Employee Handbook

ARIANAPOLIS

MissionStatement

The mission of Marianapolis Preparatory School is to educate students in the Catholic tradition of academic excellence, with a commitment to an active faith in God and a dedication to building character with content, compassion, and integrity.

AimsandPurposes

Marianapolis PreparatorySchoolexpectsallmembersofthecommunitytohonorandfollowthemissionandvaluesofthe Schoolandtoaspiretomeettheaimsandpurposes:

-toencouragescholarshipandmaturecharacter

-todevelopcriticalandanalyticalthinkingskills

-tobuildcommunicationandproblem-solvingskills

-topromotetheloveoflearningandthehigheststandardsofacademicachievement

-tofosteraestheticsensitivityandcreativity

-toencouragetheclassicalidealof“menssana,incorporesana”(soundmindandbody)

-toappreciatethevalueofculturaldiversity

-tonurtureactiveandintelligentcitizenshipintheworld

-toaffirmCatholicprinciplesthroughethicalandmoralvalues

Marianapolis Preparatory School does not discriminate on the basis of race, color, national or ethnic origin, citizenship, religion, physical or intellectual disability, mental disability,sex,genderidentityorexpression,sexualorientation,marital status,age,geneticinformation,militaryorveteranstatus,statusasavictimofsexualassaultandhumantrafficking,status as a victim of domestic violence, or any other characteristic protected under the law except in cases of a bona fide occupationalqualificationinaccordancewithapplicablelaw.

I. Introduction

A. Preface

This handbook provides employees with a general overview of the policies and benefits of Marianapolis Preparatory School. However, it is not intended as a complete and exhaustive listing of each and every policy. Each employee is responsible for reviewing carefully and becoming familiar with the contents ofthishandbook Some subjectsareself-explanatory,whileothersrequiremoredetailedinformation.Employeesmayobtaingreater detailsfromtheHeadofSchool,theChiefFinancialOfficer,theDirectorofHR,ortheadministrativestaff.

B. Notice

This handbook is for informational purposes only; it does not constitute an offer of employment or a contract between MarianapolisPreparatorySchoolanditsemployees Itshouldnotbeconstruedassuch Allemployeesof Marianapolis Preparatory School are at-will employees. As an at-will employee of Marianapolis Preparatory School, the School may alter the terms of employment and may terminate employment at any time and for any legally sound reason, with or without cause Likewise, an employee is free to leave employment at any time for any reason with no adverse legal consequences. No Department Head, supervisor, or other employee has jurisdiction to alter the employment-at-will, orally orinwriting Anyoralorwrittenstatementsorpromisesmade by anyone other than the Head of School, either before being hired or during employment, areunauthorizedand disavowedbytheSchoolandarenotbindingonMarianapolisPreparatorySchool.

Marianapolis Preparatory School is aware that laws change from time to time. As a result, this handbook is intended to be compliant with changes in the law. To the extent that there are changesinthelawthatimpactany of these policies, Marianapolis Preparatory School is committed to complying with the law and will not enforce anypolicythathasbeensuperseded.

The contents, includingpolicies,practices,andbenefitscontainedinthishandbook,maybechanged,amended,or eliminated at any time New or revised information will be communicated to employees as needed Wherethere are differences between the provisions of this handbook and more specific statements contained in Marianapolis PreparatorySchool'sfiles(suchasinsurancepolicies),thosestatementsshallcontrol

C. PrimaryContactNumbers

AdministratoronDuty(AOD):

860-208-3777(c)

HeadofSchool: 603-547-0493(c) DavidDiCicco

AssociateHeadofSchool: 860-490-7256(c) KarenTata

DirectorofProfessionalDevelopment: 860-481-0747(c) JennieBenedict

*With the exception of the AOD, these numbers are for the use of faculty and staff and should never be given out to students, parents, or members of the community

II. ACatholicInstitution

TheCatholicschoolisanintegralpartoftheeducationalmissionoftheCatholicChurch.Themissioncomesfrom the very nature of the Church as a community of believers in Jesus Christ who has received from Him the command to teach The National Conference of Catholic Bishops tells us that “Catholic schools that realize the threefold purpose of Christian education: to teach doctrine, to build community, and to serve, are the most effective means available to the Churchfortheeducationofchildrenandyoungpeople.”(ToTeachAsJesusDid, 101) The Catholic school is a unique educational community This lies in the commitment to providing an environment where knowledge is imparted, enlightened, and enlivened by faith. The Catholic school is charged with educating in the values of social justice and peace, asthesevaluesaresetoutintheGospelandinthesocial teachings of the Church In response to the call of the Church and the needs of contemporary society, there is increasedemphasisonglobalawarenessandsocialresponsibility.

The teacher is the most influential person in the teaching-learning process. It is the teacher who is primarily responsible for creating a loving, caring, Christian atmosphere forlearningandgrowthintheclassroom.Whileit is not expected that each teacher be of the Roman Catholic denomination, the teacher is expected to attend all masses, services, and events expected of the students. These values oftolerance,compassion,andacceptanceare seen,felt,andemulatedbythestudents

III. EmploymentPolicies

From time to time, Marianapolis Preparatory School will have the occasion to fill a job position When such an opening occurs,considerationwillbegiventodetermineifthepositionwouldbestbefilledfrominsideoroutside of the School In such cases, when a search committee is formed, a relative of a candidate or someone with a significant relationship with a candidate applying for a position must recuse themselves from the committee to preserve the integrity of the search committee’s process. The Head of School may choose to delegate hiring in certain departments to the department heads, but the Head of School retains ultimate responsibility for allhiring

decisions andforalldecisionstoterminateemployment.Theonlyrecognizeddeviationfromthestatedpoliciesor the at-will employment relation is that which is authorized in writing and signed by the Head of School. Marianapolis Preparatory School is an at-will employer By accepting employment, employees demonstratethey understandandaccepttheirat-willemploymentstatus.

Marianapolis is committed to employing only United Statescitizensandotherswhoareauthorizedtoworkinthe UnitedStates.Marianapolisdoesnotunlawfullydiscriminateonthebasisofcitizenshipornationalorigin.

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Verification Form I-9 and present documentation establishing identity and employment eligibility within three (3) days of their start date Former employees who are re-hired must also complete the form if they have not completed anI-9withMarianapoliswithinthepastthreeyearsorif their previous I-9 is no longer retained or valid. In certain cases, depending on the nature of the documentation the employee has presented to complete theI-9,itmaybenecessarytore-verifyhisorheremploymenteligibility atalatertime.

A. EqualEmploymentOpportunity

Consistent with state law concerning Equal Employment Opportunity (EEO), the federal Americans with Disabilities Act (ADA), and all matters related to discrimination and harassment, Marianapolis Preparatory School does not discriminate onthebasisofrace,color,nationalorethnicorigin,citizenship,religion,physicalor intellectual disability, mental disability, sex, gender identity or expression, sexual orientation, maritalstatus,age, genetic information, military or veteranstatus,statusasavictimofsexualassaultandhumantrafficking,statusas a victim of domestic violence, and/or criminal record (in employment and licensing by the state) in recruiting, hiring,referring,promoting,advertising,discharging,training,layingoff,orcompensatingemployees.

It is the Marianapolis Preparatory School policy to recruit, hire, and promote for all job classifications without regard to any protected classifications, including veteran status or other protected class status under applicable law Decisions on employmentorpromotionarebasedsolelyuponanindividual’squalificationswithreferenceto the skills and abilities of the position for which the person is being considered. These considerations are in compliance with state and federal statutes (ie, ADA statutes) Where disabled individuals make known their disabilities, Marianapolis Preparatory School shall provide reasonable accommodation to the extent required by law to enable such employees to perform the essential functions of their jobs. This policy governs all aspects of employment, including but not limited to: recruiting, referring, selection, job assignment, compensation, discipline,termination,andaccesstobenefitsandtraining.

Employees with questions or concernsaboutanytypeofdiscriminationintheworkplaceareencouragedtoreport these issues to their department head or appropriate administrator. Employees may raise concerns and make reports without fear of reprisal Anyone found to be engaged in any type of unlawful discrimination will be subjecttodisciplinaryaction,uptoandincludingterminationofemployment

B. Workers’Compensation&WorkplaceSafety

Connecticut law requires that Marianapolis Preparatory School provide benefitstoemployeesincaseofinjuryor occupational disease in the course of conducting the required activities associated with your appointment at the School

Providing a safe and healthful work environment for faculty, staff, students, parent(s)/guardian(s), and visitors dependsonthealertnessandpersonalcommitmentofeveryone

Marianapolis Preparatory School provides information for all constituent groups through literature, internal bulletin board postings, announcements, interoffice memoranda, meetings, and other oral and printed matters relatedtosafebusinesspractices.

EmployeeHealth&SafetyHandbook2024.pdf

Faculty and staff may receive periodic workplace safety training This training covers potentialsafetyandhealth hazards,safeworkpractices,andprocedurestoeliminateorminimizehazards.

All faculty and staff members are expected to obey safety rules and to exercise caution in all work activities

Faculty andstaffmustimmediatelyreportanyunsafeconditionstotheCFOand/orDirectorofHumanResources. Facultyandstafffoundtobeinviolationofsafetystandardsthatcausehazardousordangeroussituationsorfailto report (or, where appropriate and reasonable, remedy) such situations maybesubjecttodisciplinaryaction,upto andincludingterminationofemployment.

Accidents resulting in injury, regardless of how seemingly insignificant the injury may appear, must be immediately reported to the Director of Human Resources and the School Nurse within a 24-hour period. First Report of Injury accident reports are mandated by state law and provide the necessary documentation to initiate and subsequently support any workers’ compensation benefits protocol. Please note that under state laws, employees who fail to report work-related injuries in a timely manner may see a reduction or denial of their workers’compensationbenefits

C. CreditInformationPolicy

Occasionally, Marianapolis Preparatory School receives requests by third parties (i.e., credit agencies, banks, or prospective employers) for information regarding our current or past employees. The only information Marianapolis can give without authorization from the employee in question is whether or not the person is still employed. Information regarding salary or reasons forleavingmaynotbegivenwithoutarelease.Anyemployee whohasfurtherquestionsregardingthesepoliciesshouldcontacttheDirectorofHumanResources.

D. NoticeofEmployment

1. FacultyandSalariedStaff

Marianapolis Preparatory School is an at-will employer Each faculty and administrative appointment is for one year. Salaries are determined on an annual basis by the Head of School. Letters of appointment (including salary information and benefits) are sent to employees by the Head of School with the expectation that they are signed and returned by the designated deadline. A faculty member who wishes an extension to confirm the appointment should request the extension in writing to the Head of School. Should a member of the faculty or administration know earlier in the year that he/she will not be returning, they should let the Head of School know as soon as possible. Similarly, unless a faculty member’s conduct requires immediate intervention, the Head of Schoolwillnormallyendeavortoadvise

a teacher as soon as practicable (which may be through a conference and/or by letter) if there is a possibilitythattheywillnotbereceivingarenewedappointmentforthefollowingyear.

2. Volunteers&One-timeHelpers

The School recognizes that individuals may support our programs and activities in different ways To maintain consistency in expectations and compliance with school policy, we distinguish between short-termvolunteersandone-timehelpers.

a) Short-termVolunteer

(1) Individuals who commit to helping for a limited but defined period of time (generally more than one occasion), without pay. For example: helping coach a sport

(2) Must complete the School’s volunteer approval process, including required backgroundchecks.

(3) MustfollowallSchoolpolicies

(4) Volunteersarenotemployees;theyprovideassistancewithoutwagesorbenefits.

b) One-timeHelper

(1) Assist only for specific events or activities such as International Day, Mom’s Group,etc.

(2) Notrequiredtocompleteafullbackgroundcheck

3. Licenses&Certifications

Employees whose jobs require a professional license or certification (including driver’s license/public passenger license) must present documentation of their license or certification prior to employment and must provide copies of all renewals or changes during the period of employment for inclusion inhis/her file The School will pay for obtaining and/or renewing the CT Public Service License and any license that is required for an employee’s position. The upkeep and renewal of this endorsement is the responsibilityoftheemployee

4. BackgroundChecks&Fingerprinting

Marianapolis Preparatory School conducts a comprehensivebackgroundcheckonallnewemployeesand volunteers. An offer of employment may be made prior to conducting the background check. Therefore, the offer is contingent upon the resultsofthebackgroundcheck.TheSchoolreservestherighttoconduct background checks on current employees as needed In addition, effective July 1, 2017, all newly hired employees and volunteers of schools are required by the State of Connecticut to be fingerprinted for nationalandstatecriminalhistoryrecordswithinthirty(30)daysfromthestartdateoftheemployee

E. ExitInterview

Marianapolis Preparatory School has a considerable investment in its employees Therefore, it isofvaluetothe organization to evaluate the circumstances surrounding the separation of an employee, whether voluntary or involuntary. Exploring an employee’s reasons for resigning or the factors resulting in termination enables the School to betterevaluatewhethertheworkenvironmentisconducivetostaffsatisfactionorwhetherchangescan orshouldbemade.

Guidelines

Exit interviews are conducted through an electronic surveyandalsoinpersonifrequested.Theinterview should be conducted by the Director of Human Resources and may include the Faculty & Staff Advisor in a privateareaduringthestaffmember’sregularworkhoursduringthelastweekofemployment Theemployeehastheoptionofrequestingordecliningtodiscussreasonsforthedeparture.

In conducting an exitinterview,theSchoolwilluseanexitinterviewchecklisttoprovidestructureforthe discussion Thefollowingitemsmaybeincludedontheexitinterviewsurveyform:

● Equipment/keyreturn/resourcereturn

● Assessmentofallspacesoccupied–classroom(s),livingquarters,etc

● Reasonsfortheseparation

● Contactinformation

● BenefitsofemploymentwiththeSchool

● Verificationoffinalpayandreimbursements

● LimitationsofemploymentwiththeSchool

● Interestinreemployment

● Employeesuggestionsandcomments

F. ProfessionalConduct

All employees are expected to conduct themselves in a professional and cooperative manner at all times in observance of all school policies. An employee’s continued employment is subject to their meetingperformance and conduct requirements of their specific job responsibilities and of the Marianapolis Preparatory School as a whole.Amongtheseexpectationsarethefollowing:

1. ProfessionalDressPolicy

We lead by example; how employees dress is crucial as it affects how others perceive them Professional business attire, appropriate to each department, is expected during the school day forallfaculty,administration,andsupportstaffunlessaspecialeventallowsforcasualdress.We expectformalbusinessattireforallspecialeventsandwhen“Massattire”isnoted

a) ProfessionalBusinessAttire:

(1) A dress shirt (long or short sleeve) and a tie (if identifying as male), a sweater overshirtandtie,orasolidturtleneck,withtraditionalorDocker-styleslacksand abeltordressshorts.

(2) A shirt appropriate for professional duties, such as a button-down dress shirt, solid turtleneck, a sweater, or dress blouse, with traditional or Docker dress slacks,dresses,orskirts(leggingsmaybewornunderneath),anddressshorts.

(3) Footwear includes dress shoes or boots, boat shoes, dress sandals, and all-black or all-white leather or canvas sneakers. Youmaywearworkorhikingbootsonly duringinclementweather

b) FormalBusinessAttire:

(1) A dress shirt, pants, blazer, or business suit (a tie must be worn if identifyingas male)

(2) Adressoraskirtwithadressblouse.

(3) Footwear:Dressshoesarerequired

Sweatshirts, polo shirts, leggings (unless worn under a skirt or dress), yoga pants, andsneakers thatdonotmeettheacceptablecriteriaarenotpermitted.

If there are differences in what is acceptable, your divisionaladministratoristhefinalarbitrator on what reflects suitable dress. Each administrator may adjust the dress policy for their departmentonspecificoccasionsasneeded

We remain committed to supporting our employees’ religious and cultural beliefs and will reasonablymodifythedresscodeaccordingly.

2. Media

Faculty and staff should never speak to any form of the media or in any public forum as a representativeoftheSchoolwithoutpermissionfromtheHeadofSchool

3. SocialMedia

It is paramount that employees maintain professionalcommunicationswhencommunicatingwiththe Marianapoliscommunityinanyway,includingthroughonlinecommunicationsorsocialmedia.

The School recognizes the importance of social media for its employees However, use of social media by employees may become a problem if: it interferes with the employee’s work; is used to harasscoworkers,studentsorothers;createsahostileworkenvironment;itsuseviolatesSchoolrules; or harms the goodwill and reputation of the School among students and parents orthecommunityat large. The School encourages employees to use social media within the parameters of the following guidelinesandinawaythatdoesnotproducetheadverseconsequencesmentionedabove Thispolicy is not intended to limit employees’ rights under the law or to limit employees in their speaking, writing, or otherwise communicating about their wages, hours, benefits, and other terms and conditionsofemploymentorinactingfortheirindividualormutualbenefits

Where no policy or guideline exists, employees are expected to use their professional judgment and take the mostprudentactionpossible Ifyouareuncertainabouttheappropriatenessofasocialmedia posting, check with an administrator or supervisor. As used in this policy, “social media” includes, but is not limited to, forums and social networking sites, such as Instagram, Twitter, Facebook, LinkedIn,andYouTube.

● Under no circumstances should faculty and staff members communicate with, follow, friend, or otherwise engage with currently enrolled students via personal social media accounts Cautionshould be exercised regarding engaging on social mediawithalumni,particularlyrecentgraduates,parentsof currentstudents,andcolleagues

● Faculty and staff members may engage with students for academic purposes using a professional account. This account must be separate from one’s personal account, be clearly defined as such (i.e., Coach Name or Mr NAME), and also note one’s affiliation with the School The Communications Officewillfollowtheseaccounts.

● If posts on social media mentiontheSchool,itshouldbeclearthatthefacultyorstaffmemberposting is an employee of the School and that theviewspostedaretheirsaloneanddonotrepresenttheviews oftheSchool.

● Information about other School employees, students, parents, or others must not be mentioned, discussed,orsharedwithouttheirexpressconsent.

● Unlessgivenwrittenconsent,theSchool’slogoortrademarksmaynotbeusedonposts.

● Eachfacultyandstaffmemberisresponsibleforwhattheywriteorpresentonsocialmedia

● Social media activities should not interfere withdutiesatwork TheSchoolmaymonitortheuseofits network, computer systems, and related equipment to ensure compliance with School rules, policies, andexpectations

● All postings on social media must comply with the School’s confidentiality and disclosure of proprietaryinformationpolicies Ifunsureabouttheconfidentialnatureofinformationinconsideration forposting,consultwiththeDirectorofCommunications

● Allfacultyandstaffmustcomplywithcopyrightlawsandciteorreferencesourcesaccurately.

● Faculty and staff are expected not to link to the School’s website or post School material on a social mediasitewithoutobtainingwrittenpermissionfromtheCommunicationsOffice.

● All School policies that regulate off-duty conduct apply to social media activity, including, but not limited to, policies related to illegal harassment, code of conduct, and protecting confidential and/or proprietaryinformation.

● Violation of this policy may lead to discipline up to and including the immediate termination of employment.

4. RespectfulCommunication

To honor and uphold every individual’s dignity as a member of the Marianapolis community, employees are expected to refrain from communicating about confidential or sensitive matters regarding students, families, or other employees in any public forum such as the dining room, sporting events, other locations on and off campus, group emails, or any other form of communication Any information about members of our community should be shared on a need-to-know basis only. Employeesshouldnotgossip,spreadrumors,orsharepersonalinformation aboutothersunnecessarily.

5. ProfessionalBoundarieswithStudents

Faculty, staff, and other adults in the School community are expected to maintain appropriate professional boundaries with students at all times This includes respecting the physical space of students, using appropriate language, and ensuring that allcommunications(includingelectronic)are professional and appropriate It is against the law for any school employee to engage in sexual or romantic activity with any student, regardless of the student’s age and apparentconsent Itshouldgo without saying that any sexual activity, contact, and/or romantic relationships of any kind between students and faculty, staff,employees,orotheradultsintheSchoolcommunityarestrictlyprohibited Any employee or other adult in the School community who observes or becomes aware of adult behavior that may constitute a boundary violation must report this information immediately to the Head of School or his designee If the report involves suspicions of molestation or sexual assault, a report must also be made to DCF in accordance with the School’s policy on mandated reporting, as describedonpage38

G. Diversity,Equity,andInclusion

Marianapolis is committed to fostering, cultivating, and preserving a culture of diversity, equity, and inclusion The collective sum of individual differences, life experiences, knowledge, inventiveness, innovation,

self-expression, and unique capabilitiesthatouremployeesinvestintheirworkrepresentsasignificantpartofour culture.

We embrace and encourage our employees’ differences in age, color, ability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical ability, race, religion, sexual orientation, socio-economicstatus,veteranstatus,andothercharacteristicsthatmakeourcommunityunique

Marianapolis’ diversity initiatives are applicable, but not limited to,ourpracticesandpoliciesonrecruitmentand selection; compensation and benefits; professional development and training; promotions; transfers; social and recreational programs;layoffs;furloughs;terminations;andtheongoingdevelopmentofaworkenvironmentbuilt onthepremiseofgenderanddiversityequitythatencouragesandenforces:

● Respectfulcommunicationandcooperationbetweenallemployees.

● Teamwork and employee participation, permitting the representation of all groups and employee perspectives

● Employer andemployeecontributionstothecommunitiesweservetopromoteagreaterunderstanding andrespectfordiversity

All employees of Marianapolis have a responsibility to treat others with dignity and respect at all times. All employeesareexpectedtoexhibitconductthatreflectsinclusionduringwork,atworkfunctionsonoroffcampus, andatallotherSchool-sponsoredandparticipativeevents.

Any employee found to have exhibited any inappropriate conduct or behavior against others may be subject to disciplinary action, including termination. Employees who believe they have been subjected to any kind of discrimination that conflicts with the School’s diversity policy and initiatives should seek assistance from the DirectorofHRortheHeadofSchool.

H. CompensationandBenefits

Employeesarepaidonasemi-monthlypayschedule,thatis,overtwenty-fourpayperiods,onthe15th andlastday of the month If a scheduled payday falls on a Saturday or a Sunday, payment will be made on the preceding Friday Employees may access their pay information via Paychex Flex Employee Access Online at https:PayChex.com.

The School considers an individual’s salary to be a confidential matter, and every effort is made to limit such informationtoonlythosepersonswhoseworkrequiresthemtohavethisknowledge. All eligible employees of Marianapolis Preparatory School are entitled to full benefits provision as described below.

An eligible employeemeetsthefollowingcriteria:

● Worksinafull-timecapacity(minimumof35hoursperweekor1,250hoursperyear)

● HashadnoseparationinworkhistorywiththeSchool(excludingsummerrecess)

Benefits maychangeatanytimeatMarianapolisPreparatorySchool’sdiscretion.Ifthereisaconflictbetweenthe languageintheemployeehandbookandtheofficialPlanDocument,theofficialPlanDocumentgoverns.

1. Health,Dental,andVisionInsurance

Currently offered insurance plans are availabletobeginonthefirstdayofthemonthaftertheofficial employment start date for all eligible employees. The School contributes a set dollar amount to the cost of each premium This amount is calculated by using the offered HMO plans as a benchmark: 80% of the premium cost for the employee-only plan and 65% of the premium cost for all of the employee-plus dependent plans These percentages are subject to adjustment at any time based on financialchanges,atthediscretionoftheBoardofTrustees

a) TheSchoolwillcontributetotheHealthSavingsAccountforthoseemployeesenrolledin High Deductible Health Plans at the rate of $1,000/Individual Plan and $2,000/ Family Plan

b) An eligible employee can elect to enroll their spouse, a domestic partner (same and opposite gender), and eligible dependents for medical, vision, and dental benefits, provided the eligibility requirements are met. The spouse of an employee is eligible for coverage if the employee and spouse are in a legally valid, existing marriage, and the spouse resides with the employee or in the service area The domestic partner of an employee is eligible for coverage if the employee and domestic partner have lived togetherforsixmonthsormoreandare18yearsofageorolder

c) Children under age 26 who meet one of the conditions/criteria below are eligible for coverage. Some plans may end dependent child eligibilityifachildage26hastheirown employer-sponsoredcoverage

(1) Naturalchildren.

(2) Adopted children once the adoption is final. Before the adoption is final, the children are eligible for coverage when you become legally responsible for at leastpartialsupport.

(3) Stepchildren who are natural or adopted children of your spouse or for whom yourspouseisappointedlegalguardian

(4) Childrenforwhomtheemployeeorspouseisappointedlegalguardians.

(5) Medical coverage for dependentchildrenwillendonthepolicyanniversarydate, June30th,thatis,onorafterthedatethechildturnsage26

(6) Dental and Vision coverage for dependent children will end the calendar month inwhichthedependentturnsage26

2. LifeInsurance,AccidentalDeathandDismemberment,and LongTermDisabilityInsurance

Eligibleemployeesareprovidedcoverageatnocosttotheemployeebutfortheemployeealone.

● Life Insurance: 15 times your Basic Annual Earnings (rounded to the next higher $1,000, if not alreadyamultipleof$1,000)withamaximumbenefitof$50,000*

● AD&D:AnamountequaltoyouramountofLifeInsuranceinforce*

● Long Term Disability: Elimination period of 90 days, theBenefitPercentageis60%ofTotalMonthly Earnings,withtheMaximumMonthlyBenefitof$6,000.TheMinimumMonthlyBenefitis$100. MaximumBenefitPeriod:

62 42Months

63 36Months

64 30Months

65 24Months

66 21Months

67 18Months

68 15Months

69andover 12Months

*An Employee’s amount of Life and Accidental Death and Dismemberment Insurance shownin the schedule will reduce to 65% when he/she attains age 65, to 42% when he/she attains age 70, and to 27% when he/she attains age 75. An Employee’s Life and Accidental Death and Dismemberment InsuranceterminatesattheEmployee’sretirement.

3. RetirementProgram

The School offers a DefinedContributionPlan,operatingundersection403(b)oftheIRScode After completion of two (2)yearsofcontinuousserviceatMPrepwithatleast1,000servicehoursperyear, an eligible employee may begin to participate in the TIAA/CREF retirement match program offered by the School To participate, the employee must contribute 5% of their gross pay,whichtheSchool will match. Volunteer participation in the supplemental plan is available immediately upon employment.

4. TuitionRemission

The Schoolofferstuitionremissionforeligibleemployees’dependentchildrenenrolledattheSchool, and applies only to tuition charges and the activities fee Allotherschool-relatedfees,suchasLEAP fees, remain the employee's responsibility. Admission to the School remains subject to the standard enrollmentprocess

Full-time employees working at least 35 hours per week are eligible for 100%tuitionremission For employees hired after the start of the fiscal year,tuitionremissionisproratedbasedonthenumberof fullmonthsremaininginthefiscalyear,asoutlinedbelow

Part-time employees with at least 1,000 service hours per year (20 hours per week) are eligible for 50% tuition remission,alsosubjecttoprorationbasedonthestartdatewithinthefiscalyear.Seasonal employees,coaches,andresidentiallifepositionsforhousingarenoteligiblefortuitionremission

Employees working fewer than continuous 1,000 service hours per year (20 hours per week)arenot eligiblefortuitionremission

The benefitiscontingentupontheemployee’scontinuedactiveemployment Shouldemploymentend duringtheacademicyear,theSchoolreservestherighttorecalculateorrevokeforunpaidmonths.

5. Meals

Meals are provided to allemployeeswithoutchargeduringtheacademicyearwhentheDiningRoom is open for regular service Thereareno“togo”optionsforfood,water,etc Unlessauthorizedbythe School, meals are provided to individuals who come to the Dining Room on campus.Ifdrinks,such as water bottles, are provided, please enjoy these with your meal, and do not bring additional items from the meal home with you Meals are also provided to active employees during the period in whichtheSchoolisnotinsession,andtheDiningRoomisopenforCampStonewallservice.

6. Section125CafeteriaPlan

The School has established a cafeteria plan covering premium conversion, medical reimbursement, limited purpose (dental and vision reimbursement for employees enrolled in an HSA medical plan), andchildcarereimbursementforqualifiedexpensesduringthecoveredacademicyear.

7. DirectDeposit

All employees are required to provide the Business Office with direct deposit information regarding theirpayrollchecks.Nomanualchecksareissuedforpayroll.

8. PayDeductions

The law requires that Marianapolis make certain deductions from every employee’s compensation Among these are applicable federal, state, and local income taxes The employer must also deduct Social Security taxes on each employee’s earnings up to a specified limit that is called the Social Security“wagebase”

Marianapolis is also obligated to comply with any court-ordered wage assignments orgarnishments. Absent such an order or other binding legal authority, Marianapolis will not make any deductions fromyourwageswithoutyourapproval.

9. ComplaintandCorrectionProcedure

Every precaution is taken to ensure that employees are paid correctly, both exempt and non-exempt, and that employees are paid promptly on the scheduled payday Further, it is our policy to comply with the salary basis requirements of state and federal wage and hour laws pertaining to exempt employees. We prohibit improper deductions from the salaries of exempt employees. As a general matter, you should always feel free to check with the Business Office if you have any questions concerningwhydeductionsweremadefromyourpaycheckorhowtheywerecalculated.

However, if an employee believes there is an error in their pay, such as an improper deductionfrom the salary of an exempt employee or the overpayment of wages, the employee should notify their supervisor immediately, and supervisors should bring the question to the Business Office promptly EmployeesmayalsobringsuchconcernsdirectlytotheattentionoftheBusinessOfficeiftheyprefer. The School will make every effort to adjustanactualerrorpromptly,includingreimbursementforan improperdeduction

I. OvertimePolicyforstaff

The “workday” is defined as the number of hours an employee is hired to work, for example, four hours, seven hours,oreighthours.

The “workweek” covers seven consecutive days beginning on Monday at 12 AMandendingonSundayat11:59 PM.Workweekperiodsmayincludescheduledtimessuchas20hours,35hours,or40hours.

“Authorized additional work/overtime hours” are work hours (in excess of scheduled hours) that a supervisor assigns to an employee necessary to complete a task Unless specified, salaried staff should remain inside a maximumof50hoursofworkperweek.

All hours worked over the scheduled employee workweek, including overtime, must be approved in advance by the employee’s supervisor; if not, the employee is not authorized to work the extra time Time worked in emergencycircumstancesisanexceptiontothispolicy.

Violations of this policy mayresultindisciplinaryactions,includingoralorwrittenwarnings,suspensionwithout pay,ortermination.

Each employee is to work within the hours for which theywerehired.Iftimeoffisneeded,employeesaretouse their PTO or up to one week off without pay Extending your scheduled workday to make up time missed on another day is not acceptable unlessapprovedbythesupervisor.Alladditionalhoursworked,includingovertime, mustbeapprovedbythesupervisor.

Supervisors are responsible for ensuring employees maintain their scheduledworkweekandprovideapprovalfor additionalworkhoursifauthorized.

J. PaidTimeOffandLeaves

1. Conn.FamilyMedicalLeaveAct(CTFMLA)&Conn.PaidLeaveAct(CTPL) a) LeaveEntitlementandEligibility:

The CTFMLA provides eligible employees, after three consecutive months on the job, up to 12 weeks of unpaid, job-protected leave during a 12-month period for qualifying family or medical leave reasons Employees are entitled to return to their same job at the end of leave The CTPL provides income replacement benefits to eligible employeeswhoareunabletoworkforthesame leavereasons Theseleaveoptionsmayrunatthesametime

(1) Qualifyingreasonsforleaveinclude

(2) Thebirthofachildandcarewithinthefirstyearafterbirth.

(3) The placement of a child with employee for adoption or foster care and carefor childwithinthefirstyearafterplacement

(4) To care for a family member with a serious health condition. Family includes spouse (the person to whom one is legally married), sibling, son or daughter, grandparent, grandchild, or parent, or an individual related to the employee by bloodoraffinity.

(5) Becauseoftheemployee’sownserioushealthcondition

(6) Toserveasanorganorbonemarrowdonor.

(7) To address qualifyingexigenciesarisingfromaspouse,son,daughter,orparent’s activedutyserviceinthearmedforces

(8) To care for a spouse, son, daughter,parent,ornextofkinwithaseriousinjuryor illnessincurredonactivedutyinthearmedforces

The CTFMLA alsoallowseligibleemployeestoreceivetwoextraweeksofleave(uptoatotalof 14 weeks) in connection with an incapacity that occurs during pregnancy CTFMLA further allows eligible employees to take up to 26 weeksofleaveinasingle12-monthperiodtocarefor acoveredservicememberwithaseriousinjuryorillness.

Employees may also take up to 12 days of leave to deal with the effects of family violence separate from leave time available under state or federal law. While this is not protected under CTFMLA, it is protected undertheConnecticutFamilyViolenceLeaveActandanemployeecan apply for CTPL in connection with these absences Leave does not have to be taken all at once Employees may take leave intermittently (in separate blocks of time) or to reduce their work schedule

CTFMLAleaveisunpaid However,anemployermayrequire,oranemployeemayrequestto usetheiraccrued,paidtimeoff.Anemployeemaychoosetopreserveupto2weeksoftheir accrued,paidtimeoff Thisaccrued,paidtimeoffisinadditiontotheincome-replacement benefitsavailabletoemployeesunderCTPL.

b) Applyingforincome-replacementbenefitsunderCTPLWagereplacementbenefits undertheCTPLmayalsobeavailableforCTFMLAabsences Moreinformationabout Connecticut’s Paid Leave program and instructions for how to apply are available at https://ctpaidleave.org/. Some employers have received approval from the CT Paid Leave Authority to provide CTPL benefits to their employees through an approvedprivateplaninstead ofthroughthestate’sCTPLprogram.

Employersthathaveapprovedprivateplansarerequiredtonotifytheiremployeeshowtofile claimsforbenefitsthroughtheirprivateplanandwhotheemployeescancontactforanswersto questionsabouttheirplan.CTPLbenefitsareavailableforupto12weeksina12-monthperiod, withanadditionaltwoweeksavailabletoanemployeeforincapacityormedicaltreatment duringpregnancy.Benefitsarelimitedto12daysforleavetodealwiththeeffectsoffamily violence.

c) EmployerNotificationforCTFMLALeave

Employeesshouldprovideatleast30days'advancenoticetotheiremployeroftheneedtotake CTFMLAleaveiftheycan Iftheyareunabletobecausetheydonotknowtheyneedleave,the employeemustprovidenoticeassoonastheycan Anemployermayrequireamedical certificationtosupportarequestforleave.

d) Whatisprohibited?

TheCTFMLAprohibitsemployersfrom:

(1) Interfering with or denying any rights provided by the CTFMLA or CTPL. Examples include, but are not limited to, improperly refusing tograntCTFMLA leave or discouraging employees from using CTFMLA leave or applying for CTPLbenefits.

(2) Disciplining, terminating, discriminating against, or retaliating against any individual for taking CTFMLA leave or applying for CTPL benefits, for opposing or complaining about any unlawful practice, or being involved in any proceedingrelatedtotheCTFMLA.

e) If you believe that your CTFMLA rights have been violated, you can either file a complaintdirectlyinSuperiorCourtorwiththeConnecticutDepartmentofLabor

TofileaCTFMLAcomplaintwiththeConnecticutDepartmentofLabor,completeandsubmit theappropriateCTFMLAcomplaintformfoundontheDepartment’swebsite,foundatthe ConnecticutFamily&MedicalLeaveActandCTPaidLeaveAppeals.

MoreinformationabouttheCTFMLAisavailableatConnecticutFamily&MedicalLeaveAct, CTPaidLeaveAppeals,andCTPLathttps://ctpaidleave.org/.

2. ConnecticutPaidSickLeave

Marianapolis Preparatory School complies with the requirements of the Connecticut Paid Sick Leave law by providing up to 40 hours of paid sick leave per benefit year to qualifying employees This policysetsforththeparametersregardingtheaccrualanduseofpaidsickleave.

a) Covered employees: All employees are covered by the paid sick leave law, including full-time,part-time,perdiem,temporary,hourly,and salariedexemptemployees,except:

(1) Seasonal employees– those employees who work only 120 days or fewer per year

(2) Employees who are members of construction-related tradesperson employee organizations that are part of amultiemployerhealthplanmaintainedpursuantto one or more collective bargaining agreements between a construction-related tradespersonemployeeorganization(s)andanemployer.

b) CTPaidSickLeaveBasics:

(1) Currentemployees-paidsickleavebeginsaccruingonJanuary1,2025

(2) EmployeeshiredafterJanuary1,2025–accrualbeginsonthefirstdayofwork

(3) Theaccrualisatarateof1hourofpaidsickleaveforevery30 hours worked, uptoamaximumof40hoursperbenefityear

(4) The“benefityear”istheperiodfromJulythroughJune

(5) An employee shall be entitled to the use of accrued paidsickleave120calendar daysaftertheirdateofhire.

(6) Employeesmayuseaccruedpaidsickleavein1-hourincrements

c) MarianapolisPaidSickLeaveBasics:

(1) TheSchoolwillfront-loadtherequired40hoursannually

(2) The School's current PTO forstaffisinfullcompliancewiththePaidSickLeave law;noadditionaltimewillbeoffered

(3) If an employee exhausts their PTO for any reason, they will not be provided additionalsickleave

d) Carry over: Each employee will be provided the forthcoming year’s entitlement at the beginningofthebenefityear.

e) UseofLeave:

(1) Anemployeemayusepaidsickleaveforhisorherown:

(a) illness,injury,orhealthcondition;

(b) the medical diagnosis, care or treatment of his or her mental or physicalillness,injury,orhealthcondition;preventativemedicalcare;or (c) mentalhealthwellnessday

(2) Anemployeemayusepaidsickleaveforafamilymember's:

(a) illness,injury,orhealthcondition;

(b) the medical diagnosis, care, or treatment of a mental or physical illness,injury,orhealthcondition;or (c) preventativemedicalcare

(3) An employee may use paid sick leave for closure by order of a public official, duetoapublichealthemergency,ofeither:

(a) anemployer'splaceofbusiness;or (b) afamilymember'sschoolorplaceofcare

(4) An employee may use paid sick leave when a health authority, the employer of the employee or the employee’s family member, or a health care provider determines that the employee or the employee’s family member poses a risk to thehealthofothersbecauseofexposuretoacommunicabledisease.

(5) An employee may use paid sick leave if the employee or the employee’s family memberisavictimoffamilyviolenceorsexualassault:

(a) for medical care or psychological or other counseling for physical orpsychologicalinjuryordisability;

(b) toobtainservicesfromavictimservicesorganization;

(c) torelocateduetosuchfamilyviolenceorsexualassault;

(d) to participate in any civil or criminal proceedings related to or resultingfromsuchfamilyviolenceorsexualassault.

(e) “Familymember”-meansaspouse,sibling,child,grandparent, grandchild, or parent of an employee, or an individual who is related to the employee by blood or by an affinity whose close association the employeecanshowtobeequivalenttothosefamilyrelationships

f) Pay: Employees will be paid for the use of sickleaveatapayrateequaltothegreaterof either:

(1) thenormalhourlywageforthatemployee,or

(2) the minimum fair wage rate under Connecticut General Statutes sec. 31-58 in effectforthepayperiodduringwhichtheemployeeusedpaidsickleave

g) Notice and Documentation: Employees are notrequiredtoprovideadvancenoticebefore using paid sick leave. The employer is prohibitedfromrequiringanemployeetoprovide any documentation that paid sick leave is being taken for a reason covered by the paid sick leave law There are times when notice and documentation will be required if the employee’s absence(s) are due to a qualifying reason under anapplicablestateorfederal law, including the CT Family and Medical Leave Act (CTFMLA) Paid sick leave and CTFMLA may run concurrently, and if so, the requirements of the CTFMLA must be adheredtobyboththeemployeeandemployer.

h) Separation: If an employee has unused accrued paid sick leave at the timeofseparation, theemployerwillfollowitsregularpolicyregardingpayoutofpaidtimeoff.

i) Recordkeeping: Employers must track and keep records of hours worked and paid sick leave accrued and used for every employee as part of its normal record-keeping obligations

j) Prohibition of Retaliation or Discrimination: Retaliatory personnel actions or discriminationareprohibitedbecausetheemployee:

(1) requestsorusespaidsickleaveeitherinaccordancewiththelaw,or

(2) inaccordancewiththeemployer'sownpaidsickleavepolicy,asthecasemaybe; or

(3) files a complaint with the CT Department of Labor alleging the employer has violatedthelaw.

k) Complaint:Anyemployeeaggrievedbyaviolationoftheprovisionsofthelawmayfilea complaint with the CT Department of Labor Employees may fileacomplaintontheCT DepartmentofLaborWebsite.

3. FamilyandMedicalLeave(FMLA)

The purpose of this policy is to establish guidelines for leaves taken by employees of Marianapolis underthe Federal Family and Medical Leave Act of 1993

Employees who have worked at Marianapolis for atleasttwelve(12)monthsandwhohaveworkedat least 1,250 actual work hours during the twelve (12) months immediately preceding the startofleave are eligible for unpaid leave under the FMLA Marianapolis is exempt from the CT Paid Family and MedicalLeave.

a) ReasonsForLeave

● LeavesundertheFMLAmaybetakenforthefollowingreasons:

(1) incapacityduetopregnancy,prenatalmedicalcare,orchildbirth

(2) tocarefortheemployee'snewbornchild

(3) theplacementofachildwiththeemployeebyadoptionorforfostercare

(4) to care for the employee's spouse, child, or parent/parent-in-law who has a serioushealthcondition

(5) to care fortheemployee'sownserioushealthconditionthatrenderstheemployee unabletoperformthefunctionsofhisorherposition

(6) to care for an injured or ill service member or covered veteran (see below –LengthofLeave–forfurtherinformation)

(7) a qualifying exigency arising out of a family member’s military service, including one ormoreofthefollowingreasons(note–moredetailedinformation onthefollowingcategoriesisavailablefromtheBusinessOffice)

(a) short-noticedeployment

(b) militaryeventsandrelatedactivities

(c) childcareandschoolactivities

(d) financialandlegalarrangements

(e) counseling

(f) restandrecuperation

(g) post-deploymentactivities

(h) parentalcareleaveforamilitarymember’sparentwhoisincapable ofself-care,andcareisnecessitatedbythemember’scoveredactiveduty (i) additional activitiesthatariseoutoftheactivedutyorcalltoactive dutystatusofacoveredmilitarymember,providedthatMarianapolisand the employee agree that such leave qualifies asanexigencyandagreeto boththetimingandthedurationofsuchleave

4. LengthofLeave

a) Basic FMLA Leave Entitlement: If aleaveisrequestedforoneofthequalifyingreasons, each eligible employee may take up to a total of twelve (12) weeks of unpaid family or medical leave inatwelve(12)monthperiod.Marianapolisusesthefollowingtwelve(12) monthperiod: the12-monthperiodmeasuredforwardfromthefirstdateofleave

b) Leave tocareforanInjuredorIllServiceMemberorCoveredVeteran: Inadditiontothe reasons for leave listed above, an eligible employee may take up to 26 workweeks of FMLA leave during a 12-month period to care for (i) an injured or ill service member who is the employee’s spouse, parent, child ornextofkinandwhoincurredtheinjuryor illness in the line of duty and while on active duty in the Armed Forces, or had a preexisting injury or illness prior tobeginningactivedutythatwasaggravatedbyservice in the line of duty on active duty in the Armed Forces; or, (ii) an injured or ill covered veteranwhoistheemployee’sspouse,parent,childornextofkin

(1) For service members, the injury or illness must render the service member medically unable to perform the duties ofhisorheroffice,grade,rank,orrating. This provision applies to service members who are undergoing medical treatment, recuperation, or therapy, or are in outpatient status or are on the temporarydisabilityretiredlist,foraseriousinjuryorillness.

(2) For covered veterans, the veteran must be undergoing medical treatment, recuperation or therapy for a serious injury or illness and s/he(1)wasamember of the Armed Forces (including the National Guard or Reserves); (2) was discharged or released under conditions other than dishonorable; and (3) was discharged within the five-year period before the eligible employee first takes FMLA military caregiver leave to care for the veteran11 For covered veterans, seriousinjuryorillnessmeansanyofthefollowing:

(a) a continuation of a serious injury or illness that was incurred or aggravated whenthecoveredveteranwasamemberoftheArmedForces and rendered the servicemember unable to perform the duties of the servicemember'soffice,grade,rank,orrating;or

(b) a physical or mental condition for which the covered veteran has received a US Department of Veterans Affairs Service-Related Disability Rating (VASRD) of 50 percent or greater, and such VASRD

11 The employee’s first date of leave must be within the five year period. However, the employee may continue to take leave throughout the single 12 month period even if the leave extends past the five year period Note - special rules may apply to calculating the five year period for veterans discharged between October 28, 2009 and March 8, 2013 This period will effectively be excluded from the five year calculation.

rating is based, in whole or in part, on the condition precipitating the needformilitarycaregiverleave;or

(c) a physical or mental condition that substantially impairs the covered veteran's ability to secure or follow a substantially gainful occupation by reason of a disability or disabilities related to military service,orwoulddosoabsenttreatment;or

(d) an injury, including a psychological injury, on the basis of which the covered veteran has been enrolled in the Department of Veterans AffairsProgramofComprehensiveAssistanceforFamilyCaregivers

When combined with any other type of FMLA qualifying leave, total leave time may not exceed26 weeks in a single 12-month period Standard FMLA leave procedures described below apply to all requests for and designations of leave for this purpose. However, in the case of leave to care foran injuredorillservicemember,the12-monthperiodbeginsonthedaysuchleaveactuallycommences Eligible employees may take leave on a full-time, intermittent, or reduced schedule basis However, intermittent leave and reduced schedule leave requested for reasons other than a serious health condition are permitted only with Marianapolis' approval Ifintermittentorreducedscheduleleaveis medically required, Marianapolis may temporarily transfer the employee to another job with equivalentpayandbenefitstobetteraccommodatesuchleave.

5. LightDuty

Should an employee be offered a light-duty opportunity during a period of FMLA leave, time spent performing the light-duty assignment will not count against the employee’s FMLA leave entitlement

The employee’s right to restoration to their job will be held in abeyance during the light-duty assignmentoruntiltheendoftheapplicable12-monthFMLAleaveperiod

Whenever the need for leave is foreseeable, employees must submit written requestsforleaveatleast 30 days in advance If the need for leave is unforeseeable, employees must provide notice at the earliest available time. For leaves taken due to serious health conditions, the employeemustsubmita completed Department of Labor Medical Certification Form (available from Marianapolis) before leave begins, if possible If advance certification is not possible, the employee must provide the certification within 15 days of Marianapolis’ request for such certification. Employees on medical leave must submit a new certificationformevery30daysduringleaveandmustreportperiodicallyon their status and intenttoreturntowork Ifleaveisfortheemployee'sownserioushealthcondition,the employeemustsubmitmedicalcertificationoffitnesstoreturntoduty.

6. UseofPaidLeave

FMLA-eligible employees may request, or Marianapolis may require, FMLA-eligible employees to apply any available accrued paid time off concurrent with the use of otherwise unpaid FMLA leave time, in accordance with Marianapolis’ established policies. An FMLA-eligible employeeelectingto use any available accrued paid leavemustfollowMarianapolis’usualrequirementsfortheuseofsuch leave, although Marianapolis may choose to waive such requirements One example of such a

requirement is advance written approval for the use of Paid Time Off. As noted,theuseofpaidleave runs concurrently with FMLA leave, and therefore, both the employee’s FMLAleaveentitlementand availableaccruedleaveentitlement(s)shallbereducedatthesametime FMLA will generally be run concurrently with any qualifying absences due to a Workers’ Compensation injury In addition, in cases involving absences duetoaWorkers’Compensationinjury that also qualifies as an FMLA serioushealthcondition,andiftheemployeeagreeswithMarianapolis to do so, Marianapolis will apply the employee’s available accrued paid leave in increments as a supplement to the Workers’ Compensation weekly benefit in an appropriate amount so that the employeecanmaintainhisorherregularweeklyincomelevel

Except for circumstances unrelatedtothetakingofFMLAleave,anemployeewhoreturnstoworkat Marianapolis at the expiration of leave is entitled to return to the same position formerly held or an equivalent position with equivalent pay and benefits. Employees who do not return to work immediately upon exhausting leave shall not be guaranteed to return to any position with Marianapolis

QuestionsregardingfamilyormedicalleavemaybedirectedtotheBusinessOffice.

7. Holidays

Salaried and hourly staff members, who meet the Benefits’ Eligibility criteria, arepaidforObserved Holidays as wellasotherdaysaspertheStaffHolidaysList Allsalariedandhourlystaffmembersof Marianapolis PreparatorySchoolareprovidedalistofObservedHolidaysand/ortheSchoolCalendar detailing applicable holidays. Faculty follow the School calendar with the exception of professional developmentdaysandon-dutyfaculty

Salaried and hourly staff members who meet all Benefits’ Eligibility criteria are providedPaidTime Offaccordingtothefollowingserviceschedule:

8. PaidTimeOff(PTO)

0–4yearsofcompletedservice = 4weeks

5–9yearsofcompletedservice = 5weeks

10+yearsofcompletedservice = 6weeks

The Paid Time Off (PTO) yearisbasedupontheSchool’sfiscalyear,July1-June30andisgranted as of July first. PTO is prorated for employees hired during a school year already inprogress.Staff may carry Paid Time Off from one year to the next; however, theaccrualtotalwillneverexceed60 days. Employees will not be paid for unused Paid Time Off at the end of the fiscal year or upon separation Salaried and hourly staff members are required to request Paid Time Off through their DepartmentHeadasearlyaspossible,butnolessthanoneweekpriortotherequestedday(s)off An employee may not take more than two consecutive weeks of paid leave at a given time unless the leaveisprotectedundertheFamilyMedicalandLeaveActorstateleavelaws

*Teaching faculty are notentitledtoPTO Facultyareexpectedtoworkwhenschoolisinsession andwhenthereareotherfacultycommitmentsandobligationsasdirectedbytheAdministration.

*Staff who are selected and opt to chaperone school trips are required to use their PTO for any daysawayfromwork.

9. JuryDuty

Marianapolis Preparatory School believes that jury duty constitutes a civic responsibility, and full compensation is paid for jury time after thedeductionofanyjuror’sfeesthatyoureceive.However, every employee is expected to notify their immediate supervisor as soon as they receiveanoticeof jurydutyservice.Theemployeeisalsorequiredtoreporttoworkanydaythattheyarenotneededin court and any day that he/she is dismissed early enough to get to work before the middle of the workday If jury service requires an absence from work for more than one day, the employee must notify their supervisor on each day that they will be performing jury duty.Toreceivejurydutypay, the employee must bring the Director of HR the forms issued by the court indicating the days they servedonjuryduty

10. MilitaryDuty

Marianapolis complies with applicable law regarding the rights of employees to take leave for military service. All employees should keep their immediate supervisor fully informed of pending military service, their military address while on active duty, and when they willreturnfromdutyas farinadvanceoftheexpecteddeparturedateasreasonablypossible.

11. BereavementLeave

Employees who meet the eligibility criteria may take Paid Time Off up to a maximum of three (3) workdays for the death of a spouse, parent, stepparent, child, step-child, sibling, step-sibling, mother-in-law, father-in-law, grandparent, step-grandparent, grandchild, or step-grandchild. Paid TimeOffmaybeusedtoattendthefuneralofanypersonnotdelineatedintheabovelist

12. MaternityLeave

Your immediate supervisor should be notified assoonasisappropriate Thefull-timeemployeewill be granted up to eight (8) calendar weeks of paid leave immediately following the birth of the employee’s own child(ren) for the period of disability associated with giving birth The faculty member will be involved in the coverage of all responsibilities and will provide full lesson plans, assessments,andthelikeforthesuccessfulcontinuationofallcoursesduringtheirabsence.

13. ParentalLeave

Your immediate supervisor should be notified assoonasisappropriate.Thefull-timeemployeewill be granted two (2) calendar weeks of paid leave immediately following the birth of theemployee’s own child(ren) or the placement of child(ren) with the employee through adoption or fostering. Under certain circumstances, the School may allow the employee to utilize parental leave for dates other than the first two weeksafterthebirthorplacementofchild(ren) Thefacultymemberwillbe involved in the coverage of all responsibilities and will provide full lesson plans, assessments, and the like for the successful continuation of all courses during his/her/their absence Parental Leave cannotbecombinedwithMaternityLeave

14. TeachingFacultyAbsences

a) Planned Absences: The Director of Professional Development and the DepartmentHead should be notified as many days in advance as possible in the event of any planned absence (including part-day absence for field trips, etc) Department Heads should

discuss their absences with the Director of Professional Development. Each faculty member is responsible for seeing that all their obligations are covered. Where thisisnot possible, the Department Head mustbenotifiedofanyobligationforwhichcoveragehas not been arranged. Besides classes, such obligations may include study halls, clubs and organizations, coaching, and advisory Thefacultymembermustfileclassassignmentsto cover their entire absence with the Director of Professional Development before their departure.

Urgent personal leave is intended to cover all excused absences not specifically covered herein In general, it refers to short spells of illness but mayincludeabsencetotakecare ofurgentpersonalmattersthatcannotbedeferredtoschoolvacations.

b) Unplanned Absences: These must be limited to genuine emergencies such as sudden illness. The Director of Professional Development is to be called via cell phone at 860-481-0747 prior to 7:15 a.m. The faculty member should be prepared to report all dutiesthatwillneedcoverageduringthetimeofabsence

c) Medical Appointments: These shouldbescheduledduringvacationsorweekends.Where this is not possible, the above planned absence procedure is to be followed for absences involvinganyportionoftheschoolday

15. SalariedandHourlyStaffMemberAbsences

a) Planned Absences: Salaried and hourly staff are asked to complete a Paid Time Off Request Form for all absencesforwhichthereisadvancewarning.Marianapolisreserves the right to implement blackout dates when the School may not approve PTO requests During these dates, the School expects you to be available for work. Based on your position andtheneedsoftheschool,PTOmaybeapprovedduringthisperiodandwillbe decided on a case-by-case basis The School will publish blackout dates before the start ofeachnewschoolyear.EmployeesareexpectedtomanagetheirPaidTimeOffsoasnot to exceed their allotted time off for the calendar year, July 1 - June 30 Paid Time Off may be carried from one yeartothenext;however,theaccrualtotalwillneverexceed60 days. Salaried and hourly staff members may take up to, but not more than, five unpaid days from work Excessive absenteeism is unacceptable and will notbepermittedbythe executive management of the School. Incidents or breaches of the School’s attendance policy that are contrary to acceptable standards of behavior could resultindismissal.No paymentismadeforunusedPaidTimeOffuponseparation

b) Unplanned Absences: In the event of illness or inability to get to the School due to inclement weather, salaried and hourly staff members are required to contact their supervisor within a reasonable period of time, but no later than the time the employee wouldbeexpectedtoreporttowork During inclement weather, no pressure is extended from the School at any time, which would encourage employees to take unsafe chances to attend work. Salaried and hourly staff who choose not to report to work or who leave early for any unplanned absences, includinginclementweather,willhavethetimemissedsubtractedfromtheirallottedPaid Time Off. Salaried staff who have the ability and permission from their supervisor to workfromhomewillbepaidtheirnormalsalary

In the case that there is a school closing due to a state of emergency, and the administrative team determines it is best for ALL employees to stay home, you will be contacted by your supervisor Should this happen, salaried and hourly staff will receive their normally scheduled hours/salary. No overtime will be paid during this time period For an unlikely emergency that extends beyond one work week, attheendofthe one work week, employees will be expected tousepaidtimeofftocoveradditionaldays thattheSchoolmaybeclosedduetoadeclaredemergency.

16. CivicEngagement/VolunteerDay

Marianapolis Preparatory School (the School) encouragesallemployeestobecomeinvolvedintheir communities, lending their voluntary support to programs that positively impact the quality of life withinthesecommunities.

The following guidelines are for Marianapolis Preparatory School's employees who serve as volunteers in 501(c) (3) non-profit community programs that are either of personal interest or are corporate-sponsoredinitiatives.

a) VolunteerTime

Employees can take up to 8 hours of paidtime,inoneblockof8hours,onceperyear,to participate in their specific program of interest. Employees must request Civic Engagement/Volunteer Time at least 14 days in advance Civic Engagement/Volunteer Time should not conflict with the peak work schedule, blackout days, and other work-related responsibilities, create the need for overtime, or cause conflicts with other employees'schedules Programs can include but are not limited to TEEG, Meals-on-Wheels, animal shelters, Pan-Mass Challenge, church, temple or synagogue, Boston Marathon, The Hole in the Wall Camp, Red Cross Blood drive, Veterans' homes or VFW, school field trips, youth organizations, hospice work,supportingtheirtownevents,etc.Whatevertheactivity,itis entirely up to the employee to select their Civic Engagement/Volunteer program of choice

b) Eligibility

All full-time Marianapolis Preparatory Schoolemployeesareeligibletoparticipateinthe Civic Engagement/Volunteer Day. Interested employees should request their day off through their supervisor to receive pre-approval. Employees who volunteer should providetheSchoolwithasignedformshowingthecompletionoftheirvolunteerhours Share what you are doing to commit to service in your community; withtheemployee’s permission, the School may want to publicly acknowledge (with or without the employee's name) which organization the employee participated in via the School's ParentorFaculty&Staffnewsletters.

17. RemoteWorkGuidelines

Under certain conditions, Marianapolis may allow or require employees to work remotely. Any remote work arrangements will be communicated to employees by an Administrator after it is determined that the tasks to be performed are appropriate for remote work. The School recognizes that certain job types may not be eligible for remote work, including but not limited to interfacing positions and facilities personnel The School will make decisions onallremoteworkarrangements

on a case-by-case basis. Marianapolis reserves the right to implement, revise, or discontinue any remoteworkarrangements,dependingontheschool'sneeds.

Inaddition,

a) The School expects remote employees to devote their full time, effort, and attention to workwhileworkingremotelyduringregularhoursunlessotherwiseagreed

b) The School expects remote work employees to be accessible while workingremotelyby wayoftelephone,voicemail,email,etc.,andtoberesponsivetosuchcommunications.

c) Consistent with the School’s expectations of information security, remote employees are expectedtoprotectproprietaryandconfidentialinformationwhileworkingremotely

d) Marianapolis will not be responsible for costs associated with the setup of a remote office,suchasremodeling,modifications,equipment,furniture,orlighting

18. VictimofDomesticViolenceLeave

“Family violence” is an incident resulting in physical harm, bodily injury, or assault, or an act of threatened violencethatconstitutesfearofimminentphysicalharm,bodilyinjury,orassaultbetween family or household members Verbal abuse or arguments generally will not constitute “family violence”unlessthereisapresentdangerandthelikelihoodthatphysicalviolencewilloccur

A victim of family violence will be given up to 12 days of leave duringanycalendaryearinwhich theleaveisreasonablynecessaryto:

a) seekmedicalcareorcounselingforphysicalorpsychologicalinjuryordisability.

b) obtainservicesfromavictimservicesorganization.

c) relocateduetofamilyviolence

d) participate in any civil or criminal proceeding related to or resulting from such family violence.

If the need for leave is foreseeable, the employee should give at least seven (7) days' notice to Marianapolis If the need for leave is not foreseeable, the employee should provide notice to Marianapolisassoonaspossible

An employee is required to provide a signed, written statement certifying that the leave is for a purposeauthorizedbythislaw Further,Marianapolisisentitledtorequestthatanemployeeprovide a police or court record related to the family violence or a signed written statement that the employee is a victim of family †violence from an employee or agent of a victim services organization, an attorney, an employee of the office of the Judicial Branch’s Office of Victim Services or the Office of the Victim Advocate, a licensed medical professional or other licensed professionalsfromwhomtheemployeehassoughtassistancewithrespecttothefamilyviolence

Such documentation will bekeptconfidentialandnotfurtherdisclosedexceptasrequiredbylawor as necessary to protecttheemployee’ssafetyintheworkplace,butinthesesituations,theemployee willbegivennoticebeforethedisclosure

Victim of Domestic Violence Leave does notaffectanyotherLeaveprovidedunderstateorfederal law.

Victims of sexual assault and human trafficking follow andreceivethesameprotectionsasvictims ofdomesticviolence. K. SeverancePay

Marianapolis Preparatory School does not grant severance pay to employees whose employment is terminated. However,Marianapolisreservestherighttomakeexceptionstothispolicyatitssoleandabsolutediscretion.

L. PerformanceandDiscipline

1. FacultyReviewProcess

The School’s approach to faculty review is based on the presumption that teachers are committed to improving their practice and that, because there is abundant evidence that improved professional practice leads to improved student learning, both teachers and students will benefit from a regular assessment and evaluation of theirprofessionalpractice Therefore,thegoaloftheSchool’sevaluation program is to identify opportunities for professional development for all teachers, wherevertheymay be in their careers Furthermore, engaging faculty in a collaborative evaluation process is designedto contribute to the health of a learning community and model lifelong learning. Additional goals in communicating and conducting the faculty review process are that its principles and mechanisms are clear,itisdrivenbyobservationandevidence,anditisfairlyanduniformlyapplied

The faculty review process centers around the implementation of three components: observation, evaluation, and feedback, and involves ongoing evaluation in all aspects of professional work that culminates in an annual review meeting with the Director of Professional Development at the end of theschoolyear.

In terms of academic performance, faculty may be observed by their Department Heads once each trimester and may be evaluated for the following skills the School seeks to promote: planning for instruction, executing instruction, and arranging the classroom. Observation checklists are used that include performance indicators for the evaluated skills, and faculty are evaluated along a scale using the terms “exceptional,” “commendable,” “competent,” “emerging,” and “not observed.” Successes are applauded, areas in which improvement is needed are noted, and an action plan is created for specific improvements in these areas The Director of Professional Development may also observe andevaluatefacultyonceperyearandprovideafeedbacksessionfollowingobservation. Other aspects offacultylifemaybeevaluatedonaregularbasis,includingcoachingperformanceonce per season by the Athletic Director and advisory duties once per trimester by the Class Deans Information from these evaluations is given to the Director of Professional Development for the end-of-yearreview

Residential life performance has a systematic review cycle that takes place over the course of the academic year. One-on-one conversations with verbal feedback may happen between the Residential Life Coordinator or Head of School and all new residential faculty during the first-trimester interim, after which action points are documented andsharedwithrespectiveHouseHeads.Verbalevaluations and feedback mayalsobegiveninone-on-oneconversationsbetweenallHouseHeadsandResidential faculty and the Residential Life Coordinator or Head of School at the start of the third trimestereach year. Written evaluations for each dorm parent may be completed by the House Head once a year in the third trimester and given to the Head of School The Residential Life Coordinator may complete written evaluations for all House Heads This is given to the Head of School in the third trimester as well.ResidentialevaluationsmaybesharedwiththeDirectorofProfessionalDevelopment aswell. As the academic year comes to an end, theDirectorofProfessionalDevelopmentmaymeetwitheach Department Head to discuss all members of their team. For these meetings, teachers complete a self-evaluation to assess their work in the year just completed, using performance indicators to rate their success in each area of school life Faculty also complete a “Goals Sheet,” which includesthree

specific goals for thecomingyear,strategiesandactionstepstobetaken,andnotesofanyinformation or support potentially required to accomplish them. In these meetings, the Director of Professional Development reviews the recently completed year, including collated feedback from Department Heads, class deans, the Residential Life Coordinator, and the Athletic Director, as well as the observations of the Director of Professional Development In addition, the Director of Professional Development reviews each faculty member’s self-evaluation, goals accomplished in the year just completed, and proposed goals for the comingyear.Allmaterialscollectedfromtheseregularreviews arefiledbytheDirectorofProfessionalDevelopmentasGoogleDocs

A final level of review is conducted regularly, which provides feedback that allows for “managing up,” including the following uses of surveys. Students are surveyed in each course attheendofeach trimester to give feedback to teachers Teachers are surveyed attheendofeachyeartogivefeedback to their Department Head. DepartmentHeadsaresurveyedattheendofeachyeartogivefeedbackto the Director of Professional Development. All other employees may be surveyed at the discretion of the School Results of these surveys are returned to eachconstituencyinatimelymannersothatthey maybeusedtoinformfutureplanning.

2. AdministrationandStaffReviewProcess

AllAdministratorsandStaffmayreceive,atleastonceperyear,aperformanceappraisaltoassesstheir performance and accomplishments Appraisals will occur near theendofthefiscalyear(June30) All individuals providing supervision for the individual being evaluated will contribute to the review.All reviewed employees will be given the opportunity to view their performance reviews and may attach writtencommentstothereview Employeeswhodisagreewiththeappraisalsareencouragedtodiscuss areas of disagreement with their reviewers, the Head of School, or the Director ofHumanResources. Employees should sign and date their appraisal after all comments have been noted. Performance appraisalsbecomeapermanentpartoftheemployee’spersonnelfile

3. DisciplinaryActions

If an infraction of a policy or practice occurs, the Head of School may take any of the following actionsatthediscretionoftheSchool,basedonthecircumstances:

a) Verbalwarning

b) Awrittenwarningwhichwillbecomepartofanemployee’sfile

c) Probation

(1) Itmaybeaccompaniedbyaverbalorwrittenwarningforimprovedperformance

(2) Willbenotedinthepersonnelfile

d) Suspensionwithorwithoutpay

e) Dismissal/terminationofemployment

4. Resignation

Generally, the School would prefer 60 days' noticeofvoluntaryresignation,withaminimumoftwo (2) weeks expected. For faculty under contract, the School expects the employee to work until the end of the school year for which the contract is in force Failuretogiverequirednoticeorfailureto meet the terms of the employmentagreementmayresultinforfeitureofbenefitsandineligibilityfor re-employment.Marianapolisreservestherighttoacceptresignationsimmediatelyuponreceipt.

Employees who miss work for three consecutive days without notifying their supervisor or have consecutivedaysofunexcusedabsencesareconsideredtohaveresignedfromtheirjob.

M. Non-Disclosure

The protection of confidential business information, including information and data about students, employees, alumni, parents, and school operations, is vital to the interests and success of Marianapolis Preparatory School Suchconfidentialinformationincludes,butisnotlimitedto,thefollowing:

1. Academicfiles/studentrecords

2. Alumni,parent,student,andvendorlists

3. Compensationdata

4. Financialinformation

5. Laborrelationsstrategies

6. Pendingprojectsandproposals

7. Prospectivestudentlists

Employees must maintain appropriate confidentiality with respect to conversationsand/orinformationrelatingto students, alumni, families, parents, faculty, administration, and staff Employees and volunteers mayhaveaccess toconfidentialinformationthatincludescomputer-storeddata,business,student,parental,andemployeerecords

All such information is required to be maintained in strict confidence. Employees and volunteers are not to discuss such information outside of Marianapolis Preparatory School or within Marianapolis Preparatory School except on an authorized “need to know” basis required in order to perform assigned duties. All business, employee, volunteer, and student records, computerized data, and related information are the property of Marianapolis Preparatory School Employees are not to copy, remove, alter or modify such records, materials, computerized data, or informationunlessauthorizedtodoso.Employeesareprohibitedfromdisclosingcomputer passwords to unauthorized persons. Employees are obligated to immediatelyreporttotheirimmediatesupervisor anydatabreaches,problemsintheuseofinformation,oranymisuseofinformationbyanotherperson MarianapolisPreparatorySchoolmayrequirethatallemployeessignanon-disclosureagreementasaconditionof employment Any employee who reveals confidential information will be subject todisciplinaryactionuptoand includingpossibleterminationofemployment,eveniftheydonotactuallybenefitfromthedisclosedinformation

N. PrivacyProtectionPolicy

We may collect certain personal information, including Social Security numbers, in the course of Marianapolis’ routine operations. We will take what webelievetobereasonablestepstoprotecttheconfidentialityoftheSocial Securitynumberswecollect

We protect the confidentiality of the Social Security numbers we collect in the course of business by maintaining what we believe to be reasonable physical, electronic, and procedural safeguards to protect their confidentiality,includingstepsto:

● LimitaccesstotheSocialSecuritynumberswecollecttoappropriatepersons

● ProhibittheunlawfuldisclosureoftheSocialSecuritynumberswecollect

● Reviewthesesafeguardsonaregularbasis

● TrainouremployeesintheproperhandlingofSocialSecuritynumbers

● Obtain the agreement of our outside business partners who have authorized access to Social Security numberstoprotecttheconfidentialityoftheSocialSecuritynumbers. O. AccesstoPersonnelFiles

Personnel files are the property of Marianapolis. Access to the information contained in these files is restricted. Generally, only officials and representatives of Marianapolis who have a legitimate reason to review the information in a file are allowed to do so Upon advance request, an employee may review material in their file within seven (7) days of such request, at or reasonably near the employee’s work location, up to two times in a calendar year Such inspection will take place in the presence of an authorized individual appointed by Marianapolis to maintain the file In addition, employees may obtain a copy of their personnel file within seven (7)daysoftheirwrittenrequest.

For up to one (1) year from the date of separation, former employees may inspect their personnel filewithinten (10) days of their request to do so, at a mutually agreeablelocation,orsubmitawrittenrequestandacopyofthe filewillbemailedtothemwithinten(10)daysofreceipt.

In addition, Marianapolis will provide a copy of documentation of any disciplinary action or termination to an employee, and the employee may submit a written statement disagreeing with such disciplinary action or termination. Employees may also submit a statement disagreeing with any performance evaluation. All such submissionswillbemaintainedaspartofthepersonnelfilethereafter

P. OutsideEmployment

Employees may be employed by another organization as long as they satisfactorily perform their job responsibilitiesatMarianapolisPreparatorySchool.

Employeesshouldconsidertheimpactthatoutsideemploymentmayhaveontheirhealthandphysicalendurance All employees are judged by the same performance standards and will be subject to Marianapolis Preparatory School’sschedulingdemands,regardlessofanyexistingoutsideworkrequirements.

If Marianapolis Preparatory School determines that an employee’s outside work interferes with performance or the ability to meet the requirements of Marianapolis Preparatory School as they are modified from time to time, the employee may be asked to terminate the outside employment in order to remain at MarianapolisPreparatory School

Outside employment will present a conflict of interest if it has an actual or potential adverse impact on MarianapolisPreparatorySchool

Q. RecognitionofReligiousBeliefsandCustoms

Morning Gathering at Marianapolis PreparatorySchoolopenswithappropriateprayers Thestudents,faculty,and advisorsareexpectedtoattendliturgyduringschooltimeonappointeddays.

Teachers are required to attend liturgical and para-liturgical services as well as encourage students to take an activepartintheliturgicalserviceswhereandwhenappropriate,basedontheirownpersonalfaith

In planning religious activities, any pressure, real or apparent, to require the reception of the sacraments or the practice of liturgical exercises contrary to personal beliefs would be mostinappropriate Propermotivationinthe performanceofreligiousdutiesshallbestressedinthespiritofeducationandgrowth

R. DrugandAlcoholUse

It is Marianapolis Preparatory School’s desire to provide a drug-free, healthy, and safe environment Topromote this goal, employees are required to report toworkinappropriatementalandphysicalconditionstoperformtheir jobsinasatisfactorymanner

The state of Connecticut requires all employees who drive students to participate in random drug testing. Marianapolis also reserves the right to administer drug tests to current employees when there is reasonable suspicion that the employee is under the influence of drugs, improperly used controlled substances, or alcohol

Generally, reasonable suspicion means, but is not limited to, direct observation by a supervisory or director of Marianapolis of employee use, possession, sale, or distribution of controlled substances; aberrant behaviorbyan employee while at work, a noticeable or substantial change in work performance; or, physical symptoms or manifestations of being under the influence of controlled substances such asslurredspeech,lossofcoordination, and odors A reasonable suspicion conclusion must bearticulableandbasedonspecific,credibleinformationand therationalinferencesthatareasonablepersonmaydrawfromsuchinformation

Marianapolis is an exempted employer from Connecticut’s Responsible and Equitable Regulation of Adult-Use Cannabis Act (RERACA) No employee mayuse,possess,distribute,sellorbeundertheinfluenceofimproperly used controlled substances, or engage in the unlawful manufacture, distribution, dispersion,possession,oruseof illegal drugs while under the School’s employment. Employees may not participate in the recreational use of cannabis on school property Employees may not possess or consume alcoholic beverages in the workplace, during work time, or while performing their job duties, on or off school premises, or in any manner that may impairanemployee'sabilitytoperformtheirdutiesorotherwiseadverselyaffecttheSchool’smission.Employees who reside in dormitories and consume alcohol on their time off are expected to do so with discretion The employeewillactinamannerthatreflectsandupholdsthemissionofMarianapolis.TheSchoolreservestheright to withhold or forfeit housing in casesofbehaviorunbecomingtotheSchool Violationofthispolicymayleadto disciplinary action, up to and including immediate termination of employment and/or required participation in a substanceabuserehabilitationortreatmentprogram.Suchviolationsmayalsohavelegalconsequences.

The School is governed by federal transportation law for drug testing, and potential penalties continue to exist despite the legalization of marijuana. Therefore, anyonewhowillberequiredtodrivestudentsaspartoftheirjob understands that even recreational use of marijuana may have adverse employment consequences.Failingadrug test for any reason will preventyoufromdrivingstudents,andyouwillbreachyourcontract Ifanemployeefails a drug test, discipline by the School will be determined by the Head of the School on a case-by-case basis. Ata minimum, youwillbeprohibitedfromdrivingstudentsfortwoyears,resultinginareductionofyoursalary.After two years, if a repeat test proves positive, driving students is permanently prohibited Testing requirements and potentialpenaltiescontinuetoexistdespitethelegalizationofmarijuana.

Faculty and staff need to be aware that many of theCBDproductsonthemarketareunregulatedandruntherisk of containing more than the federally acceptable amount of THC for driving passengers, which has a different legal limitfromothercategories.WhileyoumaythinktheproducthasnoTHCorverylittleTHC,thereisnoway to know for sure Dependingontheamountconsumed,thefrequencyofuse,andtheindividualmetabolismofthe product, there is a great possibility thatafacultyorstaffmembercouldusewhatheorshebelievestobealegally permissible product and still have a positive drug test resultforTHC.IfyouuseCBDproducts,weadviseyouto seekalternativeoptions

The legal use of prescribed drugs is permitted on the job only if it does not impair an employee’s ability to perform theessentialfunctionsofthejobeffectivelyandinasafemannerthatdoesnotendangerotherindividuals intheworkplace

S. Smoking

This is a smoke-free campus for all students, employees, and visitors This policy has been put into effect to maintain a safe and healthful environment for all members of the Marianapolis Preparatory School community. This policy is strictly enforced Visitorsshouldbepolitelyinformedofthispolicy Studentswhobreakthispolicy must be reported to the Dean of Studentsimmediately. Thispolicyalsoprohibitstheuseofso-callede-cigarettes or“vaping”devicesofanykind.

T. FirearmsPolicy

The School maintains a strict firearms policy to protect the safety and well-being of every member of our community Thispolicyreflectsourcommitmenttoprovidingasecurelearningandworkingenvironment No individual may store, carry, orbringafirearmofanykindontocampus,intoaschoolfacilityoncampus,orto a school-sponsored function, regardless of whether the person is licensed to carry the weapon or not, with the exceptionsnotedbelow

● Employees:

○ School employees who own firearms may not store them on campus or bring them onto campus foranyreason.

○ Employees are strictly prohibited from carrying a firearm in the course and scope of their employment with the School, whether or not on school property at the time, regardless of licensing.

● Exceptions:

○ Non-employeeswhoresideincampushousingandwhoarerequiredtocarryfirearmsinthecourse of their work (eg a spouse who is a police officer) may request an exception to the firearms policy. This exception, which must be granted in writing by the Head of School, is a formal process designed to ensure safety and security If granted, all firearms and ammunition must be storedinsecure,lockedstoragewhennotintheindividual’spossessionforduty-relatedpurposes.

○ Employees whoresideinschool-housingoffcampus.Thisexceptionmustbegrantedinwritingby the Head of School If granted, all firearms and ammunition must be stored in secure, locked storagewhennotintheindividual’spossession.

○ Law enforcement visitors, who are required to carry firearms in the course of theirduties,arethe only individuals permitted to bring firearms onto campus without prior written consent from the HeadofSchool.

DefinitionofFirearms-Forpurposesofthispolicy,“firearms”includebutarenotlimitedto:

● Conventionalweaponsthatdischargeaprojectilebyexplosivepropellant

● Antique,replica,andinertfirearms

● Compressedgasandspring-propelledweapons;air,pellet,andBBguns

U. Solicitation

In an effort to assure a productive and harmonious work environment, persons not employed by Marianapolis PreparatorySchoolmaynotsolicitordistributeliteratureintheworkplaceatanytimeforanypurpose.

Marianapolis Preparatory School recognizes that employees may have interests in events and organizations outsideoftheworkplace.However,employeesmaynotsolicitordistributeliteratureconcerningtheseactivitiesin anyworkareasorduringworkingtimewithoutthepermissionoftheHeadofSchool

In addition,thepostingofwrittensolicitationsonschoolbulletinboardsisrestricted Thesebulletinboardsarefor displaying school and administration-related information. If faculty members have a message of interest to the workplace,theymaysubmitittotheHeadofSchoolforapproval

V. TechnologyPolicy

1. Introduction

Marianapolis’ computer networks, including but not limited to desktop machines, laptops, cell phones, and other electronic devices of any kind, Internet access, and electronic mail ("e-mail”), are

important communication devices in today's business environment. Marianapolis has installed a computer network, both hardware and software, Internet access, and an e-mail system to provide its employees with this business advantageandtoincreasetheeffectivenessofoureducationalprograms forourstudents.

These technologies are forms of business tools As such, they are not provided to ouremployeesfor anypurpose(s)otherthanbusiness-relateduses Marianapolis’computernetwork,Internetaccess,and e-mail systems are expensive to install, own, and maintain. It is the expectation ofMarianapolisthat employees will exercise good judgment in the use of these business tools to help minimize unnecessarycostsfortheSchool

To maximize the benefits of these technologies (hereinafter the "systems") to Marianapolis, its employees,andstudents,thefollowingpolicyshallgovern all useofthesystembyemployees

2. ReviewofSystemUse

It is important for all employee users of the systemstounderstandthatMarianapolis,astheownerof the systems, could review their use to ensure that only appropriate Marianapolis-related work and messages are being performed and transmitted Marianapolis reviews the use of the systems in a limited fashion but will do so as needed and when necessary to maximize utilization of the systems for Marianapolis purposes and according to appropriate protocols that may apply in different divisionsordepartments

3. PasswordsandPrivacyIssues

Employees must understand that Marianapolishasreservedtherighttoconductreviewsofallaspects of the systems' uses, for example, e-mail messages, including those sent or received on personal, web-based e-mail accounts (e.g. Yahoo). Therefore, employees should be awarethattheiruseofthe systems and the contents of communications, such as e-mails sent, received, and stored on the systems, can be forensically retrieved from computer storage, such as hard drives, and read by Marianapolis Marianapolis can do so despite the assignment to individual employees of passwords for systems security The passwords are designed to provide systems security from unauthorized users,nottoprovideprivacytotheindividualsystem'suser.

The systems' security aspects, such as the message delete function for e-mail, and your personal password, can be bypassed for review purposes. Marianapolis’ ability to review system use and any storedmessagesatanytimeisnotrestrictedorneutralizedbythesemechanisms.Furthermore,system users must recognize that there is no guarantee of privacy in the use of the Internet Therefore, employees must be aware that they should not have any expectation of personal privacy in the use of these systems

4. WhyReviewSystemUseorE-Mail?

The systems themselves are expensive for Marianapolis to install, operate, and maintain For that reason alone, it is necessary to prevent misuse of the systems However, there are other equally important reasons why Marianapolis intends to reviewtheuseofthesystems,reasonsthatsupportits effortstomaintainacomfortableandpleasantworkenvironmentforallemployees

Sadly, modern technologies such as the systems, and particularly e-mail can be used for dangerous and even illegal purposes. Experiences by other employers and operators ofsuchsystemsande-mail

have shown that they can be used for such wrongful purposes as sexual harassment, intimidation of co-workers,threateningofco-workers,breachesofconfidentiality,andcopyrightinfringements.

5. DigitalSafety,TakeItDownLawCompliance,andDeepfakesLegislation

Deepfakes are digitally manipulated audio, video, or image content that can mislead or impersonate individuals This section outlines employee responsibilities regarding harmful digital content, including sexually explicit materials involving minors, unauthorized media, the ethical use of artificial content, the handling of takedown requests under relevant state and federal laws, and compliance with emerging legislation around synthetic media (eg, deepfakes) These policies are designed to protect the privacy, reputation, and digital integrity of all students, staff, and the school community,emphasizingourcollectiveresponsibilityandcareforstudents'safety

TakeItDownActS.4569

Summaryfromwww.congress.gov:

“This bill generally prohibits the nonconsensual online publication of intimate visual depictions of individuals, both authentic and computer-generated, and requires certain online platforms to promptly remove such depictions upon receiving notice of their existence

Specifically, the bill prohibits the online publication of intimate visual depictions of

● an adult subject where publication is intended to cause or does cause harm to the subject, and where the depiction was published without the subject’s consent or, in the case of an authentic depiction, was created or obtained under circumstances where the adult had a reasonable expectation of privacy; or

● a minor subject where publication is intended to abuse or harass the minor or to arouse or gratify the sexual desire of any person

Violators are subject to mandatory restitution and criminal penalties, including prison, a fine, or both Threats to publish intimate visual depictions of a subject are similarly prohibited under the bill and subject to criminal penalties.

Separately, covered platforms must establish a process through which subjects of intimate visual depictions may notify the platform of the existence of, and request removal of, an intimate visual depiction, including the subject that was published without the subject’s consent Covered platforms must remove such depictions within 48 hours of notification Under the bill, covered platforms are defined as public websites, online services, or applications that primarily provide a forum for user-generated content ”

Although the program is designed for individuals, schools have a legal and ethical responsibility to support students who may be affected and must ensure employeesareawareoftheirroleinsafeguarding studentsfromonlinesexualexploitation.

Employees must understand and comply with state and federal laws governing content removal, especially in digital environments such as websites, social media platforms, and cloud-based learning tools

Violations of takedownordeepfake-relatedpoliciesareseriousandwillresultindisciplinaryaction,upto and including termination, and may involve legal reporting where applicable It's crucial for all staff to understandthegravityofthesepoliciesandtheirroleinupholdingthem

Defamation,Harassment,andInappropriateContent

Employees must not publish or share content that could be considered defamatory, harassing, or discriminatoryagainstanymemberoftheschoolcommunity.

Employees may not create, distribute, or promote deepfake content involving students, staff, or other individualsunlessforclearlyeducationalpurposesandwithinformedconsent.

Upon notice of such content, employees must cooperate with administrative efforts to remove or remediatethematerial

Misuse of synthetic media to defame, harass,ormanipulateothers,includingthecreation,distribution,or promotionofdeepfakecontent,isgroundsfordisciplinaryaction,whichmayincludetermination

EmployeeResponsibilities

Ifanemployeebecomesawareoforsuspectsthat:

● Astudentisthesubjectofnon-consensualexplicitimageryonline.

● Suchimageryhasbeensharedviaschoolplatformsordevices

● Astudentisseekinghelpremovingsuchcontent Theymust:

● ImmediatelyreportthesituationtotheHeadofSchooloranadministrator

● Avoiddownloading,sharing,orviewingthecontentinquestion.

● Preserveanyrelevantevidenceforinvestigation

● Supportthestudentinaccessingappropriateresources,including:

○ TheTakeItDownplatform(https://takeitdown.ncmec.org/)

○ Schoolcounselingservices

MandatoryReporting(seemandatedreportingsectionunder“OtherPolicies”)

All school staff are mandated reporters under federal and state law. If there is any indication of child sexualabusematerial(CSAM),employeesmustreportthematterimmediatelyto:

● Theschool’scounselingoffice

● Theschooladministration

● Lawenforcement,bywayofthecounselingoffice(asrequiredbymandatoryreportinglaws)

● Donotattempttoinvestigateorhandledigitalevidenceindependently

TakedownRequests

● If the school receives a valid takedown request (e.g., under the Digital Millennium Copyright Act(DMCA)orstateprivacylaws),employeesmustpromptly:

○ Reporttheissuetoanadministrator.

○ Assistinidentifyingthesourceandscopeofthecontent

○ Removeordisableaccesstothematerialifundertheircontrol

While this policy emphasizes the protection of students, it is equally important to recognize that employees themselvesmaybecometargetsofharmfuldigitalactions,includingdeepfakes,harassment,or the non-consensual distribution of media. The school also has alegalandethicalresponsibilitytoprotect thedignity,safety,andprofessionalstandingofitsemployees

IfanEmployeeisthesubjectofadeepfake,defamatory,orotherwiseharmfuldigitalaction:

1 ImmediatelyreportthesituationtotheHeadofSchooloranadministrator

2 Donotattempttoconfrontthesuspectedcreatorordistributordirectly

3. Preserveanyrelevantevidencefortheinvestigation.

TheSchoolwilltakeimmediatestepsto:

1. Investigatetheincident.

2. Reporttolawenforcementifthecontentinvolvescriminalactivity.

3 Provide support and guidance on the removal process and takedown requests under applicable stateandfederallaw.

4 Assistanceinpreservingprofessionalreputationandsafeguardingagainstfurtherharm

6. ExamplesofSpecificProhibitedUses

Certain specific types of system misuse are expressly prohibited, including but not limited to the following:

a) Sending any form of harassing, threatening, or intimidating message, at anytime,toany person (such communications may also be a crime, pursuant to Public Act 95-143 and otherlaws)

b) Gainingorseekingtogainunauthorizedaccesstoresourcesorentities

c) Damagingcomputers,computerfiles,computersystems,orcomputernetworks

d) Usinganotherperson'spasswordand/oraccount,regardlessoftheirpermissiontodoso

e) Trespassingtoanother'sfolders,work,orfiles

f) Sending any message that breaches Marianapolis’ confidentiality requirements, or the confidentialityofcustomers

g) Sendinganycopyrightedmaterialoverthesystemisaviolationandisprohibited

In addition, ifaparticularbehaviororactivityisgenerallyprohibitedbyMarianapolis’policies,itshould not occur in the use of the systems Marianapolisreservestherighttoamendthispolicytoincludeother typesofmisuseasnecessarytomaintainpropercontrolovertheuseofthesystems.

7. Malware

Malware is strictly prohibited in our school environment to protect the integrity ofourdigitalresources and the personal information of all students and staff The presence of malware can compromise the security of our systems, disrupt educational activities, and lead to data breaches If you encounter any issues or suspect the presence of malware on any device, it is crucial to report it immediately to the IT department Prompt reporting allows our IT team to take swift action, mitigating potential damage and ensuring a safe and productive learning atmosphere for everyone. Remember, maintaining a secure digital environment is a collective responsibility, and your vigilance is key to our success. If your

computer detects malware and assistance is needed to remove it, please email helpdesk@marianapolis.org.

8. DisciplinaryAction

Misuse of the systems will result in disciplinary action Because no two situations are identical, Marianapolis reserves the right to determine the appropriate discipline for any particular set of circumstances.

In addition, should Marianapolis become aware of the activity on its systems that may be illegal, such activity will be reported to the appropriate federal, state, or local law enforcement agency for further investigation.

9. ComplaintsofProblemsorMisuse

Anyone who is aware of problems with or misuse of the systems, should report this totheirsupervisor, DepartmentHead,ortheHRoffice

Most importantly, Marianapolis urges any employee who receives any harassing, threatening, or intimidating e-mail message(s) orbecomesawareoftheactivityonthesystems,whichmaybeillegal,to report this immediately It is Marianapolis’ policy that no employee should be required to tolerate such treatment or activity, regardless of the identity of the sender of the message ortheoriginoftheactivity. This is particularly important in sexual, racial, or similar harassment situations Please report these events!

Employees areencouragedtocontacttheirsupervisororDepartmentHeadwithsuchinformationifthese messages or activities should occur Any such report will be maintained as confidential to the greatest extentpossiblewhilerecognizingtheneedtoinvestigatesuchreportsthoroughly.

10. DataRetention

This Data Retention Policy outlines the guidelines for how MPrep handles the storage and deletion of data The purpose of this policy is to ensure that all data is retained for the appropriate lengthoftimeto comply with legal, regulatory, and operational requirements This policy applies to all employees, contractors,andthird-partyvendorswhohaveaccesstoourdata.

a) DataRetentionGuidelines:

(1) Accounts: All accounts will be shut off immediately upon termination of the contract. This includes accounts for employees, contractors, and third-party vendors

(2) Electronic Files: All files will be retained for a period of seven years. This includes electronic and physicalfiles Aftersevenyears,thefileswillbesecurely destroyedinaccordancewithourdatadestructionpolicy

(3) Email: All email messages will be retained for a period of seven years. This includes both sent and received messages Aftersevenyears,theemailmessages willbesecurelydeleted

A. Instruction

Allprofessionalsareexpectedtobepunctual,professional,andpreparedinallaspectsoftheirjobs

B. Grading

Assessing the progress of a student is a very serious task It measuresnotonlyastudent’ssuccessinlearningthe material but also the teacher’s ability to convey the curriculum. Goals and objectives set by the School and department must be followed, as well as departmental grading rubrics A grade below C- is considered a failing grade A failing grade must be seriously considered before being awarded Previous documentation must be shownwithaclearexplanationofpreviousdifficultiesandlackofsuccessinorderforthisgradetobeassigned. At any time, a teacher must be prepared to provide an explanation regarding student progress to the student, parent, guardian,and/oradvisor Itissuggestedthattheadvisoristhefirstpointofcontactfortheparent/guardian From time to time, a parent may contact a teacher directly. All correspondence mustbereturnedwithin24hours ofreceipt Theadvisormustbeupdatedassoonaspossible

C. RecordingofStudentProgressandGrades

Reporting of grades occurs three times ayear,onceattheendofeachacademictrimester Gradesandappropriate comments must be recorded punctually onthedatedue.Commentandgradeentryduedatesarepublishedyearly. Late grades or inaccurate entries greatly interfere with the process of publishing the report cards Every failing grade(belowC-)mustbesubmittedwithanexplanatorycomment

Additionally, after thecompletionofthefirsttrimester,interimprogressreportsarewrittenforeverystudent;after the second trimester, interim progress reports are written only for newly enrolled students and any student in a second-trimester course. Subsequently, interim progress reports will be written specifically for those with academic concerns throughout each semester. Comment notes are used to inform the advisor of any academic concernatanytimeoftheyear

Each faculty advisor must formally contact the parents of their adviseesinthefirsttwoweeksoftheschoolyear, aswellasothertimesduringtheacademicyearonbothascheduledandunscheduledbasis,asmaybeneeded.

D. StandardTeachingLoad

A standard teaching load consists of 5 courses meeting rotationally over a five (5) day week The final determination of a teacher’s load depends on factors including their other dutiesandthetotalnumberofstudents taught.Anadditionalproctoringdutymaybeassignedasneeded.

Teachers are expected to attend all meetings of the entire faculty and all meetings pertainingtoanypartoftheir job responsibilities. If a faculty member is unable to attend a scheduled meeting,theyshouldnotifytheleaderof thatmeetinginadvance

E. TutoringPolicy

Although each student is presumed to be fully supported by their teacher, tutoring outside of school hours is sometimes necessary In those exceptional cases where special tutoring outside school hours is indicated, the followingprocedurewillapply.

1 Faculty members are requested to refer all questions from parents or students on tutoring tothe Advisor. The Advisor will then discuss this need with the Associate Head of School. While employed by the School, Marianapolis does not permit teachers to tutorforremunerationbyany Marianapolis student in an academic area provided by the current Marianapolis staff In cases

where students would like assistance in a subject outside of the current curriculum, such as standardized test preparation and the like, the employee may do so outside of all school-related responsibilitieswithpermissionfromtheSchool

2. When faculty members consider tutoring necessary, they should so indicate to the Advisor and Associate Head of School directly before discussing it with the student or parent Parents are responsible for hiring and coordinatingthetutoring Allpaymenttermsandcollectionarematters to be handled directly between the outside tutor and theparent.TheSchoolisnotresponsiblefor payment or collection issues related to tutoring If the parent wishes to have the tutoring take place on campus, that is coordinated through the Academic Office, and to take place in a public placesuchasthelibrary.

F. DisciplineSystem

ThephilosophyunderlyingthesystemofdisciplineatMarianapolisPreparatorySchoolisasfollows:

● To educate students about the values and mission of Marianapolis and how individual decisions/actionsimpactthegreatercommunityandoneself.

● To maintain an orderly and respectful school community where students take pride in themselvesaswellasintheirSchool.

● To provide a system of record keeping that helps to establish a pattern of inappropriate behavior on the part of a given studentasdistinctfromminorandinfrequentlapsesonthepart ofothers.

● Tomakeeveryefforttokeeptherulesfewandclearlyandregularlydelineated

● To give students the opportunity, in most cases, to learn from any school rule violations whether major or minor.Pleasenote,however,theSchoolhasalong-standingpolicyregarding use, possession, or sale of drugs Violation of these policies may result in expulsion from the schoolcommunity.

● To clearly demonstrate concern for and about student behavior at all times, whether on campusoroff.

1. FacultyRoleinDiscipline

In order for Marianapolis to provide an environment in which all faculty members can work effectively withstudentswithouttheriskofhavingdisciplinaryeffortsunderminedbycolleagues,all faculty members must accept responsibility for holding students accountable for their behavior All faculty members, as part of their job description and responsibility to “educate the whole person,” mustenforcealldisciplinaryproceduresandsupportanyrelatedconsequences

Specifically, this means that when confronted with unacceptable student behavior, every faculty member must give some sort of response. It may suffice in certain situations for the teacher to indicate the problem to the erring student and to offer an explanation as to why their behavior is unacceptable. On other occasions, a more forceful response may be required. In dealing with discipline situations, remember that students want to do what is right and will respond if they understand what is wrong with their behavior For students who intend to willfully challenge teachersandthesystem,however,moreseveremeasuresofdisciplinemayberequired. It is impossible to anticipate all situations thatmayarise,andaresponsethatmaybeappropriatefor onestudentmaybecompletelywrongforanotherinthesamesituation

2. KeyAspectsofFacultyInvolvement

For any discipline system to work, it must be (and be perceived to be)fair.Tothisend,consistency among facultyisessential.Allfaculty,therefore,sharetheresponsibilityofmaintainingtherulesand expectations of the school community Therefore, all faculty members must follow the guidelines listedbelow.

a) All faculty members may share, over the course of a school year, in the monitoring of detentions,studyhalls,etc

b) The faculty member is always a daily example of the importanceandvaluesofourrules and principles Therefore, every faculty membermustbeontime,professionallydressed, politeandrespectful,etc

c) Faculty members must always endeavor to alert students that they are being written up for a violation Discipline works when it is instructional and fails when it is subversive and/orconfrontational.

d) Patterns are important. Faculty should feel free to alert astudentofaminorviolationthe first time they encounter it andtoleavethestudentwithawarningratherthananentryin Knight’sHub/Conduct.Thekeyhere,however,is:

○ Toalertthestudenttotheviolation(dresscode,lateness,etc)

○ To be certain to issue an entry in Knight’s Hub/Conduct the next time a similar violationisencountered.

○ In cases of minor infractions, the faculty member should alert the student of the infractionandthathe/sheisbeingwrittenup.

3. StudentRoleinDiscipline

Students are expected to understand and be clearregardingallminorandmajorschoolrules.School rulesarelistedintheStudentHandbookandshouldbereviewedbyeachadvisoronopeningday

V. OtherPolicies

A. PolicyAgainstHarassment,includingSexualHarassment SexualHarassment

It is the goal of Marianapolis Preparatory School to promote a workplace free of all forms of harassment and discrimination, including sexual harassment ThispolicyappliestoallfacetsoftheSchoolcampus,aswellasany school-sponsored event outside the scope of the campus proper. SexualharassmentofanymemberofourSchool community, including an officer, administrator, faculty member, staff member, or student, occurring in the workplace, orinanysettinginwhichemployeesmayfindthemselvesinconnectionwiththeiremploymentand/or assignment, is unlawful andwillnotbetolerated.TheStateofConnecticutrequireseveryemployeetocompletea two-hour Sexual Harassment Prevention Training course through the Commission on Human Rights and Opportunities (CHRO.) The School will provide employees access to this training within six months of hireand every 10 years after. Further, any retaliation against an individual who has filed a sexual harassment claim or against individuals for cooperation with an investigation of a sexual harassment complaint is similarly unlawful andwillnotbetolerated.

To achieve the goal of providing a workplace free of sexual harassment, the negative conduct described in the policywillnotbetolerated

The School takes allegations of sexual harassment seriously, and complaints of sexual harassment will be responded to promptly When and where it is determined that such inappropriate conduct has occurred, prompt

action will be taken to eliminate said conduct and impose such corrective measures as deemed necessary, including,butnotlimitedto,disciplinaryactionwhereappropriate.

While this policy sets forth our goals for promoting a workplace free of sexual harassment, the policy is not designed or intended to limit authoritytodisciplineortakeremedialactionforworkplaceconductthattheSchool deemsunacceptable,regardlessofwhetherornottheconductsatisfiesthedefinitionofsexualharassment

1. Definitions

a) SexualHarassment

Sexual harassment is generally defined to include unwanted sexual advances, requests for sexual favors,andverbalorphysicalconductofasexualnaturewhen:

● Subjection to or rejection of such advances, requests, or conduct is made either explicitly or implicitly a term or condition of employment/assignment or as a basis for employment/assignment decisionsor

● Such advances, requests, or conduct have the purpose or effect of unreasonablyinterferingwithan individual’sworkperformancebycreatinganintimidating,hostile,humiliating,orsexuallyoffensive workenvironment.

Under these definitions, direct or implied requests by a superior for sexual favors in exchange for actual or promised position benefitssuchasreviews,salaryincreases,promotions,increasedbenefits, orcontinuedemploymentconstitutesexualharassment.

The legal definition of sexual harassment is broad, and in addition to the above examples, other sexually oriented conduct, whether intended ornot,thatisunwelcomeandhastheeffectofcreatinga workplace that is hostile, offensive, intimidating, or humiliating to employees, regardless of their genderidentity,mayalsoconstitutesexualharassment

While it is not possible to list all of the additional circumstances that may constitute sexual harassment, the following are some examples of conduct that, if unwelcome, may constitute sexual harassment depending on the totality of the circumstances, including the severity of the conductand itspervasiveness:

(1) Unwelcomesexualadvances,whethertheyinvolvephysicalcontactornot;

(2) Sexual epithets, jokes, written or oral references to sexual conduct, gossip regarding one’s sex lifeororientation;commentsonone’sbody,commentsabout anindividual’ssexualactivity,deficiencies,orprowess;

(3) Thedisplayofsexuallysuggestiveobjects,pictures,cartoons,andthelike;

(4) Unwelcome leering, whistling, brushing against the body, sexual gestures, suggestiveorinsultingcomments;

(5) Inquiriesintoone’ssexualexperiences;and

(6) Discussionofone’ssexualactivities

All employees should take special note that, as stated above, retaliation against an individual who has filed a harassment complaint, and retaliation against individuals for cooperating with an investigation of a sexual harassment complaint, is unlawful and will not be toleratedbytheSchool. Retaliation includes, but is not limited to, (a) the denying or withholding of any tangible job benefits, eg, promotions, increases in compensation, benefits, and requested transfers, or (b) the assessment of an adverseemploymentdecisionagainstanemployee,e.g.,jobdemotion,unfavorable performance evaluation,withholdingofafavorablerecommendation,undesiredtransferorchangein workschedule

For the purpose of this policy, the term employee includes lay employees, clergy, non-ordained religious,andvolunteers.

2. ProcessforComplaint(s)

Should an employee believe they have been subjected to sexual harassment, they should report the matter, either verbally or in writing, to the Director of HR or Head of School Upon receipt of the complaint, it shall be the responsibility of the Director of HR, Head of School, or their designee to promptlyconductanappropriateandthoroughinvestigation.

If, for any reason, the employee feels they cannot report the matter to any of the aforementioned parties, they should report the incident to the Chairman of the Trinity Board Foundation of the School.ThemailingaddressfortheBoardisP.O.Box304.Thompson,CT 06277-0304.

3. SexualHarassmentInvestigation

Upon receipt of a complaint, the allegation will be promptly investigated in a fair, expeditious, and thorough manner. The investigation will be conducted in such awayastomaintainconfidentialityto theextentpracticableunderthecircumstances Theinvestigationwillinclude:

a) Aprivateinterviewwiththepersonfilingthecomplaint;

b) Aninterviewwithanyandallwitnesses;and

c) Aninterviewwiththeperson(s)allegedtohavecommittedsexualharassment

d) Suchotherstepsmaybeappropriateinlightoftheparticularsituation.

Upon completion of the investigation, to the extent appropriate, the complainant will beinformedof theresults.

If it is determined that sexual harassment has indeed occurred, the School will act promptly to eliminatetheoffendingconductand,whereitisappropriate,willalsoimposedisciplinaryaction

4. DisciplinaryAction

If itisdeterminedthatsexualharassmenthasbeencommittedbyanemployee,appropriateactionwill be taken under the circumstances Such action may range from counseling to termination of employment.

5. StateandFederalRemedies

In addition to the School’s Harassment Policy, if an employee believes themselves to have been subjected to sexual harassment, the employee may also file a formal complaint with thegovernment agencylistedbelow

Using our complaint process within the School does not prohibit employees from filing a complaint with a government agency. Government agencies do, however, employ a statute of limitations for allegedharassment TheEEOCstatuteoflimitationsis180days

● TheUnitedStatesEqualEmploymentOpportunityCommission(EEOC) 1CongressStreet,Boston,MA02114

● TheConnecticutCommissiononHumanRights&Opportunities, 450ColumbusBoulevard,Suite2,Hartford,Connecticut06103, Phone: 860-541-3400

B. InfectiousDiseasePolicy

Marianapolis Preparatory School takes proactive steps to protect the workplace during infectious disease outbreaks. The school considers guidelines and recommendations developed by the Centers for Disease Control, the Connecticut Department of Public Health, and the State ofConnecticutinthedecision-makingconcerningits policiesandprocedures

The School expects all employees to follow the policies and procedures to sustain a healthy and safe work environment. Currently, the State of Connecticut does not require the vaccination of school employees for COVID-19 Should the State of Connecticut issue an Executive Order or pass relevant legislation directing the vaccination of school employeesforanyinfectiousdisease,MarianapolisPreparatorySchoolmaybeobligatedby lawtoabidebythisorder

Marianapolis Preparatory School reserves the right to update its infectiousdiseasepoliciesandproceduresatany time. Failure to follow the School's policies and procedures during a pandemic, including but not limited to COVID-19, may result in disciplinary action up to termination The School will communicate all such changes throughofficialnotification

1. Introduction

School communities are faced with the need to prepare for theoutbreakofInfectiousDiseases Over time, it has become obvious that schools are decidedly far better off to address such issues when a policy is in place, and the school community at large is educated. Guidelines developed by the Surgeon General’s Office, Centers for Disease Control, the Connecticut Department of Health, and the National Association of Independent Schools have served as a basis for discussion and decision-makingwithregardtothispolicyandappropriateeducation

2. Policy

Many times, with the best of intentions, employees report to work even though they feel ill. We provide paid time off and other benefits to compensate employees who are unable to work due to illness. During an infectious diseaseoutbreak,itiscriticalthatemployeesdonotreporttoworkwhile they are ill. It is the responsibility of any person in the Marianapolis School community (including faculty and staff) to report immediately to the Director of HR or School Nurse any health condition that may be transmitted to another person through everyday contact. This includes,butisnotlimited to, prolonged cough, prolonged fever, prolonged diarrhea, and open, draining sores. In the case of a student, they should report, at their choosing or at the behest of a facultymember,tothenursewhen experiencing any of the above symptoms. If the parent is aware of such symptoms in their children, theyshouldreportthistotheSchoolNurseandshouldcontacttheirownprivatephysician

3. Procedure

If the Head of School, Director of HR, Dean of Students, or School Nurse becomes aware that an employee or student has contracted an infectious disease, and if there is any question that a related infection may be acquired from that individual because of the presence of symptoms such as a persistent cough, open sores or persistent diarrhea, then the Head of School or their designee will reach adecisionregardingschoolattendance,alterationsintheprogramandotherissues TheHeadof School will consult with the nurse, the physician appointed by the School and possibly the School’s attorney, the Director of HR, the employee or the parents of the student, and the respective family physician, in order to determine if and with what restrictions, if any, the employee or student may continue their activities at Marianapolis Preparatory School. This will be done on a case-by-case basis

4. Confidentiality

Confidentiality will be maintained in allcasesandisintendedtoencourageapersontocomeforward so that the situation can be closely monitored Only personswithanabsoluteneedtoknowwillhave knowledge of a particular case. The number of personnel notified will be kept to a minimum and limited to the Head of School, Director of HR, School Nurse, or the Dean of Students. This will

assure proper careofthestudentoremployee,protectthehealthoftheSchoolcommunity,andensure privacy.

5. PeriodicReview

Individual cases will be reviewed periodically by the Head ofSchool,DirectorofHR,SchoolNurse, a physicianappointedbytheSchool,thestudent’soremployee’spersonalphysician,andthestudent’s parents Thefrequencyofsuchreviewswillbedeterminedonanindividualbasis

6. Education

The School recognizes its role in educating its constituencies about infectious diseases TheHeadof School, School Nurse, or Director of HR will oversee the continuing education of the Marianapolis Schoolcommunity.

● Age-appropriate education has been and will continue to be incorporated into the curriculumthroughouttheSchool.

● TheSchoolwilltakeappropriatestepstoeducatethefaculty,staff,andparentbody

7. SummaryStatement

Marianapolis Preparatory School will act within the law, handling each case individually and confidentially,takingintoaccountthebestinterestoftheinvolvedindividualandtheSchool

C. CampusVisitors

Most visitors to the Marianapolis Preparatory School campus are desirable andfriendly Hospitalityisimportant However, everyone on campus must remain alert to undesirable strangers or other intruders. While visitors to campus are expected to report to the Main Office and obtain a visitor badge, there may be times when there are individuals on the campus who are not known to the faculty and staff For this reason, all members of the Marianapolis Preparatory School community must remember to be careful, and Faculty should advise students always to be cautious when interacting with an unknown individual on campus If an employee encounters a stranger on campus, they should ask the individual politely if they require assistance It is generally easy to determine if the person’s agendaislegitimate.Evasivenessshouldbemetwithapoliterequesttoleave.Mostwill do so If a stranger refuses to leave, further physical confrontation is to be avoided, and employees should immediately contact one of the following people: the Head of School, theCFO,DeanofStudents,orAOD,orin emergencies,911.

1. AthleticComplexUsage

Alumni must request permission from the school to access the gym and mustbedirectlysupervisedbya responsible employee present in the gym This employee is required to obtain permission from the AthleticDepartmentforthealumnustobeonthepremises

Please note that non-MPrep individuals, such as friends of current students or alumni,arenotallowedto join the group Additionally,theschoolreservestherighttodenyalumniaccesstothefacilityatanytime For example, during the upcoming week, alumni will not be permitted in the gym as we are focused on theschoolopeningpreparations.

D. MandatedReportingofSuspectedAbuse,Neglect,orSexualAssault

Private schools, as do public schools, have a statutory obligation to report to the Department of Children and Families (“DCF”) suspected cases of child abuse or neglect. Mandated reporters include all faculty and school employees,andanyschoolemployeewhohasregularcontactwithstudents Itisimportantforallfacultyandstaff to recognize potential signs of abuse, neglect, and molestation and to be alert for boundary violations with

students. The Connecticut Association of Independent Schools (CAIS) provides a Child Abuse Protection Training course, which all school employees are requiredtocomplete.AllschoolemployeesinConnecticutmust also complete the training for Identification & Prevention of Adult Sexual Misconduct Against Children, and ChildTraffickingAwareness&Preventionwithinsixmonthsofhireandeverythreeyearsafter.

1. WhatMustBeReported

Connecticut law requires that a mandated reporter must report to DCF if, in the ordinary course of such person’s employment or profession, the person has reasonable cause to suspect or to believe that a child undertheageof18:

● hasbeenabusedorneglected;

● has had a nonaccidental physical injury or injury which is at variance with the history givenforsuchinjury,inflicteduponthem;or

● isplacedatimminentriskofseriousharm.

“Abused”meansthatachild:

● hashadphysicalinjuryorinjuriesinflicteduponthemotherthanbyaccidentalmeans;

● hasinjuriesthatareatvariancewiththehistorygivenofthem;or

● is inaconditionthatistheresultofmaltreatment,suchasbutnotlimitedto,malnutrition, sexual molestation or exploitation, deprivation of necessities,emotionalmaltreatment,or cruelpunishment

“Neglected”meansthatachild:

● hasbeenabandoned;

● is being denied proper care and attention, physically, educationally, emotionally, or morally;

● is being permitted toliveunderconditions,circumstances,orassociationsinjurioustohis well-being;

● hasbeenabused

The suspicion or belief of a mandated reporter may be based on factors including, but not limited to, observations, allegations,facts,orstatementsbyachildorvictimorathirdparty Suchsuspicionorbelief doesnotrequirecertaintyorprobablecause.

If a faculty or staff member, or other school employee, has reasonable cause to suspect child abuse, neglect, sexual assault, or thatanotherschoolemployeehassexuallyassaultedastudent,regardlessofthe student’s age, the employee should report such suspicion totheHeadofSchoolortheirdesignee(School Counselor) who will then, in turn, contact DCF, law enforcement or other agencies, as appropriate in accordance with the procedures below The Head of School or their designee willprovideassistanceand guidance with respect to the procedures for contacting DCF and submitting oral or written reports and willcoordinateanyensuinginvestigationwithappropriateagencies Should the allegation involve the Head of School, then they should not be notified, but rather the notificationshouldbemadetotheDirectorofHumanResources.

2. ReportingProceduresforMandatedReporters

Once amandatedreporterhasreasonablesuspicionofabuseorneglect,orsexualassault,theymustnotify the Head of School or their designee and ensure that an oral report is made as soon as practicable, but within twelve (12) hours to DCF and/or toalawenforcementagency.Itistheobligationofthemandated

reporter to make an oral report or cause such a report to be made to DCFwithintherequiredtimeframe. TheoralreportcanbemadebycallingtheDCFHotline:1-800-842-2288.

Notlaterthanforty-eighthours(48)aftermakinganoralreport,themandatedreporter,whomadetheoral report, shall submit a written report to DCF (DCF - 136 Form). If the mandated reporter, who made the oral report,isanyoneotherthantheHeadofSchoolortheirdesignee,acopyofthewrittenreportisasked tobesharedwiththeHeadofSchoolortheirdesignee

a) ContentsofReports

Any oral or written report made pursuant to this policyshallcontainthefollowinginformationif known:

(1) The names and addresses of the child and their parents or other person responsiblefortheircare

(2) theageofthechild

(3) thegenderofthechild

(4) thenatureandextentofthechild'sinjuryorinjuries,maltreatmentorneglect

(5) the approximate date and time the injury or injuries, maltreatment or neglect occurred

(6) information concerning any previous injury or injuries to, or maltreatment or neglectofthechildortheirsiblings

(7) thecircumstancesinwhichtheinjuryorinjuries,maltreatmentorneglectcameto beknowntothereporter

(8) the name of the person or persons suspected to be responsible for causing such injuryorinjuries,maltreatmentorneglect

(9) the reasons such person or persons are suspected of causing such injury or injuries,maltreatmentorneglect

(10) any information concerning any prior cases in which such personorpersons havebeensuspectedofcausinganinjury,maltreatmentorneglectofachild

(11)whatever action, if any, was taken to treat, provideshelterorotherwiseassistthe child

b) NotificationofParents

In cases not involving a school employee, the Head of School or their designee, acting in coordination with DCF,willmakeadeterminationofwhetherornotparentsshouldbenotified.If the allegation of abuse, neglect or sexual assault concerns an employee of the School, parents mustbenotifiedthatareporthasbeenmadetoDCFabouttheirchild

c) InvestigationoftheReport

(1) The Head of School or their designee shall thoroughly investigate reports of suspected abuse, neglect or assault if/when such report involves an employee of the School (or other individual under the control of the School), provided such investigation does not impede an investigation by DCF In all other cases, DCF shall be responsible for conducting the investigation with the cooperation and collaborationoftheSchool,asappropriate.

(2) Recognizing that DCF is the lead agency fortheinvestigationofchildabuseand neglect reports, the School's investigation shall permit and give priority to any investigationconductedbyDCFortheappropriatelocallawenforcementagency. The School shall conduct its investigation and take any disciplinary action

consistent with state law upon confirmation from DCF or the appropriate local law enforcement agencythattheSchool’sinvestigationwillnotinterferewiththe DCF /police investigation The School shallcoordinateinvestigatoryactivitiesin order to minimize the number of interviews of any child and share information with other persons authorized to conduct an investigation of child abuse or neglect,asappropriate

(3) Any employee reporting child abuse/ neglect/assault or having any information relevant to alleged abuse, neglect, or assault shall provide theHeadofSchoolor their designee with all information related to the investigation that is in the possession or control of such person, except as expressly prohibited by state or federallaw

d) DisciplinaryActionforFailuretoFollowPolicy

Except asprovidedbelow,anyschoolemployeewhofailstocomplywiththerequirementsofthis policyshallbesubjecttodiscipline,uptoandincludingterminationofemployment

e) Non-discriminationPolicy/ProhibitionAgainstRetaliation

The School expresslyprohibitsretaliationagainstindividualsreportingchildabuseorneglectand shall not discharge or in any manner discriminate orretaliateagainstanyemployeewho,ingood faith makes, or in goodfaithdoesnotmake,areportpursuanttothispolicyortestifiesorisabout to testify in any proceeding involving abuse or neglect The School also prohibits anyemployee from hindering or preventing, or attempting to hinder or prevent any employee from making a report pursuant to this policy or state law concerning suspected child abuse or neglect or testifyinginanyproceedinginvolvingchildabuseorneglect

3. ReportingSexualActivityInvolvingMinorStudents

There may be times when sexual activity between or among students may require a report to DCF In making a decision about reporting, consideration should be given to the relative agesofthestudents,the nature of the activity, whether it was consensual, or whether there were any other factors that might indicateastudent’sinabilitytoconsent

Faculty and staff are encouraged to immediately report any concerns about sexual activity between or among students, particularly if there is a significant age difference between the students, to the Head of School, or their designee. Under Connecticut law, faculty and staff should also be aware that sexual activity between students where there is a significant age difference (2-3 years depending on the age of the child) may also be considered a crime (ie statutory rape), regardless of whether the activity is consensualandmayalsorequirereportingtoDCF.

E. CounselingPolicy

Historically, Marianapolis Preparatory School has taken pride in being a caring and compassionate community. Through the close and supportive relationships formed between students and faculty in the classroom, in the residential halls, during extracurricular activities, and in other facets of Marianapolis life, students have gained muchmorethananacademicexperience.

Within the Marianapolis residential community, the formation of values and decision-making on the part of students is vital, as these choices affect the healthoftheindividualand,inturn,thewell-beingofthecommunity. Students often seek support in decision-making from adults, which requires that faculty and staff members act responsiblyintheirunderstandingmanner,intheirroleof“inlocoparentis(intheplaceofaparent)”

The School Counselor is a resource for faculty and staff in the event that a student brings forth concerns that involve a changeintheirwell-being.TheSchoolCounselorcomplieswithalllegalrequirementsaswellasethical codes of the American School Counseling Association with respect to confidentiality, mandated reporting, dual relationships,andmanagingboundaries.

All faculty and other staff are expected to inform the SchoolCounselorifastudentexhibitsconductorexpresses statements regarding self-harm, suicidal ideation, or thoughts/intent of harming another student or other individual.

StudentSupportTeam

The Student Support Team is coordinated by the School Counselor and is composed of members of the Marianapolis community who are involved in all aspects of the student experience. These members include but are not limited to the Associate HeadofSchool,DeanofFaculty,DeanofStudents,ResidentialLifeCoordinator, AthleticDirector,AssistantHeadofSchool,EnrollmentandMarketing,andtheSchoolCounselor.

The Student Support Team generally meets once weekly to discuss specific concerns about thewell-beingofthe student body. Community members, teachers, advisors, coaches, and parents are invited to present any concerns regarding students to the School Counselor, who will gather more information pertaining to the student’s presentation in the other areas of student life, and will facilitate a discussion regarding how to best support the studentsotheycanreachtheirfullpotential.Whenneededandappropriate,theStudentSupportteamwilldevelop and put in place student support plans to be monitored by appropriate school personnel (ie advisor, coach, School Counselor) Follow-up meetings will be scheduled as needed All information discussed and shared in such meetings should be consideredprivateandconfidential,tobesharedstrictlyonalimitedneed-to-knowbasis forthebenefitandsupportoftheindividualstudent

F. FieldTrips

All trips leaving school grounds are consideredfieldtrips,withtheexceptionofscheduledsportingcompetitions All field trips must have an educational purpose, and the organizing faculty member must clear the purpose and dates of the proposed field trip with the Associate Head of School prior to planning Prior to departuretime,the facultymemberoreventsponsormustpayallchargestotheBusinessOffice

When a field trip takes place during school time, thefacultymemberleadingthetripmustmakealistofstudents whom they would like to takeonthetripanddistributethatlisttoallfacultyconcernedseven(7)daysinadvance of the trip The Associate Head of School or Dean of Students has the privilege of removing from the list any student who is seriously delinquent in school work or who, for some other seriousreason,shouldnotbeallowed to go The faculty member leading the trip must give the final list to the Dean of Students before 2:00 pm for inclusion in attendance. The faculty member leading thetripmustmakeitcleartoallstudentsparticipatinginthe trip that they must inform the teachers ofanyclassestheywillmissinadvance,getassignmentsinadvance,hand in advance work if required, etc The faculty member leading the trip must make arrangements for their own absence, such as classes,studyhall,coaching,andresidentialresponsibilities,etc.Attireshouldbeappropriatefor the trip and approvedbytheDeanofStudents Thefacultymemberleadingthetripmustinformthekitchenabout all absences from meals All parents of students should be made aware ahead of time of the trip by the teacher Some trips may require a specific signed permission slip. In thatcase,onlystudentswithsignedpermissionslips may go on the field trip Students on field trips shall be properly supervised At least one member ofthefaculty shall be present on each trip, with additional faculty if necessary, depending on the nature of the trip. Both distanceandassociatedactivitieswillbeconsideredasfacultyareassigned.

G. EmergencySituations

Fire drills and otheremergencydrillsshallbeconductedduringtheschoolyearinaccordancewiththeprocedures setforthintheCrisisManagementplan.

Unlessotherwisedirected,inanemergencysituation,employeesshould:

1. EmergencyClosings

At times, emergencies such as severe weather, fires, power failures, or earthquakes can disrupt Marianapolis In extreme cases, these circumstances may require the closing of the School If such anemergencyoccurs,allwillbeinformedthroughtheMarianapoliswebsiteandemail.

2 FireDrillProcedures

If you smell smoke or have any other indication of fire, immediatelypulltheclosestfirealarmand, ifpossible,notifyanyadministratoronceoutside.

Ifflamesareobserved,soundthealarmbypullingtheclosestfirealarmpullstation

Ifyouhearanalarmsound,evacuatethebuildingimmediatelyandfollowfiredrillprocedures.

Evacuate the building as soon as the fire alarm sounds. All teachers, staff, and students should proceed quickly and quietly to their designated areas, following the primary fire drill route or alternaterouteiftheprimaryrouteistoodangerous.

ReviewFireDrillProcedureswiththeclassandremainwiththeclass

H. EmergencyMedicalSituations

1. DuringtheSchoolDay

If a student is injured and can walk to theNurse’sOffice,accompanythemtothemainoffice.Ifthe injury or illness issuchthattheycannotwalk,immediatelynotifythenurse.Theofficecanreachthe nurseimmediately Neverallowstudentstotreatoneanother

2. Evening/Weekends:IfanemergencyarisesintheabsenceoftheSchoolNurse

First, assess if 911 should be called immediately; otherwise, contact the Administrator on Duty via phoneat860-208-3777

3. Assesstheseriousnessoftheinjury

Iftheinjuredpartyisunconsciousorproneandinjeopardyfrommovement,station

an observer and call the ambulance (911) Direct the ambulance to Marianapolis; follow withacall totheAOD,whowillaccompany,orassignsomeonetoaccompany,theinjuredpartytothehospital. An incident report must be completed and filed with the School Nurse within 24 hours The Connecticut Workers’ Compensation Act requires a Report of Accident form to be filed within 24 hours of any and all employeeaccidents.Severepenaltiesareincurredbytheemployerforfailureto report It is sometimes impossible to determine if an accident will result in serious complications; therefore,REPORTEVERYTHINGIMMEDIATELY.

I. PolicyontheManagementofHealthEmergencies

The purpose of this document is to set forth, in writing, the policies and procedures that have been mutually agreeduponbytheHeadofSchoolandtheSchoolNurse

The management of health emergencies in the School is of universal concern to all ofus Itisprudenttoprepare school personnel for specific roles pertaining to student welfare, and from a managerial point of view, certain designated individuals should be accorded specific responsibilities All school personnel have a degree of responsibilityforthemanagementofemergencysituations.

1. TheEmergencyHealthPlan

a) TrainedPersonnel:

With the support of the Head of School, the School Nurse will undertake the responsibility for day-to-day activities related to the health of the student including, but not limited to, emergency situations All persons responsible for emergency care will receive formal instruction in first aid techniques, with refresher coursestomaintainboth levels of knowledge and preparedness for any given situation Copies of authorized first aidprocedureswillbeavailable

b) Procedure–ExclusionBecauseofIllness(Routine):

Parents will be notified by telephone when it becomes necessary to exclude a student because of illness or other reasons Theywillberequestedtopickupthestudentormake arrangementsforanauthorizedpersontoundertakethisresponsibility.

If the parent or person cannot be reached by telephone, the student will remain in the Nurse’sOfficeundersupervisionuntiltheparentorresponsibleadultcanbelocated. When it is necessary for the School Nurse to leave the School, they will notify the secretary or individual designatedbytheHeadofSchoolthatthestudentisintheNurse’s Office and that the parent or emergencypersonhasnotbeenlocated.Thisindividualwill try to reach the parent or emergency person andfollowthroughwiththeexclusionofthe student

c) Procedure–SeriousAccidentandAcuteIllness

(1) Firstaidwillbeadministeredinaccordancewithauthorizedprocedures

(2) The Head of School or School Nurse will be notified immediately of all serious injuriesandillnesses.

(3) The School Nurse, the Head of School, or their designee will call the parent, guardian, or responsible individual designated on the emergency form to inform that individual of the nature of the emergency. If a parentcannotbereached,the family physician will be notified that the injured person is on their way to the hospital.

(4) Iftransportedbyprivatevehicle,thehospitalwillbenotifiedbytheSchoolNurse ordesignatedindividualthattheinjuredpersoniscoming

(5) The School Nurse and/or other designated individuals willcallforanambulance to transport the individual to the emergency room A designatedindividualfrom theSchoolshouldaccompanythestudent,ifpossible,unlessaparentisavailable.

(6) An accident report will be completed by the individual who witnessed the accident,incollaborationwiththeSchoolNurseorHeadofSchool Copiesofthe report will be provided to the Head of School. The original will be filed in the student’shealthfolder.

(7) The student must be accompanied to the hospital by a responsible adult The parent or alternate should be advised to proceed to the hospital immediatelyand meetthestudentintheEmergencyRoom

Note: If 911 is called, a designated staff member MUST GO OUTSIDE AND WAIT FOR THE ARRIVAL OF THE AMBULANCE AND BRING EMERGENCY RESPONSEPERSONNELTOTHEPATIENT

d) Summary–PolicyonEmergencyHealthServices

(1) The Head of School or School Nurse will be notified immediately of all serious injuriesandillnesses

(2) The Head of School or designated individual will be in chargeofthedisposition of any accident case that occurs within the confines of the School, school vehicles,playingfields,andatanyschool-sponsoredevent/activity

(3) Allemergencieswillbehandledinaccordancewithapprovedmedicalemergency protocol

(4) All designated school staff and the School Nurse will receive formal instruction inFirstAid,CPR,andAEDtrainingfollowingthestatecertificationpolicies.

(5) The health records of every student will be updated when necessary to include the parents’ names, home and business addresses and telephone numbers of parents and/or guardians, and in addition, the address and telephone number of thephysician

(6) In the event of an accident, the parents and/or designated physician will be notifiedattheearliestopportunity.

(7) Students who become ill at school will not be dismissed without contacting a parentand/orguardianorindividualdesignatedontheEmergencyCard.

(8) First aid equipment will be placed in areas where it is readily available for use andappropriatelymaintained

(9) Visitors to the School will be provided the same emergency care in the event of theirsuddenillnessoraccidentalinjury

2. MedicalEmergencyActivationGuidelines

For the following conditions, immediate First Aid should be given and 911 called. In addition, parents or guardians are tobenotifiedtogodirectlytoDayKimballHospital.Noinjuryshould beunderestimatedwithregardtoseverity.Ifanerroristobemade,itshouldalwaysbeonthesideof caution. Always consider the mechanisms of the injury and potential results. Emergencies in the School should be handled by the School Nurse If the Nurse isnotavailable,atrainedstaffmember should be capable of making on-the-spot decisions. This document should serve as a guide to administrators, faculty, staff, and health personnel to recognize medical emergencies, the level of treatmentneeded,andthelifesavingsupportthatmayberequireduntilhelparrives

CategoryI–Emergency

● Acuteairwayobstruction

● Cardiacorrespiratoryarrest

● Neardrowning

● Hemorrhage

● Poisoning(External/Internal)

● Anaphylaxis(allergicreaction-severe)

● Head,neck,andbackinjury

● Chemicalburnstotheeye

● Majorburnstothebody

● Heatstroke

● Penetratingorcrushingchestwounds/Pneumothorax

CategoryII:Urgent

● Hemorrhage(internal)

● Chestpain

● Suspectedboneorjointinjury(dislocation,fractures)

● Unconsciousnessforlongerthan5minutes

● Heatcramps,heatexhaustion

● Seizure (in the absence of known disease or prolonged more than one minute in caseofknowndisease)

● Drugoverdose

● Headinjurywithlossofconsciousness

● Penetratingeyeinjury

J. BusinessOfficeProcedures

1. TeacherTextbookRequests/Purchases

Textbook and ancillary teaching requests must berequisitionedattheendofthe school year, in conjunction with all department textbook requests If a teacher text is needed mid-year, a Purchase Requisition Form must be completed and approvedinadvanceofpurchase

2. ReimbursementandPurchasingProcedures

a) Reimbursements

If a faculty or staff member purchases items for any purpose, a Faculty/Staff Reimbursement Form must be completed. Please be advised that purchases made without prior supervisor authorization (see form for details) are not necessarily reimbursed In order to ensure reimbursement, faculty andstaffshoulduseaPurchaseRequisitionForm for advanceauthorization Faculty/StaffReimbursementFormsarefound in the Faculty Lounge and in the Business Office with the AP/AR Coordinator.

b) Purchases

All purchases must be pre-approved through the appropriate supervisor as detailed on the Purchase Requisition Form. All forms are available electronicallyandintheFacultyRoom

Once authorized, a Purchase Order will be issued, if needed, by the AP/AR Coordinator Pleasebeadvisedthatthefacultyorstaffmemberis then responsible for placing and tracking the order, ensuring order accuracy, and submission of a final bill to the Business Office for paymentprocessingandfundsdisbursement

3. StudentOrganizationCheckRequests

Class, council, and club moderators must complete and submit a Student Council & Class Activity Account Funds Requisition Form in order to access funds.

Please be advised that checks are processed on Mondays only, and requests should be made 30 days in advance Accordingly, it is incumbent on the moderatortoadvisetheirofficersofthispolicy.

K. PostageandMailings

Any and all use of Marianapolis Preparatory School postagemachinesforpersonaluseisstrictly prohibited. Any Express Mail services needed should be forwarded to the receptionist, who will thenbilltherespectivedepartmentorclub/organization

L. VehicleUsePolicy

School employees are expected to use school-provided vehicles when transporting students in connection with schoolactivities.School-ownedvehiclesareusedforschool-relatedbusinessand fortransportingstudentsonlyunlessapprovedbytheHeadofSchool Use ofpersonalvehiclestotransportstudents,offschoolpremises,forschoolactivitiesisallowed only with express permission from the School. Employees are not permitted the use of their personal vehicles to transport students, off school premises, for any reason other than school-sponsored activities or, in such cases, as an emergency. An employee who uses their personal vehicle does so at their own risk. The owner of the vehicle assumes all responsibility; should an accident occur, the owner’s insurance will be primary, with the school’s insurance being secondary. Whether in a school vehicle or personal vehicle, any occasion where an employee will be driving off school premises alone with a student must have prior approval by theSchoolandtheparent(s)ofthestudent,withtheexceptionofanemergency

The use of school vehicles is a responsibility of most members of the Marianapolis community Allusersmustadheretotheprescribedreservationproceduresandusageprotocol

1. ReservationProcedures

All vehicle needs must be made in writing using a Vehicle Requisition Form, available in the Faculty Lounge and in the Business Office Theonlyexception to this policy is the athletic department, which makes all its seasonal requests via a master schedule. All athletic events are scheduled in advance, and while priority is awarded to the athletic department, arrangements will be made to accommodateallusers.

2 UsageProtocol

The primary concern in the scope of all vehicle use lies in the area of student and driver safety andwelfare.Statelawandschoolpolicydictatethatalldrivers exercise the utmost common sense, maturity, and professionalism while behind the wheel of any vehicle in which students are transported, be it a school or personal vehicle. All accidents and incidents, on any level and to any extent, must be reported to the CFO and/or Head of School immediately (see Workplace Safety for more details). Should the School become aware of students being put at risk due to unsafe driving standards, the driver will be prohibited from driving students, placed on probation or terminated depending on the offense. In such a case, the salary of the said driver may be reduced appropriately to the percentage of salary allotted for this element of their position

3. Faculty/Staff driving school vehiclesmusthaveaPublicPassengerendorsement on their license in order to drive a vehicle with students aboard Theprocessfor obtaining a Public Passenger endorsement differs depending on whether an individual holds a Connecticut or out-of-state license. To begin the process, a faculty/staff member must first obtain a Public Passenger Endorsement

Application Package online or from the Department of Motor Vehicles in Willimantic, Connecticut. Local DMV offices do not provide the needed paperwork Applicants must obtain a physical examination as part of the endorsement process. The School covers all fees incurred by this process. A Reimbursement Form must be completed and submitted to the Business Office, completewithareceipt

4. Faculty and staff are responsible, per their appointment, for securing and maintaining this "A" endorsement license or an equivalent license from an issuing state of residence, for the transportation of studentsinschoolvehicles If any other special licensing for operating a student-transportation vehicle is required; in that case, employees must obtain such licenses and comply with all licensing requirements, including but not limited to drug testing. Annual appointment letters will be withheld for any residential, teachingfaculty,orstaff member who does not complete the Class "A" endorsement application process (or show good faith effort that it is in process) unless there is an approved medicalexemption

5 All users are expected tomaintainthesamelevelofintegrityconcerningvehicle usage. By retrieving the keys, the driver assumes 100% responsibility not only fortheconditionofthevehiclebutalsoforthesafetyandwelfareofitsoccupants andcompletingtheproperpaperwork.

6. Common courtesy mandates that each user group return the vehicle free of refuse and other paraphernalia (ie, clothing, sports equipment) Any usergroup foundtobeinnon-compliancewiththispolicymaybefined.

7. Moreover, any user group found to be grossly negligent in vehicle use (i.e., upholstery, roof, or body damage) will be disallowed from further use, and the individual(s)involvedmayfacedisciplinaryactionandmonetarydamages.

M. BuildingFacilitiesandPhysicalPlantSecurity

It is the responsibility of all users and user groups to contribute to the overall maintenance and care of the physical plant In terms of classroom use, it is the responsibility of teachers to keep classrooms neat, presentable, and ready for the next teacher. Specifically, desks must be kept orderly and away from windows. Teachers should bevigilantintermsofpreventinggraffitifrom appearing on schoolfurniture Studentsshouldneverbepermittedtouseawindowsillforseating At the end of the school day, whiteboards and chalkboards must be erased,windowsclosed,and lights turned off. Theclassroomdoorshouldbelocked.Allclassroommaintenanceissuesneedto be expeditiously reported to the Director of Facilities by way of email at mainthelpdesk@marianapolis.org. The completion of the work will then be coordinated withthe Facilities Staff Report to the CFO or their designee for emergencies that need immediate attentioniftheDirectorofFacilitiesisnotavailable

During routine operation of the School, faculty/staff are asked to be cognizant of areas such as ceilings, restrooms, access doors, crawl spaces, and other areas that could pose a safety risk to building occupants,eitherintentionallyorunintentionally.Ofparticularconcernareareashousing electrical, heating, air conditioning, ventilation, plumbing, flammable and/or combustible

materials, telecommunication systems, gas, fuel, indoor trash receptacles, record storage areas, andfiredetection/extinguishingdevices.

N. HousingPoliciesandProcedures

The School requires selected employees to live on campus or in other School-owned housing in order to fulfill its mission Housing is provided for the convenience of the School, and employment may be contingent upon acceptance ofsuchhousingsothattheemployeemaycarry out their job responsibilities Employees who live in School-owned housing have duties and responsibilitiesthatareattendanttotheirresidenceoncampus

1. HousingAssignments

Housing assignments are made by the Head of School in view of the needs of the School and with due regard to anemployee'sseniority,familysituation,and schoolresponsibilities.

Employees should note thathousingassignmentsarenotpermanent Changesin the needs of the School and/or in an employee’s circumstances may require a change in housing assignment or the elimination of the requirement to live on campusorinSchool-ownedhousing

School-providedhousingisreflectedinanemployee’sofferofemployment.The specific location of that housing is not reflected in the offer Following the return of a signed letter of employment, which includes school-provided housing, the employee may be asked to share their housing preference, such as remaining in their current housing or moving within school housing At all times, housing decisions will be made, as noted above,“inviewoftheneedsof the School and with due regard to anemployee'sseniority,familysituation,and school responsibilities” Housing willbeannouncedpubliclyatthediscretionof theSchool.

Employees who are not provided with housing and wish to discuss it should meetwiththeHeadofSchool

2. HousingAdministration-SchoolRights,Duties,&Obligations

The rights, duties, and obligations listed here apply to residentemployeesinall School-owned housingunlessmodifiedoramendedbyawrittenagreementwith ornoticetotheemployeeresident.

a) ResidentResponsibilities

All employees living in School-owned housing will satisfactorily fulfill the responsibilities that accompany living inSchool-ownedhousing,and employeeresidentswillrespectandproperlycarefortheirpremises

b)

InitialCondition

The School will provide premises in a clean and livable condition when firstoccupied.

c) Utilities

TheSchoolwillprovideand/orpayforthefollowingutilities:

•fueloil

•electricity

•water

•sewer

•internet

The School provides dumpsters at selected on-campus sites for trash disposal The School has the right to levy an excess utility consumption charge to the employee if utility usage isexcessive Telephoneserviceis theresponsibilityoftheemployee.

d) Maintenance

The School will make all repairs needed to keep a residence in a fitand habitablecondition.Ifthepremisesaredamagedorbecomeunfitbecause of actions or neglect by the employee, the employee’s family, or the employee’s guests, the School retains the right to charge the employee for the cost of the repairs. Faculty who reside in School owned or provided housing, whether on or off campus, will be required to pay a security deposit of $240 with the School or agree to allow theSchoolto withhold $10 from each paycheck for 24payperiods,orpaymonthlyon their own, which amount shall be applied to any damages to such employee’s assigned housing (either from time to time or upon such employee relinquishing the housing) Withholdings will be prorated to equal $240 by June30foranyonehiredafterthestartofaschoolterm.If damages exceed such deposited amount, the employee shall pay to Marianapolis on demand the amount paid to remedy any such damages The security deposit may be used at the sole discretion of the School to perform tasks related to returning the unit to be in at least the condition in which it was found when initially occupied including but not limited to damages, removal of items left behind after vacating the unit, shampooing carpets and other cleaning Married employees who reside together in asinglehousingunitwillonlyberequiredtopayonesecurity deposit. While employees are encouraged to make minor enhancements related to their living space, the School requires that any such improvements be reviewed and approved in advance by the Facilities Director and/orCFOpriortomakinganysuchchanges,improvementsor enhancements AnymaintenanceneedsshouldbereportedtotheHeadof School assoonastheybecomeapparent.Uponyourexitfromresidingin School-owned housing, your residency will be inspected during a scheduled walk-through,andyoursecuritydepositwillbereturnedifitis inacceptablecondition.

e) Keys

The School will provide aresidentemployeewithuptotwokeystotheir residence. Additional or replacement keys are available at a charge of $25.00 per key Keys may be ordered through the Business Office or directlyfromtheFacilitiesOffice.

Faculty and staff have the opportunity to sign out numbered keys to the Academic Building and the Athletic Complex There is a $500

replacement fee for these keys. Signing out a key is by choice and not required.

f) Access

The School reserves the right to enter any dwelling unit for the purpose of inspection, maintenance, or repair upon reasonable advance notice

The School may, at reasonable times, enter any dwelling unit to show it to potential future tenants. The School will attempt to provide prior notice to the employee of the need to enter a residence In emergency cases,however,theSchoolmayenteraresidencewithoutpriornotice

The School will conduct an annual inspection of all School-owned housingatatimetobedeterminedbytheSchool Employeeswillreceive atleast48hours'noticeofsuchinspection.

g) Liability

The School shall not be liable for personal injury to the employee or to any person who uses or is on the employee’s School-owned premises, nor shall the School be liable for damage to their personal property unless such injury or damage results from the School’s negligence The employeeisresponsibleforallactsoftheemployee’sfamily,friends,and visitors

h) Insurance

It is recommended that employees who live in School-owned housing carry property insurance to cover the loss or damage of personal property, plus liability coverage. Renter'sliabilitywillprotectemployees and their families from third-party liability and property damage that is not related to school activities but to living on campus It is recommended that employees review the various limits with their insurance broker for proper protection It is also recommended that employees in School-owned housing purchase personal property insurance to cover lossfromeventssuchasfire,waterdamage,theft,etc. astheSchooldoesnotcoverpersonalproperty

3. HousingAdministration-TenantRights,Duties,&Responsibilities

The following are the rights,duties,andobligationsofallemployeesresidingin School-owned housing The rights, duties, and obligations listed here apply to all employeesoccupyingaSchool-ownedresidenceunlessmodifiedoramended byawrittenagreementwithornoticetotheemployee.

a) Quietenjoyment

Employees have the right to the quiet enjoyment of their residence in a manner consistent with the fulfillment of their responsibilities as members of the resident faculty/staff Employees have the right to have theirresidencemaintainedinasafeandsoundcondition.

b) UseofResidence

School-owned housing may be used as a living place for a resident employee, their spouse, and children only. The Head of School must approve any other long-term or permanent resident in advance

Employee guests may not use a residence while the employee is absent without the prior written permission of the Head of School. Resident employeesmaynotsubletalloranypartofaresidence

The employee will act in a manner that reflects and upholdsthemission of Marianapolis The School reserves the right to withhold or forfeit housingincasesofbehaviorunbecomingoftheSchool

c) Cohabitation

School-provided housing is for faculty/staff and their immediate family only Unmarried couples are not permitted to cohabitate in School-provided housing on or off campus. We define cohabitation as guests spending more than two nightsinaone-weekperiod Thisapplies to both employee and non-employee guests. Employees need to seek approval from the Head of School for any guests planning on an extendedstayintheSchool-providedhousing

Out of respect for oneself and our school community, it is the responsibility of the faculty/staff and their guest to act with discretion and in a way that does not detract from student life and/or create discomfort for a student or fellow faculty member. Guests should not stay overnight when a faculty member is on duty as residential faculty shouldbefullyavailabletothestudentsintheirrespectivehouse/hall.We expect faculty to adhere to the spirit of this policy and to take into consideration the mission and values of the School Any questions regardingthispolicyshouldbediscussedwiththeHeadofSchool.

d) Utilities

Theemployeehasthedutytoexercisecareandconservationintheuseof utilities. The employee is responsible for removing all garbage, rubbish, and waste in a clean and safe manner to the place provided by the School

e) Maintenance

The employee must keep, and at the end of the termofresidencereturn, their residence and all appliances, equipment, furniture, furnishings,and other property clean and in good order and repair. The employee is not responsibleforordinarywearandtear

Theemployeewillprovidethefollowinginteriormaintenanceservices:

● Cleaning

● Trashremoval

● Maintenanceofemployee-ownedappliances

The employee shall keep the groundsneatandclean Drivewaysmustbe keptfreeofobstaclesduringthewintermonthstopermitsnowplowing. The employee must give the School immediate notice of any damage to thepremises

Occupants are liable for damage beyond normal wear and tear and for any "fumigation," extra cleaning, or carpet replacement that must occur duetothepresenceofpets,e.g.fleas,dogorcatdander,etc.

f)

g)

Occupantsshouldnottamperwithordisarmsmokedetectorsinunits.

Changestoresidence

While an employee may decorate their residence, they must not alter, paint, change or add to their residence without the prior written consent oftheHeadofSchool

The Director of Facilities must approve all appliance installations in advance.

Garagesandvehicleparking

Garages are assignedwiththedwellingunitsofwhichtheyareapart No other garages are available except for school vehicles. Housing units without garages have designated parking spaces Vehicles are not to be parked overnight or for any extended period of time during the day in anylocationthatisnotanapprovedparkingarea.

h)

Insurance(Renter’sInsurance)

Recommended by the School, and is the employee’s responsibility to obtainitontheirpersonalproperty

i)

OccupancyandDepartureDates

Absent a written agreement to the contrary by the Head of School, occupancy and departure dates for School-owned housing will be as follows:

•Newlyarrivingemployees:occupancyonorafterAugust15.

•Departingemployees:departureonJune15

• On-campus moves: to be worked out with the Head of School and the FacilitiesStaff.

Upon vacating assigned quarters, they will be inspected by a representative of the School. Employees are expected to leave them in good condition The employee will beliableforanythingbeyondnormal wearandtearasdeterminedbytheSchool

j)

Pets

Employee residents may keep pets in their homes provided they have prior written permission to do so from the Head of School and may be expected to pay an additional $500 security deposit against pet damage. Employees are expected to ensure that pets do not damage property or disturbothers.

Pet owners may be expected to assume additional cleaning or replacement costs upon moving if there is wear and tear or other maintenance issues directly related to pet occupancy such as fumigation of ticks and fleas, heavy-duty cleaning to remove animal dander, the replacement of carpeting damaged by urine, or refinishing of damaged wood floors. Pet owners are also responsible for cleaning up animal excrementinallareasoncampusexceptthewoodlands

Pets are allowed in residence hall apartments at the discretion of the Head of School. Unattended pets must be kept in the residence hall apartment and maynotbekeptinlobbies,courtyards,orexteriorareasof

the dormitory. For the safety and well-being of our campus community and all visitors, dog owners are reminded of the CT leash law and dogs are required to be on leash and under the control of their owners at all times while on campus, outside the apartment or other housing unit. In the event that boarding students are allergic to animals to theextentthat appropriate interaction between student and house faculty is compromised, the house faculty is expected to keep the pet from interactingwiththestudent

The School reserves the right to require that an employee remove a pet from School property if the School determines thatthepethasbecomea nuisance or creates a condition that interferes with the sense of well-beingofanymemberoftheSchoolcommunity.

Pets are not permitted in school-owned vehicles, academic/athletic and other school buildings and/or spaces designated as academic classrooms unless for specific, scheduled, approved events or as approved service dogs Regardless of circumstances and prior approval, pets should not distract from and/or inhibit the ability of their owner to complete professional duties and/or a community member to function in the space/activityand/orfeelcomfortable

If a community member feels the presence of a pet inhibits their professional duty and/or makes them feel uncomfortable, they should speak with Human Resources (employee or the Dean of Students (student).

If there is an issue or concern and/or ifaskedbyanyadministrator,apet owner will remove their pet at any time regardless of prior permission and keep the pet out of spaces until such time the school can address a concernwiththeowner

All pets are required to be up-to-date with vaccinations; proof of vaccinationsmustbeprovidedifrequested.

k) Grills

The National Fire Protection Association and the State of Connecticut require that allgrillsbe a minimum of tenfeetawayfromabuilding.You maynothaveagrillonyourporchordeck

l) ChristmasTrees

Facultylivinginadormitorywillnotbeabletohavealive-cutChristmas tree in the dorms or your unit A live tree with a root ball is acceptable, however.