Al-Ikhlas Training Academy

EMPLOYEE

MANUAL

Employee Manual

The policies and procedures in this manual are not intended to be contractual commit-

ments by Al-Ikhlas Training Academy, and employees shall not construe them as such.

The policies and procedures are intended to be guides to management and are merely

descriptive of suggested procedures to be followed. Al-Ikhlas Training Academy re-

serves the right to revoke, change or supplement guidelines at any time without notice.

No policy is intended as a guarantee of continuity of benefits or rights. No permanent

employment or employment for any term is intended or can be implied from any state-

ments in this manual.

AL-IKHLAS TRAINING ACADEMY

12555 McDougall St., Detroit, MI 48212

Table of Contents

OUR SCHOOL

INTRODUCTION Welcome Letter from the Director 1010 2 School History 1020 2

Receipt of Handbook 1030 2

Organization Chart 1040 3 Personnel Policies 1050 4

Statement of Commitment to Employees 1060 4

Continuity of Policies - Right to Change or Discontinue 1070 7 Acknowledging Receipt of Policy Manual 1080

Equal Opportunity 2010 5

Recruitment 2020 Employee Selection Process 2030 8

Sexual Harassment 2040 9

Medical Evaluations and Interviews 2050 9 Substance Abuse 2060 10

Smoking 2070

Employment Classifications 2080 11 Employee Safety 2090 11

Performance Improvement 2150 12

Termination 2160 14 Employment Disputes 2170

COMPENSATION

Equal Pay 3010 16

Job Descriptions 3020

Workday, Payday, and Pay Advances 3030-50 16 Overtime Compensation 3060

Meal and Rest Periods 3070

Flextime 3080 Performance Review and Salary Merit Increases 3090 20

Salary Administration 3100

Shift Premium 3120

EMPLOYEE BENEFITS

Insurance 4010

Vacation 4020 Holidays 4030

Sick or Personal Leave 4040 21

Leave of Absence and Military Leave 4050 Medical Leave of Absence 4060

Family Leave, Parental Leave and Pregnant Employees 4070 - 4090

Bereavement Leave 4100 Jury Duty 4110 23

Voting 4120

Mileage Reimbursement 5020 Travel Reimbursement 5030

Use of Company Vehicles 5040

Conferences and Meetings 5050 Professional Memberships 5060

Relocation of Current or New Employees 5070

Temporary Assignment Allowance 5080 Educational Assistance 5090 24

Required Management Approval 5100 Child Care 5110

MISCELLANEOUS POLICIES

Announcement of New Positions 6010 Confidentiality of Company Information 6020

Inventions and Patents 6040

Conflict of Interest 6050 Grievance Procedure 6060 27

Gratuities to Government Employees or Officials 6070 34

Gratuities to Customer or Supplier Representative 6080 35 Political Activities 6090 38

Employee Privacy 6100 39

Telephone 6110 43 Dress Code 6120 44

Kitchen - Break Room 6130 45

Employee Recognition 6140 46

Customers 6150 47

Visitors 6160 48 Recreational Activities-Sponsorships 6170 49

Outside Employment 6180 50

Employer Security 6190 51 Emergency Closings 6200 52

Parking 6210 53

Mail and Shipping 6220 54

Introduction

Welcome Letter from the Director ________________ 1010

As-Salaamu-‘Alaikum

I would like to take this opportunity to welcome you to Al-Ikhlas Training Academy. We pray that this will be

a long and enriching experience for you as an employee of our institution. We look forward to working with

you as part of a progressive team of teachers and administrators. Thank you for choosing Al-Ikhlas as the place

that you would like to contribute to the life and progress of our children.

May Allah bless you and keep you strong and committed to this great cause.

Was-Salaamu-‘Alaikum

Nadir S. Ahmad, Director

Historical Brief ____________________________________ 1020

Al-Ikhlas Training Academy (ATA) is a non-profit Islamic based elementary and secondary school, serving

Kindergarten through 12th grade students. ATA was founded in August 1991. Its founding objective was to

provide a consistently stable Islamic institution for the continuous education of Muslim children. ATA was

established as a member school of the Clara Muhammad School system under the leadership of the late Imam

W. Deen Mohammed, The Mosque Cares, Inc., leader. It ascribes to the same basic goals and philosophy, as

well as upholding the fine principles and moral integrity that were expressed and demonstrated by Sister Clara

Muhammad.

ATA is governed by its own Board of Trustees, which is made up of highly qualified and experienced mem-

bers of the broader Muslim community.

Receipt of Handbook _____________________________ 1030

Property of Al-Ikhlas Training Academy

Copy No. ____

I, ______________________________________ (employee), acknowledge receipt of this Manual and that I

am responsible for knowing its content and keeping it updated. I also understand that this Manual is the proper-

ty of Al-Ikhlas and must be returned to the Principal/Administration when I leave this organization.

I further understand that this Manual does not create a contract with Al-Ikhlas for any purpose and that the pro-

visions of this Manual may be modified or eliminated at any time.

Issued to: _____________________________________

Signature: _____________________________________ Date: _____________________________

Organization Chart ________________________________ 1040

Statement of Commitment to Employees ________ 1050

Policy:

It is the policy of Al-Ikhlas to implement fair and effective personnel policies and to require all employees to

support the organization’s best interests.

Comment:

(1) Al-Ikhlas is committed to a mutually rewarding and direct relationship with its employees without the

intervention of outside groups, such as unions. Thus, Al-Ikhlas attempts to:

Provide equal employment opportunity and treatment regardless of race, religion, color, sex,

age, national origin, disability, or military status.

Provide compensation and benefits commensurate with the work performed, as much as is

possible.

Establish reasonable hours of work based on our service needs.

Monitor and comply with applicable federal, state, and local laws and regulations concerning

employee safety.

12555 McDougall St. Detroit, Michigan 48212

Sayeeda Rashid Elementary Principal

E. Sakinah Diaab Assist. Principal

Shaheedah Muhammad

Nurah Petross

Maryam Ahmad

S. Alimah Sharif

V. Sultana Sami

Nafeesa Mahdi Mid/High School Principal

Zahra Turiaky Assist. Principal

Basma Sous

Amani Mousa

Kamilah Walid

Laila Abdur Rasheed

Mikail Saadiq

ATA Board of Education

Hadiyah Ahmad Admin. Assist./Secretary

Mahasin Mahdi

Mahmuda Begun

ATA Board of Advisors

Dr. Harun Rashid

Dr. Ali Sulaiman

Atty. Eric Sabree

Mohammed Elbeshir

Abdullah El-Amin

Saleh Algahaim

Dr. Khalid Almamari

Rafiq Mahdi

Ali Ahmad Custodian

Maria Ahmed

Shamsiddeen A. Rasheed

Sumaya Arafeh

Sultana Islam (Lunch)

Nadir S. Ahmad Director

Offer training opportunities for those whose talents or needs justify the training.

Be receptive to constructive suggestions about job duties, working conditions, or personnel

policies.

Establish appropriate means for employees to discuss matters of concern with their immediate

supervisor or department head.

(2) Al-Ikhlas is committed to providing students with an excellent educational experience and to creating a

productive work environment, therefore it expects its employees to:

Deal with parents and students in a professional manner.

Represent Al-Ikhlas in a positive and ethical manner.

Be punctual.

Perform assigned tasks in an efficient manner.

Demonstrate a considerate, friendly, and constructive attitude toward fellow employees.

Follow the policies adopted by Al-Ikhlas Training Academy.

(3) Al-Ikhlas retains the sole discretion to exercise all managerial functions, including the rights to:

Dismiss, assign, supervise, and discipline employees.

Determine and change starting times, quitting times, and shifts.

Transfer employees within departments or into other departments and other classifications.

Determine and change the size and qualifications of the work force.

Determine and change methods by which its operations are to be carried out.

Determine and change the nature, location, services rendered, quantity, and continued opera-

tion of the school.

Assign duties to employees in accordance with its needs and requirements and to carry out all

ordinary administrative and management functions.

Employment is on a school year contractual basis, so that either Al-Ikhlas or the employees may end the

relationship at any time and without cause as long as the terms of the contract agreed upon has been

properly met. Nothing in this Manual changes the employment at-will relationship or creates an express or

implied contract or promise concerning Al-Ikhlas’ practices or policies, including those it will implement

in the future. Accordingly, Al-Ikhlas retains the right to establish, change, and abolish its policies, practic-

es, rules, and regulations at-will and as it sees fit.

EMPLOYMENT- AT- WILL

Policy:

Although Al-Ikhlas hopes to maintain a long-term employment relationship with each of its employees, the

relationship with non-contractual employees will be “at will”. This relationship may be terminated at any

time with or without cause, and with or without prior notice. Employee’s breach or failures to abide by any

of the conditions, provisions, rules and regulations herein or elsewhere stated in this agreement are grounds

for termination of the employment relationship.

Equal Opportunity ________________________________ 1060

Policy:

It is the policy of Al-Ikhlas Training Academy to provide equal opportunity in employment to all employees

and applicants for employment. No person shall be discriminated against in employment because of race, reli-

gion, color, sex, age, or national origin.

It is our policy to select the best-qualified person for each position in the organization.

No employee of the Al-Ikhlas will discriminate against an applicant for employment or a fellow employee be-

cause of race, creed, color, religion, sex, national origin, ancestry, age, or other physical or mental disability.

No employee of Al-Ikhlas will discriminate against any applicant or fellow employee because of the person’s

veteran status.

This policy applies to all employment practices and personnel actions including advertising, recruitment,

testing, screening, hiring, selection for training, upgrading, demotion, layoff, termination, rates of pay, and

other forms of compensation.

Productive Work Environment ________________ 1070

Policy:

It is the policy of Al-Ikhlas to promote a productive work environment and not to tolerate verbal or physical

conduct by any employee that harasses, disrupts, or interferes with another’s work performance or that creates

an intimidating, offensive, or hostile environment.

Comment:

Employees are expected to maintain a productive work environment that is free from harassing

or disruptive activities. No form of harassment will be tolerated.

Harassment of employees or students will not be tolerated in the school building, on the school

campus, or at school sponsored activities.

Sexual harassment shall include, but not limited to, unwelcome sexual advances, request for

sexual favors, and other verbal or physical conduct of a sexual nature.

Any physical contact or conduct of any kind, including flirtations, touching, advances, or prop-

ositions are strictly prohibited.

Hiring ____________________________________________1080

Policy:

It is the policy of Al-Ikhlas to be an equal opportunity employer and to hire individuals solely based on their

qualifications to do the job to be filled. Unless otherwise provided in writing, employment at Al-Ikhlas is con-

sidered to be on a school year contractual basis. Employees may terminate the employment relationship by giv-

ing a two-week advance notice. If an employee fails to fulfill his/her contractual obligation to the school in a

satisfactory manner, Al-Ikhlas does reserve the right to terminate employment without notice.

Comments:

1 Any candidate for employment as a teacher must hold a valid Michigan Teaching Certificate

or license in full force or have the required credentials for the position. If hired, candidate

agrees to work toward obtaining certification in the area in which he/she is teaching if he/she

does not have certification on the date of hire.

2 Any candidate for employment must fill out and sign an employment application form in order

to be considered for hiring. A minimum of three professional references must be provided with

the application. It is the policy of Al-Ikhlas to check all references during the hiring process, if

deemed necessary. Resumes may not be submitted in lieu of an application form but may be

submitted as supporting documentation.

3 Applicants determined to be qualified for consideration for an available position will be inter-

viewed by the Director and Principal and given any tests that may be required for the job.

4 Following a decision to hire the applicant, the Director/Administration will make an offer of

employment, which should include any necessary contingencies or disclaimers. The applicant

must submit documentation confirming eligibility for employment, identity, and citizenship. It

is the policy of Al-Ikhlas to hire only individuals who are U.S. citizens or Aliens authorized to

work in the United States.

5 Each applicant will be required to submit his/her name, social security number, driver’s license

number, finger prints, and a signed consent form for the purpose of a background and criminal

history check with the Michigan State Police or other law enforcement agencies. If consent is

refused, employment will be terminated.

6 Applicants may be required to have an updated medical examination. If information on the

medical exam form shows that the individual is not suited for employment at Al-Ikhlas, the

applicant will be refused employment, or if already employed, may be terminated.

Employment Agreements ____________________1090

Policy:

It is the policy of Al-Ikhlas Training Academy that it may execute written employment agreements with certain

of its employees. Employees who do not have a written contract containing a specified duration of employment

are considered at-will employees.

Comment:

(1) The Director or a designated Principal are the only representative authorized to enter into a written

agreement on behalf of Al-Ikhlas.

(2) Written employment agreements normally will set out the significant terms and conditions of an

individual’s employment. These terms and conditions generally include:

(a) The length of time that the agreement will last and how, if at all, it can be renewed;

(b) The job title, duties, and description, reserving to Al-Ikhlas the right to change the employ-

ee’s duties, as interests require;

(c) The employee’s salary;

(d) Any other form of compensation, such as health insurance, incentive plans, holiday sav-

ings plans, etc.

(e) Provisions for the termination of employment.

(4) Employees are encouraged to review carefully any employment agreement and to consult with legal

counsel, if necessary, to understand the terms of the agreement.

Probationary Period __________________________2000

Policy:

It is the policy of Al-Ikhlas that all new employees are considered to be in a probationary period for ninety (90)

school calendar days of employment. The probationary period gives the employee time to adjust to the new posi-

tion and gives the school administration time to evaluate the employee’s suitability for the position. Such evalua-

tion will include performance on the job, attitude, potential ability, qualifications, and job requirements. Upon

evaluation, the employee will receive a written copy of the evaluation and will either be offered regular employ-

ment or given a notice of termination. However, if deemed necessary, the probationary period may be extended for

30 days. During the probationary period, an employee may be disciplined without recourse to the grievance proce-

dures. Al-Ikhlas reserves the right to terminate employment before the expiration of the probationary peri-

od.

Continuity of Policies and Right to Change or Discontinue

_________________________________________2010

To preserve the ability to meet school needs under changing conditions, Al-Ikhlas may modify, augment, de-

lete or revoke any policies, procedures, practices, and statements contained in this manual at any time without

notice.

Such changes shall be effective immediately upon approval by the Director unless otherwise stated.

No policy is intended as a guarantee of continuity of benefits or rights. No permanent employment or employ-

ment for any term is intended or can be implied by statements in this book.

Recruitment _________________________________ 2020

Al-Ikhlas provides equal employment opportunity to all applicants based on demonstrated ability, experience, and

training.

As positions become available within the school, before outside recruitment, the Director and or Principals shall

determine the availability of qualified candidates within the school. Recruitment may be conducted through

schools, employment agencies, and advertising.

Employee Selection Process ________________2030

Selection of candidates for all positions will follow the school’s Equal Opportunity policies. Job-related duties and

qualifications, as listed on the position requisition, will provide the basis for initial screening of applications. All

applications and résumés received for the position will be forwarded to the personnel department. The personnel

department will conduct initial screening for the minimum qualifications. The Principal will further screen the ap-

plications to select those individuals to be interviewed for the position.

The Principal and Director will jointly conduct the interviews. Only job-related questions or ones that assess the

candidate’s experience, skill, and training will be asked. Definite salary commitments will be avoided during the

initial interview.

Some positions will require skills for which a known level of competence must exist - for example, typing, mathe-

matics, and keystroke. Under these circumstances, the personnel department may request applicants to demon-

strate these skills by completing an exercise involving a job-related work sample. It must be evident that such

an exercise measures knowledge or skills required for the particular job. The results of an exercise must prove

to be a valid prediction of job performance. All interviewed applicants will be given the same exercise.

The personnel department will be responsible for verification of employment information provided by the ap-

plicant, if the information is needed in making a candidate selection.

The only information to be verified from prior employers will be the following:

Dates of employment

Positions held

Salary at time of termination

Every newly hired employee must verify his or her eligibility for employment within three business days of

accepting employment. The personnel department will not notify other candidates that the position has been

filled until the new employee has complied with the law.

The employee will fill out and execute the top of Form I-9. The personnel department will complete Form I-9

after examining the employee’s documentation of identity and employment eligibility. Each document exam-

ined will be photocopied and the copy maintained in the employee’s personnel file folder.

Sexual Harassment __________________________2040

Al-Ikhlas will not allow any form of sexual harassment or any such conduct that has the purpose or effect of

interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work envi-

ronment.

Such conduct, when experienced or observed, should be reported immediately to the Director or Principal. The

Director or Principal will conduct an investigation and will be required to report the findings to the ATA

School Board. The privacy of the employee filing the report and the employee under investigation shall be re-

spected at all times consistent with the obligation to conduct a fair and thorough investigation.

Any intentional sexual harassment is considered a major violation of school policy and will be dealt with ac-

cordingly by corrective counseling and/or suspension or termination, depending upon the severity of the viola-

tion.

It is the intent of Al-Ikhlas to provide a work environment free from verbal, physical, and visual forms [e.g.,

signs, posters, or documents] of sexual harassment and an environment free of harassment, intimidation or co-

ercion in any form. All employees are expected to be sensitive to the individual rights of their co-workers.

Medical Evaluations and Interviews ________ 2050

Once an employee has been hired, medical evaluations may be required to ensure that a prospective employee

is capable of performing his or her essential job-related tasks. Such an evaluation will be conducted whenever

a job has special physical demands or if a reasonable question exists concerning whether the employee would

endanger his or her health or safety or the health or safety of others in performing assigned tasks.

The medical evaluation will be at the employee’s expense and performed, if deemed necessary, by a physician

chosen by the school. The employee will be required to sign a written release of this information to the school.

Al-Ikhlas will treat as confidential the information contained in a report of medical evaluation. It will also pro-

vide the employee with a copy of any written report it receives from the health professional respecting the

evaluation.

An employee’s continued employment with Al-Ikhlas is conditioned upon successful completion of the medi-

cal evaluation.

Disclaimer of Liability

Al-Ikhlas and employee have mutually agreed that a medical interview, evaluation, or examination is required

to determine employee’s ability to perform his or her essential job-related tasks in a manner that will not create

an unreasonable risk of harm to employee or others. Employee acknowledges that Al-Ikhlas will rely on the

report prepared by the examining physician in determining employee’s ability to perform.

Employee releases and agrees to hold harmless Al-Ikhlas, its officers, directors, employees, and assigns from

any and all liability, of any kind or nature whatsoever, which might arise out of or result from any statement or

omission made or contained in said medical report.

Al-Ikhlas is not required to undertake any independent investigation of the truthfulness or accuracy of state-

ments made or contained in said medical report.

Employee’s Signature ____________________________________ Date __________________________

Substance Abuse ____________________________2060

Al-Ikhlas recognizes that individuals use substances such as alcohol and drugs, sometimes to an extent that

their abilities and senses are impaired. Our position regarding substance abuse is the same whether alcohol,

marijuana, illegal drugs, prescription drugs, or controlled substances are involved [“substances”].

This policy is implemented because we believe that the impairment of any school employee due to his or her

use of substances is strictly forbidden and is likely to result in the risk of injury to other employees, the im-

paired employee, or to third parties. Moreover, substance abuse adversely affects employee moral, productivi-

ty, and judgment.

“Impairment” or “being impaired” means that an employee’s normal physical or mental abilities, or faculties,

while at work have been detrimentally affected by the use of substances.

The employee who begins work while impaired or who becomes impaired while at work is guilty of a major

violation of school rules and is subject to severe disciplinary action. Severe disciplinary action can include sus-

pension, dismissal, or any other penalty appropriate under the circumstances. Likewise, the use, possession,

transfer, or sale of any substance on school premises or in the parking lot, storage area, or job site is prohibited.

Violations are subject to severe disciplinary action. In all instances, disciplinary action to be administered shall

be at the sole discretion and determination of the school.

Employees who are taking prescription drugs shall report this to their Principal. This is for the protection of the

employee and for safety purposes in case of an adverse reaction to the drug while at work, or so the employee

is not falsely accused of taking an illegal substance.

When an employee is involved in the use, possession, transfer, or sale of a substance in violation of this policy,

the school may notify appropriate authorities. Such notice will be given only after such an incident has been

investigated and reviewed by the Principal and Director. Al-Ikhlas is aware that substance abuse is a complex

health problem that has both physical impact and an emotional impact on the employee, his or her family, and

social relationships. A substance abuser is a person who uses substances, as defined above, for non-medical

reasons, and this use detrimentally affects job performance or interferes with normal social adjustments at

work. Substance abuse is both a management and a medical problem.

A Principal who suspects a substance abuse case should discuss the situation immediately with the Director.

Because each case is usually different, the handling and referral of the case must be coordinated with the

school Director.

Smoking ___________________________________________2070

Because of our Islamic position regarding smoking and the serious health risks associated with smoking, Al-

Ikhlas prohibits the use of tobacco substances within the school or on the school premises at any time. Any

employee found to be violating this policy will be disciplined severely, possibly resulting in termination

Employment Classifications ______________________2080

There are three classifications of employees:

Full-time - An employee who works a normal 40-hour workweek on a regularly scheduled basis.

Part-time - An employee who works less than a normal workweek, on either a regularly scheduled basis or

on an irregular basis.

Salaried - Positions of a managerial, administrative, or professional nature, as prescribed by federal and

state labor statutes.

Probationary --- A newly hired employee.

Substitute --- An employee that fills in for a regular teacher on a temporary basis.

Employee Safety __________________________________2090

Al-Ikhlas strives to provide its employees with a safe and healthful workplace environment. To accomplish this

goal, both administration and employees must diligently undertake efforts to promote safety.

The school, through its administrative personnel, shall develop and implement safety rules and regulations.

This process will be ongoing and will require periodic safety audits. Safety audits will be undertaken to deter-

mine the necessity and feasibility of providing devices, or safeguards to make the workplace safe and healthful.

The company shall also undertake the responsibility to educate employees as to hazards of the workplace and

to train employees as to such hazards and the proper and safe method to perform job tasks.

Employees shall devote their full time skill and attention to the performance of their job responsibilities utiliz-

ing the highest standard of care and good judgment. Employees will follow all safety rules and regulations at

all times including the use of protective clothing, devices, or equipment, attendance at all training sessions re-

lated to employee’s job description, and follow the directions of warning signs or signals or the commands or

directions of administrative personnel.

Finally, all job-related injuries or illnesses are to be reported to your Principal immediately, regardless of se-

verity. In the case of serious injury, an employee’s reporting obligation will be deferred until circumstances

reasonably permit a report to be made. Failure to report an injury or illness may preclude or delay the payment

of any benefits to the employee and could subject the school to fines and penalties.

Safety rules and regulations will be issued or modified from time to time and shall be effective immediately.

Rules and regulations will be distributed to employees and posted on the employee bulletin board. Safety first!

Return to Work after Serious Injury or Illness

As a joint protection to the employee and the school, employees who have been absent from work because of

serious illness or injury are required to obtain a doctor’s release specifically stating that the employee is capa-

ble of performing his or her normal duties or assignments. A serious injury or illness is defined as one that re-

sults in the employee being absent from work for more than one week or one which may limit the employee’s

future performance of regular duties or assignments.

The administration shall ensure that employees who return to work after a serious injury or illness are physical-

ly capable of performing their duties or assignments without risk of re-injury or relapse.

If the cause of the employee’s illness or injury was job-related, the employee’s Principal will make every rea-

sonable effort to assign the returning employee to assignments consistent with the instructions of the employ-

ee’s doctor until the employee is fully recovered. A doctor’s written release is required before recovery can be

assumed.

I have read and understand this policy and procedure.

_____________________________________________________________________________________

Employee’s Signature Date

Performance Improvement ______________________ _ 2150

Performance improvement may be suggested whenever the administration believes that an employee’s perfor-

mance is less than satisfactory and can be resolved through adequate counseling. Corrective counseling is com-

pletely at the discretion of the administration. The school desires to protect its investment of time and expense

devoted to employee orientation and training whenever that goal is in the school’s best interests. The school

expressly reserves the right to discharge “at will.” Even if corrective counseling is implemented, it may be ter-

minated at any step at the discretion of the administration.

The administration, in its sole discretion, may warn, reassign, suspend, or discharge any employee at will,

whichever it chooses and at any time.

The Principal, with assistance of the Director, will determine the course of action best suited to the circum-

stances. The steps in performance improvement are as follows:

Verbal counseling - As the first step in correcting unacceptable performance or behavior, the Principal should

review pertinent job requirements with the employee to ensure his or her understanding of them. The Principal

should consider the severity of the problem, the employee’s previous performance appraisals and all of the cir-

cumstances surrounding the particular case. Stating that a written warning, probation, or possible termination

could result if the problem is not resolved should indicate the seriousness of the performance or misconduct.

The employee will be asked to review what has been discussed to ensure his or her understanding of the seri-

ousness of the problem and the corrective action necessary. The Principal will document the verbal counseling

for future reference immediately following the review.

Written counseling - If the unacceptable performance or behavior continues, the next step will be a written

warning. Certain circumstances, such as violation of a widely known policy or safety requirement, may justify

a written warning without first using verbal counseling. The written warning defines the problem and how it

may be corrected. The seriousness of the problem is again emphasized, and the written warning shall indicate

that probation or termination or both may result if improvement is not observed. Written counseling becomes

part of the employee’s personnel file, although the administration may direct that the written warning be re-

moved after a period of time, under appropriate circumstances.

Probation - If the problem has not been resolved through written counseling or the circumstances warrant it, or

both, the individual will be placed on probation. Probation is a serious action in which the employee is advised

that termination will occur if improvement in performance or conduct is not achieved within the probationary

period. The Principal and the Director, after review of the employee’s corrective counseling documentation,

will determine the length of probation. Typically, the probation period should be at least two weeks and no

longer than 60 days, depending on the circumstances. The Principal will provide a written probationary notice

to the employee.

The letter should include a statement of the following:

The specific unsatisfactory situation;

A review of oral and written warnings;

The length of probation;

The specific behavior modification or acceptable level of performance;

Suggestions for improvement;

A scheduled counseling session or sessions during the probationary period; and

A statement that further action, including termination, may result if defined improvement or behavior mod-

ification does not result during probation. “Further action” may include, but is not limited to reassignment,

reduction in pay, grade, or demotion.

The Principal should personally meet with the employee to discuss the probationary letter and answer any

questions. The employee should acknowledge receipt by signing the letter. If the employee should refuse

to sign, the Principal may sign attesting that it was delivered to the employee and identifying the date of

delivery. The probationary letter becomes part of the employee’s personnel file.

On the defined probation, counseling date or dates, the employee and Principal will meet to review the em-

ployee’s progress in correcting the problem that led to the probation. Brief written summaries of these

meetings should be prepared with copies provided to the employee and the Director.

At the completion of the probationary period, the Director and the Principal will meet to determine wheth-

er the employee has achieved the required level of performance and to consider removing the employee

from probation, extending the period of probation, or taking further action. The employee is to be advised

in writing of the decision. Should probation be completed successfully, the employee should be commend-

ed, though cautioned that any future recurrence may result in further disciplinary action.

Suspension - A two or three day suspension without pay may be justified when circumstances reasonably

require an investigation of a serious incident in which the employee was allegedly involved. A suspension

may also be warranted when employee safety, welfare, or morale may be adversely affected if a suspension

is not imposed.

In addition, and with prior approval of the Director, suspension without pay for up to three consecutive

working days may be imposed for such proven misconduct as intentional violation of safety rules or poli-

cies on the job. These examples do not limit the administration’s use of suspension with or without pay in

other appropriate circumstances, such as the need to investigate a serious incident. In implementing a sus-

pension, a written counseling report should set forth the circumstances justifying the suspension. Such a

report shall become part of the employee’s personnel file.

The following definitions and classification of violations, for which corrective counseling, performance im-

provement, or other disciplinary action may be taken, are merely illustrative and not limited to these examples.

A particular violation may be major or minor, depending on the surrounding facts or circumstances.

Minor violations - Less serious violations that have some effect on the continuity, efficiency of work, safety,

and harmony within the school. They typically lead to corrective counseling unless repeated or when unrelated

incidents occur in rapid succession. Here are some examples of minor violations:

Excessive tardiness;

Unsatisfactory job performance;

Defacing school property;

Interfering with another employee’s job performance;

Excessive absenteeism;

Failure to observe working hours, such as the schedule of starting time, prep time, quitting time, and lunch

periods;

Performing unauthorized personal work on school time;

Failure to notify the Principal of intended absence the day before unless in the case of an emergency; and

Unauthorized use of the school telephone or equipment for personal business.

Major Violations - These more serious violations would include any deliberate or willful infraction of compa-

ny rules and may preclude continued employment of an employee. Here are some examples of major viola-

tions:

Fighting on school premises;

Repeated occurrences of related or unrelated minor violations, depending upon the severity of the violation

and the circumstances;

Any act which might endanger the safety or lives of others;

Departing school premises during working hours for personal reasons without the permission of the Princi-

pal;

Bringing firearms or weapons onto the school premises;

Deliberately stealing, destroying, abusing, or damaging school property, tools, or equipment, or the proper-

ty of another employee or visitor;

Disclosure of confidential school information to unauthorized persons;

Willfully disregarding school policies or procedures;

Willfully falsifying any school records; or

Failing to report to work without excuse or approval of the administration for three consecutive days.

Termination _______________________________________ 2160

Terminations are to be treated in a confidential, professional manner by all concerned. The Principal and Di-

rector must assure thorough, consistent, and evenhanded termination procedures. This policy and its admin-

istration will be implemented in accordance with the school’s equal opportunity statement.

Employment with the school is normally terminated through one of the following actions:

Resignation - voluntary termination by the employee;

Dismissal - involuntary termination for substandard performance or misconduct; or

Layoff - termination due to reduction of the work force or elimination of a position

Resignation

An employee who wants to terminate employment, regardless of employee classification, is expected to give as

much advance notice as possible. Two weeks or ten working days is generally considered to be sufficient no-

tice time.

Dismissal

Substandard Performance - An employee may be discharged if his or her performance is unacceptable. The

Director or Principal shall have counseled the employee concerning performance deficiencies, provided direc-

tion for improvement, and warned the employee of possible termination if performance did not improve within

a defined period of time. The Principal or Director is expected to be alert to any underlying reasons for perfor-

mance deficiencies such as personal problems. Documentation to be prepared by the Principal shall include

reason for separation, performance history, corrective efforts taken, alternatives explored, and any additional

pertinent information.

Misconduct - An employee found to be engaged in activities such as, but not limited to, theft of company

property, insubordination, conflict of interest, or any other activities showing willful disregard of school poli-

cies, will be terminated as soon as the Principal and Director have concurred with the action.

Termination resulting from misconduct shall be entered into the employee’s personnel file. The employee shall

be provided with a written summary of the reason for termination. No salary continuance or severance pay will

be allowed.

Layoff

When a reduction in force is necessary or if one or more positions are eliminated, employees will be identified

for layoff after evaluating the following factors:

1. School work requirements;

2. Employee’s abilities, experience, and skill;

3. Employee’s potential for reassignment within the school; and

4. Length of service.

The Director will personally notify employees of a layoff. After explaining the layoff procedure, the employee

will be given a letter describing the conditions of the layoff. The employee will receive at least two weeks ad-

vance notice of termination date.

Termination Processing Procedures

The Principal must immediately notify the Office Administration of the termination so that a termination

checklist can be initiated. The Administration will direct and coordinate the termination procedure.

All outstanding advances charged to the terminating employee will be deducted from the final paycheck by the

payroll department.

On the final day of employment, the Office Administration must receive all keys, Teacher’s editions of text-

books, grade books, ID cards, and school property from the employee.

The Director and Principals shall conduct an exit interview with the employee.

The employee will pick up his or her final payroll check from the Director at the time of the exit interview. The

final check shall include all earned pay and any expenses due the employee.

Unused sick time will be forfeited.

Job Descriptions ____________________________________ 2170

Job descriptions are available in the Administrative Office for all positions in the school. The items included in

each position description are the following:

Job identification;

Essential job qualifications;

Summary statement;

Assigned responsibilities or duties; and

Principal or Supervisor

Position descriptions are used to determine employee selection, job requirements, performance appraisals, or-

ganizational structure, and the relative worth of jobs in relation to each other.

Workday ______________________________________ 2180

School office hours for administrative staff are from 8:00 a.m. to 4:30 p.m. Faculty members’ hours are from

8:00 a.m. to 4:00 p.m., Monday through Friday. Teachers that opt to leave for Jum’ah on Fridays and fail

to return afterwards will have those hours deducted from their paychecks, unless authorized by the Di-

rector. Working hours may vary depending upon your position and responsibilities. The administration will

inform you of your exact schedule.

Full time teachers will be instructing for at least 6 periods and will have one (1) planning period per day. Any

extra time will be utilized by assisting in curriculum planning, substituting, helping other teachers, tutoring

students, assisting in the office, or any other duty assigned by the Principal of your department.

Pay Procedures ______________________________________2190

Our employees, unless otherwise agreed upon, are paid every two weeks. The first payday of the year will be

determined by the date of return for the new school year. Due to the restricted budget of Al-Ikhlas, it cannot

pay employees when the school is closed or for holidays. Any exception to this policy is solely at the discretion

of the Director.

1 There will be no early release of paychecks. If you are unable to be present on payday, you

may request that your check be mailed. If paychecks are mailed, it will be placed in the mail

on the next business day after payday. Because we have no control over the U.S. Mail, we ask

you to wait until Monday after the pay week to call about a late check.

2 Employees on each payday will receive, in addition to their paycheck, a statement showing

gross pay, deductions, and net pay. Local, state, federal, and social security taxes will be de-

ducted automatically. No other deductions will be made unless required or allowed by law,

contract, or employee obligation.

3 All substitute employee checks will be paid on the Friday of the workweek.

4 Employees who discover a mistake in their paycheck, lose their paycheck, or have it stolen,

should notify the Office Secretary immediately. In the case of a mistake, the error will be rem-

edied as promptly as possible. In the case of loss or theft, the administration will attempt to

stop payment on the check and reissue a new one to the employee. However, the employee is

solely responsible for the monetary loss, and Al-Ikhlas will not be responsible for the loss or

theft of a check if it cannot stop payment on the check.

5 All paychecks must be cashed within 30 days from the date of issue.

6 If an employee is absent on the day paychecks are distributed, their paycheck will be held until

he/she returns to work.

7 Written approval must be submitted to the payroll office if you would like to have your check

released to a family member in an emergency.

8 The final paycheck at the end of the school academic school year will be released upon com-

plete clearance of all Academy property, manuals, textbooks, completion of reports and as-

signments, equipment and keys that were checked out to the employee during his/her employ-

ment, as well as other reports and due assignments.

Payroll Deductions and Time Sheets________________2200

The following mandatory deductions will be made from every employee’s gross wages: federal income tax,

Social Security FICA tax, and applicable city and state taxes.

Every employee must fill out and sign a federal withholding allowance certificate, IRS Form W-4, on or before

his or her first day on the job. This form must be completed in accordance with federal regulations. The em-

ployee may fill out a new W-4 at anytime when his or her circumstances change. Employees who paid no fed-

eral income tax for the preceding year and who expect to pay no income tax for the current year may fill out an

Exemption From Withholding Certificate, IRS Form W-4E. Employees are expected to comply with the in-

structions on Form W-4. Questions regarding the propriety of claimed deductions may be referred to the IRS in

certain circumstances.

Other optional deductions include tuition and pay advances, which is deducted from each payroll check.

Every employee will receive an annual Wage and Tax Statement, IRS Form W-2 or 1099, depending upon em-

ployment status, for the preceding year on or before January 31. Any employee, who believes that his or her

deductions are incorrect for any pay period, or on Form W-2, should check with the Office Secretary for refer-

ral to the payroll department immediately.

Time Sheets

All employees are responsible for accurately recording their working hours each day. Working hours refer to

the actual amount of time spent working on assigned duties. Time sheets are used for record keeping for all

employees. Al-Ikhlas has a no overtime policy, however, if there is a specific need or task that has to be per-

formed by a faculty member, then overtime may be approved by the Director only. Any employee found to

have falsified or tampered with time sheets might be disciplined and subsequently terminated.

No employee may sign or “clock” in for another employee under any circumstances.

Pay Advances ________________________________________2201

An employee pay advance is a temporary cash advance of an amount no more than $100, repayable upon the

upcoming pay period. The pay advance is interest free and is granted only in the event of an employee emer-

gency. The determination to grant or reject an advance request is made at the sole discretion of the Director.

The advance is obtained by filling out a payroll advance request and submitting it through the Office Secretary

to the Director for approval. Employees may request no more than three (3) payroll advances per school year.

Employees may duplicate the enclosed request form for pay advance submittal, however, the original form

must be returned to the handbook.

Requests for additional advances will be processed only after the initial advance is repaid.

It is our policy to decline all requests for early paychecks.

Al-Ikhlas Training Academy

Payroll Advance Request

Employee Name: _____________________________________________________________________

Request Advance Amount: $ _______________ Date of Advance: ______________________________

Agreement:

In consideration of the above advance pay given to me by Al-Ikhlas, I hereby irrevocably authorize the Payroll

Department to deduct the above advance amount in from the net earnings payable to me for the pay period im-

mediately following the date of receipt of the advance amount. I fully understand and agree that the total of all

payroll deductions for repayment of this advance shall be equal to the total amount advanced.

I further understand and agree that my acceptance of the advance amount and this authorization for payroll de-

duction shall in no way be construed as a contract for my continued employment with Al-Ikhlas. In the event

of my termination of employment with Al-Ikhlas, whether voluntary or involuntary, before the total recovery

by Al-Ikhlas of the amount advanced to me, I authorize Al-Ikhlas to deduct the full remaining balance of this

advance from my final paycheck. In the event my final paycheck is insufficient to repay the advance, I recog-

nize my absolute and irrevocable obligation to fully repay any remaining balance to Al-Ikhlas after my final

paycheck has been credited against the advance amount owed and to pay reasonable attorney fees incurred by

Al-Ikhlas in the event collection efforts are required.

Signatures: __________________________________________________________________________

Employee_________________________________ Date_________________

Approved by: _____________________________________________ ____________________________

____________________________________________________________________________________

____________________________________________________________________________________

_______________________________________________________________ Date_________________

Received by: __________________________________ Date_________________________

Performance Review _____________________________ 2202

Policy:

It is the policy of Al-Ikhlas that the Principals or other designated person should evaluate the job performance

of each employee periodically. Performance appraisals for teachers should be completed upon the following

occasions:

1 By the end of the first three months of employment, unless otherwise deemed necessary.

2 In conjunction with the annual salary review and year-end evaluation.

If a performance appraisal has been completed within one month of the above occasion, a new appraisal need

not be done. Between performance reviews, Principals should discuss with employees on an informal basis any

performance issues that require attention and should keep records of any significant incidents.

1 Evaluation processes will be used to help with the growth and development of personnel. The

evaluation will consist of observations, a checklist, conferences and written goals. Student

scores on the MEAP, HSPT, and other standardized testing measures play a part in the evalua-

tion. In addition, consideration will be given to the teacher’s communications with staff, stu-

dents and parents, and the overall attitude of cooperation.

2 A written evaluation will be prepared and discussed with the employee.

3 Information derived from the performance appraisal may be considered when making deci-

sions affecting training, pay, or continued employment.

4 The procedures discussed in this policy are only guidelines. Al-Ikhlas may, in its sole discre-

tion, modify or revoke them in whole or in part at any time. Therefore, these procedures are

not a promise or contract, expressed or implied, and Al-Ikhlas retains the right to determine

whether and how they will be applied, depending on the circumstances.

Child Tuition Discount _______________________________2203

Policy:

If a full-time employee’s child(ren) attends Al-Ikhlas, the school will subsidize 60% of the normal tuition fee.

For part-time (not less than 4 hours) employees, the school will subsidize 40% of the normal tuition fee. These

discounts are based upon the fee schedule provided to all Al-Ikhlas parents. The discount does not apply to any

registration fees, book usage fees, or material fees.

This discount applies to employees’ children, stepchildren (if they live in your home), and grandchildren (if

they live in your home and you support them). There are no other exceptions. Employees found abusing this

policy by enrolling other children or members of their family who do not qualify could be required to repay the

discounted amounts and could possibly be terminated due to fraud.

Professional Development___________________2204

Policy:

Al-Ikhlas believes that the professional growth and development of the employees leads to the enhancement of

the educational development, well-being, and safety of the students. Teachers must remain current on the best

teaching practices for our students. Even experienced teachers need to update their ideas and practices to keep

up with their professional responsibilities. Moreover, the state of Michigan has changed its requirements for

certified teachers. It is the responsibility of the employee to make sure that they have maintained their continu-

ing education requirements.

Comments:

1 In order to assist teachers in their professional development, Al-Ikhlas provides in-service

workshops and training before and throughout the school year.

2 The employee may request financial assistance for other professional growth activities. Regis-

tration fees for seminars and conferences, and tuition for classes are examples of expenditures

for which financial assistance may be sought. Eligible employees may be reimbursed only for

courses of study approved by the Director of Al-Ikhlas. In addition, only courses that are of-

fered by pre-approved institutions of learning will be eligible for reimbursement.

The following guidelines will help determine if financial assistance will be granted.

1 Number of years of service.

2 The request should be compatible with the needs of Al-Ikhlas.

3 The employee should have demonstrated reliability and commitment to the goals of Al-Ikhlas.

Employees who want educational assistance must submit a request to the Director for evaluation and approval

before enrollment. The Director will determine the amount of financial assistance to be provided. A request

form should be obtained from the Office Secretary.

Employees are expected under normal circumstances to schedule class attendance and the completion of study

assignments outside their regular work hours.

The Principal will maintain records of all education programs completed by each employee.

Sick or Personal Leave ______________________2205

Policy:

Sick Days:

Regular full-time employees are eligible for five (3) days of sick leave per academic year.

Unused sick time may be carried over from month to month until the end of the school year. However,

sick days will not be carried over into the next year.

Employees will not be compensated for their unused sick days at the end of the school year.

Employees who are unable to report to work due to illness or injury must notify the school administra-

tion the night before or at least two (2) hours before the scheduled start of their workday.

If an employee is absent for three (3) or more consecutive days due to illness or injury, he/she must

notify the school Principal of the expected duration of illness. He/she must also present a physician’s

statement verifying the ailment. Sick leave pay will be withheld until such statement is provided.

Unused sick leave will be forfeited upon termination.

Personal Leave

Full-time employees shall be allowed up to three (3) unpaid days of personal leave without pen-

alty per academic year. Personal reasons include emergencies requiring immediate attention.

A minimum of one week advanced notice is required for personal days to be granted. The Prin-

cipal of a given department must approve all personal leave requests.

Leave of Absence

Al-Ikhlas allows eligible employees to take an unpaid leave of absence for medical or personal

reasons. Employees are eligible to request a leave of absence after having completed one calen-

dar year of active employment. The leave may be taken for one or more of the following rea-

sons:

To take care of a sick spouse, child, or parent with a serious health condition; or

Due to the employee’s, own serious health condition.

The school grants a maximum of 30 days leave of absence during the school. Medical leave may

be granted for an extended depending on the nature of the condition.

An employee should provide a written request for a leave of absence one (1) month before the

day the proposed leave begins. For a medical request, a physician’s statement must be provided

verifying the medical disability and its beginning and expected ending date.

Requests for personal leave will be evaluated based on a number of factors, including anticipat-

ed staffing and workload requirements.

When personal of medical leave ends, every effort will be made to return the employee to the

same position, if it is available, or to a similar position for which the employee is qualified.

If an employee fails to return to work at the conclusion of an approved leave of absence, includ-

ing any extension of the leave, the employee will be considered to have voluntarily terminated

employment.

Maternity Leave

Al-Ikhlas will grant three (3) weeks of unpaid maternity leave per academic year. You will need

to notify the Administration sixty (60) days ahead of time of your expected due date and ex-

pected leave date.

Bereavement Leave

Al-Ikhlas will grant up to three (3) unpaid days of bereavement leave per academic year for em-

ployees wishing to take time off due to the death of an immediate family member. If additional

off is needed, the employee will need to request a Personal Leave of Absence.

Jury Duty

If an employee is called to jury duty, he/she will be paid the difference between their regular

compensation and the fee received for such duty. A statement from the court confirming the

days of service must be filed with the school Director. Either the school or the employee may

request an excuse from jury duty if, in the school’s judgment, the employee’s absence would

create serious operational difficulties.

Personal Property ____________________________2206

Policy:

It is the policy of Al-Ikhlas to ask employees to refrain from bringing unnecessary or inappropriate personal

property to work. Al-Ikhlas will not be responsible for the loss, damage, or theft of personal belongings; and

employees are advised not to carry unnecessary amounts of cash or other valuables with them when they come

to work.

Attendance and Punctuality________________________2207

Policy:

It is the policy of Al-Ikhlas that all employees report to work punctually and to work all scheduled hours.

Comments:

1 Every effort should be made to avoid absenteeism. However, if a teacher is planning to be absent, it is

his/her responsibility to have a detailed lesson plan available in the office.

2 Unless prior arrangements have been made, employees who cannot report to work are required to di-

rectly notify the school administrator each day they will not be attending.

3 Failing to report an absence will result in disciplinary action.

4 An employee who is consistently tardy or absent will be given a verbal warning and will receive a

“Deficiency of Performance Notification” that will be filed in the employee’s personnel file. If perfor-

mance does not improve, a portion of the employee’s paycheck will be withheld.

5 Please be aware that staff meetings and workshops are a part of the teacher’s workday, therefore at-

tendance is mandatory. Meetings are used to discuss instructional program needs, problems, etc.

6 All teachers are expected to participate in and attend school conferences, meetings, functions and ac-

tivities that take place other than regular days or hours as outlined below:

1 Parent/Teacher Conferences

2 School Fairs

3 Workshops/Seminars

4 Weekly Staff Meetings

5 Graduations

6 Fundraising Events

1 Teachers may be granted permission to leave the building during the school day in cases of emergency

only. Please contact the Principal if an emergency arises. DO NOT leave your classroom until ar-

rangements have been made to relieve you of your duties. Doctor appointments, classes, etc. should

be scheduled so as not to interfere with the teacher’s school day.

Personal Appearance and Dress Code ______ 2208

Policy:

It is the policy of Al-Ikhlas that each employee’s dress, grooming, and personal hygiene should be appropriate

for the work situation. Neatness, cleanliness, and modesty of dress are essential in an Islamic school environ-

ment. Employees are expected at all times to present a professional, business like image. Acceptable personal

appearance, like proper maintenance of work areas, is an ongoing requirement with Al-Ikhlas. Radical depar-

tures from conventional dress or personal grooming and hygiene standards are not permitted.

Comments:

Faculty and staff members are required to dress in high standards of modesty.

Employees (male and female) are not allowed to wear shorts on the school’s

premises at any time.

Employees should not wear sheer transparent garments at any time.

Jeans, sweat pants, and sweat shirts are not acceptable in the classroom.

Gym teachers are required to wear long, loose fitting, non transparent pants.

All employees (Muslim or non-Muslim) must comply with the Islamic dress code. Females should

cover their hair at all times. Skirts and dresses should be ankle length.

Hair should be clean, combed, and neatly trimmed or arranged. Shaggy, unkempt hair is not permissi-

ble, regardless of length.

Makeup and jewelry should be kept to a minimal.

Male employees should wear dress shirts with smock or jacket. (ties or collarless white shirts are pref-

erable)

Socks should be worn at all times.

Sideburns, moustaches, and beards should be neatly trimmed.

At its discretion, Al-Ikhlas may allow employees to dress in a more casual fashion than is normally required.

On these occasions, employees are still expected to present a neat appearance and are not permitted to wear

ripped or disheveled clothing, or inappropriate clothing.

Any employee who does not meet the standards of this policy will be required to take corrective action, which

may include leaving the premises. Employees will not be compensated for any work time missed because of

failure to comply with this policy. Violations of this policy could result in disciplinary action.

Behavior of Employees ______________________________2209

Policy:

It is the policy of Al-Ikhlas that certain rules of behavior be adhered to by employees for efficient business op-

erations and for the benefit and safety of all employees. Conduct that interferes with operations, discredits the

school, or is offensive to students, parents, or coworkers will not be tolerated.

Comments:

1 Employees are expected at all times to conduct themselves in a positive manner in order to promote the

best interests of the school. Appropriate conduct includes:

Treating all students, parents, visitors, and coworkers in a courteous manner

Refraining from behavior or conduct that is offensive or undesirable, or which is contrary to the school’s

best interest

The employee agrees to advocate nothing contrary to Islamic beliefs or morality and to conduct him/

herself at all times in such manner as to promote the philosophy and objectives of Al-Ikhlas.

The employee agrees to observe the dress code.

Performs assigned tasks efficiently and in accord with established quality standards;

Reporting to work punctually as scheduled and being at the proper work station, ready for work, at the

assigned time;

Giving proper advanced notice whenever unable to work or report on time

Maintaining cleanliness and order in the workplace and work areas.

2 The following conduct is prohibited and individuals engaged in it will be subject to discipline, up to and in-

cluding termination:

Possessing firearms or other weapons on School property or at school related activities (immediate dis

missal)

Fighting or assaulting a coworker or student (immediate dismissal)

Threatening or intimidating co-workers, students, parents, or guests

Engaging in any form of sexual or other harassment

Reporting to work under the influence of alcohol, illegal drugs, or narcotics or using, selling, dispens-

ing, or possessing alcohol, drugs, or narcotics on the school premises or school related activities

Disclosing of confidential school information

Falsifying or altering any school records, reports, employment applications, medical reports, time re-

cords, expense accounts, or absentee reports

Stealing, destroying, defacing, or misusing Al-Ikhlas property, or another employee’s or student’s property

Misusing Al-Ikhlas communications systems, computers, and telephones

Refusing to follow administrative instructions concerning job-related matters or being insubordinate

Using profanity or abusive language

Wearing improper attire or having inappropriate personal appearance.

The above examples of inappropriate behavior are not intended to be an all-inclusive list. At the administration’s

discretion, any violation of Al-Ikhlas’ policies or any conduct considered inappropriate or unsatisfactory may sub-

ject the employee to disciplinary action. Questions about this policy should be directed to the Principals or Direc-

tor.

Confidential Nature of School Affairs _______________2210

Policy:

It is the policy of Al-Ikhlas that the internal business affairs of the school, particularly confidential information

regarding parents, students, and coworker, that faculty and staff are exposed to, must be kept in the strictest confi-

dence and should not be discussed with anyone unless approved by the school administration. Confidential infor-

mation includes, but is not limited to, academic, health, behavioral, or financial information, such as salary and

compensation data, as well as personal information about parents and their children or coworkers.

Comment:

Remember that by sharing confidential information about students with other faculty members, teachers be-

come guilty of unknowingly labeling children as either “troublemakers” or “well-behaved”, “slow students” or

“bright students”. Knowing the behavioral and academic background of students encourages teachers to form

an opinion of a particular child, before that child has even entered his/her classroom. As many educational

studies have shown, teacher perceptions and expectations strongly affect student performance. In other words,

students who are expected to perform poorly and behave inappropriately will be the ones most likely to do so.

Note: Please check periodically for additional information or revisions.