1. ABC School
Serving Children with Special Needs
Employee Handbook
Revised: 2015

2. Table of Contents
Page
1. Health and safety section
a. Safe Workplace Policy 1
b. Safe Workplace Procedures 4
2. Personnel section
a. Leaves of Absence Policy 7
b. Leaves of Absence Procedures 10
3. Administrative section
a. Company Parties and Functions Policy 11
b. Company Parties and Functions Procedures 12
4. Glossary 14
5. Bibliography 15

3. Disclaimer
The policies and procedures described in this handbook are for informational purposes only. It
does not create an express or implied contract between the school and the employee. The
school reserves the right to change these policies and procedures at any time. The handbook
outlines the rules and regulations of our school that all employees are required to follow.
However all final decisions regarding any of our policies depend solely on the discretion of the
management.

4. 1
Health and Safety Section
Safe Workplace Policy
We at ABC school enforce strict standards regarding safety in our workplace. We are committed to
making it a safe place for all of our children, teachers and our support staff.
Safety issues are categorized into the following main areas.
 Environmental
 Behavioral
 Possession of weapons
 Emergencies
 Physical sickness
 Hygiene
 Harassment
Environmental Safety
 Indoor air quality is very important for our children and staff. The rooms should be kept well
ventilated in order to ensure proper air intake for all concerned.
 Hazardous substances such as chemicals for cleaning supplies should be kept under lock and
key with adequate monitoring by the support personnel.
 Working equipment used should be maintained in proper working condition, so as not to cause
any injuries to employees.
 No Smoking policy is strictly enforced in and around our premises for ensuring healthy air
quality. All employees are subject to disciplinary action, for failure to comply.
Behavioral Safety
 Violence in any form is not accepted. Appropriate actions will be taken by management in this
regard, resulting in termination if necessary. All employees go through a background check
before getting hired. This serves as a primary precautionary measure.
 Use of substances such as alcohol and/or illegal drugs is strictly prohibited. Failure to comply
will result in disciplinary action as documented in our ‘personnel’ section of the handbook.
 Student Violence either in the form of bullying or in other physical ways is dealt with utmost
severity and importance. All teachers are trained for handling such issues with competency and
clarity.

5. 2
Possession of Weapons
 Employees will not be allowed to bring in or carry any personal firearms while on duty without
the proper authorization. This is a zero tolerance policy that will be leading to termination, in
order to guarantee the safety of both our student and employee population.
 Students will not be allowed to bring personal weapons of any kind including knives, guns, toy
guns, air guns or any other toy that can inflict physical injury to others. This is also a zero
tolerance policy that will lead to expulsion from the school, in order to guarantee the safety of
our general student population.
Safety during Emergencies
 Non Weather emergencies such as earthquakes or fires will be handled as per the detailed
evacuation plan. The teachers are trained in following the plans, for guiding the children to
safety within a reasonable amount of time.
 Medical emergencies such as a heart attack, an epileptic seizure or any other life threatening
event should be dealt with immediately as a number one priority. Such similar emergencies for
any of our children should receive the exact same priority.
 Administering first aid will require all personnel to wear protective gloves and/or masks if
necessary. In addition to the resident nurse, the teachers and their aides are all trained in giving
emergency first aid to our student population.
Physical Sickness
 Employee sickness of any kind should be brought to the immediate attention of the supervisor.
If considered contagious, the employee will be put under a leave of absence, following our
‘Leave of Absence’ guidelines. Ensuring lack of any contamination of any such diseases in our
student population is one of our primary concerns.
 Student sickness of any kind should be dealt in the same manner as above. In addition, the
parents will be notified, and the child will be sent home. The child will be allowed to resume
school after a doctor’s certificate states that there is no risk to the general student population.
Hygiene
 Personal hygiene should be maintained by all teachers and support personnel. This includes
hand washing after using the toilet and sanitizing if necessary at other times.
 Student hygiene will be supervised by the teachers. Hand washing before having food as well as
after toilet use, will be reinforced periodically. The mouth should be covered while sneezing or
coughing, in general. This will ensure prevention of outbreaks of contagious diseases amongst
the general student population.

6. 3
Harassment
The following types of harassments are strictly forbidden and will be dealt with in accordance with the
legal statutes. We are strongly committed to the emotional safety of all of our employees
 Verbal harassment such as jokes, negative remarks about a person’s appearance, skin color,
race or sexual orientation.
 Physical harassment such as blocking one’s movement or creating unwelcome physical contact.
 Visual harassment such as display of inappropriate pictures anywhere in the premises.
 Sexual harassment due to unwelcome sexual advances that lead to either a hostile or
intimidating work atmosphere, or have an impact on the career prospects of the employee.
 Cyber harassment such as sending either intimidating or inappropriate messages using the
school’s email account.
Management Commitment to Safety
We take all the necessary measures for complying with the OSHA (Occupational Safety and Health
Act) standards that apply to our workplace. In addition, the following measures are taken to
guarantee the safety of our entire student population, teachers, and all other working personnel.
 Visits and inspections by certified OSHA personnel every year.
 Follow and implement the recommendations of the inspections.
 Enforce a zero tolerance policy on some of our safety issues, without a single exception.
 Send employees for periodic training refreshers for emergency preparedness procedures.
 Value the workplace safety for any individual as a fundamental right.
Disclaimer
The school will make every attempt to make the workplace secure for any employee. However we
cannot be held responsible for any unforeseen acts of violence, or incidents of injury or harassment. It is
your responsibility to take care of your personal safety and to report any such incidents to the
management, with utmost priority.

7. 4
Health and Safety Section
Safe Workplace Procedure
We at ABC school have standardized procedures for implementing all areas of our workplace safety
policy.
Environmental Safety Guidelines
Topic Responsibility Action
1 Indoor Air Quality Janitorial Staff
Maintenance
Supervisor
1. Ensure that windows are regularly opened so that
classrooms stay well ventilated even during winter
months.
1. Ensure that air conditioning and heating systems
are operational and serviced periodically.
2 Use of Hazardous or
Toxic Substances
Janitorial Staff
Teachers
1. Keep all cleaning supplies under lock and key and
out of reach of children at all times
2. Respond to any spills with utmost urgency.
1. Report any spills to the janitorial staff immediately.
2. Ensure proper cleanup within reasonable
timeframe.
3 Working Equipment All Employees
Maintenance
Supervisor
Principal
1. Check for any broken or defective parts that can
cause an injury to you or others.
2. File a report with maintenance supervisor if
equipment is found to be malfunctioning.
1. Check complaint logs every morning.
2. Prioritize the issues with appropriate follow up.
1. Meet with maintenance supervisor each week.
Review number of resolved and outstanding issues.
4 No Smoking Site Support
Supervisor
All Employees
Principal
1. Do periodic rounds around the premises to check if
anyone is smoking in public areas, toilets or within
twenty feet of classrooms.
1. Report any violations to the principal.
1. Follow up with the employee with an initial
warning.
2. For repeated incidences, refer the employee to HR
for appropriate disciplinary action.

8. 5
Behavioral Safety Guidelines
Topic Responsibility Action
1 Violence All Employees
Principal
1. Stay away from any individuals exhibiting violent
behavior.
2. Report all incidences of violence to principal
immediately
3. Report possession of firearms or any deadly weapon
to the principal.
1. Assess degree of violence and contact law
enforcement immediately if necessary
2. Announce appropriate measures to be taken by
faculty and students, over the PA system.
2 Use of Controlled
Substances
All Employees
Principal
1. Report to the principal, any employee suspected to
be under the influence of drugs or alcohol.
1. Refer employee to personnel manager for
appropriate counseling and follow up.
Emergency Guidelines
Topic Responsibility Action
1 Earthquakes Site Support
Supervisor
Teachers
1. Practice evacuation plans as per the guidelines, at
least twice a year.
1. Follow the earthquake evacuation plan for leading
all children to safety.
2. Keep the evacuation plan booklet handy for your
reference.
3. Give attention first to children who need special
assistance.
2 Fires Site Support
Supervisor
Teachers
1. Conduct fire drills at least once a year.
2. Ensure that all exit doors are open during
emergency.
1. Follow the fire evacuation procedures as
documented for leading all children to safety.
2. Keep the evacuation plan booklet handy for your
reference.

9. 6
3 Medical All Employees 1. Evaluate the degree of emergency and call 911 if
necessary.
2. Try to give CPR If the individual is in critical
condition, until help arrives.
3. Inform personnel manager of the incident
immediately.
Physical Sickness and Hygiene Guidelines
Topic Responsibility Action
1 Employee Sickness All Employees
Personnel Manager
1. Report to personnel manager.
1. Evaluate doctor’s certificate to determine if the
disease is contagious.
2. Place employee on leave of absence if necessary.
2 Student Sickness Teachers
Nurse
1. Report to the nurse for evaluation.
1. Evaluate severity of sickness.
2. If severe, then contact appropriate medical
authority.
3. Contact parents of child immediately.
3 Personal Hygiene All Employees
Teachers, Nurse
1. Wash and sanitize your hands after using the toilet.
1. Wear protective gloves if you administer first- aid.
2. Cover your mouth while coughing or sneezing.
3. Enforce all of the above guidelines for students.
Harassment Reporting Guidelines
Employees 1. Refer to the employee handbook policy on safe workplace. Identify the type of
harassment whether verbal, physical, visual, sexual or cyber
2. Report the issue to the personnel manager and your HR representative as soon
as possible.
Personnel Manager,
HR Representative
1. Interview both parties involved.
2. Follow up with an oral reprimand/ warning and a written letter.
3. Ask for evidence in order to support disciplinary action.
4. Consult legal department for advice if termination is deemed necessary

10. 7
Personnel Section
Leaves of Absence Policy
ABC school provides the following leaves of absence to all of their regular and full-time employees. A
personal leave of absence is granted at the sole discretion of the company, after meeting the eligibility
criteria for each.
 Family and Medical Leave
It is allowed under the following reasons:
 A serious medical condition of the employee
 A serious medical condition of a child, spouse or a parent
 Birth or adoption of a child
The maximum duration of leave is six months upon approval. The employee must have
completed twelve months of full time employment, for being eligible. The employee will be
placed in an ‘unpaid’ status during this period.
The medical benefits will be shared by the company, with the employee paying his or her share
of the insurance premium. As per California laws, employees who pay into a disability fund are
covered by the ‘State disability insurance program’ (SDI). Under this program, employees are
eligible for a partial compensation in the form of a ‘weekly benefit amount’.
 Personal Leave
It is allowed under the following reasons:
 Pursuing educational opportunities
 Spending time for bonding with a new baby or child in the home
The maximum duration of leave is six months upon approval. The employee must have
completed twelve months of full time employment for being eligible. In addition there should be
no occurrences of any disciplinary action on record, for the employee.
The employee must use all accrued vacation days prior to being placed in an ‘unpaid’ status
during this period. The medical benefits will be shared by the company, with the employee
paying his or her share of the insurance premium. Failure to do so will result in termination of
the insurance coverage.
 Pregnancy Disability Leave
All female employees are allowed to take this leave under the following conditions.
Disability arising due to:
 Prenatal care
 Severe morning sickness

11. 8
 Doctor-advised bed rest
 Childbirth
 Recovery after childbirth
The maximum duration of this leave is four months, but it need not be taken as one continuous
period of time. Employees having the intent of taking such a leave must notify the management
at least thirty days in advance. If that is not applicable, a notice should be provided as soon as
possible. This leave will begin when ordered by the employee’s physician.
The employee will be placed in an ‘unpaid’ status during this period. The medical benefits will be
shared by the company, with the employee paying his or her share of the insurance premium.
The employee will also be allowed to continue to participate in the ‘disability insurance’ plans
during the same period.
 Bereavement Leave
It is allowed in the event of death of an immediate family member. The employee’s immediate
family is defined to be one of the following:
 Current spouse or domestic partner
 Child
 Parent
 Brother or Sister
 Grandparent
The duration of the leave is three consecutive days with a fully ‘paid’ status, upon approval.
 Jury Duty
It is allowed whenever an employee receives a notice or a summons from the court. All regular
full-time, part-time and temporary employees will be allowed time off for serving in jury duty.
Regular full-time employees will be in ‘paid’ status while serving for the first five days of jury
duty. This pay will be less the amount received from other sources for the jury duty. All other
benefits will continue without a disruption.
 General Guidelines for all categories of Leave of Absence
 The following actions by an employee while being on an approved ‘leave of absence’ are
strictly prohibited. Any such action will result in an immediate termination, upon proof of
the same.
 Engaging in any other employment outside of the company
 Pursuing an independent business
 Falsifying the supporting medical and other related documents

12. 9
 A written notice stating the need and the duration of an anticipated leave should be
provided at least thirty days in advance, wherever applicable. If not, it should be provided as
soon as the intent is known, so as to cause the minimum disruption in the functioning of the
company.
 Reinstatement
Here are the general guidelines for reinstatement when returning to work after a leave of
absence.
 The school will try to offer the same position to the employee, as was held before going
on the leave of absence.
 If such a position does not exist, an equivalent position will be offered.
 The school does not guarantee reinstatement if the position is unavailable, when the
employee desires to return back to work.
 Appropriate care will be taken to prevent discrimination of any employee who takes a
leave of absence, following our guidelines of good and sound business practices.
 If an employee fails to report to work on the day as described in the pre-approved plan
for the leave of absence, it will result in a termination effective from the last paid day of
work.
 In addition, an advance notice of two weeks is recommended for letting the school
know about the date the employee plans to report back to work.
Disclaimer
The school will make every attempt to approve a leave of absence requested by an employee. However
this policy is not a contract and is not promissory in nature. The decision to grant a leave of absence
depends solely on the discretion of the management, unless it is mandated by the state and federal
laws. There are similarly no guarantees regarding reinstatement after the period of leave of absence.
This does not include jury duty or other leaves of absence that are guaranteed by law.

13. 10
Personnel Section
Leave of Absence Procedures
Here are the procedures that need to be followed while applying and getting approved for a leave of
absence.
Application Process
 An employee must submit a request for a leave of absence in writing to the principal.
 The principal will send the application to the managing committee along with a written
recommendation, for the final approval.
 An advance notice of at least thirty days is required, wherever applicable. If not, management
should be notified, as soon as possible.
 The approval of a leave of absence is at the discretion of the management. It reserves the right
to deny any such request, unless guaranteed by state and federal laws.
Benefits during the Leave of Absence
 Upon approval, contact the HR department, for filling up the appropriate form designated for
taking a leave of absence.
 Work with your HR representative regarding the accrual of benefits and the status of medical
benefits, based on the category of your leave of absence.
 All accrued vacation should be used up before going on the rest of the duration of the leave. All
benefits will be paid in full during this period.
Supporting Documents
 Employees applying for a ‘family and medical leave’ or a ‘pregnancy disability leave’ should
provide an appropriate certificate from the physician
 Providing false documents as supporting evidence will result in termination.
Returning to Work
 An advance notice of two weeks is required, prior to resumption of duty after the period of
leave. Send your notice in writing to the HR representative and the principal.
 If an employee does not wish to return to work after the leave period, it should be notified to
the HR department.
 The school will make every reasonable effort to reinstate the employee in the same or a similar
position, after return from the leave of absence. The school however does not guarantee it.
 The employee may be terminated if a suitable position cannot be offered at the time of return
to work. The same applies if an equivalent or a similar position that is offered upon return is not
accepted by the employee.

14. 11
Administrative Section
Company Parties and Functions Policy
We at ABC School enforce the following standards regarding all of our company parties or functions. The
parties and functions are allowed by the sole discretion of the management, and is not an employee
right under any circumstances.
Onsite Parties
Parties held in our school premises are allowed for the following occasions:
 Personal birthdays or baby showers
 A celebration of a milestone by a certain individual or a group
General applicable guidelines for the event
 A written permission should be obtained from the HR department, for observing the event.
 The event should be held only during the lunch hours in the room designated for such events.
 The employees should volunteer their time during off duty hours for arranging the event.
 School funds will not be provided for any of these events.
 The event should not disrupt the general functioning of the school in any manner.
 Alcohol, illegal drugs or tobacco use of any kind is strictly prohibited during the event.
Off Site and Off-campus Parties
Parties and company functions held outside of our campus are planned every year, for the following
occasions:
 A holiday party every year during the holiday season
 A recreational picnic every summer
General applicable guidelines for the event
 All full time employees along with their spouses and children are allowed to participate.
 The event is planned and announced by the HR department, well in advance.
 A RSVP with a head count is required for participation in the event.
 Tokens distributed for the event are required for entry to the venue.
 Alcohol, illegal drugs or tobacco use of any kind is strictly prohibited during the event.
 A polite and cordial atmosphere should be maintained at all times during the event.
 Any inappropriate or violent behavior during the event will be reported to law enforcement.

15. 12
Administrative Section
Company Parties and Functions Procedures
We at ABC School have standardized procedures to be followed, for any of our company parties and
functions.
Onsite Parties
Our onsite parties allow for celebration of a personal birthday, a baby or a bridal shower, or a milestone
attained by a certain individual or group. Please follow these guidelines for any such event.
Eligibility
Apply to the HR department, stating the following:
 Occasion for the event
 Date
 Head count
 Name of employee responsible for holding the event
Planning
 Upon approval, plan the time necessary for coordinating the event.
 All planning should be done during off duty hours.
 Employees should provide all of the funds necessary for the event.
Occurrence of the event
 Restrict the event to happen only during the lunch hours.
 Hold the event in one of the designated rooms, as clarified by HR.
 Do not disrupt the general functioning of the school as a result of this event.
 Follow all of the workplace safety guidelines, for the entire duration.
 Clean up the room after the event, as much as possible.
 Use of alcohol, drugs or tobacco of any kind is strictly prohibited.
Off Site Parties
Off-site parties, sponsored by the school takes place each year, as a holiday party in December and a
recreational picnic during July or August. The dates for the events are announced by HR, well in
advance.
Eligibility
All full time employees along with their spouses and children are eligible to attend the event.

16. 13
Planning
 RSVP to the notice sent out by HR, with the headcount for your family.
 Collect the tokens distributed by HR, for entry to the event.
Occurrence of the event
 Present the tokens at the entry to the venue.
 No one will be admitted if the appropriate numbers of tokens are not presented.
 Dress code for the event is usually casual or semi-casual. However the dress code ethic
of the school should be followed.
 Be careful of your personal belongings as well as of your minor children, during the
event.
 Report any untoward incidents to the event management booth.
Restrictions
 Use of alcohol, illegal drugs or tobacco of any kind is strictly prohibited.
 Any inappropriate or violent behavior will not be accepted. Law enforcement will be
informed of any such behaviors, if necessary.
 No one will be allowed entry, if suspected to be under the influence of alcohol or any
other illegal drug.
 The policy and the procedures of the school, regarding general employee conduct, will
also apply to all of these off-site events.
Disclaimer
The school will not be responsible for any injuries, incidents of violence or any other untoward
incidents that may occur during any of these parties and functions. The participation in them is
voluntary and is at the will of the employee or their families.

17. 14
Glossary
benefits extra perquisite paid by the company over and above regular salary p. 7,8,9
cyber related to computers or the internet p. 3,6
disability a physical or mental condition that prevents one from working in a job p. 7,8,10
disclaimer a statement or assertion that denies or renounces a responsibility or claim p. 3,9,13
emergencies sudden, urgent and unexpected incidents requiring immediate attention p. 1,2
fire drill strict training and exercise for handling a fire p. 5
hazardous anything that is dangerous or unsafe p.1,4
harassment the act of disturbing or troubling someone repeatedly p. 3,6
jury duty to appear in court for serving as a jury in a trial p.8
leave of absence a leave taken from the job for one’s personal needs p. 2,6,7,9,10
onsite located at the site of the job or workplace p.11,12
offsite not located at the site or premises of the workplace p. 11,12
OSHA Occupational Safety and Health Act as mandated by law p.3
smoking puffing out smoke by having tobacco, either in a pipe or a cigarette p.1,4
reinstatement to allow the employee to return to the former position held at the job p. 9

18. 15
Bibliography
Employee Handbook, Indus Age Inc.
Harassment free policy - www.thehartford.com/newhire/hr-policy-process/harass-free-wkpl-policy/
Model Employee Handbook - http://www.nfib.com/documents/pdf/faststart/model-employee-
handbook.pdf
Sample Health and Safety policy – www.smetoolkit.org/smetoolkit/en/content/en/953/Sample-Health-
and-Safety-Policy
Sample Employee Handbook Disclaimer - www.elinfonet.com/human-resources/Sample-Employee-
Handbook-Disclaimer
School Safety Regulations - www.grainger.com/content/qt-school-safety-regulations-guidelines-283