Employee Handbook 9-2015 - West Side Montessori School

Transcription

Employee
Handbook
2015-2016
Table of Contents
Page
Section 1: PURPOSE AND USE OF HANDBOOK ........................................................................ 1.1 MISSION ....................................................................................................................................... 1.2
EDUCATIONAL PHILOSOPHY ................................................................................................. 1.3 ADMISSION PHILOSOPHY ....................................................................................................... 1.6 WEST SIDE MONTESSORI SCHOOL HISTORY ..................................................................... 1.7 Professional Memberships and Accreditations ...................................................................... 1.7 Traditions and Annual Events at West Side Montessori School ........................................... 1.7 SCHOOL ADMINISTRATION .................................................................................................... 1.8 ADMINISTRATION CONTACTS ............................................................................................. 1.10 THE FACULTY MEMBER'S ROLE AT WEST SIDE MONTESSORI SCHOOL .................. 1.12 Overview .............................................................................................................................. 1.12 Requirements ....................................................................................................................... 1.12 Responsibilities .................................................................................................................... 1.12 THE CLASSROOM .................................................................................................................... 1.13 Teacher's Role on the Gym/Roof ......................................................................................... 1.13 Administering Student Discipline ........................................................................................ 1.13 Field Trips ............................................................................................................................ 1.13 Communication With Parents and Others ............................................................................ 1.14 SCHOOL GOVERNANCE AND ORGANIZATION ................................................................ 1.15 Board of Trustees ................................................................................................................. 1.15 Role of the Board ................................................................................................................. 1.15 Role of the Head Of School ................................................................................................. 1.15 Role of the Faculty Representative ...................................................................................... 1.15 Board of Trustees 2015–2016 .............................................................................................. 1.15 Section 2: NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY .............................. 2.1 EQUAL EMPLOYMENT OPPORTUNITY................................................................................. 2.1 ADA/DISABILITY ACCOMMODATION .................................................................................. 2.1 UNLAWFUL HARASSMENT (INCLUDING SEXUAL HARASSMENT) .............................. 2.2 Overview ................................................................................................................................ 2.2 Harassment Definition ........................................................................................................... 2.2 Sexual Harassment ................................................................................................................. 2.3 Filing a Harassment Complaint With the School................................................................... 2.3 Investigations ......................................................................................................................... 2.4 Consequences ......................................................................................................................... 2.4 Non-Retaliation ...................................................................................................................... 2.4 Bad Faith Claims .................................................................................................................... 2.4 WHISTLEBLOWER AND NON-RETALIATION POLICY ...................................................... 2.5 Purpose ................................................................................................................................... 2.5 The Policy .............................................................................................................................. 2.5 Making a Disclosure .............................................................................................................. 2.5 No Retaliation ........................................................................................................................ 2.6 Record Retention Policy ........................................................................................................ 2.6 Administration of the Whistleblower Policy ......................................................................... 2.6 DOCUMENT RETENTION POLICY .......................................................................................... 2.7 CREDIT CARD POLICY.............................................................................................................. 2.7 CONFIDENTIALITY .................................................................................................................... 2.7 Section 3: EMPLOYMENT PRACTICES........................................................................................ 3.1 EMPLOYMENT STATUS ............................................................................................................ 3.1 At-Will Employment.............................................................................................................. 3.1 Employment Contracts for Faculty ........................................................................................ 3.1 Contract Cycle and Timing .................................................................................................... 3.1 EMPLOYMENT CLASSIFICATIONS ........................................................................................ 3.2 Full-time and Part-time .......................................................................................................... 3.2 Non-Exempt and Exempt ....................................................................................................... 3.2 IMMIGRATION LAW COMPLIANCE ....................................................................................... 3.3 PAY PERIODS .............................................................................................................................. 3.3 Direct Deposit ........................................................................................................................ 3.3 PAYROLL DEDUCTIONS........................................................................................................... 3.3 Required Withholding ............................................................................................................ 3.3 Voluntary Withholdings ......................................................................................................... 3.4 Annual W-2 Statement ........................................................................................................... 3.4 ATTENDANCE AND PUNCTUALITY ...................................................................................... 3.5 Call-in Procedure ................................................................................................................... 3.5 Consequences ......................................................................................................................... 3.5 After-hours Events ................................................................................................................. 3.5 FACULTY PERSONAL DAYS AND SICK DAYS .................................................................... 3.6 ORIENTATION PERIOD ............................................................................................................. 3.6 EMPLOYEE DRESS CODE ......................................................................................................... 3.6 RELIGIOUS OBSERVANCES..................................................................................................... 3.6 SCHOOL CALENDAR, EVENTS, AND MEETINGS................................................................ 3.6 Calendar of Events ................................................................................................................. 3.6 FACULTY MEETINGS ................................................................................................................ 3.7 FACULTY DAYS ......................................................................................................................... 3.7 COMMUNICATION WITH THE PRESS OR MEDIA ............................................................... 3.8 INTELLECTUAL PROPERTY AND COPYRIGHT OWNERSHIP........................................... 3.8 PERSONNEL RECORDS AND CHANGE OF STATUS ........................................................... 3.8 Confidentiality of Employee Records .................................................................................... 3.8 Change of Status .................................................................................................................... 3.8 PERSONAL AND PROFESSIONAL REFERENCES (EMPLOYEES)...................................... 3.9 Letters or Telephone References............................................................................................ 3.9 Process ................................................................................................................................... 3.9 Employment Verifications ..................................................................................................... 3.9 OUTSIDE EMPLOYMENT .......................................................................................................... 3.9 RESIGNING YOUR POSITION................................................................................................. 3.10 Notice Period........................................................................................................................ 3.10 Exit Interview ....................................................................................................................... 3.10 Removal of Electronic Access ............................................................................................. 3.10 Section 4: PRINCIPLES OF CONDUCT ......................................................................................... 4.1 PERSONAL CONDUCT (PROHIBITIONS) ............................................................................... 4.2 CONFLICTS OF INTEREST ........................................................................................................ 4.3 Gifts, Favors, and Entertainment Received by School Employees........................................ 4.3 Conflicts of Interest ................................................................................................................ 4.3 Employee Gift Acceptance .................................................................................................... 4.3 Confidential Information........................................................................................................ 4.3 COMMUNICATION AND OPEN DOOR POLICY .................................................................... 4.4 General Policy Questions ....................................................................................................... 4.4 EMPLOYMENT OF FAMILY MEMBERS ................................................................................. 4.4 ACCEPTABLE USE OF INTERNET, EMAIL, AND NETWORK RESOURCES .................... 4.5 Cell Phones and Text Messaging ........................................................................................... 4.5 Message Content .................................................................................................................... 4.5 SOCIAL MEDIA GUIDELINES .................................................................................................. 4.6 Policy Regarding Faculty and Staff Use of Social Media ..................................................... 4.6 Viruses and Attachments ....................................................................................................... 4.8 Policy Violations .................................................................................................................... 4.8 DRUG, ALCOHOL AND SUBSTANCE ABUSE POLICY........................................................ 4.8 Alcohol at School-Sponsored Events ..................................................................................... 4.8 Confidential Assistance.......................................................................................................... 4.8 Section 5: PERFORMANCE EVALUATION AND PROFESSIONAL DEVELOPMENT ........... 5.1 PERFORMANCE EVALUATION ............................................................................................... 5.1 General Overview .................................................................................................................. 5.1 Frequency of Observation and Evaluation ............................................................................. 5.1 The Evaluation Cycle ............................................................................................................. 5.1 CORRECTIVE ACTION .............................................................................................................. 5.2 Section 6: EMPLOYEE BENEFITS ................................................................................................. 6.1 GROUP HEALTH INSURANCE ................................................................................................. 6.1
LIFE INSURANCE ....................................................................................................................... 6.2
DISABILITY ................................................................................................................................. 6.2 TUITION REIMBURSEMENT .................................................................................................... 6.3 PROFESSIONAL DEVELOPMENT ............................................................................................ 6.4 Requirement of the American Montessori Society for Certified Teachers ............................ 6.4 WSMS Procedure for Reimbursement ................................................................................... 6.4 FACULTY AND STAFF CHILDREN TUITION (FINANCIAL AID) ....................................... 6.4 CONTINUATION OF BENEFITS (COBRA) .............................................................................. 6.5 MEDICAL INFORMATION PRIVACY UNDER HIPAA .......................................................... 6.5 PENSION PLAN ........................................................................................................................... 6.6 SALARY REDUCTION PLAN (403(b)) ...................................................................................... 6.6 CULTURAL FUND ...................................................................................................................... 6.6 MENTAL HEALTH CONSULTATION SERVICES .................................................................. 6.6 Section 7: LEAVES OF ABSENCE ................................................................................................. 7.1 FAMILY AND MEDICAL LEAVE ACT (FMLA)...................................................................... 7.1 Overview ................................................................................................................................ 7.1 Eligibility ............................................................................................................................... 7.1 Reasons for Leave .................................................................................................................. 7.1 Definitions .............................................................................................................................. 7.1 Maximum Period of Leave .................................................................................................... 7.3 Spouses Both Working for the School ................................................................................... 7.3 Special Provisions for End-of-Semester Leaves for Faculty ................................................. 7.4 Notice of Leave .............................................................................................................................. 7.4 Pay During Leave Period ....................................................................................................... 7.4 Procedure ............................................................................................................................... 7.5 Job Reinstatement .................................................................................................................. 7.5 Health Insurance Coverage During Leave ............................................................................. 7.5 Intermittent Leave .................................................................................................................. 7.5 Health Certification ................................................................................................................ 7.5 Exceptions .............................................................................................................................. 7.6 Notice: U.S. Department of Labor ......................................................................................... 7.6 Additional Information .......................................................................................................... 7.6 JURY SERVICE ............................................................................................................................ 7.7 Eligibility ............................................................................................................................... 7.7 Pay During Leave................................................................................................................... 7.7 Benefits During Leave ........................................................................................................... 7.7 Procedure ............................................................................................................................... 7.7 Special Situations ................................................................................................................... 7.7 BEREAVEMENT LEAVE ............................................................................................................ 7.7 MEDICAL OR PERSONAL LEAVE OF ABSENCE (NON-FMLA) ......................................... 7.8 Purpose ................................................................................................................................... 7.8 Procedure ............................................................................................................................... 7.8 Approval................................................................................................................................. 7.8 Pay, Benefits, and Job Protection During Leave ................................................................... 7.8 WORKERS' COMPENSATION LEAVE AND INJURY REPORTING..................................... 7.8 VOTING LEAVE .......................................................................................................................... 7.9 BONE MARROW DONATION LEAVE ..................................................................................... 7.9 BLOOD DONATION LEAVE ...................................................................................................... 7.9 NURSING MOTHERS .................................................................................................................. 7.9 UNPAID LEAVE FOR STUDENT TEACHING ......................................................................... 7.9 Section 8: OFFICE POLICIES AND PROCEDURES ..................................................................... 8.1 EXPENSE REIMBURSEMENT ................................................................................................... 8.1 MAIL, PHONE CALLS, AND FAXES ........................................................................................ 8.1 FORMS .......................................................................................................................................... 8.1 Section 9: HEALTH, SAFETY, AND SECURITY.......................................................................... 9.1 HEALTH AND SAFETY .............................................................................................................. 9.1 EMERGENCIES............................................................................................................................ 9.1 BUILDING SECURITY ................................................................................................................ 9.1 SAFE HAVEN ............................................................................................................................... 9.2 Procedures .............................................................................................................................. 9.2 PETS AT SCHOOL ....................................................................................................................... 9.2 PERSONAL PROPERTY ............................................................................................................. 9.2 SMOKING AT SCHOOL.............................................................................................................. 9.3 REQUIREMENTS FOR NEW AND RETURNING EMPLOYEES............................................ 9.3 MANDATED TRAININGS .......................................................................................................... 9.3 MANDATORY REPORTING PROCEDURES FOR CHILD ABUSE AND MALTREATMENT9.4 Definitions:............................................................................................................................. 9.4 Procedure: .............................................................................................................................. 9.5 MAINTENANCE REQUESTS ..................................................................................................... 9.6 LEAVING CAMPUS DURING THE SCHOOL DAY ................................................................ 9.6 FIRE/SAFETY DRILLS ................................................................................................................ 9.7 Procedure to be Followed by Classroom Teachers ................................................................ 9.7 HANDLING OF CONFIDENTIAL INFORMATION ................................................................. 9.8 Definition of Confidential Information .................................................................................. 9.8 Storage ................................................................................................................................... 9.8 Computer Security ................................................................................................................. 9.8 Disposal of Records ............................................................................................................... 9.8 Transmission of Data ............................................................................................................. 9.8 LEGAL AND CUSTODY DISPUTES ......................................................................................... 9.9 SEVERE WEATHER CLOSINGS AND OTHER EMERGENCIES ........................................ 9.10 Reporting to Work ............................................................................................................... 9.10 BLOOD-BORNE PATHOGEN EXPOSURE POLICY ............................................................. 9.10 Section 10: Teacher Appreciations.................................................................................................. 10.1 West Side Montessori School Employee Handbook
1.1
Section 1:
PURPOSE AND USE OF HANDBOOK
This handbook is designed to acquaint you with West Side Montessori School ("WSMS" or the
"School") and provide you with information about working conditions, employee benefits, and policies
affecting your employment. It contains general statements of WSMS policy, which the School reserves
the right to apply at its sole discretion based on the facts of individual situations (or in consideration of
other factors it deems pertinent) and in preservation of the best interests of the School. All employees
should be aware that violation of WSMS policies and procedures may subject the employee to corrective
action, up to and including termination of employment.
No employee handbook can anticipate every circumstance or question about policy. The School reserves
the right to revise, supplement, or rescind any policies or portion of the handbook from time to time, as it
deems appropriate and at its discretion.
WSMS continually strives to maintain excellent communications with all faculty and staff members. We
work hard to keep the manual up to date and to keep all employees informed as policy changes occur
from time to time during the normal course of business. This edition of the handbook replaces and
supersedes all prior versions. Please understand, however, that there may be times when policy will
change (at the sole discretion of the Head of School and Board of Trustees, as may apply) before the
written document can be revised and distributed to all employees.
Please understand that WSMS is an employer in the state of New York and must comply with federal,
state, and local laws affecting both employees and employers. In doing so, we realize that there may be
sections and policies in this handbook that may not "feel like" the School or environment with which you
are familiar at WSMS. The School leadership is sensitive to, understands, and acknowledges this
potential feeling among employees. However, we ask all employees to kindly understand that, legally
and morally, we must abide by the laws and regulations of the greater society in which we live. We
appreciate your understanding of our need to be in compliance with the law and thank you for your
support in helping West Side Montessori School operate effectively in the best interests of our students,
stakeholders, and community members at large.
The handbook does not constitute a contract of employment and does not create any express or implied
promises to you or guarantee any fixed terms. Nothing in the handbook, or in any other written and/or
oral statement of WSMS is intended to modify the "employment at will" relationship in any way.
Employment at will means that either you or WSMS may terminate the employment relationship for any
reason or no reason, at any time, with or without notice.
Our Mission
...where to begin a lifetime of learning
Since 1963, West Side Montessori School has provided an exceptional early childhood
education within a welcoming and richly diverse community. Here, children are nurtured,
families find friendship and support, faculty can flourish. We embody the best practices that
have evolved in early childhood and Montessori education, and as a community of learners,
we use the process of self-reflection to continually improve what we know and what we do
to best support our students. We share our growing understanding of early childhood
education and our findings with parents and with the broader educational
community. Our mission is made feasible by our outstanding faculty and
is further enhanced by our internationally recognized teacher
education program.
Living our Montessori
philosophy.
In every aspect of our interactions
with children and with adults, we
emphasize respect, competency,
initiative, responsibility,
self-management, and the ability
to view experiences from different
perspectives. At WSMS, we
provide children with the
prepared environment, skills, and
positive attitudes to become
self-directed learners, flexible
thinkers, creative problem solvers,
resilient individuals, and empathic
citizens.
Actively involving families
in their children’s
educational lives.
We continually provide
opportunities for parents to
participate, ask questions, learn,
and get support. By establishing
and maintaining a strong
home-school connection, we help
families better understand their
children’s unique capabilities in
order to become knowledgeable
and effective advocates for their
children. At WSMS, we emphasize
our relationship with parents as
partners in the process of
developing lifelong learners.
Modeling our belief in the
Continually building on our
importance of diversity.
knowledge of child
We believe that a community
development and
that is truly diverse in every
Montessori education.
sense—cultural, ethnic,
economic—allows children to
broaden their understanding of
themselves and the world around
them in an atmosphere of
inclusion and respect. At WSMS,
diversity is not a goal; it is the
way we live.
Through holistic learning and
teaching opportunities (including
professional development
seminars, visiting scholars, travel,
reflective practices, our student
teaching program, and our on-site
weekend Montessori teacher
education program), we enrich our
faculty’s development, the
benefits of which are experienced
firsthand by the children. At
WSMS, our position as a resource
for the worldwide early childhood
teaching community informs
our high standards and
ensures the best
educational
beginning for
children.
West Side Montessori School Employee Handbook
1.3
EDUCATIONAL PHILOSOPHY
Our programs and practices are based on the philosophy and pedagogy of Maria Montessori, a pioneer
educator and a keen observer of child development. Working early in the twentieth century, Dr.
Montessori recognized the importance of each child's early experiences to the development of a healthy,
responsible adult. She believed that the potential within each child must be carefully nurtured by caring
adults. By working collaboratively parents and teachers can create rich, exciting, engaging
teaching/learning environments in which each child can develop a positive self image, positive
dispositions to learning, friendships and social competencies, autonomy, and physical, social, and
cognitive competencies in all areas.
Montessori's approach to education aims to develop each child's full range of abilities and talents while
simultaneously celebrating his or her uniqueness and cultural background. The goal of Montessori
education is the development of autonomous and competent, caring and empathetic, responsive and
responsible, adaptive citizens—life-long learners and problem-solvers. Respect, competency, selfinitiative, responsibility, self-management, and the ability to view experiences from different
perspectives are highly valued.
WSMS is accredited by the American Montessori Society (AMS). AMS has been the mainstay for
Montessori Education in the United States. AMS is responsible for ensuring the integrity of Montessori
Education and for helping to incorporate the Montessori approach into the framework of American
education. The American approach to Montessori education is vital, eclectic and effective for the urban
child. Our accreditation status recognizes that as a community, we are engaged in a continuous cycle of
school improvement. We are also accredited by the New York State Association of Independent Schools
(NYSAIS) and Middle States.
What are some of our principles and practices?
Each child goes through sensitive periods—times when she or he experiences an inner drive, a
passion, to do and understand a process, such as the characteristics of water, sounds of letters, or
relationships of shapes. Montessori observed that learning is most thorough, concentration most
intense, and enthusiasm most eager when a child can pursue, with endless repetition if she or he
wishes, activities in which she or he is interested. Allowed both time and space to explore at his
or her own pace, each child develops his or her intellectual potential while acquiring a positive
attitude and disposition toward learning.
Learning is interrelated and contextual. Teachers need a deep understanding of child development
and of the Montessori curriculum in order to design functional, interactive, effective learning
environments. Young children learn mainly through active involvement in concrete, meaningful
experiences—sometimes alone, but more often with classmates and/or adults. Only as children
grow older does learning become more abstract and less hands-on, less experiential. And
language is key to children's learning. We fill our classrooms with talk about people, events, ideas
and plans. Children talk to learn, negotiate, collaborate, and express their dreams, needs, and
ideas.
Children are most comfortable in a carefully prepared environment where consistency, kindness
and dependability are the norms, where each object has its place, and where activities are
performed in an orderly, relaxed manner. In such an atmosphere, the confusions in children's lives
are minimized and they become comfortable making choices; they are able to immerse
themselves in their work.
1.4
Classroom activities are designed to encourage autonomy, involvement, and risk-taking. Active
involvement with engaging, functional tasks encourages the development of problem solving
strategies and a positive disposition toward "figuring things out"—two key elements needed in all
endeavors. The materials in the classroom are continually revised and expanded in response to the
changing needs and interests of the children.
•
Montessori materials are hands-on, interactive, multi-sensorial, concrete activities. They are designed to
help the child learn how to learn. They focus on the development of skills and concepts. They also
provide opportunities for children to integrate their learning. Literacy and math are natural components of
all activities and, indeed, of classroom life. The foundation of intellectual knowledge is embedded in
Practical Life and Sensorial activities.
•
Practical Life materials enable the child to learn how to care for her or himself and the environment.
These activities, such as hand washing, buttoning, sweeping, and polishing, enable the child to become an
independent, responsible, and caring member of society.
•
Sensorial materials are designed to develop the child's perceptual abilities and refine his or her
observation skills.
•
Children quite naturally explore math, science, and language arts materials. Literacy and numeracy are
natural components of all activities and of classroom life. Open-ended materials, such as blocks, sand,
dramatic play, Lego and other manipulatives, and art media, are also components of the Montessori
curriculum. They encourage exploration and self-expression while allowing the child to impose his or her
unique organization upon the process. In addition, the perspectives embedded in science, social studies,
music, and movement stream through the curriculum. Throughout the year materials are revised and
expanded in response to the children's changing needs and interests.
The Montessori teacher functions as a facilitator and guide. She or he designs the physical environment
and materials and sets the psychological tone of acceptance and trust. She or he offers specific instruction
when appropriate while encouraging the children to set their own standards and to take risks. Montessori
teachers must be very well prepared. They need a deep understanding of both child development and the
Montessori curriculum as well as excellent observational and communication skills and the ability to
carry out classroom research projects. At WSMS we create a collegial milieu which supports ongoing
professional development.
The social and emotional growth of each child cannot be separated from his or her intellectual growth.
Children learn through interaction with each other. They listen to one another, play/work together, help
each other, and participate in group activities.
Classes are mixed groupings of children. We have classes of 3-6 year old children and Twos
classrooms. Multi-aged groupings enable children to learn from one another and develop positive selfimages. We believe that having an ethnic, social, and economic mix is vital to our children's education.
Classrooms integrated by sex, age, race, ethnicity, economic status, life styles, and individual
temperaments prepare children to live with and respect the diversity found in our society. We seek to
create a non-judgmental learning environment; a community of people (children and adults) learning and
sharing together.
1.5
The Montessori approach is based on the following beliefs:
•
Respect is at the core of the Montessori philosophy—respect for each person (child and adult), for life,
and for the environment. Respect for children's individuality and rights sets the stage for trusting
relationships. We believe that trust is essential for learning to take place.
•
A holistic view of the child. Dr. Montessori viewed each human as a uniquely endowed whole individual
living a whole life in a whole world. This holistic perspective construes each individual's personal,
educational, social, and work lives as intertwined and inseparable. Similarly, self, family, neighborhood,
and global community are seen as interconnected. To tease out any one component as more important is
artificial and unproductive. In the School, parents, teachers/staff, and children work collaboratively for the
benefit of all members.
•
Development varies in each individual and, therefore, each child must be allowed to progress at his or
her own rate. Individuality is celebrated and nurtured.
•
Learning and growth are viewed as synonymous with living; and knowledge and knowers are construed as
inextricably bound. Learning is an ongoing, dynamic process of self-construction within a social context.
It is a transactional process which affirms collaboration and community; participants teach and learn from
one another.
•
An understanding that the learning process takes place through multi-sensorial, interactive, social
learning, contextually-based experiences, and that the process interrelates the physical, social, emotional,
and cognitive domains.
•
Learning takes place within a social context as children negotiate, interact, and collaborate with each other
and with adults. All participants teach and learn from one another.
•
The goal of education is the development of an independent, competent, caring, responsible individual.
We believe that the Montessori approach supports attitudes and behaviors needed today as well as those
that will be needed in the future. These include: personal empowerment and cultural pluralism; global
thinking and ecological awareness; flexibility and adaptability; creativity and innovation; respect, caring,
and responsibility; and competencies of all kinds.
1.6
ADMISSION PHILOSOPHY
In alignment with our mission, our admission philosophy is to actively seek diversity in our
student/parent body. We admit students of any race, color, creed, national and ethnic origin to all the
rights and privileges, programs and activities generally accorded or made available to students in the
School. We do not discriminate on the basis of race, color, creed, gender, national and ethnic origin, or
any other categories protected by law, in our admissions procedures, educational policies, financial aid
programs, and all other WSMS administered procedures and programs.
We seek children/families who wish to take advantage of our programs. In our admissions process we
look for parents/guardians whose educational goals for their children are compatible with our philosophy
of education and who, themselves, want to become involved in our Parents Associations programs.
Typically, more than twenty percent of our incoming students are siblings or legacies. Sibling and legacy
applicants are considered first and given preference, but admission is not guaranteed. Parents of siblings
who request early decision are notified according to the Independent Schools Admissions Association of
Greater New York (ISAAGNY) guidelines. Most new applicants apply to WSMS because they have
heard about our excellent reputation through other parents and professionals. Others learn about the
School through the American Montessori Society, various independent school directories, or the Parents
League.
After Labor Day each year, families can submit an application online from our website. There are four
steps to our admissions process. Parents (1) submit an application. We ask parent(s), without their
child(ren), (2) to observe classes in progress. Parents (3) make an interview appointment to meet with a
member of our parent admissions committee and (4) for their child to participate in Group Child Visit
facilitated by our faculty. Parents also have the option to attend an evening Open House.
The classroom observation consists of a tour of the facilities and 10+ minute visits to two classes in
session followed by an information session conducted by the Director of Admissions. At the evening
Open House parents may again tour the physical plant, meet current Board members and teachers, and
attend a presentation by the Head of School on the mission and educational philosophy of the School.
Both visits allow ample time for questions and responses.
After review and evaluation of applicants' files, decisions are made by the Director of Admissions.
Notification is given to all applicants who have completed the application process by the dates agreed
upon by ISAAGNY.
The child's readiness for our program is the most important criterion. We also consider the parents' desire
to contribute their time and efforts to the WSMS community and the parents' understanding of and
commitment to the School's mission.
The acceptance letters contain a request for a reply and a contract. The signed contract and a deposit are
submitted by the date specified by ISAAGNY. Financial aid applications are reviewed by the Financial
Aid Committee, which determines the amount of the grant. The financial aid contract specifies the
amount of their grant. Financial Aid families are not required to pay an application fee.
1.7
WEST SIDE MONTESSORI SCHOOL HISTORY
West Side Montessori School was founded in 1963 by five couples (Gil and Sarah Burke, Boker and
Susanna Doyle, Larry and Olivia Huntington, Fritz and Marian Schwarz, and Joe and Bay Wasserman)
who together envisioned an early childhood school on the Upper West Side that would provide an
exceptional, innovative Montessori education for a richly diverse mix of families. The School opened
with one morning class of fifteen children and Elizabeth Hopkins, a Montessori teacher, in a room in the
Frederick Douglass Houses on Columbus Avenue at 104th Street. As enrollment grew, the School moved
from one rented space to another while searching for a permanent location. In the spring of 1974, thanks
to the foresight and expertise of our trustees, the School bought the double brownstone at 309 West 92nd
Street that remains our home today. Over the years, we have expanded our footprint to the last allowable
inch, added a rooftop outdoor play space and refurbished the building from top to bottom; all our
classrooms underwent an extensive "green" renovation in the summer of 2009; in 2015 we improved our
gym to make a flexible space that can be used by children during the day and transformed into an adult
learning space on evenings and weekends, for use by the students in our Montessori teacher education
program. Since 1963, the student body has grown from 15 children to more than 200 and the number of
teachers has grown from one to more than forty. Our own early childhood Montessori teacher
certification program (WSMS-TEP) has nearly doubled in recent years, now educating more than 50
Infant Toddler and Early Childhood student teachers each year—but the ideals on which the School was
founded are still very much intact.
1.
2.
Professional Memberships and Accreditations
•
We are accredited by the American Montessori Society (AMS), the New York State Association
of Independent Schools (NYSAIS), and the Commission on Elementary Schools of the Middle
States Association of Colleges and Schools (MSA-CES)
•
We are members of the Independent Schools Admissions Association of Greater New York
(ISAAGNY), the National Association for Independent Schools (NAIS), and the Parents League.
•
We are licensed by the New York City Department of Health
•
We are chartered by the New York State Board of Regents as an independent, not-for-profit
educational corporation
Traditions and Annual Events at West Side Montessori School
We celebrate several events throughout the School year that are part of the very fabric of the School,
including:
Opening School Night
Fall Festival
Book Fair
Board/Faculty Dinner
Curriculum Night
Auction
End-Of-Year School Picnic
1.8
SCHOOL ADMINISTRATION
Mimi Basso, Head of School, mbasso@wsmsnyc.org, is responsible for management of the entire
School. The Head is the Board's sole employee and is empowered to address all operational matters such
as student enrollment, academics, finances, advancement, hiring and termination of personnel, and
supervision of administration to carry out the operations of the School. The Head of School is responsible
to the Board of Trustees for day-to-day administration of the School. She implements the broad
educational policies set forth by the Board, and assists the Board in articulating these policies. She acts
within the financial parameters set by the Board, as documented by the approved annual budget. The
Head determines the methods for carrying out Board policies, creates operational procedures, oversees
the business operations, develops, evaluates and provides leadership for the educational programs,
orchestrates external relationships, and above all has responsibility for the day-to-day operation of
WSMS.
Matthew Bloom, Chief Financial Officer, mbloom@wsmsnyc.org, is responsible for the financial
operations of the School, including the operations of the business office, strategic financial planning,
investment strategy and risk management.
Desiree Care, Business Analyst, dcare@wsmsnyc.org, monitors and ensures that all employee and
children's files are complete and in strict compliance with our licensing agency and works closely with
the School administration concerning operational and business needs.
Sarah Eson, Advancement Associate, seson@wsmsnyc.org, provides reporting, database, and gift
management for school advancement and general support to the Head Of School.
Sarah Gillman, Early Childhood Specialist, 212-662-8000, is available to work with parents, teachers,
and administration. She brings extensive knowledge of human behavior and family and interpersonal
relationships. She spends time in our classrooms and is trained to observe and to listen.
Barbara Grant, Director Of Operations, bgrant@wsmsnyc.org, is responsible for the day-to-day
building management of the School, including the safety and maintenance of the building and food
service.
Leah Leicht, Early Childhood Specialist, lleicht@wsmsnyc.org, is available to work with parents,
teachers, and administration. She brings extensive knowledge of human behavior and family and
interpersonal relationships. She spends time in our classrooms and is trained to observe and to listen.
Judy Lyons, Director Of Admissions, jlyons@wsmsnyc.org recruits mission-appropriate students and
manages the admissions and financial aid process. She also monitors the enrollment and re-enrollment of
students. The director of admissions also serves as support for the parents association.
Melissa Mack, Associate Head Of School For Finance And Administration, mmack@wsmsnyc.org, is
responsible for the business office operations including bookkeeping and financial analysis. She oversees
all vendor contracts and is responsible for human resources policies, benefits, food service and all aspects
of facilities. She also provides administrative support to the director of admissions.
Lisanne Pinciotti, Director, WSMS-TEP, lpinciotti@wsmsnyc.org, is responsible for administering the
West Side Montessori School's Teacher Education Program (WSMS-TEP).
1.9
Cynthia Solis, Front Desk Receptionist, reception@wsmsnyc.org, greets children and parents, attends to
visitors, ensures the safety and security of our building, monitors and tracks student information, and
addresses general phone and in person inquiries from parents and the general public.
Amy Stoney, Front Desk Receptionist, reception@wsmsnyc.org, greets children and parents, attends to
visitors, ensures the safety and security of our building, monitors and tracks student information, and
addresses general phone and in person inquiries from parents and the general public.
Brian Walowitz, Technology Support Specialist, techsupport@wsmsnyc.org, provides technical support
to faculty and administrative staff.
1.10
ADMINISTRATION CONTACTS
Please immediately see Barbara Grant (Director of Facilities, bgrant@wsmsnyc.org) if…
•
there is a safety issue/concern ANYWHERE in the building
•
there is ANYTHING broken or not working properly
•
you notice we are low/out of standard supplies or you need supplies that are not in the supply area of the
basement (silverware, glasses, thermometer for refrigerator, light bulbs)
•
you need clarification about the DOH REQUIREMENTS regarding serving and storing
milk/snack/lunch/supper
•
you have questions about cleaning or maintenance (classroom is not being properly cleaned, despite the
fact that you have cleared the floor, put chairs on tables, and made it possible for the cleaning company to
be successful, or you have an unusual cleaning or maintenance issue that requires additional attention)
Please contact Mimi Basso (Head of School, mbasso@wsmsnyc.org) if…
•
a child is hurt or sick (you can also see Judy) prior to calling parent
•
there is a pick-up issue
•
you need classroom coverage
•
your team needs to reschedule a Team/Admin meeting
•
you want to know what professional development opportunities are available
•
you have a question about newsletters, bulletin boards, or classroom materials
•
you have a question about a request for personal/professional days
•
you become aware of a significant issue (moving, new job, loss of job, sickness, accident, separation,
death, new baby) in a family's life or in the School of which she should be aware
•
you have questions/concerns about your responsibility as a Mandated Reporter
•
you are approached by a member of the press/media for a comment on anything related to WSMS, its
families, or faculty
•
you need clarification about professional roles and responsibilities or WSMS policies
•
you'd like to share an AHA! moment, something you learned, debate a topic, or discuss your teaching
practice
•
you have suggestions on how we can improve experiences for children, teachers, or parents
•
you can't get an answer to any of your other questions!
Please contact Judy Lyons (Admissions Director, jlyons@wsmsnyc.org) if…
•
you would like to request a room for a meeting
Please contact Margot Mack (Art Specialist and LAP Head Teacher, lap@wsmsnyc.org) if…
•
you need an idea
•
you need art supplies
•
before you begin your auction project
•
to share information about LAP children
1.11
Please see Sarah Gillman or Leah Leicht (Early Childhood Specialists, lleicht@wsmsnyc.org) if…
•
you have a concern or question about a child's behavior/development
•
you would like either one to observe in your classroom to provide feedback or strategies
•
you need language to speak to a parent about a concern or issue
•
you need language to speak to a colleague about a concern or issue
•
you need help completing the report for a Board of Ed. Evaluation
Please contact Desiree Care (Business Analyst, dcare@wsmsnyc.org) if…
•
you need or have information about a child's file or medical record (emergency medications, allergies,
contact information, emergency contacts)
•
you need new class lists or allergy lists
•
you need to know when your medical/required trainings expire
•
you need to update your personal contact information or emergency contacts
Please contact Melissa Mack (Associate Head of School for Finance and Administration, mmack@wsmsnyc.org)
if…
•
you have looked online and still have a question about health insurance, COBRA, or disability
•
you have looked online and need clarification about payroll, transit checks, cultural fund, or tuition
reimbursements
•
you have submitted a reimbursement form more than 10 days ago and did not receive reimbursement
•
you have questions about how many sick/personal days you have used
•
you need office supplies
Please contact Brian Walowitz (Technology Support Specialist, bwalowitz@wsmsnyc.org) if …
•
you have questions about the school’s printers, computers, or iPads
Please contact Sarah Eson (Advancement Associate, seson@wsmsnyc.org) if…
•
you have updated contact information for alumni or faculty/staff emeriti who would like to stay in touch
with WSMS
•
you have a question about your donation to WSMS
Please contact Patricia Luciani (Communications, pluciani@wsmsnyc.org) if…
•
you have an idea for a story for Great Beginnings or are doing something in your class that you would like
to share/have documented
•
for help with "Wow Statements" or help with communication with parents or colleagues
1.12
THE FACULTY MEMBER'S ROLE AT WEST SIDE MONTESSORI SCHOOL
1.
Overview
It is the responsibility of the teacher to create a classroom environment that supports the School's
mission. Living up to the mission of WSMS entails that we work in relationships of collegiality.
Therefore it is reasonable to insist on a high degree of mutual professional and personal respect and for a
high level of mutual support.
We value teachers, staff and volunteers actively participating in discussions of decisions affecting them.
We value diversity in perspectives leading to a deeper understanding of organizational reality and an
enriched knowledge base for decision-making. We value employees resolving conflict in a healthy way
that leads to stronger solutions for complex issues. We value employees reflecting on their own and
others' thinking in order to achieve better organizational decisions.
2.
Requirements
The teacher must be in a state of health, (emotionally and physically) that will allow her/him to properly
care for young children. This includes having the strength and flexibility to lift an average child of this
age, to be able to work with a child on the floor or at a child-size table, and to physically assist a child in
the restroom or on the playground. In compliance with ADA requirements (see Disability
Accommodation Policy), the School will consider reasonable accommodations for candidates or
employees in these (and all) positions.
3.
Responsibilities
It is the responsibility of the teacher to:
•
commit to professional growth and renewal on an ongoing basis
•
set guidelines to promote a positive self-image in each child
•
respect the rights and dignity of each child
•
provide a stimulating learning environment for each child
•
exhibit enthusiasm for the topics he/she teaches
•
collaborate as a team player with teaching colleagues and administrators
•
partner with parents, communicating effectively and frequently with them
•
market the School by a willingness to showcase his/her teaching and to communicate with
prospective families
•
support the School's activities by attending them
•
complete required professional development via workshop attendance, visiting of others' classes
and schools, etc.
•
learn new skills as changing pedagogy dictates
•
model self-disciplined and ethical behavior
•
dress professionally
1.13
THE CLASSROOM
The teacher will:
1.
•
accept responsibility for an orderly and neat classroom during the School hours
•
accept responsibility for keeping all common areas neat and orderly
•
acknowledge the inappropriateness of sarcasm and agree not to use it with students or colleagues
•
complete CPR, first aid, mandated reporter training, and all trainings required by our licensing
agency
•
complete Aspire registration when hired and update annually
•
keep bulletin boards current, covered with children's work and/or information for parents, and
change the hall bulletin board at least once monthly
•
inform the Head of the progress of students and concerns about students
•
keep daily attendance and developmental records
•
submit children's reports on time and in a professionally responsible manner
•
strictly comply with all health and safety guidelines
•
keep up to date notes on all children
Teacher's Role on the Gym/Roof
Large motor play is an important part of the School's program. All classroom teachers should remain
with the students on the playground or on the roof. Teachers should be moving from one group to another
and using this time to assess the students' physical skills. The teacher's main responsibility is to interact
with and keep children safe.
2.
Administering Student Discipline
Teachers are expected to handle disciplinary problems in a positive and prompt manner. Under no
circumstances should corporal punishment or demeaning language be used with students. Children are
never isolated and food/water is never withheld as a means of discipline. The Head should be notified of
any ongoing concerns.
3.
Field Trips
Field trips can be an important opportunity for the students to extend their learning experiences. All field
trips must be approved by the Head of School, and the proper paperwork must be completed, before the
trip is announced to classroom parents.
4.
1.14
Communication With Parents and Others
The School expects all teachers to conduct a beginning of the year conference and two additional face-toface scheduled conferences per year. In addition, our policy is to inform parents of any injuries that
happen to their child during the day. Telephone calls and e-mail correspondence must be replied to
within 24 hours. Phone logs and email logs must be maintained.
Emails with parents should be limited to quick and short correspondence, such as scheduling
appointments or upcoming events. Emails must be sent before or after class time. Emails sent to the
entire parent body need to be approved by Administration and can only be sent through the office.
During the School day, it is unusual to call parents. Parents ARE called during the day when a child has
sustained an injury and follow-up with a doctor is advised. We have called parents during the day to let
them know that a child has a bead up her nose, or that a child has fallen and because of swelling, or
difficulty moving, or obvious pain, we think the child should have an x-ray to rule out a broken bone. We
also call parents during the day when a child is obviously not feeling well and needs to leave the School.
Teachers clear calls with Mimi or Judy BEFORE making a call. If the parent does not answer the call,
please leave them a message. Immediately call the front desk to inform the receptionist that you are
expecting a return phone call from a parent and inform him/her of your location in the building.
Newsletters are used to convey information to families about recent classroom activity, including, but not
limited to, special events, projects, visitors, studies in progress, or everyday classroom life. They are
intended to feature pictures prominently, with minimal accompanying text. Newsletters are sent out every
other week (2 times per month) by each classroom.
1.15
SCHOOL GOVERNANCE AND ORGANIZATION
1.
Board of Trustees
West Side Montessori School is governed by an independent Board of Trustees. The Board has a variety
of committees, some of which are standing committees and some of which are formed on an ad hoc basis
to meet the needs of the strategic plan. Board members serve terms of three years. There is no limit to the
number of terms an Elected Trustee may serve.
2.
Role of the Board
The Board is charged with ensuring the long-term, mission-based, sustainable success and viability of the
School. As such, it is concerned with the needs of the School over several generations; therefore, its
focus is setting the strategic direction of the School. The Board does not manage the day-to-day or
tactical operations of the School. The Board hires a Head of School and delegates to the Head day-to-day
managerial responsibility for the entire enterprise, within the general parameters and principles that it has
established.
3.
Role of the Head Of School
The Board delegates execution of the School's mission to the Head of School. The Head of School is
responsible for managing the day-to-day operations and activities of the School and supporting the
strategic plan. As such, s/he oversees all other staff (teachers and administrators) and volunteers, either
indirectly or directly, to achieve the Board's established ends.
4.
Role of the Faculty Representative
In September, before the first Board meeting, faculty will elect a representative to the Board. The faculty
representative attends all Board meetings, representing the faculty perspective. The faculty representative
is a non-voting member of the Board. The term is one academic year.
Board of Trustees 2015–2016
Alexander H. Southwell, President
Mimi Basso, Head of School
Maggan Daileader, Treasurer
Suzanne Day, Secretary
Myles B. Amend, Vice President
Kristen Chae Arabadjiev
Nissa Booker
Jennifer Conway
Kathleen Friery
Amy Groome
Alexandra Jarislowsky
Allen Lamb
Jae Lee
Aima Raza
Joanna Hagan Rego
Jason Santiago
Michael Seckler
Cordell Spencer
Kelly West
Lindsay Forbes, PA Representative
Iva Mills, PA Representative
Faculty Representative, TBD
Gemma '14, Lucas '11, Madeline '07
Madeleine '14, Declan '14
Gigi '09, Carter '07
Ashley '11
Cece '13, Bella '11, Ariana '10
Aiden '14, Dalyn '10
Hailey Manuel '18
Ella Ritter '14
Freddy '14, Henry '09
James Snow '11, Henry Snow '11
Darby '19, Mitchell '15
Carter Millstein '11, Todd Millstein '09
Mikhail Kahn '14, Rafay Kahn '14
Josephine '16, James '14
Simone '17, Jonah '15
Elizabeth '15, Maggie '13, Sophia '12
Patrick '13, Katharine '09
Ava Dibadj '17, Cameron Dibadj '14
Dashiel '16, Morgan '16
2.1
Section 2:
NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY
EQUAL EMPLOYMENT OPPORTUNITY
West Side Montessori School believes that each individual is entitled to equal employment opportunity
without regard to race, color, religion, gender, national origin, age, disability, genetic information,
veteran status, sexual orientation, military status, predisposing genetic characteristics, marital status, or
any other characteristic protected under federal, state, or local anti-discrimination laws. The School's
equal employment opportunity practices extend to recruitment, hiring, selection, compensation, benefits,
transfer, promotion, training, discipline, and all other terms, conditions, and privileges of employment.
All employees are responsible for complying with the School's equal employment opportunity policy.
ADA/DISABILITY ACCOMMODATION
In compliance with the Americans with Disabilities Act (ADA) as amended, and applicable state and city
laws, West Side Montessori School will not unlawfully discriminate against qualified applicants or
employees with disabilities who can perform the essential functions of their jobs with or without
reasonable accommodations. The School will not discriminate based on disability or perceived disability
in hiring, promotion, discharge, compensation, job training, benefits, classification, referral, or any other
aspects, terms, or conditions of employment.
In accordance with the law, it is the School's policy to provide such qualified applicants and employees
with reasonable accommodations provided that such accommodation does not constitute an undue
hardship for the School or a fundamental alteration of the School's program. Any employee who requires
an accommodation to perform the essential functions of the job should contact the Head of School and
request such an accommodation.
2.2
UNLAWFUL HARASSMENT (INCLUDING SEXUAL HARASSMENT)
1.
Overview
West Side Montessori School is committed to providing a work environment free of unlawful
harassment. The School's policy prohibits sexual harassment and harassment based on race, sex, color,
ethnicity, religion, national origin, disability, genetic information, age, military status, or any other basis
protected by federal, state, or local law or ordinance or regulation. All such harassment is unlawful.
The School's Unlawful Harassment policy applies to all persons involved in the operation of the School
and prohibits unlawful harassment by or toward any employee of the School, including administration,
faculty, and staff as well as supervisors and co-workers. The School will also take all reasonable steps to
prevent or eliminate harassment by or toward non-employees—including students, guests, visitors,
vendors, suppliers, donors, volunteers, and anyone else who may have job-related contact with our
employees.
2.
Harassment Definition
Harassment is defined as (a) differential treatment because of an employee's protected class status, other
than petty slights or trivial inconveniences, and (b) unwelcome verbal, non-verbal or physical conduct
that that denigrates or expresses hostility or aversion toward an individual (or his or her relatives, friends
or associates) because of that individual's protected class status, where such conduct (i) is severe or
pervasive enough that it creates an intimidating, hostile or offensive work environment for a reasonable
individual; (ii) has the purpose or effect of unreasonably interfering with an individual's work
performance; or (iii) otherwise adversely affects an individual's employment opportunities.
This policy prohibits such harassing conduct whether done verbally or non-verbally, including through
email or other WSMS electronic systems. Examples of behavior that may violate this policy and may
constitute harassing conduct include, but are not limited to:
•
•
•
•
•
•
•
epithets, slurs, quips or negative stereotyping that relate to race, color, religion, sex, national
origin, sexual orientation, age, disability, marital status or any other category protected by law;
threatening, intimidating or hostile acts that relate to race, color, religion, sex, national origin,
sexual orientation, age, disability, marital status or any other category protected by law;
stalking;
unwillingness to train, evaluate, assist or work with an employee;
demands that an employee alter or renounce a religious belief in exchange for job benefits;
written or graphic material (including graffiti) that denigrates or shows hostility or aversion
toward an individual or group because of race, color, religion, sex, national origin, sexual
orientation, age, disability, marital status or any other category protected by law and that is placed
on walls, bulletin boards or elsewhere on the Company's premises, or circulated or displayed in
the workplace; or
attempts at humor that include remarks that are demeaning or hostile with regard to race, color,
religion, sex, national origin, sexual orientation, age, disability, marital status or any other
category protected by law.
3.
2.3
Sexual Harassment
Sexual harassment is a form of unlawful harassment that may involve individuals of the same or different
genders. For purposes of this policy, sexual harassment may include: (a) any differential treatment
because of any employee's gender other than petty slights or trivial inconveniences, and (b) unwelcome
or unwanted sexual advances, requests for sexual favors and other verbal, non-verbal or physical conduct
of a sexual nature when:
•
•
•
submission to such conduct is made either explicitly or implicitly a term or condition of an
individual's employment by a supervisory employee; or
submission to or rejection of such conduct is used by a supervisory employee as the basis for a
determination impacting an individual's employment opportunities in a tangible way; or
such conduct is unwelcome and severe or pervasive enough to create an intimidating, hostile or
offensive work environment for a reasonable individual or otherwise adversely affects an
individual's employment opportunities in a tangible way.
Examples of behavior that may violate this policy and may constitute sexual harassment include, but are
not limited to:
•
•
•
•
•
•
•
•
•
coerced sexual acts;
express or implied demands for sexual favors in exchange for favorable reviews, assignments,
promotions, continued employment or promises of continued employment;
touching or assaulting an individual's body, or staring, in a sexual manner;
graphic, verbal commentary about an individual's body or sexuality;
unwelcome or offensive sexual jokes, sexual epithets, sexual gossip or sexual inquiries;
unwelcome flirtations or propositions;
sexually suggestive comments or gestures;
the display in the workplace of graphic and sexually suggestive objects, pictures or graffiti; or
negative statements or disparaging remarks targeted at one sex (either men or women), even if the
content of the verbal abuse is not sexual in nature.
This policy applies to all phases of employment (whether on- or off-campus, and whether it occurs
during or after regular business hours), including, but not limited to, recruiting, testing, hiring, upgrading,
promotion, demotion, transfer, layoff, termination, rates of pay, benefits, and selection for training.
4.
Filing a Harassment Complaint With the School
WSMS strongly urges the reporting of all incidents of discrimination or harassment regardless of the
offender's identity or position, so that an effective and thorough investigation can be conducted, and
appropriate remedial action can be taken when appropriate. WSMS encourages individuals who believe
they are being harassed in a manner described above to promptly notify the alleged offender that his or
her behavior is offensive or unwelcome. Whether or not an employee chooses to discuss the incident
with the alleged offender, employees are strongly encouraged to report the incident to the Associate Head
of School for Finance and Administration, the Head of School, or the President of the Board of Trustees,
who may be contacted at asouthwell@gibsondunn.com. Supervisors and managers are required to report
all conduct they believe may violate this policy, whether they directly observe the conduct or it is
reported to them, directly to the Associate Head of School for Finance and Administration, the Head of
School, or the President of the Board of Trustees, who may be contacted at
asouthwell@gibsondunn.com. Complaints will be accepted orally or in writing.
2.4
The Company also encourages individuals to report perceived acts of harassment by non-employees,
such as clients, vendors, contract personnel, other service providers and any other non-employees. Those
reports should also be made to the Associate Head of School for Finance and Administration, the Head of
School, or the President of the Board of Trustees, who may be contacted at
asouthwell@gibsondunn.com.
IF YOU EXPERIENCE CONDUCT YOU BELIEVE IS CONTRARY TO THIS POLICY,
EMPLOYEES MAY HAVE A LEGAL OBLIGATION TO TAKE ADVANTAGE OF THIS
COMPLAINT PROCEDURE. YOUR FAILURE TO FULFILL THIS OBLIGATION COULD
AFFECT YOUR RIGHT TO PURSUE LEGAL ACTION.
5.
Investigations
The School will undertake an effective, thorough, and objective investigation of the harassment
allegations promptly upon receiving a complaint or becoming aware of alleged harassment. WSMS will
endeavor to maintain confidentiality throughout the investigatory process to the extent practical and
appropriate under the circumstances. The School, however, has a legal obligation to act on all
information it receives if it believes an individual may be engaging in wrongful conduct or violation of
law. Individuals involved in the investigation process are expected to provide their full cooperation and
to maintain confidentiality.
WSMS's immediate goal is to take prompt remedial action to stop the discriminatory, harassing or
offensive conduct if a violation of this policy is found. WSMS's second goal is to ensure that the
violation will not recur. Even when a violation is not found, it may be appropriate to counsel individuals
regarding their behavior. At the conclusion of the investigation, the School will advise any individual
who has made a complaint under this policy that the investigation has concluded and share other
information as may be appropriate under the circumstances.
6.
Consequences
If the School determines that unlawful harassment has occurred, effective remedial action will be taken
in accordance with the circumstances involved. Any employee determined by the School to be
responsible for unlawful harassment will be subject to appropriate disciplinary action, up to and
including termination. Appropriate action will also be taken to deter future harassment.
7.
Non-Retaliation
There will be no retaliation against any employee who brings a complaint in good faith under the
Unlawful Harassment policy or who honestly assists in investigating such a complaint, even if the
investigation produces insufficient evidence that there has been a violation, or if the charges cannot be
proven.
8.
Bad Faith Claims
Disciplinary action may be taken against individuals reporting a claim in bad faith. "Bad faith" does not
mean a claim that the complainant believes is valid but is later determined to be invalid. Rather, bad faith
is meant to include individuals who submit claims that they know to be false or erroneous, for the
purpose of hurting someone or damaging his/her reputation or other similar negative purposes (such as
for their own personal gain).
2.5
WHISTLEBLOWER AND NON-RETALIATION POLICY
WSMS requires its directors, officers, employees, volunteers, contractors and subcontractors (each, a
"Protected Person") to observe high standards of business and personal ethics in the performance of their
duties on WSMS's behalf. As employees and representatives of WSMS, Protected Persons are expected
to practice honesty and integrity in fulfilling their responsibilities and are required to comply with all
applicable laws and regulations.
1.
Purpose
This Whistleblower Protection Policy (the "Whistleblower Policy") is intended to provide Persons with
an anonymous, confidential mechanism to alert WSMS of potential Wrongful Conduct (as defined
below), and to ensure that all information regarding potential Wrongful Conduct received by WSMS is
handled in a professional and thorough manner.
This policy is not intended as a vehicle for reporting violations of WSMS's applicable human resources
policies, problems with co-workers or managers, or for reporting issues related to alleged employment
discrimination or sexual or any other form of unlawful harassment, all of which should be dealt with in
accordance with in accordance with the applicable policies set forth in this handbook.
2.
The Policy
Protected Persons are encouraged to report suspected "Wrongful Conduct" to WSMS's Audit &
Compliance Committee. "Wrongful Conduct" includes (i) conduct that is criminal, fraudulent or violates
any law, rule or regulation of any local, state or federal governmental body involving WSMS's financial
statement disclosures, accounting, internal accounting or disclosure controls or auditing matters; (ii)
misappropriation of WSMS's funds; (iii) questionable accounting or auditing practices; or (iv) violations
of this Whistleblower Policy.
3.
Making a Disclosure
WSMS shall promptly forward to WSMS's Audit & Compliance Committee any complaints or
information it has received regarding suspected Wrongful Conduct.
Any Board member, member of Board committees, officer, employee or volunteer may submit, on a
confidential, anonymous basis if the person so desires, any good faith concerns regarding potential
Wrongful Conduct. Complaints should be submitted in writing in a sealed envelope to WSMS's Audit &
Compliance Committee.
Following the receipt of a complaint or report of alleged Wrongful Conduct, from any source, WSMS's
Audit & Compliance Committee will commence an investigation into the allegations (the "Whistleblower
Investigation"), and take corrective and disciplinary actions, if appropriate. WSMS's Audit &
Compliance Committee may seek the assistance of WSMS employees and/or outside legal, accounting or
other advisors, as appropriate, to conduct any investigation of complaints regarding financial statement
disclosures, accounting, internal accounting controls, auditing matters or other violations of WSMS's
policies. In conducting any Whistleblower Investigation, the Audit & Compliance Committee shall use
reasonable efforts to protect the confidentiality and anonymity of the complainant.
4.
2.6
No Retaliation
No Protected Person who (1) in good faith reports suspected Wrongful Conduct to WSMS's Audit &
Compliance Committee pursuant to this Whistleblower Policy, (2) provides information, causes
information to be provided or otherwise assist in any investigation, including investigations by local,
state or federal governmental bodies, regarding any Wrongful Conduct, or (3) files, causes to be filed,
testify, participates in or otherwise assists in a proceeding filed or about to be filed that alleges Wrongful
Conduct (together, "Protected Actions"), shall suffer retaliation, harassment, or other adverse
employment action as a result of such Protected Action.
Any person who retaliates against Protected Person for engaging in a Protected Action shall be subject to
discipline, up to and including termination of employment.
Any person who makes a complaint of Wrongful Conduct maliciously, in bad faith, or with the
knowledge that it is false, shall be subject to discipline, up to and including termination of employment.
5.
Record Retention Policy
All written or electronic documents or other records created or received in connection with a
Whistleblower Investigation are subject to WSMS's document destruction policies, including WSMS's
Document Retention Policy.
6.
Administration of the Whistleblower Policy
Chairperson of the Audit & Compliance Committee is responsible for administering the Whistleblower
Policy under the oversight of the Board of Trustees. Chairperson of the Audit & Compliance Committee
will have the authority to communicate directly to the Board of Trustees about reports of potential
Wrongful Conduct, the manner in which reports are being investigated, the status of investigations,
recommended remedial actions and the disposition of reports.
A copy of this Whistleblower Policy will be distributed to Board members, members of Board
committees, officers, employees, and volunteers who provide substantial services to WSMS.
Compliance Officer Contact Information:
Cory Spencer
435 West 44 Street
New York, NY 10036
646-647-1720
cordellgerardspencer@gmail.com
2.7
DOCUMENT RETENTION POLICY
In the event WSMS becomes aware that a lawsuit, official proceeding, or government investigation is
pending, threatened, or reasonably foreseeable, destruction of any and all documents that are potentially
relevant, discoverable, reasonably calculated to lead to the discovery of admissible evidence, reasonably
likely to be requested during discovery, and/or are the subject of a pending discovery request ("Relevant
Documents") shall immediately cease. Relevant Documents include paper and electronic records, data,
data storage devices, and backup tapes. Destruction of such Relevant Documents shall be suspended until
WSMS's counsel confirms which documents may be destroyed.
CREDIT CARD POLICY
As a general policy, WSMS credit cards are not issued to employees. Exceptions to this policy are
permitted only upon the advance written approval of the Head of School and the Board of Trustees.
CONFIDENTIALITY
WSMS employees are required to maintain a high degree of confidentiality regarding the privacy of
students, families, applicants, and other WSMS employees. This confidentiality includes, but is not
limited to issues of health, finances, counseling, child custody, learning disabilities, grades, reports,
assessments and other WSMS-related matters. Employees may not discuss or disclose confidential
information to outsiders, either during employment or after termination of employment. WSMS prohibits
employees from using confidential information to further their own interests or the interests of family or
friends. No employee is permitted to remove from WSMS originals or copies of any WSMS or student
records, reports, files or other documents without prior approval except for grading and teaching
purposes.
3.1
Section 3:
EMPLOYMENT PRACTICES
EMPLOYMENT STATUS
1.
At-Will Employment
All employees work for the School on an at-will basis. "At-will" employment means that either the
employee or the employer may terminate the employment relationship at any time, with or without
notice, for any reason at all. Nothing in this handbook or in any document or policy statement limits the
right of either the School or the employee to terminate employment at will.
No representative of the School, other than the Head of School, may alter the at-will status of any
employee. The Head of School may alter that status only through a written document, signed by the Head
of School (or his/her designate) that expressly states that the employment is not at will.
2.
Employment Contracts for Faculty
For all employees who have been offered and have signed an employment agreement (i.e., contract), the
terms of your employment are governed by the employment agreement, supplemented by the policies and
procedures of this handbook, as specified by the employment agreement. In any conflict between the
terms of the employment contract and the policies of this handbook, the terms of the employment
contract will prevail.
3.
Contract Cycle and Timing
Employees who are offered and sign employment contracts with the School should be aware that these
contracts are ordinarily for a one-year term. There is no requirement on the part of the School to offer a
contract to the employee in following years, and both parties are free to negotiate and pursue future
employment on an annual basis. The School reserves the right to make individual decisions about
contract offers on an annual basis.
The School recognizes the need for both the School and its employees to be able to plan and anticipate
their employment needs in a timely, predictable manner—to provide continuity for those who will be
returning to the School in the fall, and to provide opportunity for those who will not be returning to seek
other employment on a timely basis. For this reason, the School uses the following general schedule with
regard to contract renewals.
•
Immediately following Spring Break, WSMS provides contract offers to faculty whom it is
inviting to return for the following academic year. Faculty members who are not being invited to
return ordinarily will be notified privately at approximately this time. (Please note that
notification may occur at another, later time, depending on the circumstances surrounding the
non-renewal decision.)
•
Employees who choose to accept the School's offer are asked to sign and return their new
contracts within two weeks of receipt.
3.2
All parties are reminded that as a matter of law and ethics, signed contracts are considered legally
binding agreements. Therefore, employees who have signed a contract for the following academic year
are expected to fulfill the terms of the contract. Any employee who is uncertain about returning for the
following year is asked to discuss this with the Head of School prior to signing the contract, so that the
commitments being made by signing can be discussed.
A faculty member who has experienced performance difficulties and/or corrective action may be notified
at contract renewal time that his/her contract offer is being deferred to a later date pending successful
performance, or other appropriate action based on the circumstances.
A variety of other circumstances—such as increasing, decreasing, or shifting enrollment demand,
changing of curriculum or programs, etc.—may impact the timing and renewal or non-renewal of
contracts. Individual employees will be notified of these circumstances if relevant to the timing, deferral,
or declination of a renewal offer. No employee is guaranteed renewal; renewal decisions are solely in the
discretion of the School.
EMPLOYMENT CLASSIFICATIONS
All employees will be designated as either full-time or part-time, and their positions will be designated as
either exempt or non-exempt.
1.
Full-time and Part-time
Employees regularly scheduled to work 30 or more hours per week will be considered full-time
employees. All other employees will be considered part-time.
2.
Non-Exempt and Exempt
Based on the federal Fair Labor Standards Act (FLSA) and corresponding state regulations, all positions
will be designated either "exempt" or "non-exempt."
Non-exempt positions are eligible for overtime pay and employees in these positions must record their
hours worked on a daily basis, using the timesheet (or similar record-keeping process) provided by the
School.
Exempt positions are not eligible for overtime pay. Exempt positions are paid on a salaried basis, and the
amount of pay generally does not vary based on the number of hours worked during the week. All
teachers are exempt employees.
Please see Matthew Bloom with any questions regarding the classification of your position.
3.3
IMMIGRATION LAW COMPLIANCE
West Side Montessori School is committed to employing only individuals who are authorized to work in
the United States. West Side Montessori School does not unlawfully discriminate on the basis of
citizenship or national origin.
In compliance with the Immigration Reform and Control Act (IRCA) of 1986, within three days of
beginning employment, each new employee must complete the Employment Eligibility Verification
Form I-9, and present the proper documentation establishing identity and employment eligibility.
Employees who do not comply with these regulations will not be allowed to continue employment, in
accordance with federal law.
Employees with questions regarding this policy are encouraged to contact Melissa Mack.
PAY PERIODS
All employees are paid on a bi-weekly basis. Employees will be paid in 26 installments, (first payment
9/10/15, last payment 8/25/16). A summary of your pay stub, including deductions, is available
electronically at ipay.adp.com. For more information, contact Melissa Mack.
1.
Direct Deposit
Your paycheck can be directly deposited into the bank account(s) that you designate. If you decide to
take advantage of direct deposit, complete the authorization form in your employee packet and submit to
Melissa Mack.
PAYROLL DEDUCTIONS
Payroll records, including deductions, are available online. If you are registered, you can access your
payroll record by logging on to ipay.adp.com. To register online, please see Melissa Mack for
instructions. Certain deductions are required by law and others are determined by the employee's
participation in benefits plans and similar programs. Payroll deductions are made in equal installments
from each payroll check.
1.
Required Withholding
•
Federal Income Tax—This deduction is computed from Internal Revenue Service tax tables,
based on the number of exemptions claimed by the employee on the Employee's Withholding
Allowance Certificate (W-4 form). If the employee wishes to change the number of exemptions
or requests additional withholdings, a new form must be completed and submitted to the Business
Office.
•
Withholding of State Income Tax—This deduction is computed from state tax tables, based on
the number of exemptions claimed by the employee on the W-4 form.
•
Federal Social Security and Medicare Tax—This deduction is computed by a percentage of the
gross pay. A portion of this amount is for Social Security and the remainder is for Medicare.
•
Temporary Unemployment Benefits (SUI)—This deduction is computed on a yearly wage limit
set by the state unemployment commission.
2.
3.4
Voluntary Withholdings
The following payroll deductions are based on the employee's participation in these plans or programs:
•
medical insurance for dependents
•
other insurance and disability programs that the School offers
•
transit checks
•
T-Rowe Price Salary Reduction Plan
•
flexible spending
•
Section 125 Premium Conversion Plan. Through this plan, federal and FICA tax-free
contributions can be made to pay for health and dental insurance premiums.
•
WSMS-TEP tuition
•
laptops and/or other electronics
All questions pertaining to pay and tax withholdings should be referred to the Business Office.
3.
Annual W-2 Statement
A statement of deductions and earnings (IRS Form W-2) for the preceding calendar year is issued each
January, no later than the last business day of the month, as required by law. If your employment with the
School terminates prior to January, your W-2 form will be mailed to the last address on record at the
School.
3.5
ATTENDANCE AND PUNCTUALITY
To maintain a safe and productive work environment for our employees and academic environment for
our students, West Side Montessori School expects all employees to be reliable and punctual in reporting
for work. Employees are required to be present at the School by the contracted start time on school days.
1.
Call-in Procedure
If for any reason you are unable to come to work or are going to be late, you should email Mimi Basso
and call the front desk as soon as possible prior to your absence, no later than 1 hour before your
scheduled start time. Email is not sufficient unless you have received a response from Mimi.
A Requested Absence Form must be completed and submitted to the Mimi Basso, at least one week prior
to any absence, due to personal business, vacation, jury duty, professional development, etc.
2.
Consequences
Poor attendance and excessive tardiness are disruptive to the effective operation of the School. Both
circumstances are considered a serious violation of the School's policy and may lead to corrective action,
up to and including termination of employment.
3.
After-hours Events
Most employees are required to attend various evening and weekend WSMS events as part of their
regular job functions. The employee should consult with the Head of School to determine which
functions the employee is expected to attend.
All non-exempt employees are reminded that all hours worked (including work at after-hours events)
must be reported and will be compensated according to the School's policies and as required by law.
FACULTY PERSONAL DAYS AND SICK DAYS
The efficient operation of any organization depends on the regular attendance of all its employees. Your
personal affairs should be planned to avoid unnecessary absences.
WSMS allows 3 personal days and 7 sick days per academic year. Personal days are not carried over.
Employees will not be paid for unused sick days, however, employees may carry over up to forty (40)
hours of accrued but unused sick leave minus any time they have used in the prior calendar year.
Personal leave days may not be taken consecutively for non-medical reasons. Personal leave time in
excess of 4 hours is considered 1 day absent.
Non-faculty personnel must speak to their direct supervisor to arrange for time off.
3.6
ORIENTATION PERIOD
All new employees will go through a planned orientation period during their first semester with the
School. The purpose of this process is to ensure that employees have the resources, information, and
support they need in order to succeed at West Side Montessori School. During this period, new
employees should expect to be in especially close contact with their supervisor, who can be an invaluable
resource in helping familiarize them with the culture, values, traditions, and how-tos of the School.
As with any new employment relationship, we recognize that mismatches between the School's needs
and the new employee's skills or interests sometimes may occur. Should this happen, the employee's
supervisor and the School management will strive to promptly identify an appropriate resolution for the
benefit of all parties involved.
EMPLOYEE DRESS CODE
It is important for employees to dress in a professional manner that reflects positively upon the image of
West Side Montessori School. During the School day and at any WSMS function, you are expected to
present a professional appearance. The School's policy for students, faculty, and staff is simply that
clothing be neat, clean, modest, and appropriate to the program of the day.
Dress requirements take into account (1) health and safety, (2) student comfort, (3) respectability, (4)
modesty, and (5) academic environment. Should compliance issues arise, the Head of School has
ultimate decision-making authority.
RELIGIOUS OBSERVANCES
West Side Montessori School supports all employees in observing their own religious beliefs and
practices, so long as such observations or absences can be reasonably accommodated and do not place an
undue burden on the operation of the School. If an employee needs to take earned personal time or
unpaid time off for a recognized religious observance which is not one of West Side Montessori School's
holidays, complete and submit a Request for Personal Time form.
SCHOOL CALENDAR, EVENTS, AND MEETINGS
A significant part of the student and family experience at West Side Montessori School is participation in
extracurricular activities. It is understood that in order to carry out the School's program, faculty and staff
will be asked to undertake various activities and/or extracurricular assignments that fall within your
sphere of competence. Members of the faculty and staff periodically perform duties such as: parent
information nights, open house, class trips, committee assignments, and other WSMS-related functions
on weekends and evenings.
1.
Calendar of Events
The calendar for the School is determined annually by the Head of School and is distributed to all
employees. The School calendar includes the days the School is open for teaching children, as well as inservice days, workdays before and after the start of school, and conferences.
The School calendar is subject to change at the Head of School's sole discretion.
3.7
FACULTY MEETINGS
Faculty meetings are a time for the faculty to gather as a community to discuss pertinent topics and to
share our understanding of child development and Montessori philosophy. Attendance at faculty
meetings is mandatory. In the spring of 2010, the head teachers and the Head of School agreed that
faculty meetings would be held from 6:00-8:30pm, approximately once a month. The schedule for 20152016 is as follows:
Wednesday, October 14, 2015
Wednesday, December 2, 2015
Wednesday, January 20, 2016
Wednesday, February 17, 2016
Wednesday, April 27, 2016
FACULTY DAYS
Attendance is required at all Faculty Day meetings. Faculty Days occur during set-up week, at the end of
the year, and the Mondays directly following Winter and Spring Breaks. All teachers, regardless of their
scheduled hours, shall spend a full day, 9am to 5pm, at the School on Faculty Days.
Absence from a Faculty Day is considered a full personal day.
3.8
COMMUNICATION WITH THE PRESS OR MEDIA
There may be times when you are contacted by the press or other media with questions relating to West
Side Montessori School. While maintaining a friendly and gracious tone, any such calls should be
referred to the Head of School without comment. This is necessary so that the School may present itself
to the public with one voice, especially at times of crisis or controversy. This is intended to ensure that all
information given out is accurate, appropriate, and consistent with West Side Montessori School policy.
INTELLECTUAL PROPERTY AND COPYRIGHT OWNERSHIP
During the course of employment with West Side Montessori School, an employee, alone or working
with others, may produce, conceive, develop or reduce to practice material, information, ideas or
inventions (including but not limited to lesson materials, books, booklets, research papers, videos and
DVDs, software programs, logos, diagrams, and all other artistic or intellectual works of this nature) that
can be patented, trademarked, copyrighted, or covered with similar legal protections ("Work Product").
Both the School and the employee acknowledge that all such Work Product that are produced using any
School resources or related to work performed for the benefit of or on behalf of the School are deemed a
work-made-for-hire such that all rights in and to the Work Product are owned by the School, including
the right to seek and obtain patent, trademark, copyright, or similar protection by the School and in the
name of the School. If for any reason any Work Produce is not considered “work- made-for- hire,” the
employee hereby assigns, conveys and transfers to the School the entire right, title and interest worldwide
in and to the Work Product, including intellectual property rights, all contract and licensing rights and all
past, present and future claims with respect thereto.
Work Product is deemed to be WSMS property and should be treated as confidential and proprietary and,
as such, should not to be used for personal benefit or divulged to outside parties without the expressed,
written consent of the Head of School.
PERSONNEL RECORDS AND CHANGE OF STATUS
West Side Montessori School maintains an employee file for each active or former employee, which
contains an administrative record of your employment with the School. These records are confidential
and are held in controlled file cabinets.
Active employees may review their employee file at any time in the office with the Head of School
present. In no case may an employee alter or remove information from the file, nor may the file be
removed from the immediate area in which it is being viewed.
1.
Confidentiality of Employee Records
Personnel files are the property of West Side Montessori School and access to the information contained
within is restricted. Generally, only members of the administration who have an appropriate businessrelated reason to review information in a file are allowed to do so.
2.
Change of Status
It is important to keep administration informed of any changes in your personal information. If you
change your name, address, phone number, marital status, number of dependents, or other pertinent
personal data, please notify Melissa Mack immediately.
3.9
PERSONAL AND PROFESSIONAL REFERENCES (EMPLOYEES)
1.
Letters or Telephone References
All requests for recommendations or letters of reference for past or current employees must be brought to
the attention of the Head of School for approval. We strive to accommodate all current and past
employees who have served the School in good faith throughout the years. However, this process is
necessary for the legal protection of all parties, so that the School may ensure that all references provided
are appropriate and consistent with its established records and actions.
2.
Process
Letters of reference or recommendation written on the School's stationery are considered to be official
WSMS correspondence. Faculty, administrators, or staff who are asked to provide references for current
or former colleagues may draft the reference. However, they must review it and receive formal approval
from the Head of School prior to mailing. Failure to do so is considered a serious violation of WSMS
policy and may subject the employee to corrective action.
Similarly, the Head of School must be consulted before responding to any verbal requests for references.
3.
Employment Verifications
From time to time, the School is asked to verify the employment of current or past employees, such as for
mortgage, auto loan, and other similar purposes, where only factual rather than qualitative information is
sought (i.e., name, position, dates employed, etc.). All such requests for employment verifications must
be directed to Melissa Mack, who will respond promptly.
OUTSIDE EMPLOYMENT
Employees are expected to devote the full measure of their work-related efforts and energies to their
position with the School. The School strongly discourages outside employment for full-time exempt
employees, except during summer breaks when faculty may not otherwise have obligations to the School.
In no case may outside employment be with an organization or of a nature that is contrary to the goals
and purposes of the School or in which conflicts of interest are present.
Employee must obtain written approval from the Head of School before accepting outside employment.
Outside employment, if approved, must not in any way diminish the employee's effectiveness or interfere
with his/her duties at West Side Montessori School or present a conflict of interest for the employee,
West Side Montessori School, or the outside employer. If outside employment is deemed detrimental to
the employee's job performance or is otherwise contrary to the best interests of West Side Montessori
School, the employee will be required to terminate his/her outside employment as a condition of
remaining an employee of West Side Montessori School. Childcare, babysitting, housesitting or any
employee relationship with a currently enrolled family at West Side Montessori School is considered
contrary to the best interests of the School and is not permitted.
3.10
RESIGNING YOUR POSITION
Since employment with West Side Montessori School is based on mutual consent, both you and West
Side Montessori School have the right to terminate employment at will, with or without cause, at any
time. You will receive your final pay in accordance with applicable state law and the School's policy.
The School urges all employees to give adequate notice (as described below) should they decide to
terminate employment. This enables the School to find replacements and best serve the students.
If you decide to resign your position, we request that you submit a written letter of resignation to your
supervisor stating your reason(s) for leaving and indicating your last day of employment. All employees
under contract with the School are expected to fulfill the terms of the contract. Please see Melissa Mack
with any questions regarding the terms and conditions of your contract.
Resignation or retirement—voluntary employment termination initiated by the employee. In addition to
actively resigning your position, you may be considered to have voluntarily terminated when you are
absent without notification for three consecutive workdays or when you do not return from a leave of
absence or notify the School of an intent to return.
Discharge—involuntary employment termination (during the academic year) or non-renewal of contract
(for the following academic year) initiated by the School.
Layoff—involuntary employment termination initiated by the School for non-disciplinary reasons, such
as a reduction in a department or division due to declines in enrollment or other factors beyond the
employee's direct control. The employee ordinarily is not subject to automatic recall (i.e., is called back
to work at the end of a temporary layoff), unless recall rights are specifically communicated by the
School at the time of layoff.
1.
Notice Period
A minimum of two weeks' prior notice is requested. It is expected that you will be present at the School
and not request leave during this period, in order to assist in the orderly transition of duties.
2.
Exit Interview
Upon termination, you are required to return to the School all WSMS property and materials and abide
by the terms of the confidentiality clause in your annual employment contract. Prior to your termination
date, administration will be in contact with you to conduct an exit interview, during which all matters
regarding final paychecks, continuation of benefits options, and similar issues will be discussed.
3.
Removal of Electronic Access
Upon termination, all electronic access to the School email accounts and other electronic information will
be discontinued.
4.1
Section 4:
PRINCIPLES OF CONDUCT
A key element of West Side Montessori School's approach to student character development is for our
faculty and staff to serve as role models for mature, caring behavior. As a visible manifestation of this
role, all employees are expected to conduct themselves with grace, dignity, and respect at all times.
Offer to help other staff members and be willing to be helped by others (e.g., sitting down to listen,
offering or receiving a teaching idea, etc.).
Believe that a call to teach is no greater or less than the administrator's call to lead or maintenance
personnel's is to maintain plant facilities.
With forthrightness, go directly to the person whenever you have an objection or disagreement with
his or her words or practices.
Support in public, in private, and in practice any decision arrived at by the administration despite
your personal objections.
Offer differences of opinion by speaking and writing honestly and carefully, by listening fully, and by
choosing the appropriate place for doing so.
Refrain from criticizing students, colleagues, parents, administrators, or Board members; gently stop
other teachers' or students' criticism of another person.
Work with a spirit of continuous improvement toward colleagues' personal professional development,
in their specific positions, and for the School as a whole.
Be alert and willing to act to protect the physical assets of the School and the general safety of fellow
employees and students entrusted to the School's care.
While modeling order, balance, and accuracy, we are careful to remain warm and nurturing. We model,
train, and teach a lifestyle of manners and consideration, one that seeks to honor the feelings, needs, and
concerns of others.
4.2
PERSONAL CONDUCT (PROHIBITIONS)
Employees should be aware that the School considers certain behaviors to be such serious violations of
our code of conduct that they may result in prompt disciplinary action, up to and including termination of
employment. The School retains full discretion to impose whatever form of discipline it deems
appropriate under the circumstances, and such discipline may occur outside of the bounds of the School's
Corrective Action Process, which is a general process intended to address common instances of poor
performance and other similar matters.
Serious violations include but are not limited to the following:
using, possessing, or being under the influence of alcohol or unlawful drugs while at work
actual or threatened violence toward another person
falsification of forms, records, or reports, including application materials, expense reports, student
records, or timesheets
unauthorized possession, replication, misappropriation, theft, or removal of WSMS property, records,
or student materials
willfully destroying or damaging WSMS property
misrepresentation of West Side Montessori School or our students and families through unauthorized
use of WSMS stationery, postage, phone services, internet or email communications, fax cover
sheets, business cards, and promotional materials
using WSMS facilities for personal purposes or gain unless otherwise authorized
conduct that is injurious to the business or reputation of West Side Montessori School
excessive absence or tardiness
misuse of confidential information
inappropriate use of internet and/or e-mail (see the Acceptable Use of Internet, Email, and Network
Resources policy for further details)
failure to follow instructions or WSMS procedures
failure to follow established safety regulations
theft or dishonesty
public endorsement of beliefs, attitudes, or conduct contrary to the those expressed or implied by the
School and/or its umbrella organizations
This list is not all-inclusive, and prohibited conduct may include other "common sense" violations
of general rules of behavior not enumerated above.
4.3
CONFLICTS OF INTEREST
All employees of West Side Montessori School are expected to maintain the highest ethical standards in
the conduct of WSMS affairs—carrying out WSMS business with integrity and complying with all
applicable laws without consideration of personal advantage or gain.
1.
Gifts, Favors, and Entertainment Received by School Employees
WSMS employees may not seek or accept for themselves or others any gifts, favors, or entertainment
from any persons or business organizations that do or seek to do business with the School except for
minor common courtesies usually associated with customary business practices.
For example, gifts of perishable items usually given during the holidays are acceptable. Any gift or
offering beyond this level must be reported to the Head of School, who will determine whether the gift
may be appropriately accepted on an individual basis or for the benefit of the School.
2.
Conflicts of Interest
Employees are expected to take great pains to avoid any situation which involves or may involve a
conflict between their personal interest and the interest of the School. As in all other facets of their
duties, employees dealing with suppliers, contractors, vendors, consultants, or any person doing or
seeking to do business with the School are to act in the best interest of the School at all times.
All employees are expected to immediately report to the Head of School any potential situation which
may involve a conflict of interest. Such conflicts include:
ownership by the employee or by a member of his/her family of a significant interest in any outside
enterprise which does or seeks to do business with or is a competitor of the company—including
serving as a director, officer, partner, consultant, or in a managerial or technical capacity with
such an outside enterprise.
acting as a broker, finder, go-between, or otherwise for the benefit of a third party in transactions
involving or potentially involving the School or its interests.
any other arrangements or circumstances, including family or other personal relationships, which
might prevent those involved from acting in the best interest of the School.
3.
Employee Gift Acceptance
Gifts can foster competition among children and parents and are not suitable in the School. Employees at
WSMS are not permitted to accept any gift of monetary value. Gifts of monetary value must be returned
to the family. Homemade pictures, baked goods, and notes of appreciation can be accepted.
4.
Confidential Information
The misuse, unauthorized access to, or mishandling of confidential information—including but not
limited to information or data pertaining to employees, students, parents, volunteers, vendors, community
members, the School's marketing plans, WSMS operations or finances, and similar facts—is strictly
prohibited. Violation of this policy is considered serious misconduct and will subject the employee to
corrective action up to and including termination of employment.
4.4
COMMUNICATION AND OPEN DOOR POLICY
Open communication is a central element of West Side Montessori School's culture and values.
Supervisors and employees should mutually strive to develop and maintain good working relationships.
The School encourages open and honest dialogue about WSMS procedures, work standards, and
performance—both formally (during the performance evaluation process) and informally (during the
regular course of daily operations).
West Side Montessori School believes that most issues are best resolved directly between the individuals
involved. If an issue arises, employees should attempt to first discuss the issue with the person involved.
Please note: two specific exceptions to this process pertains to issues of harassment or discrimination
and whistleblowing. For issues of that nature, please see the complaint reporting procedure described in
the Unlawful Harassment and Whistleblower policies.
If direct dialogue is not successful, the employee may consult directly with his/her immediate supervisor.
The supervisor's responsibility is to meet with the employee in a timely and professional manner to
discuss the situation. Supervisors should consider reasonable solutions that would remedy the situation
consistent with the School's policies.
If this does not provide full resolution, the employee may direct the concern to the Head of School.
Depending on the circumstances and issues involved, the Head of School will speak with parties
involved, investigate as appropriate, and determine a resolution of the matter.
If the employee's concern involves the Head of School directly, the employee may direct his/her concern
to the President of the Board of Trustees, who may be reached at: asouthwell@gibsondunn.com.
1.
General Policy Questions
If an employee has questions about any of the School's policies and how they are applied, he/she is
encouraged to contact the Head of School.
EMPLOYMENT OF FAMILY MEMBERS
The School's standards for employment decisions such as hiring, promoting, reappointing, evaluating,
awarding salary, and terminating employees are based on qualifications for the position, ability, and
performance. The School attempts to avoid favoritism, the appearance of favoritism, and conflicts of
interest in employment decisions, and reserves the right to take action when relationships or associations
of employees impact its mission.
For purposes of this policy, "relative" means a connection between persons by blood, marriage, adoption,
domestic partnership, or other close personal relationship including cohabitation.
Due to the strong interaction of duties, employment of relatives in the same department or under the
same supervisor is not ordinarily permitted and may occur only after formal review and approval by the
Head of School.
4.5
ACCEPTABLE USE OF INTERNET, EMAIL, AND NETWORK RESOURCES
The School makes email and internet access available to employees, as appropriate for their position.
Email and internet usage is an important communications and learning tool and should be used primarily
for WSMS business and instructional purposes. However, limited personal use of these resources is
authorized so long as such use is occasional, of reasonable duration, does not adversely affect employee
or network performance, and does not violate state or federal laws or compromise intellectual property
rights (e.g., briefly checking a weather, travel, or sports website at lunch to get updated reports, scores,
etc.).
The School's policy against harassment and discrimination applies to the use of internet, email and
network resources.
The following are examples of activities that are prohibited and may result in disciplinary action, up to
and including termination. They include, but are not limited to:
•
Accessing the files or communications of others without appropriate authorization
•
Downloading of software or attachments (which have the potential to spread viruses and worms
throughout the entire WSMS network)
•
Using WSMS networks or resources to engage in any illegal activity
•
Any commercial or business activity
•
Sending messages that adversely affect the reputation of the School or its students, parents, or community
members
•
Cell phone use, including sending text messages, reading personal email or browsing the web, is not
permitted while in classrooms or other areas with children except out of the building.
The School retains the right to monitor WSMS network usage as well as usage of individual computers
and email accounts that utilize the School's network, and employees should not have an expectation of
privacy when utilizing WSMS networks, systems, or electronic communication resources. All employees
explicitly agree to this condition in consideration for the ability to utilize the School's computer networks
and resources.
1.
Cell Phones and Text Messaging
While the School does not provide cell phones for employees, nor does it monitor cell phone
communications, employees must abide by all pertinent privacy, confidentiality, and discretion standards
of the School when using cell phones, text messaging, or any other services or devices when
communicating about WSMS-related matters. The use of cell phones is prohibited during class time, with
the exception of times when teachers are out of the building with children. At these times, teachers must
have access to a cell phone.
2.
Message Content
Do not write anything (even in a text message) that you wouldn't want repeated. Email can be forwarded
to hundreds of people, in and out of the School—and text messages can be revealed in court. Once you
have sent the message, it is out of your control. Be especially careful about material that would violate a
student's, parent's, or another employee's privacy. Please be aware that even messages or documents that
you consider "informal," "casual," or "personal" may need to be retained by the School and shared in any
litigation matter, as required by federal regulations.
4.6
SOCIAL MEDIA GUIDELINES
1.
Policy Regarding Faculty and Staff Use of Social Media
As social media can bridge both the work life and personal life of employees, some conflict of
responsibilities may occur. The School's interest in establishing this policy is for the protection of our
employees, students, and the School community as a whole.
This policy applies to our adult, community: principally, faculty, staff, administrators, and other adults
acting on the School's behalf.
Interacting online with colleagues, students, alumni, and other community members is no different than
interacting with these individuals or groups face-to face- i.e., we are required to maintain respect, dignity,
prudence and professionalism.
With specific regard to social media, as a WSMS employee, you must recognize that:
•
social media activities may be visible to current, past and prospective parents, colleagues and
community members
•
serving as a role model is a critical aspect of your work at the School
•
you must exercise appropriate discretion when using social media (even for personal
communications) when those communications can impact your role at the School
Guidelines
1. Use of Social Media for Development/Alumni Relations Purposes
The School may choose to establish a social media presence (e.g., Facebook page) for development,
alumni relations, internal marketing, or other WSMS-related purposes. All postings to this site will be
initiated under the direction of the Advancement Department.
2. Relationship-building with Students, Alumni and Parents
Do not initiate or accept social media "friend" requests from students or former students under the
age of 18.
Employees are strictly prohibited from "friending" parents of current or prospective students due to
the inherent conflicts of interest that may arise.
3. School-Related Adult Friends (co-workers, supervisors, and subordinates)
Employees are asked to use good judgment when making or accepting "friend' requests to or from
WSMS colleagues.
4.
Non-School Related Friends
Remind all other members of your social networks of your position as an educator whose profile may
be accessed by members of the School community. Ask them to monitor their posts to your network
4.7
accordingly. This includes (but is not limited to) being "tagged" in photos on the sites of friends or
others, especially where the photo may imply activities not appropriate for viewing by other
community members.
5. Groups in Your Social Network
All employees are asked to use good judgment in visibly and publicly associating only with social
media groups consistent with the mission of the School.
6. Posted Content
Employees should exercise care with personal profile data and posted content to ensure that this
information does not reflect poorly on your ability to serve as a role model or otherwise create a
conflict of interest. Content should be placed thoughtfully and reviewed periodically. Employees may
not post any content or photos on social media or photo sharing sites that relate to their experience at
the School. This includes comments or photographs that involve children, families, or colleagues at
West Side Montessori School.
7. Privacy Settings
On most sites, privacy settings can be changed at any time to limit searchability and access to
profiles. Employees must be prudent in allowing access to their online content, consistent with the
other requirements of this policy. Changes should be made whenever necessary.
8. Online Identity and Posting to Blogs
An individual's right to participate in social, political, religious and civic oriented groups, blogs, etc.,
must be balanced with the School's right to manage public communications issued in its name or on
its behalf. When making posts to blogs, employees may not use their WSMS email address in the
message or for reply purposes. When posting messages to blogs (i.e., meant to broadly include a
variety of online discussion forums), employees may not state or imply their connection to the School
in any way without the prior written consent of the Head of School.
9. Acceptable Use and Monitoring of Electronic Activities
Employees are prohibited from online gambling and engaging in illegal activities or accessing
websites with illegal or otherwise prohibited content when using WSMS networks or WSMS
equipment on or off WSMS property, during or after working time, or while directly or indirectly
representing the School in any way.
The School reserves the right to monitor employee electronic communications and activities that are
transmitted through WSMS networks and/or using WSMS provided equipment to protect the School,
its students, employees and other community members from potential harm, liability or other risk.
Please be aware that the School considers discretion in social media activities to be a serious matter
in protecting the School. Violations of this policy may lead to corrective action, up to and including
termination of employment.
4.8
Viruses and Attachments
There are many dangerous viruses that circulate on the Internet and through unsafe computing practices.
To avoid getting a virus spread through your e-mail, never open an e-mail attachment unless you know
what it is—even if it comes from someone you know and trust. Always make sure you are running an upto-date virus scanner, both here and at home.
Policy Violations
Access to the computers/laptops owned by the School is a privilege, not a right. This privilege may be
restricted and/or revoked at any time for use not consistent with the educational goals of the School.
DRUG, ALCOHOL AND SUBSTANCE ABUSE POLICY
The School is committed to providing a work environment for each employee and learning environment
for each student where safety, clear thinking, and productivity must be prominent. Substance abuse—
whether manifested as the abuse or misuse of prescription or illegal drugs or alcohol—is not consistent
with the maintenance of this environment. It also is contrary to the need for faculty and staff to serve as
role models for the students, and thus will not be tolerated.
An employee found to possess, use, manufacture, sell, purchase, or distribute any illegal drug or any
prescription drug (other than in accordance with a proper prescription), or found to be under the influence
of any such substance while on WSMS property, during his/her work hours, or while he/she is on WSMS
business, will be subject to discipline, up to and including termination of employment.
1.
Alcohol at School-Sponsored Events
West Side Montessori School traditionally serves alcohol at a limited number of employee events during
the year (such as a holiday party), as well as at parent and volunteer events (such as the annual auction)
where employees are ordinarily present. At these times, employees may partake of the alcohol served,
but may only do so in moderation, being careful to maintain sobriety at all times.
2.
Confidential Assistance
The School recognizes that substance abuse may involve physical and/or emotional conditions which are
treatable as such. The School would prefer to assist an employee in a non-disciplinary context and an
employee is free to seek help on a confidential basis by contacting the Head of School. Such a request
should be made before any established policies and procedures have been violated.
5.1
Section 5:
PERFORMANCE EVALUATION AND PROFESSIONAL DEVELOPMENT
PERFORMANCE EVALUATION
The purpose of evaluation at West Side Montessori School is to support teachers, staff, and
administrators. Through evaluation, they successfully grow in the practice of the talents they possess to
best serve the strategic needs of the School community and its members.
1.
General Overview
Mentoring employees and evaluating their work is a continuing process, overseen by the Head of School.
A copy of any written evaluation will be provided to the individual.
2.
Frequency of Observation and Evaluation
With regard to frequency of observation and evaluation:
All faculty members and staff will be evaluated on an ongoing basis.
A summation of the evaluation process will occur at least annually.
3.
The Evaluation Cycle
The faculty evaluation process is comprised of an ongoing conversation that typically includes the
following.
The faculty member and the Head of School meet to jointly discuss and establish performance and
development goals for the year, along with a plan for achieving these goals. This typically occurs
before Spring Break. Generally speaking, this conversation is driven by the faculty member.
Performance will be directed to improving student performance, enthusiasm, and satisfaction through
a faculty member's commitment to his/her own growth and renewal.
Growth and renewal activities will include collegial interaction; visits to classrooms to observe of
exemplary practices; a developing hierarchy of activities that leads to leadership within the
faculty in terms of, for example, mentoring, leading workshops, teaching others, presenting at
regional/national workshops; etc.
Growth and renewal activities will be career-long.
The ongoing conversation is both formal and informal, comprising a formal approval of the written
growth and development goals, and an ongoing follow-up to ensure success.
•
Management and other non-faculty members will be evaluated as follows.
5.2
Approval Meeting—Each employee will meet with his/her supervisor to discuss employee
objectives. These will include not more than five strategic objectives and one professional growth
and renewal objective.
Appraisal Meeting—At the end of each year (July/August), there will be a formal meeting to
summarize the activities of the year and determine how well the employee has carried them out.
The employee has the option to submit a written statement regarding his/her
agreement/disagreement with the evaluation, which will be attached to the evaluation and made
part of the employee's personnel record.
CORRECTIVE ACTION
Any employee who violates the School's policies, guidelines, rules, and/or standards of conduct or
performance may be subject to corrective action up to and including termination. Depending upon the
severity or frequency of the violation, corrective action may involve a verbal warning, a written warning,
suspension, or termination. The School expressly reserves the right to determine the severity of the
problem and the preferred method of proceeding in each individual case based on the facts and
circumstances involved.
6.1
Section 6:
EMPLOYEE BENEFITS
West Side Montessori School is proud to make a program of health, welfare, and retirement benefits
available to eligible employees. Brief descriptions of each benefits program are provided below.
However, please note that these descriptions are overviews only, and that the plans themselves (including
eligibility requirements) are governed by the Summary Plan Descriptions (SPDs), Summary of Benefits
and Coverage (SBC's) and related plan documents, maintained in the Business Office. In the event of any
conflict between the descriptions below and the plan documents, the plan documents will govern. WSMS
reserves the right to modify any of its plans at any time and to terminate such plans at any time with
respect to any or all individuals covered by it. The plan administrator shall have the sole and exclusive
right to interpret the terms of the plan and the application thereof.
GROUP HEALTH INSURANCE
We offer eligible employees with health insurance coverage starting on the first of the month after two
full months of employment. The full cost of an eligible employee's individual health insurance coverage
is paid by the School. Family coverage is available at an additional cost to the employee. Employees
covered by health insurance under another plan who are eligible for WSMS health insurance may elect
not to be covered by WSMS health insurance.
Employees who fail to enroll in the plan by September 18, 2015 will not be covered for the 2015-16 year.
The next opportunity for these employees to enroll is during the next open enrollment period in
September 2016. However, there is a special enrollment period for employees meeting specific
guidelines.
If one of these situations applies, you may enroll before the next enrollment period.
You did not enroll yourself or your dependent when you first became eligible or during any subsequent
annual enrollments because at the time:
You or your dependents were covered under other creditable coverage and you refused coverage and
stated in writing, at the time you refused coverage that the reason was that you or your
dependents had other creditable coverage
You or your dependents are no longer eligible for other creditable coverage because of the following:
The end of employment
A reduction of hours of employment (for example, moving from a full time to part time position)
The ending of the other plan's coverage
Death
Divorce or legal separation
Employer contributions toward that other coverage ended
COBRA coverage ended
6.2
The employers decision to stop offering the group health plan to the eligible class to which the
employee belongs
Cessation of a dependent's status as an eligible dependent as such is defined under this Plan or with
respect to coverage under Medicaid or an S-CHIP Plan, and, therefore, you or your dependents no
longer qualify for such coverage
The operation of another Plan's Lifetime maximum on all benefits, if applicable
•
Employees who are hired after September 19, 2015 will be eligible to enroll in the health care
plan after 60 days of employment and the dental care plan after 90 days of employment.
Employees should refer to the summary plan description or the other governing plan document
for a complete description of the benefits offered.
LIFE INSURANCE
The School provides eligible employees, who have one year or more of continuous service, life insurance
coverage of one times their base salary up to $50,000.
DISABILITY
If an employee is absent due to an off-the-job injury or illness for seven consecutive days, including
weekends, on the eighth day, the employee would be eligible for New York State Disability benefits for
up to 26 weeks. The employees must submit a completed disability claim form to the Business Office at
the commencement of the disability. When the employee is deemed disabled by both his/her doctors and
NYS Disability, the employee is considered to be on disability medical leave.
The following will apply:
The employee will initially use all paid sick and personal days for the contracted year the disability
commenced.
In addition to the New York State Disability Benefits described above, the School provides short
term disability pay for full time employees who have over one year of continuous service. For
employees on disability leave as described above, the School will pay 65% of salary for
continuous disability days for up to the first 90 days in a 12-month period.
If the employee meets the eligibility requirements for Standard Insurance (formerly TIAA-CREF)
long term disability benefits, the employee will begin receiving these benefits after being disabled
for 13 weeks. NOTE: Employees are enrolled in long term disability insurance after a one-year
wait period. The plan is through Standard Insurance.
Leave pursuant to the Family and Medical Leave Act will run concurrently with any disability leave.
6.3
TUITION REIMBURSEMENT
West Side Montessori has instituted a generous policy towards faculty tuition reimbursement. This policy
took effect on July 1, 2012.
For teachers who have completed 3 years at WSMS, and have a contract to return to WSMS, WSMS will
contribute $3,000 towards coursework that will result in a BA or MA in early childhood education. In
addition, WSMS will reimburse employees 50% of what the employee pays out in tuition, towards a BA
or MA in early childhood, up to $5,000 a year.
•
For teachers who have completed 1 year at WSMS, and have a contract to return to WSMS,
WSMS will reimburse 50% of what the teacher pays out in tuition, towards a BA or MA in early
childhood, up to $5,000 a year.
•
For teachers have an MA in early childhood, WSMS will reimburse $1000 towards other
coursework on approval.
Contracted employees will be reimbursed for the amount specified above if the following conditions are
met:
a) He or she is in the employ of the School when the course is completed.
b) He or she is in the employ of the School for the full academic year.
c) Reimbursable courses are those that are part of a degree program resulting in an early childhood
credential.
d) A grade of C or higher, or Pass in a Pass/Fail course is received.
e) Proof of completion of course (transcript/certificate) is submitted to the business office (M. Mack)
within 2 weeks of course's completion date.
If any of the above is not complied with, full reimbursement must be made to the School no later than
May 20th of the academic year in question or prior to that person's leaving WSMS.
6.4
PROFESSIONAL DEVELOPMENT
In support of our philosophy of continuous improvement for all employees, West Side Montessori
School offers expense reimbursement to employees for costs pertaining to approved professional
development. Employees should obtain approval in advance of the professional development event.
1.
Requirement of the American Montessori Society for Certified Teachers
Those receiving an AMS credential July 1, 2013 or later will need to document 50 hours of professional
development every 5 years. The first 5-year period begins with the date of credential. Failure to complete
the required number of hours in the prescribed 5-year period will result in a credential with inactive
status. Teachers who hold AMS credentials issued prior to the implementation date of July 1, 2013 will
be "grandfathered." While those with AMS teacher credentials issued prior to July 1, 2013 are now
grandfathered, AMS encourages those holders to continue their ongoing professional development. AMS
believes continuing professional growth is a necessary component of best practice in Montessori teacher
development. You can find detailed information about the requirement (guidelines, etc.) on the
Professional Development page of the AMS website.
2.
WSMS Procedure for Reimbursement
Employees interested in taking outside courses or workshops—or participating in appropriate
educational association conferences or annual meetings—must first discuss their intentions with
the Head of School for final approval.
Upon approval, the employee is responsible for working out payment details with the Business
Office.
If there is sufficient advance notice, the registration fee may be paid by check or purchase order
issued by the Business Office. Alternatively, the employee may be required to pay for the course
using his/her own credit card and then receive reimbursement from the School.
Please see the Business Office with questions regarding reimbursement of other expenses associated
with attending the workshop (including travel, lodging, and meals).
FACULTY AND STAFF CHILDREN TUITION (FINANCIAL AID)
We want to ensure that all employee/parents who wish to send their child(ren) to West Side Montessori
School are financially able to do so.
The employee parent should apply for financial aid through normal channels during the financial aid
period.
When results of the application are finalized, the School will offer financial aid sufficient to meet all of
the family's determined need. The employee ordinarily will be notified of the annual financial aid
decision by the Director of Admissions.
6.5
CONTINUATION OF BENEFITS (COBRA)
As a sponsor of employee benefits plans, West Side Montessori School is covered by the regulations of
the Consolidated Omnibus Budget Reconciliation Act (COBRA), the federal law pertaining to continuing
benefits coverage after employees are no longer eligible. Under the provisions of COBRA, employees
and their dependents who enroll in the School's medical or dental plans may be eligible to continue
coverage at their own expense—usually for up to 18 months, and in certain circumstances up to 29 or 36
months—upon terminating employment with the School or experiencing other qualifying events (e.g.,
such as a dependent student losing coverage due to reaching the age limit or graduating from college).
The decision to continue your health insurance is voluntary. The cost to continue coverage under
COBRA is the full monthly premium for coverage. You and/or your eligible dependent must pay the
required premium in a timely manner on a monthly basis. Failure to pay the premium will result in the
coverage being canceled, as permitted by law.
You will be notified of your COBRA rights upon enrolling in medical coverage, as well as at the time of
your termination of employment or when a qualifying event occurs. It is vitally important that you inform
the Business Office when a potential qualifying event occurs that may affect your coverage—such as
getting married, divorced, or separated, or having or adopting a child, or when a child over the age of 26
is no longer a full-time student or reaches the maximum coverage age for the School's benefits plans.
Please see Melissa Mack for further details.
MEDICAL INFORMATION PRIVACY UNDER HIPAA
The purpose of this policy is to inform employees regarding compliance with the Health Insurance
Portability and Accountability Act (HIPAA) of 1996. All employees should be aware that HIPAA
severely restricts the sharing and transmission of private health information (PHI) to non-qualified
parties.
Employees should never share private health information of themselves or others. In certain
circumstances—such as with regard to colleagues who are ill or in the hospital—we realize this may
seem contrary to the spirit and culture of caring for colleagues that we have established over the years at
our School. While we always seek to maintain our caring culture, we all need to recognize the personal
protections provided under HIPAA and remain in compliance, for the benefit of all concerned.
Please consult the Business Office with any questions regarding the School's responsibilities and
individual employee responsibilities with respect to HIPAA and private health information.
6.6
PENSION PLAN
To help provide financial security to our employees during their retirement years, the School sponsors a
pension plan. An employee becomes a participant in the program after two years of full time
employment. Full time employment includes a half-day classroom teaching position as long as the
employee has worked a minimum of 1,500 hours. The two years need to be consecutive years of
employment. An employee who has completed two consecutive years of employment and discontinues
working at WSMS (a separation from service) will re-enter the pension plan as a participant on the date
of his/her re-employment. An employee who incurs a separation from service prior to completing two
consecutive years of employment will re-enter as a new employee; the plan disregards the employee's
service prior to the break in service.
TIAA-CREF currently administers the School's pension plan. Employees should refer to the summary
plan description or other governing plan documents for a complete description of the benefits offered.
SALARY REDUCTION PLAN (403(b))
As an employee of WSMS, a not-for-profit tax exempt organization (5019c3) organized and operated
exclusively for educational purposes, employees are eligible to participate in a salary reduction plan
(403(b) of the IRS code). This voluntary program is for the benefit of eligible employees who may wish
to set aside tax-deferred retirement funds over and above the amounts being accumulated under WSMS'
non-contributory Pension Plan. Under this 403(b) plan, eligible employees may, through a properly
drawn salary reduction agreement with WSMS, reduce a portion of their compensation currently subject
to taxes (not from FICA) and have WSMS remit the reduction amount to the selected institution.
Complete information is available in the business office.
CULTURAL FUND
All employees are eligible for up to $300 for cultural events (as defined by the Head of School) for his or
her use only. Cultural events include dance/theater/opera performances and educational organization
memberships (NAEYC, AMS, NCTE, etc.).
MENTAL HEALTH CONSULTATION SERVICES
Employees are encouraged to consult with one of the School's mental health consultant over student
problems, relationships with co-workers, other employees in the School, parents, or administration. All
contacts will be considered confidential.
7.1
Section 7:
LEAVES OF ABSENCE
FAMILY AND MEDICAL LEAVE ACT (FMLA)
1.
Overview
The School will grant Family and Medical Leave (FMLA) to eligible employees in accordance with
federal and state law. This policy is intended to provide an overview of the School's and the employee's
obligations, but in no way is intended to increase or diminish the obligations set forth under federal and
state law.
2.
Eligibility
Full-time and part-time employees who have completed 12 months of service and who have worked
1,250 hours or more in the preceding 12 months are eligible to apply for a job-protected, unpaid Family
and Medical Leave Act (FMLA) leave of absence.
3.
Reasons for Leave
The leave provides time off from work for the following reasons.
An employee's own serious health condition that makes the employee unable to perform the functions
of the employee's job; or
To care for a child, parent, or spouse with a serious health condition; or
The birth or adoption of a son or daughter, or the placement with the employee of a son or daughter
for foster care; or
for any qualifying exigency arising out of the fact that a spouse, son, daughter, or parent is on
covered active duty, or has been notified of an impending call or order to covered active duty, in
the Armed Forces in support of a contingency operation; or
to care for a spouse, son, daughter, parent or next of kin who is a covered service member with a
serious illness or injury incurred while on active duty (referred to as "Service member Family
Leave"). (Note that the School will grant up to a combined total of twenty-six (26) weeks of
unpaid family and medical leave (which includes all other FMLA leaves) during a twelve (12)
month period for eligible employees taking the Service member Family Leave.)
The federal FMLA leave of absence will be coordinated with state leave laws, where applicable.
4.
Definitions
A "serious health condition" means an illness, injury, impairment, or physical or mental condition that
involves:
inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility,
including any period of incapacity (i.e., inability to work, attend school or perform other regular
daily activities due to the serious health condition, treatment therefor, or recovery therefrom), or
any subsequent treatment in connection with such inpatient care; or
7.2
continuing treatment by a health care provider (treatment by a health care provider means an inperson visit to the health care provider with the first (or only) visit taking place within seven (7)
days of the first day of incapacity).
A serious health condition involving "continuing treatment by a health care provider" includes any one or
more of the following:
a period of incapacity (i.e., inability to work, attend school or perform other regular daily activities
due to the serious health condition, treatment therefor, or recovery therefrom) of more than three
(3) consecutive calendar days, and any subsequent treatment or period of incapacity relating to
the same condition, that also involves:
treatment two or more times by a health care provider within thirty (30 days) of the first day of
incapacity, by a nurse or physician's assistant under direct supervision of a health care provider,
or by a provider of health care services (e.g., physical therapist) under orders of, or on referral by,
a health care provider; or
treatment by a health care provider on at least one occasion which results in a regimen of continuing
treatment under the supervision of the health care provider.
any period of incapacity due to pregnancy, or for prenatal care.
any period of incapacity or treatment for such incapacity due to a chronic serious health condition. A
chronic serious health condition is one which:
•
requires periodic visits (at least twice a year) for treatment by a health care provider, or by a nurse or
physician's assistant under direct supervision of a health care provider;
•
continues over an extended period of time (including recurring episodes of a single underlying condition);
and
•
may cause episodic rather than a continuing period of incapacity (e.g., asthma, diabetes, epilepsy, etc.).
•
a period of incapacity which is permanent or long-term due to a condition for which treatment may not be
effective. The employee or immediate family member must be under the continuing supervision of, but
need not be receiving active treatment by, a health care provider. Examples include Alzheimer's, a severe
stroke, or the terminal stages of a disease.
•
any period of absence to receive multiple treatments (including any period of recovery therefrom) by a
health care provider or by a provider of health care services under orders of, or on referral by, a health care
provider, either for restorative surgery after an accident or other injury, or for a condition that would likely
result in a period of incapacity of more than three (3) consecutive calendar days in the absence of medical
intervention or treatment, such as cancer (chemotherapy, radiation, etc.), severe arthritis (physical
therapy), kidney disease (dialysis).
A "health care provider" means: (a) doctors of medicine or osteopathy authorized to practice medicine
or surgery by the state in which the doctor practices; (b) podiatrists, dentists, clinical psychologists,
optometrists and chiropractors (limited to manual manipulation of the spine to correct a subluxation as
demonstrated by x-ray to exist) authorized to practice, and performing within the scope of their practice,
under state law; (c) nurse practitioners, nurse-midwives, clinical social workers, and physician assistants
7.3
authorized to practice, and performing within the scope of their practice, under state law; (d) Christian
Science practitioners listed with the First Church of Christ, Scientist in Boston, Massachusetts; or (e) any
health care provider recognized by the School or the School's group health plan benefits manager. A
"covered servicemember" means (i) a member of the Armed Forces, including a member of the National
Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in
outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness; or
(ii) a veteran who is undergoing medical treatment, recuperation, or therapy, for a serious injury or illness
and who was a member of the Armed Forces, including the National Guard and Reserves, at any time
during the five-year period preceding the date on which the veteran undergoes medical treatment,
recuperation, or therapy.
In the case of a covered servicemember, a "serious injury or illness" means an injury or illness incurred
by the member in line of duty on active duty in the Armed Forces that may render the member medically
unfit to perform the duties of the member's office, grade, rank, or rating. In the case of a veteran who
was a member of the Armed Forces (including a member of the National Guard or Reserves) at any time
during the five-year period preceding the date on which the veteran undergoes medical treatment,
recuperation or therapy, a "serious injury or illness" means an injury or illness that was incurred by the
member in line of duty on active duty in the Armed Forces (or existed before the beginning of the
member's active duty and was aggravated by service in line of duty on active duty in the Armed Forces)
and that manifested itself before or after the member became a veteran.
"Covered Active Duty" means (i) (i) In the case of a member of a regular component of the Armed
Forces, duty during the deployment of the member with the Armed Forces to a foreign country; and (ii)
(ii)
In the case of a member of a reserve component of the Armed Forces, duty during the deployment
of the member with the Armed Forces to a foreign country under call or order to active duty.
"Next of kin" means the nearest blood relative of the individual.
5.
Maximum Period of Leave
Eligible employees may take job-protected family medical leave of up to a total of 12 weeks during a
rolling 12-month period (with the exception of qualifying leaves to care for a member of the Armed
Services who has a serious illness or injury, when the employee may take up to a total of 26 work weeks
of leave during a single 12-month period).
6.
Spouses Both Working for the School
Spouses employed by the School are jointly entitled to a combined total of twelve (12) weeks of family
and medical leave during a twelve (12) month period for the birth or care of a newborn son or daughter,
for placement of a son or daughter for adoption or foster care, or to care for a parent who has a serious
health condition. In addition, leave for birth and care, or placement for adoption or foster care must
conclude within twelve (12) months of the birth or placement.
With regards to eligible employees taking Servicemember Family Leave, spouses employed by the
School are jointly entitled to a combined total of twenty-six (26) weeks during a twelve (12) month
period (i) to care for a covered servicemember, and (ii)(a) for the birth or care of a newborn son or
daughter, (ii)(b) for placement of a son or daughter for adoption or foster care, or (ii)(c) to care for a
parent who has a serious health condition.
7.4
Provided that they have not exhausted their FMLA entitlement during the applicable twelve (12) month
period, eligible spouses employed by the School are individually entitled to up to twelve (12) weeks of
family and medical leave during a twelve (12) month period to care for a son or daughter who has a
serious health condition.
7.
Special Provisions for End-of-Semester Leaves for Faculty
Due to the need to provide continuity of instruction in the classroom, the School may regulate the faculty
member's return to the classroom in certain circumstances, as allowable under federal FMLA law. These
circumstances and provisions include the following:
An instructional employee begins leave more than five weeks before the end of a term. The School
may require the employee to continue taking leave until the end of the term if the leave will last at
least three weeks, and the employee would return to work during the three-week period before the
end of the term.
•
The employee begins leave for a purpose other than the employee's own serious health condition
during the five-week period before the end of a term. The School may require the employee to
continue taking leave until the end of the term if:
•
The leave will last more than two weeks, and the employee would return to work during the two-week
period before the end of the term.
•
The employee begins leave for a purpose other than the employee's own serious health condition during
the three-week period before the end of a term, and the leave will last more than five working days. The
School may require the employee to continue taking leave until the end of the term.
Notice of Leave
If the need for the leave is foreseeable, you must provide the School with at least 30 days advance notice
before the family and medical leave is to begin. If under the circumstances 30 days' notice is not
practicable, notice of the need for the leave must be given as soon as is reasonable and possible. Failure
to comply with these notice rules is grounds for, and may result in, deferral of the requested leave until
you comply with the notice policy.
1.
Pay During Leave Period
Leave time will be unpaid. In the case of leave due to your own personal illness, you are required to
utilize any unused accrued sick time available to you, and take the remainder of the 12 weeks (or 26
weeks, as appropriate) as unpaid leave. In addition, for all categories of FMLA leave, employees may
also choose to utilize some or all of their available paid personal time during the leave, at their option.
Any leave provided for under the worker's compensation laws and FMLA leave run together, provided
the injury qualifies as a serious health condition.
2.
7.5
Procedure
Employees should contact the Business Office as soon as they are aware they may need to apply for a
leave of absence. They will be provided with the required application forms and notices.
1. Leave requests must be submitted to the Business Office in writing, using the Family and Medical
Leave Act Request Form, with the Physician Certification attached.
2. Requests should be submitted at least 30 days prior to the leave, if possible.
3. The employee will then be notified of the approval or denial of the leave in writing.
3.
Job Reinstatement
Leave requests must include the anticipated starting date and duration of the leave. It is the employee's
responsibility to report to work at the end of the approved leave. An employee who fails to report to work
on the day after the approved leave (or approved extension) expires will be considered to have resigned
employment. Employees requesting an extension must do so prior to the expiration of the current
approved leave.
Employees granted leave are guaranteed reinstatement to the same or an equivalent job position at the
end of the leave, unless the job ceases to exist for legitimate business reasons, subject to any other
considerations allowed under the law. In the event that a reduction in force or other reorganization has
taken place while the employee was on leave, and the employee's position has been eliminated and a
comparable position for which the employee is qualified is unavailable, the employee will be terminated
upon the end of the approved leave period.
The School may require employees on leave for their own serious health condition to submit, prior to
their return, a medical certification from their health care provider of their ability to return to work and
perform the essential functions of their job. The School may delay restoration to an employee who fails
to provide such certification.
4.
Health Insurance Coverage During Leave
During an FMLA leave, the employee will continue to be eligible for health coverage as if he/she had
remained employed, provided the employee pays the required employee contribution, if any. The School
will continue to pay for the School's portion of any applicable insurance premiums.
5.
Intermittent Leave
FMLA leave for the serious health condition of the employee or to care for an immediate family member
may be taken intermittently or on a reduced schedule, if medically appropriate and certified by the
physician. If a leave is due to the birth or placement for adoption or foster care of a child, the School will
consider, but is not required to grant, intermittent or reduced schedule leave.
6.
7.6
Health Certification
The School will require employees who request family and medical leave for the employee's own serious
health condition, the serious health condition of an immediate family member, or for the serious illness
or injury of an immediate family member (or next of kin) who is a covered servicemember to provide
documentation of the need for such leave. The employee must provide the School with the medical
certification within 15 days of the School's request. Failure to provide adequate certification in a timely
manner may result in delay of leave.
The School may require that the employee obtain a second opinion from a health care provider selected
by the School at the School's expense. If this opinion differs from the employee's certification, the
School will require, at its expense, a third opinion that is final and binding.
During family and medical leave, employees must periodically report to the School on their status and
their intent to return to work. Employees on leave for their own serious health condition, the serious
health condition of an immediate family member, or the serious illness or injury of an immediate family
member (or next of kin) who is a covered servicemember may be asked to submit medical recertifications from time to time during their leave.
To comply with the Genetic Information Nondiscrimination Act of 2008 (GINA), the School asks that
employees not provide any genetic information when responding to this request for medical information.
"Genetic Information" as defined by GINA includes an individual's family medical history, the results of
an individual's or family member's genetic tests, the fact that an individual or an individual's family
member sought or received genetic services, and genetic information of a fetus carried by an individual
or an individual's family member or an embryo lawfully held by an individual or family member
receiving assistive reproductive services.
7.
Exceptions
There are certain exceptions to eligibility for family care and medical leave and the obligations in
providing such leave. When legally permitted to do so, the School may deny requests for leave.
8.
Notice: U.S. Department of Labor
A notice regarding FMLA Rights provided by the U.S. Department of Labor is posted in the Teacher's
Room.
9.
Additional Information
Please see the Business Office with any questions regarding FMLA leave, including required forms,
certifications, and other specific provisions of this policy. The School will not interfere with, restrain, or
deny the exercise of any rights provided by FMLA or terminate the employment of or discriminate
against any individual for opposing any practice because of involvement in any proceeding relating to the
FMLA. In addition, the School will not use the taking of family and medical leave as a negative factor in
employment, such as hiring, promotions, or disciplinary actions.
7.7
JURY SERVICE
1.
Eligibility
All employees are eligible for jury duty leave.
2.
Pay During Leave
The School will pay for up to 5 days of jury service. All employees are encouraged to try to schedule
their jury duty service during the summer months.
3.
Benefits During Leave
All employee benefits will continue on an uninterrupted basis during jury leave.
4.
Procedure
Employees who are called to jury duty should inform the Head of School. A Request for Leave form
must be completed for all days associated with jury duty and a copy of the jury notification must be
attached and provided to the Business Office at the completion of the jury service.
5.
Special Situations
There are special situations and exceptions to this policy.
An employee who becomes involved in a legal matter as a result of the performance of his/her duties
at West Side Montessori School and must, therefore, appear in court or attend related proceedings
will be considered to be on WSMS business and jury leave will not apply.
An employee required to appear in court as a plaintiff or defendant in any personal action not related
to WSMS business is expected to use personal days, or personal leave without pay to cover the
period of absence.
An employee who agrees to testify as an expert witness in a court proceeding is expected to use
personal days to cover the period of absence, unless the matter pertains to WSMS business and
occurs at the School's request.
BEREAVEMENT LEAVE
As a caring community, we strive to bring comfort to employees who suffer the loss of a loved one
during their time of need. For this reason, the School provides time off with pay to full-time employees
to attend to personal and family arrangements surrounding the death of a family member.
Up to three paid days will be granted for bereavement of immediate family (i.e., parents, siblings,
children, spouse, in-laws, or grandparents).
One paid day shall be granted to attend a funeral service for other family members. If more time is
needed, sick/personal time may be used with the approval of the Head of School.
7.8
MEDICAL OR PERSONAL LEAVE OF ABSENCE (NON-FMLA)
1.
Purpose
West Side Montessori School recognizes that there are situations beyond an employee's immediate
control that may require him/her to apply for a temporary leave of absence from job duties for medical or
personal reasons. If the employee is not otherwise qualified for Family and Medical Leave Act (FMLA),
he/she may apply for leave under this policy.
2.
Procedure
To apply for this leave, you must submit a written request to the Head of School outlining the general
reasons for the leave (please be careful to avoid sharing any detailed personal health or other protected
information).
3.
Approval
The Head of School will review your request in light of the circumstances and the impact that such a
leave would have on the School and its students. The Head of School will provide written notice of the
approval or denial of leave.
4.
Pay, Benefits, and Job Protection During Leave
Leave, if granted, will be unpaid—except for any sick or personal time that may be appropriately applied.
The School will continue its contribution to benefits programs that you are enrolled in during the leave,
though you are required to make arrangements with the Business Office to provide your portion of
premium contributions if you wish to maintain your benefits in force.
The duration of the leave will ordinarily be a maximum of three months, unless a longer period is
required by applicable law. Employees should be aware that while the School will endeavor to cover
your position on a temporary basis, your job is not guaranteed to be available to you at the conclusion of
your leave (unless required by applicable law).
If you have questions about this policy, please consult with Melissa Mack.
WORKERS' COMPENSATION LEAVE AND INJURY REPORTING
If an employee is injured on the job, the employee must report the injury to his/her supervisor
immediately for the benefit and protection of both the employee and the School and to maintain the rights
and benefits available to the employee under the law.
If an employee needs to be absent from work due to a workplace injury and has filed a work-related
injury report, the employee will be placed on Workers' Compensation Leave for the duration required by
law. All benefits ordinarily provided by the School (including medical and dental), and for which the
employee is otherwise eligible, will be continued during the period of disability.
7.9
VOTING LEAVE
Employees who are registered voters may take time off from work with pay in order to vote if polling
places are not open either four (4) consecutive hours before or after the employee's scheduled workday.
Most employees will have four (4) consecutive hours during polling hours available outside of their
normal work schedule. These employees will not be eligible to take any additional time off for voting
purposes. If you have four (4) consecutive hours either between the opening of the polls and the
beginning of your working shift, or between the end of your working shift and the closing of the polls,
you shall be deemed to have sufficient outside working hours within which to vote.
Employees must advise Melissa Mack at least two (2) working days in advance if time off is needed for
voting. If an employee needs time off to vote, the School will pay the employee's wages for up to two
(2) hours. However, more time may be taken without pay. Time may be taken either at the start of the
day or near the end of the shift as designated by Melissa Mack, unless mutually agreed.
Employees will not be disciplined for taking such voting leave or for failing to vote.
BONE MARROW DONATION LEAVE
Employees who work an average of twenty (20) hours or more each week are eligible to receive up to
twenty-four (24) work hours of unpaid leave to donate bone marrow. Employee should provide Melissa
Mack with written physician verification of the purpose and length of each leave. Exempt employees
may be provided time off with pay when necessary to comply with state and federal wage and hour laws.
BLOOD DONATION LEAVE
Employees are eligible for up to three (3) hours of paid leave in any twelve (12) month period to donate
blood. For more information regarding this leave, please contact Melissa Mack.
NURSING MOTHERS
In accordance with New York law, employees who are nursing shall be permitted reasonable breaks
during the working day to take care of their needs with respect to nursing. Non-exempt employees will
receive unpaid breaks or may use paid break time or meal time, if applicable, for this purpose. There will
be no deductions from an exempt employee's pay for nursing breaks. The School will not discriminate in
any way against an employee who chooses to nurse in the workplace. If you have questions about this
policy, please contact Melissa Mack. If you need assistance in locating a place to nurse, please contact
Judy Lyons.
UNPAID LEAVE FOR STUDENT TEACHING
Most early childhood degree/ NYS certification programs require student teacher placement(s). In the
instances that employees request leave to complete student teaching requirements, this leave will be
granted as unpaid leave. Leave must be requested 3 months in advance.
8.1
Section 8:
OFFICE POLICIES AND PROCEDURES
EXPENSE REIMBURSEMENT
West Side Montessori School will reimburse the employee for all necessary and reasonable expenses
incurred while transacting WSMS-related business as outlined below. The Associate Head of School for
Finance and Administration may delineate approval policies. Receipts are required for all expenditures.
The School expects that you will seek prior approval for all spending in advance of any purchasing. We
will reimburse you for necessary and reasonable expenses incurred when conducting authorized WSMS
business. Good judgment, common sense, and discretion should be used each time you spend the
School's money. All expenditures above $20 must be approved in advance.
Please discuss approval guidelines and other questions with the Associate Head of School for Finance
and Administration. Please note that expense reimbursement guidelines are dictated as much by the
Internal Revenue Service (IRS) as by our own policies.
The School has many of the basic art and classroom supplies. Teachers are encouraged to check the
Teachers Room for supplies before buying them. Art materials are replenished regularly. If a specific
material is needed, teachers can request the material be purchased by the School. Each class will have an
annual budget that will be determined by the Head of School to cover supplies that the School does not
keep on-hand. Receipts for this allowance must be submitted to the business office.
MAIL, PHONE CALLS, AND FAXES
All teachers have mailboxes in the faculty room, and the mail is delivered daily. If you have outgoing
WSMS related mail, please hand it to the receptionist. You can make arrangements to receive UPS or
FedEx packages at the School.
The School fax number is 212-662-8323. You can send outgoing faxes in the main office. Incoming
faxes will find their way into your mailbox in the regular sorting of snail mail, so if you are expecting an
urgent fax let the receptionist know and she will try to make sure you learn of its arrival sooner rather
than later.
FORMS
There is a supply of various forms in the Teachers Folder on the server.
9.1
Section 9:
HEALTH, SAFETY, AND SECURITY
HEALTH AND SAFETY
West Side Montessori School is committed to providing a safe working environment for all employees
and one that is free of physical hazards. You are an important participant in helping us achieve this
objective.
•
All employees are expected to:
exhibit safe work behaviors at all times (serving as a role models to students and fellow employees in
doing so)
exercise active concern in the course of their work to prevent injuries to themselves, colleagues, and
students
take immediate steps to the extent prudent to report and/or remedy any unsafe condition (while not
placing themselves or others in harm's way in doing so)
All potentially hazardous or unsafe circumstances should be reported immediately to the Head of School
and Barbara Grant. All workplace injuries should be reported immediately to Melissa Mack (See
Workers' Compensation Leave and Injury Reporting policy for further details).
EMERGENCIES
In the event of a medical emergency, notify an administrator IMMEDIATELY and arrange to have
emergency services (911) notified if this warranted. Teachers should not move or transport an injured
student or employee.
BUILDING SECURITY
Security of our facilities is of utmost importance to the School, and constant vigilance is asked and
expected of all employees. Specifically, this includes ensuring that the following parameters are observed
at all times.
During regular working hours, employees are able to enter and leave the building without a key.
Outside regular working hours (after 6:00 p.m. during the week and on throughout the weekends) all
doors will be locked.
Classroom doors are to be kept locked at all times when school is in session. Teachers should always
have a key on their person (around neck, wrist, etc.) to have access to rooms.
There is a flashing light over the front door of the building that will be on if there is an emergency. If
you are out of the building and see the light flashing, do not enter the building. Immediately leave
the area and call 911.
Emergency bags are located in every classroom. The contents should be checked twice a year. They
should be kept in a cabinet with a sign on the outside of the cabinet indicating its location.
9.2
SAFE HAVEN
In the event of an emergency in which the building needs to be evacuated, WSMS will move children to
a safe haven. If the emergency affects only the immediate area (not the neighborhood), children will be
moved to Riverside Montessori School at 202 Riverside Drive, at West 93rd Street, 212-665-1600. In the
event that the emergency affects the neighborhood, children will be moved to Metropolitan Montessori
School at 325 West 85th Street, between West End and Riverside, 212-579-5525.
Parents will be notified as quickly as possible through the School's AlertNow communication system,
and a note will be left on the front door of the School. To ensure safety and accountability, children will
NOT be released to anyone while en route to a safe haven. Copies of each student's information will be
kept at both safe havens.
1.
Procedures
Lock the Door—At night, if you are the last West Side Montessori School employee to leave, you
must remember to lock all the exterior building doors. Also, check to see that all the lights,
computers, and monitors are turned off.
Visitors—All parents and visitors must check in at the Reception Desk before entering the building.
Please direct visitors and parents to the desk for name badges. Please send them back to the desk
for a name badge if they do not have one.
Challenging Any Unknown Person—If you notice anyone on WSMS property with whom you are
not familiar, it is your responsibility to ensure that they are, indeed, supposed to be here. Better to
be safe and challenge a prospective family or vendor than to ignore a potential threat. Our
employees and families should respect the fact that we take security seriously.
However, do not place yourself (or anyone else) in harm's way. If you encounter belligerence or
sense any danger, please notify any administrator immediately.
After-Hours Access—The School office closes at 6:00 p.m. on most days. If the teacher needs to
have an area open for a longer period of time, please make special arrangements with the Head of
School.
Securing Valuables—Make sure that all personal articles are either locked away or kept out of sight
to keep them from being easy targets.
PETS AT SCHOOL
For the safety and health (i.e., allergies) of our employees, students, and visitors, no dogs or other
employee or visitor pets are allowed at West Side Montessori School campus, with the exception of
service dogs required by students, employees, or visitors.
9.3
PERSONAL PROPERTY
Although the School strives to provide a safe and secure environment at all times, employees should be
aware that any personal property you may have on campus is not covered under the School's insurance
policy. Employees should ensure that all personal property is clearly marked with their name, in case
there is ever a question of ownership. The School provides locked storage space for personal property in
each classroom. Please take appropriate precautions in securing your valuables, as the School cannot be
responsible for reimbursing you for lost or stolen items.
SMOKING AT SCHOOL
Smoking is prohibited in all areas on the School's premises. Additionally, smoking is always prohibited
in the sight or presence of students.
REQUIREMENTS FOR NEW AND RETURNING EMPLOYEES
All faculty and staff must have a completed physical form signed by their physician on file before they
begin work in the classroom. Employees must submit an updated physical form every two years.
In addition, The State Central Registry (SCR) and Department of Investigation (DOI) clearances, must be
on file. SCR must be filed every two years. The employee is responsible for submitting updated forms;
you may request the expiration dates from the office.
Employees must have three letters of reference, a completed application, an original college transcript,
and proof of age on file. I-9 and W-4 forms must also be completed.
In addition, all other pertinent paperwork must be completed as required.
MANDATED TRAININGS
In order to assist in emergency situations, CPR/First Aid Training is required for all faculty and
recommended for all staff. CPR certification is renewed every two years; first aid training is renewed
every three years. West Side Montessori School will cover the costs of these trainings.
Our licensing agency requires that employees take the Department of Health Workshop, Preventing
Infectious Disease. Faculty without documentation that they have completed this training will be
required to attend the next workshop that is offered.
WSMS employees must document that they have completed Identifying and Reporting Child Abuse and
Maltreatment: Mandated Reporter Training every two years. This training is available online.
Epi Pen administration training is offered annually at WSMS for all faculty.
9.4
MANDATORY REPORTING PROCEDURES FOR CHILD ABUSE AND MALTREATMENT
Under New York State Social Services Law and the Family Court Act, all WSMS officials must report
suspicions of child abuse and maltreatment when they have reasonable cause to suspect that a parent or
legal guardian of a child coming before them in their official or professional capacity has abused or
maltreated the child. WSMS officials include but are not limited to, teachers, guidance counselors,
school psychologists, school social workers, school nurses, and administrators.
[Additionally, because the School is regulated as a child care (day care) service provider, employees,
interns, and volunteers of the School can be considered "subjects of the report" under New York State
Social Services Law. Therefore, if a mandated reporter has reasonable cause to suspect that a WSMS
employee, intern, or volunteer has committed an act of abuse or neglect as defined above against a
WSMS student, a report should be made to the Statewide Central Registry of Child Abuse &
Maltreatment (the "SCR") as described herein. If the alleged perpetrator of abuse is not a parent or other
person legally responsible for the child, or a WSMS employee, intern, or volunteer, a report should be
made to law enforcement.]
Mandated reporters at the School are not required to seek the consent or approval of their supervisor or
anyone else at the School before making a call to SCR. The School's Head of School is available,
however, to support and consult with the mandated reporter throughout the process of making a report to
the SCR, including providing assistance in determining whether a concern is reportable if the mandated
reporter wishes to discuss it with them.
The law provides that a mandated reporter who has reasonable cause to suspect abuse or maltreatment as
described herein and in the law must personally make a report to the SCR, and then must notify the Head
of School that a report has been made.
1.
Definitions:
An "abused child" is a child less than 18 years of age whose parent or other person legally responsible for
his or her care:
•
Inflicts or allows to be inflicted upon the child serious physical injury, or
•
Creates or allows to be created a substantial risk of physical injury, or
•
Commits a sexual offense against the child or allows a sexual offense to be committed. Such
sexual offenses are described in the New York State Penal Law and include but are not
limited to sexual misconduct, rape, criminal sexual act, forcible touching, persistent sexual
abuse, sexual abuse, aggravated sexual abuse, course of sexual conduct against a child, female
genital mutilation, facilitating a sex offense with a controlled substance, promoting
prostitution, incest, or allowing a child to engage in a sexual performance (pornography).
The term "injury" includes but is not limited to bruises, welts, broken bones and other serious injuries,
injuries which cause or would be likely to cause protracted impairment of physical or emotional health,
and injuries which create a substantial risk of or cause death.
9.5
A "maltreated child" is a child under 18 years of age whose physical, mental, or emotional condition has
been impaired or is in imminent danger of becoming impaired as a result of the failure of his or her
parent or other person legally responsible for his care to exercise a minimum degree of care:
2.
•
in supplying the child with adequate food, clothing, shelter, education, medical or surgical
care, though financially able to do so or offered financial or other reasonable means to do so;
or
•
in providing the child with proper supervision or guardianship; or
•
by unreasonably inflicting, or allowing to be inflicted, harm or a substantial risk thereof,
including the infliction of excessive corporal punishment; or
•
by misusing a drug or drugs; or
•
by misusing alcoholic beverages to the extent that he or she loses self-control of his actions;
or
•
by any other acts of a similarly serious nature requiring the aid of the Family Court; or
•
by abandoning the child.
Procedure:
•
•
•
•
•
•
•
•
A mandated reporter who has concluded, based on what he or she has observed or been told,
combined with his or her training and experience, that he or she has reasonable cause to suspect
that harm or imminent danger of harm to a child could be the result of an act or omission by the
child's parent or other person legally responsible for the child, or a WSMS employee, intern, or
volunteer, must report their suspicions to the SCR.
The toll free mandated reporter hotline for the SCR is 1-800-635-1522. The mandated reporter
should ask the SCR specialist for the "Call I.D." number assigned to the report they made if a
report is registered.
The Head of School must be notified, either in consultation before a call is placed, or immediately
thereafter.
The Head of School and his or her designated representatives are responsible for subsequent
information and follow-up necessitated by the call.
The Head of School will decide if, and by whom, the student and/or family may be contacted
prior to or following the report.
If the reporter, the Head of School, or his or her designee believes that the release of the child to
the family will place the child in imminent danger of harm, an immediate call should be made to
911, so that police can ensure the safety for the child.
If a child lives in a state other than New York, the mandated reporter should make a report to the
SCR as outlined above, but should also notify the Head of School who will determine if an
additional report must be made in the other venue.
Within 48 hours after the call to the SCR, the Head of School or his or her designated
representative must prepare a written report using form LDS-2221-A.
•
•
•
9.6
If after a report has been made to the SCR regarding a specific child, any further information that
leads a mandated reporter to have reasonable cause to suspect further or continued abuse,
maltreatment or neglect of the same child, another report must be made to the SCR, following the
same guidelines.
The School will cooperate with law enforcement and child protective services in any investigation
related to child abuse and maltreatment under this policy. Parental consent is not required.
Unaccepted Reports: If the report to the SCR is not accepted, the reporter shall document the date
and time of the call, as well as the name and telephone number of the SCR staff person who took
the call. A copy of this information should be placed in the child's confidential record.
Failure by mandated reporters to report reasonable suspicions of abuse and maltreatment is punishable as
a Class A misdemeanor which can result in a penalty of up to a year in jail, a fine of up to $1,000, or
both. Additionally, failing to report may result in a civil lawsuit for monetary damages.
As provided by law, the School will not take retaliatory personnel action against any employee who
believes that he or she has reasonable cause to suspect that a child is an abused or maltreated child and
then makes a report to the SCR in accordance with the law.
If you have any questions about this policy, please contact the Head of School.
MAINTENANCE REQUESTS
If ordinary repairs are needed in your classroom, office, or other WSMS facilities, complete a
Maintenance Request Form (located in the office) and put it in Barbara Grant's mailbox.
If the required repair involves student or employee safety (e.g., dangling live electrical wires), please
contact Barbara Grant, the Facilities Director and Mimi Basso, Head of School, IMMEDIATELY.
LEAVING CAMPUS DURING THE SCHOOL DAY
For safety and security reasons, all faculty and staff must sign out when leaving the School and sign in
upon their return to the building.
9.7
FIRE/SAFETY DRILLS
The School conducts fire drills on a monthly basis in accordance with state law. All employees are
required to leave the building through the designated fire exit (posted on each floor) in an orderly manner
upon the sounding of the fire alarm. Employees must remain at least 50 feet from any building.
Employees are prohibited from re-entering any WSMS building until directed by administrative official
supervising the evacuation.
West Side Montessori School has developed an extensive Safety and Security Handbook with which all
employees must be familiar. It is included with this Employee Handbook. In addition, regular trainings
will be scheduled.
1.
Procedure to be Followed by Classroom Teachers
When the alarm sounds, the teacher must escort the class out of the building, according to the
designated fire exit for that room. The fire exits are posted in each room.
The teacher is to be sure that all classroom windows are closed and the classroom door is closed and
unlocked.
The teacher must ensure that the students exit the building in a quiet and orderly manner.
When evacuating, the teacher must take with him/her the emergency instructions, daily
attendance sheet, and grade book for attendance purposes outside the building once the class
has reached the designated assembly location.
Teachers must have students remain at the assembly location until the Director of Facilities has
checked the building. Teachers and students may not re-enter the building until instructed to
do so by an administrator.
9.8
HANDLING OF CONFIDENTIAL INFORMATION
Below are guidelines to clarify expectations and procedures concerning security of information and
records. These standard practices will help ensure the safety and right to privacy of all members of the
School community.
1.
Definition of Confidential Information
"Confidential Information" means all documentation and records including but not limited to all
individual student, parent, and family information, including children's reports, faculty comments, test
results, letters of recommendation, evaluations, admissions applications and files, financial aid
information, medical records, financial aid records, and annual fund and capital campaign, and all
personnel information, including compensation information, performance reviews, health information,
insurance forms, tax forms, e-mail messages, and financial records.
2.
Storage
Confidential Information is to be stored in locked file cabinets or other secure (locked) locations in the
department or office responsible for maintaining and processing the specific data. In no case should
Confidential Information be left out temporarily or overnight or unsecured in an unattended classroom or
office.
Student files are to remain in administrative offices and may not be taken to classrooms. Teachers and
advisers are encouraged to review student files for helpful information, but this is to be done in
administrative offices.
Computer passwords are to be known only by those employees who have regular need to access
Confidential Information as part of the responsibilities of their position. Computer flash drives, CDs,
DVDs, or other electronic or physical media containing files are to be kept in secure (locked) storage
when not in immediate use. Under no circumstances is any student to be given a password for a faculty
or administrative computer account.
3.
Computer Security
Employees who use computers (whether desktops or laptops) with internet access are responsible for
securing the computers. Please see the Acceptable Use of Internet, Email, and Network Resources policy
for further details.
4.
Disposal of Records
Any Confidential Information is to be shredded before disposal, with administrative approval.
5.
Transmission of Data
Memoranda containing Confidential Information must be marked "confidential" at the top. Letters, etc.
that contain particularly sensitive information should be distributed in envelopes.
Special precautions should be taken with facsimile transmission (fax) of Confidential Information. If
Confidential Information, such as student records, is faxed to another institution or person, a West
9.9
Side Montessori School fax cover form and cover letter must be included that indicate the
material is confidential and state to whom the material is addressed. Confidential Information
should not be faxed unless someone at the other institution has agreed to receive them.
Confidential Information should not be faxed unless there is a compelling reason.
Confidential Information about students is not to be given out to persons or organizations not
affiliated with the School. No student Confidential Information should be revealed over the
telephone—even a confirmation of a student's enrollment at the School—unless the caller has
identified her/himself and the caller is known to have a right to the Confidential Information.
Callers identifying themselves as relatives or family friends should not be assumed to be
legitimate or entitled to the student Confidential Information. All such requests require approval
of the School's administration before any Confidential Information is released in any form or
manner. Please consult with the Head of School regarding any questions concerning confidential
data or materials.
Names and addresses of students or employees, WSMS handbooks, photographs, publications,
yearbooks, or similar materials may not be distributed outside the School, unless a specific,
legitimate use is approved in advance by the School administration.
LEGAL AND CUSTODY DISPUTES
WSMS does not permit staff members to become voluntarily involved in custody disputes, visitation
disputes, guardianships, foster parent care, chemical dependency proceedings, adoption proceedings or
other family law matters or disputes which involve a parent or guardian of a student. This includes a
prohibition against giving advice, providing letters, or otherwise participating or assisting in these
situations. Any such request for support must be referred to the Head of School.
This policy does not preclude the right of a parent with legal custody, birth parent, adopted parent, or
legal guardian to review and/or obtain a copy of the student's records. A parent with legal custody may
also obtain information from the staff to enable the parent to guide the education of the student. Such a
request must be provided to the Head of School immediately.
Staff members are required to notify the Head of School immediately if they are subpoenaed to appear at
a deposition, court hearing, or administrative proceeding involving any family law matters or relating in
any way to a student or a family of a student.
Staff members are further required to immediately notify the Head of School if they are requested by a
representative or attorney of a student or a student's parent or a public official to provide information or a
letter for a family law matter, except that staff members can talk to Licensing or another agency with
authority over the School without notifying the Head of School, although the employee can choose to
notify the Head of School.
If contacted by a family attorney, or other representative of the family, the staff member should obtain
the name and phone number of the inquirer and provide no information at all and then notify the Head of
School. The Head of School has the right to allow the staff member to informally discuss the student's
performance with a legal representative of the parent(s) or the student, if the Head of School determines
that such a discussion is appropriate. All discussions will be held in the presence of the Head of School.
9.10
SEVERE WEATHER CLOSINGS AND OTHER EMERGENCIES
West Side Montessori School will be closed when New York City Schools close due to weather
emergencies.
1.
Reporting to Work
Our first concern is for the safety of our students, faculty, and all members of the School community. All
employees must make their own decisions about safety according to the travel conditions in your area.
The School asks you to use good judgment in determining your ability to report to work under such
conditions.
If you unable to report to work on a severe weather day and the School remains open, you may choose to
use personal time to maintain pay for the day. You must follow our regular absence call-in procedures.
See Absence Call-in Procedures policy for further details.
BLOOD-BORNE PATHOGEN EXPOSURE POLICY
West Side Montessori School is concerned about employees who may be exposed to blood and other
bodily fluids when rendering first aid. The School has a written Blood-Borne Pathogen Exposure and
Control Plan in place. It includes information regarding positions identified as being at risk, Hepatitis B
vaccines, training, and record keeping. This plan is reviewed with all employees who are in positions that
have been identified at risk of exposure to blood-borne pathogens.
The following is a summary of procedures to follow when first aid or clean-up of fluids becomes
necessary.
Always use the latex gloves that are provided by the School.
In the event CPR becomes necessary, a CPR Micro-Shield should be used if available. Only those
employees who are certified to perform CPR should perform CPR.
Any materials, including latex gloves and CPR Micro-Shields, used in administering first aid should
be discarded in the red biohazard bags located in the first aid kit.
Hands should be thoroughly washed following any first aid procedure.
If there is exposure to Hepatitis B at the School, medical treatment and vaccine will be offered at no
cost to the employee.
The red biohazard bags will be picked up by special arrangement with the local waste management
company on an as needed basis.
10.1
Section 10:
TEACHER APPRECIATIONS
A school is only as good as its teachers....and West Side Montessori School is an exceptional
school! Recently, parents were asked to anonymously share experiences that they or their children
had at WSMS that were enhanced because of a teacher. The stories are reflective of the wonderful,
dedicated, professional teachers that are in classrooms every day supporting childrens' development.
Thank you…
For making our little boy's first year of school a magical one.
For taking the time to make his first separation experience a relatively smooth one.
For changing many a diaper and pull-up – surely not the easiest task!
For helping him learn how to use his words and to become socially more confident.
For showing him how to be such a keen builder and a great orange squeezer!
And for always having a smile and extending a warm hand when we enter the room in the morning.
Thank you for a wonderful year!
I appreciate how the teachers always greet us with a smile and a handshake. There is always a kind
word from them about my child's progress in reading or math and other subjects. They are as
enthusiastic and excited as I am when my child does an interesting project. I appreciate that they take
care of him in school, just as I do at home.
My child loves to play "school" at home, pretending he is the teacher, and that is the best proof of
how much he loves them and how much he enjoys being in the West Side Montessori School. It's
nice to know that he feels safe and happy in school.
After our younger child grabbed one of his brother's drawings off the play table, the older brother
said, "You can't just take that." The younger brother asked, "Why?" He was told, "Because of
RESPECT!" He learned much about respecting others and himself at WSMS. I asked him where he
learned this concept and he said, "My teachers."
My child's teacher helped to foster his love of math. (He is really, really into math.) He came home
and said, "Mommy, I love math. I really like challenging math work. Can you buy me one for
home?"
As an adoptive parent, finding a school where the administrators and teachers were experienced in
the aspects of adoptive families was extremely important to me. This was one the many reasons our
family chose WSMS. We felt confident that WSMS would provide an environment for our son in
which we would be able to work together in helping him understand how our family was formed.
I often hear my child using expressions she has learned from her teacher that demonstrate care and
thoughtfulness. During a parent observation in the midst of the application process, I recall seeing a
teacher interact with a child so respectfully. I don't know that there is another school in the city
where she would learn this model interaction at such a young age in her development. I'm so grateful
for it.
I have zero concern that my child is being well cared for when I am at work and 100% faith in what
she is learning and how she is doing. It's such a blessing and WSMS is the best!
The teachers exude calm and patience, which I soak up each time I go in or near the classroom! Their
quiet listening to one child at a time always provides a model for how I want to interact with my
children; they serve as incidental role models to me each day.
We really appreciate how our teachers ensure that our children feel happy and safe. They especially
love the 'bear hugs' when they really need them, the gentle backstrokes which make rest time
bearable, and all the good humor and fun.
The thing I've noticed this year that has made a tremendous difference for lots of kids (and parents) is
the use of the windows to help the kids deal with their parents' departures on days they have trouble
separating. One of the teachers will swoop in when my child is "attached" to me and suggest that she
look out the window for me as I leave the School. I'm able to leave, wave to her from the street, and
she can start off her day on the right foot.
Several times throughout the year, including on some of the days where our child has not been happy
to see us go, we have gotten emails from the teachers telling us how her day is going. On the days
where we leave her in tears it is very comforting to hear that she's doing fine and on the days where
the teachers are excited to share a new accomplishment with us, it's a welcome surprise to hear from
them.
One of the great things that our teachers have often shared with us is how much our child shares
about his culture and background in his classroom. This is really important for us as we live so far
from India and WSMS has certainly created an environment of such learning, pride and interest in all
cultures.
I love to hear that my child makes the teachers laugh. I love that the teachers run around the roof
snapping their shark jaws as the children run away screaming. I love that he answers the question
"Who is your favorite teacher" the same way every time: "All of them!" I love that my child is happy
the minute he walks into the classroom.
Just yesterday a teacher told me that she saw my child and another child playing on the roof, and that
it made her happy to see their friendship grow and flourish (she was their teacher two years ago) and
that it reminded her of someone she is still friends with from preschool. I can't tell you how much it
meant to me that she would stop to tell me that.
Our teacher gives our child a back rub at rest sometimes and he just loves it! When he is upset, she
sets him on her lap and says, "How can I help you to feel better?"
My child's teacher's smile absolutely lights up the classroom and the kids really respond so well to
that--in a world that sometimes can seem overwhelming it calms them down and cheers them up.
Yup, and us parents too.
Thank you for bringing the phrase "find a solution" into our house. I think I use it far too much now,
but my, my, it's so effective! The minute our children have a disagreement, instead of trying to figure
out who might or might not have been in the right, I attempt to channel your calm "find a solution"
and it works...I'd say more than 90% of the time, often resulting in giggles instead of tears. If only
everyone was so easily soothed!
I love how one time my little child asked me if I hurt my patella, and another time, out of the blue,
asked if I knew the difference between oviparous and viviparous. I did not…
All the teachers together have built a marvelous year contributing thousands of "little things" on a
daily basis. I'm positive we parents all will never know exactly what those "little things" were or how
many have hugely shaped, enriched and delighted our children, but we are deeply grateful.
When our son was absent from school due to illness, the classroom lead teacher called in the evening
just to find out how our son was feeling. Not only do we feel part of a caring community, but we also
feel like part of a family. Little things like this make West Side Montessori an amazing school!
On a Sunday afternoon while playing with me, out of the blue, my son said, "Mommy, I love my
teacher." I asked him, "What do you love about her?" and he said, "I love her because she is a good
teacher."
I have noted over the school year that our child respects his teacher immensely. He sometimes
mimics her speech, words and style. He definitely models after her when he calmly tries to resolve
conflicts with questions and answers/explanations at home with his older brother or on playdates with
his friends.
Our child's teachers have impressed us so much by being so open-minded and attuned to our child
and so "ambitious" in that they always seem to go the extra mile to make sure that the classroom
experience is truly great. They have so much passion about making this the best possible early
childhood experience.
I just love that our child learns so many fun songs at WSMS that she sings to me at home!
I really appreciate the steady demeanor the teachers use when dealing with the little emotional crises
that strike the classroom. I always feel like my child is in safe hands.
My child really, really loves Nature, and talks about what he learned all the time. The teachers
manage to teach advanced content in a way that the children can understand it.
My child's teacher has a huge heart and shares it with the kids on a daily basis. I know she's always
curious about what my child is interested in and tries to incorporate it in the classroom.
I receive anecdotes almost every morning at drop-off of comments my child has made in class the
day before or moments he shared with them or other children. They make me feel a part of his day
even when I am not.
Our teacher is so vigilant about our child's food allergies that I have received numerous calls from her
in which she has literally read an entire list of ingredients on a package of say, applesauce, to be sure
he can eat it. My husband doesn't even do that!
A teacher in our son's class recently went on a trip. She returned to WSMS with a photo she had
taken from her hotel window – it captured 3 or 4 modes of transportation, all in one compact image.
Our child is nuts about all things related to transportation. She said, "I saw this, and thought of your
son. I had to take a picture for him." This was just a small reminder of how much all of our teachers
care about their work. It is truly a gift to have our child's life influenced by that kind of enthusiasm
and dedication.
During his first month at WSMS, our child would always bring his little stuffed doggie which he was
allowed to have during rest. One day he forgot the doggie at home and started quietly crying during
rest time. A teacher noticed that he was upset and she drew a little dog on a piece of paper, which
made him smile and feel loved. The drawing still hangs on our fridge and our child once in a while
remembers what happen when he forgot his doggie at home.
Last year our child's teachers taught her to sing songs in Thai, Yiddish, French, English, Spanish and
maybe even more. Where else do 3 and 4-year-old children learn to sing in 5 languages? One of the
mothers shared a story in Japanese. Our child came home and read a book in 'Japanese' - with pitch
and prosody that could fool an untrained ear. These early experiences have helped to foster an
interest in language - when we are in a cab, she wants to know what language the driver is speaking
on his cell phone. And she is keeping track of how many different languages she can speak a few
words in.
I continue to admire the teachers' kind and gentle manner. I spent a bit of time in the classroom last
year and my time there was almost therapeutic. I always came out vowing to be more patient. In
particular, I am grateful for the teachers' interest in the childs' work, understanding of their motives,
and care to their feelings and desires.
Our child loves to joke with his teacher about his horrible incident with wasabi…mistaken for
avocado. He can laugh about it now;-)
Our child always wants to be FIRST entering the School and going upstairs because she is expecting
every day to see Mimi Basso in the lobby to shake her hand, and the teachers at the classroom. This
routine is part of her happiness. Those little things that are part of WSMS make it such a wonderful
community to be part of.
We live in a postwar building with a slow working elevator. Last week my child and I decided to take
the stairs - and I expected her to stop after 6 or 7 flights and wait for the elevator. 17 flights later, she
opened the door to our apartment and left me far behind. I know that it's because she is up and down
the stairs at school that she thinks nothing of it. If only I had gone to WSMS as a child!
WSMS is a wonderful community with teachers and staff members that are phenomenal.
We could not be happier; we appreciate and respect everyone who is part of the WSMS community.

Employee Handbook 9-2015 - West Side Montessori School

Transcription

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