of the Character Strong Program. Sunshine communication will be relayed through Jupiter or parent phone calls

Extended Care: • Extended Care programs are mornings from 7:00 a.m. to 8:00 a.m. and afternoons from 3:15 p.m. to 6:00 p.m. (2:15 p.m. to 6:00 p.m. on Wednesdays) for a fee. Pricing and registration forms are available at the front office or online at www.imaginesouthlake.org Students must be signed in and out by a parent or guardian in Imagine Hall. Hallways are not supervised before 8:00 a.m. so students should be walked to Imagine Hall by a parent.

Extra-curricular Activities: • Notices will be sent home and also advertised on our website (www.imaginesouthlake.org) as they arise. Check our weekly newsletter, the Warrior Weekly for information each week. Field Trips: • Teachers may plan several field trips during the year as part of the educational program. They will notify parents in advance of any trip. Signed permission slips and payment (if applicable) must be received by the due date in order for the student to be allowed to participate. Due to deadlines enforced by different venues field trip payments are non-refundable even if a student misses the trip due to illness. Teachers will request parent chaperones as needed. Chaperones must have a valid driver’s license scanned at the front office 72 hours prior to the trip. • Any student who has a failing grade in one or more academic subjects and /or has multiple disciplinary referrals/suspensions will not be permitted to attend field trips.

Inappropriate Items:

• Imagine South Lake Charter follows the overall policies listed in the “Lake County School District Code of Student Conduct and Policy Guide.” In most cases the classroom teacher will decide what is and is not appropriate in their classroom. • Toys: Should not be brought to school unless requested by the teacher (e.g., show and tell, educational activity, etc.); such items may be confiscated by the administration or teacher. Any non-weapon collected will be returned to the student at the end of the school day, but repeated misbehavior will result in additional discipline (e.g., detention, suspension, etc.). This return policy will be judged on a case-by-case basis with parents/guardians informed, with a right of appeal to the Principal, if return is denied. • Skateboards, shoes with wheels in them and scooters are not permitted on school property. However, if the student brings such items to school (for either a school activity or after school leisure) they must keep the item with them if they ride the bus (no passing) and turn it into their homeroom or another trusted teacher to hold during the school day. • Weapons: Pocketknives, cap guns, and any other dangerous toys, toy weapons or weapons are not to be brought to school; Lake County has a ZERO TOLERANCE policy on weapons of any kind on school grounds. If a student has a knife or any other weapon at school, the situation may be call for suspension, expulsion and/or the calling of law enforcement. • Animals: No animals may be brought to school except by special arrangement. • Videos: Teachers will preview videos before being presented to the class. Only movies rated G will be permitted to be shown without parental permission. Movies with a rating of PG or higher may be shown with parent consent. • Mobile phones:

o For K-4: Phones must be turned off and in the student’s backpack during school. If a family chooses to allow their student to bring a mobile phone to school, said devices are the responsibility of the student. Imagine South Lake Charter is not liable or responsible for any loss or damage. We do not encourage K-4 students to bring a mobile device to school. o For 5-8: Students who bring their phones to school will be expected to turn them into their homeroom teacher to be kept in a lock box during instructional hours. Students may retrieve their phones at the end of the day. If a family chooses to allow their student to bring a mobile phone to school, said devices are the responsibility of the student. Imagine South Lake Charter is not liable or responsible for any loss or damage. • Other electronics (e.g., mp3 players, iPods, games, cameras, etc.) are not permitted on school grounds. Some electronics may be used on campus. If any of the aforementioned devices are brought to school the student will be subject to disciplinary action. Imagine South Lake Charter is not liable or responsible for any loss or damage. Students who complete the eReader permission slip may use those devices at the discretion of the teacher. • Consequences: As per the Lake County Code of Conduct. Late/Missing Work

• Opting out of assignments is not an option for students at Imagine South Lake. Our teachers strive to create assignments that are compelling and challenging, and that help students master grade level standards. Students who have late or missing work may be required to come before school, stay after school, or work on assignments while eating lunch in order to complete the requirements for each class.

Lunch:

• Imagine South Lake Charter offers healthy meals every school day. Students will be assigned a lunch period. Due to safety concerns we are not able to heat lunches for students. Please do not send items that require heating. Hot lunches are offered throughout the year. Families are welcome to eat lunch with their child (see Visitor Procedure). Parents are encouraged to fulfill their volunteer requirements by assisting in the lunchroom. • Regular Breakfast and Lunch Program: Breakfast and lunch are served daily. Your children may qualify for free meals or for reduced price meals (see Free or Reduced Price Meals Program below); milk, juice, and other a la carte items are available to purchase. • Our food service provider is a registered vendor with the Florida Department of Education and serves fresh, nutritious food to our students and faculty. • Deposits: All deposits MUST be accompanied by a Deposit Form and checks should be made out to ‘Imagine South Lake’. Forms and checks/cash should be given to the student’s homeroom teacher during homeroom. Forms and checks will not be accepted by the food service staff during the day. Deposits can also be made at www.slalunch.com. Electronic deposits are encouraged. • Free or Reduced Price Lunch Program: Reduced price is $0.30 for breakfast and $0.40 for lunch. Complete the application to apply for free or reduced price meals. Use one "Free or Reduced Price School Meals Application" for all students in your household. Application forms can be found on www.imaginesouthlake.com • We cannot approve an application that is not complete, so be sure to fill out all required information. Return the completed application to: Nichole Meerleveld-2750 Hartwood Marsh Rd. Clermont, FL 34711 • If you have other questions or need help, call the school at 352-243-2960. Si necesita ayuda, por favor llame al teléfono: 352-243-2960. • ATTENTION: Due to federal requirements, only milk is served at lunch. If a student is lactose intolerant and has a doctor's note (on the doctor's letterhead or prescription pad) the student will be served a non-dairy product (again, ONLY if they have a note on file). The notes may be brought to the front desk or faxed to the school (attention Nichole Meerleveld or Nurse Jill Morningstar) at 352-243-2967.

Lost and Found:

• Please write your student’s FIRST and LAST NAME on their lunch box, notebooks and all clothing (e.g., jackets, sweaters, uniforms, etc.). The Lost and Found is located in Imagine Hall. Unclaimed items will be donated to charity on the 30th of each month.

Media Center/Library:

• Library books may be checked out from the media center. Books must be returned on time and in good condition. If a book is lost or destroyed, the student will be required to pay the full replacement cost. Parent volunteers are welcome and encouraged to fulfill their volunteer requirements by shelving books in the media center.

Pledge of Allegiance:

• Each morning the Pledge of Allegiance will be recited in class. Per state law, those students that wish not to participate in the reciting of the pledge of allegiance will be excused from standing and placing their right hand over their heart upon written request by their parent. Unexcused students must show full respect to the flag and the Pledge of Allegiance.

Classroom Transfers:

• Imagine South Lake takes special care when creating classes and matching teachers and students. Parent input forms are sent home each spring to provide parents with an opportunity to give input on what type of learning environment their child needs. We value parent input and our partnership with our families. • We encourage all parents who have concerns to follow the “Resolving Issues” section of this handbook. Our first line of communication is always to encourage conversations between the classroom teacher and the parent. In the event that a parent requests a classroom transfer, the following procedures should be followed: o Email the Principal with the details of the request – [email protected] o Agree to a meeting with school leadership and other faculty members, possibly including the current teacher, grade level team leader, and other grade level team members. o The school has two weeks to approve or deny the transfer after receiving the request. • This procedure does not give parents the right to choose a specific teacher.

Parent Involvement:

• PTO - Parent Teacher Organization: The PTO at Imagine South Lake Charter is happy to contribute to the welfare of the school by organizing parent volunteers and coordinating academic and fundraising activities. Please join us and help make our school the best that it can be. Membership applications and more information available in the front office or at www.imaginesouthlake.org. • Volunteering: School volunteers are always needed and each family is required to contribute 15 hours of volunteer time for each child (or a total of 20 hours per family) each school year. There are many opportunities available for parents to get involved (e.g., classroom assistance, library duty, fund raising activities, field trip chaperone, etc.). • Families who do not fulfill their volunteer requirements will be placed in the lottery for the following school year and will not be guaranteed to have a spot in the school.

• All parents wanting to volunteer must be registered with the school according to Lake County Regulations. Volunteers are required to sign in and out of the front office. Visitor badges must be worn and visible at all times. Visitor badges are only issued after a valid photo ID has been scanned.

Parties at School:

• Teachers will make the final decision on parties appropriate to the children and related events. Teachers will decide on days and times that may best suit the needs of the grade level. Birthday parties are not to be held at school for any grade level. However, any parent wishing to send cupcakes, cookies and/or drinks to celebrate a birthday can contact the teacher for approval in advance and are welcome to join the class during lunch period (see Lunch and Visitor Procedure).

Progression Policy:

• Imagine South Lake Charter follows the Lake County Schools Student Progression Plan in regards to student promotion/retention. A copy of the full student progression plan may be found at: https://www.lake.k12.fl.us/cms/lib/FL01000799/Centricity/Domain/44/18- 19%20SPP%20Draft%20revised%2010.9.18.pdf

Religious Observation:

• Imagine South Lake Charter follows the overall policies listed in the “Lake County School District Code of Student Conduct and Policy Guide.” Our school community recognizes and supports the value of learning about diverse cultures, customs and world religions. Where appropriate in the instructional program, teachers may wish to examine observances of the world’s major religions, with particular emphasis on those represented by students in the classroom, our school and community. Through instruction, students must be provided with opportunities to understand the ways in which people are similar as well as the ways they are different. • The following information may be appropriately shared: • Name of the holiday • Purpose of the holiday • When the holiday is held (date and location) • Who participates in the holiday • Traditions associated with the holiday • How the holiday reveals the historical experience and culture of its followers • Regional differences in the recognition of the holiday While religious holidays may be acknowledged as described above, they may not be observed. This means that religious symbols such as crosses, nativities and menorahs may be used as teaching aids in the classroom provided that the symbols are displayed as examples of the cultural and religious heritage of the holiday and are temporary in nature (temporary being the period that the instructional unit is in progress). Religious symbols may not be used as decorations. Symbols of religious holidays that have acquired a secular meaning such as Dreidels, Santa Claus and Christmas Trees are permissible decorations.

• In addition, music, art, literature and drama with religious themes may be included in teaching about religion, provided that they are presented in a religiously neutral, prudent, and objective manner, and related to sound, secular educational goals. Religious music or drama may be included in school events, such as holiday programs, as long as they are part of the secular program and not focused on any one religion or religious observance. Such events must not promote or denigrate any particular religion, serve as a religious celebration, or become a forum

for religious devotion. Students’ participation should be voluntary in the recognition of any holiday. At all times, the major goal of this policy and all activities is to promote sensitivity, respect, and tolerance for all.

Report Cards:

• There are four grading periods (quarters). Report Cards will be sent home after each 9-week grading period. In addition, students receive a Progress Report approximately 4-5 weeks into each quarter. For exact dates see the school calendar at www.imaginesouthlake.org or check our app.

Resolving Issues:

• Many misunderstandings and problems can be resolved through discussion between the parent and teacher/or other appropriate school personnel. These guidelines are step-by-step procedures to assist you when you are attempting to solve a problem. Please make every effort to gather accurate facts as possible.

Step One: Contact the teacher or staff member involved. Many times this is a part of gathering facts.

Step Two: If further clarification is desired, you are advised to schedule a conference with the Dean of Students to resolve any additional issues. The Dean will either help you resolve the issue or schedule additional meetings, including with the Principal if necessary.

Step Three: Contact the Principal to discuss or schedule a meeting.

Step Four: Contact the Board of Directors Chairman whose email address can be found on the school’s website http://www.imaginesouthlake.org/Leadership/board.html

• Most issues are satisfactorily answered at Step One. Our teachers are always open and willing to communicate. The other steps are provided as an additional means of addressing your concerns. Parents should not engage another student or parent directly over any issue and should follow the procedure outlined above. This greatly interferes with the restorative process. • Two Florida laws (Statute (12) 228.091 and Statute (2) 877.13) address the issue of verbally or physically abusive parents, guardians, or other persons acting on behalf of a student. While such situations are rare if any parent is acting abusive they will be asked to leave the school; the principal will follow-up in writing advising the parent that they are not welcome back unless their behavior changes. • If the parent returns and continues to be disruptive, law enforcement will be called and asked to take appropriate action. The Lake County Schools Civility Policy also refers to parent actions on a school campus.

Restorative Practices:

• Restorative Practices build community and promote healthy relationships among educators and students in order to teach the social-emotional and conflict-resolution skills necessary to reduce conflict. Restoring wholeness to relationships in conflict is a core value at Imagine South Lake and central to our work. Students and parents are expected to support this work, when it is deemed necessary.

Student ID Badges:

• Students in grades 5-8 are expected to wear their ID badge at all times on a lanyard around their neck. These should be removed during physical education classes and recess and stored in a safe place. The school will give each student one badge at the start of the school year. If this badge is lost, the cost for a replacement is $5. • Students who do not follow the ID badge expectations will; o 1st Offense – Receive a written warning, documented in Jupiter o 2nd Offense – Receive a second Jupiter write up with parent contact o 3rd Offense – Lunch detention

Textbooks:

• It is expected that students will take good care of their books and return them in clean, unmarked, condition. If a book is lost or destroyed the parent will be expected to pay the full replacement price.

Website:

• Please feel free to visit our school website - www.imaginesouthlake.org - for copies of this manual, announcements, teacher updates and websites and other important information.

Withdrawals/Moving:

• Please contact the office at least three days before a move is planned so that textbooks and library books and other materials can be returned. You will need to complete a “Withdrawal Form” so that we can send all necessary records to your child’s new school.

o Detention, parent contact o 4th Offense – Subject to suspension for insubordination and/or administrative meeting with parent and student o Headphone Use on Campus:

• When students are moving on campus, no headphones or ear buds should be worn so that all students can clearly hear teacher direction or emergency messages. • When classrooms are using headphones for the purposes of learning, the teacher should not wear headphones.

The Warrior Handbook is a “living document” which may be revised during the school year, please check with the digital copy on the school website www.imaginesouthlake.org for the latest edition at any given time.