Welcome to Salam School, where
faith and learning come together.
Introduction
This handbook has been prepared to introduce your to our school.
It will acquaint you with policies, rules, pay and benefits, which apply to all
employees at Salam School.
The information contained in this handbook applies
to all employees of Salam School. It is presented as a matter of information
only and its contents should not be interpreted as a contract between the
school and any of its employees.
This handbook is only a summary of our policies,
however, so please review it with your supervisor if you have any questions.
Please read this handbook carefully and keep it handy for future reference. One
of your first responsibilities is to be familiar with its contents.
Salam School Mission Statement
By empowering our students to achieve Islamic and academic
excellence, Salam School seeks to develop citizens who embody the spirit of
Islam and strive to improve their society through faith, perseverance and
service to others.
Salam School Vision Statement
Salam School is an Islamic educational institution adhering to the
tenets of the Qur’an and Sunnah, truly believing that Allah is the God, the one
and only (Qu’ran112.1). There is no God but HE….the Subsisting and eternal
(Qur’an, 2.255). Salam School dedicates itself to quality academic education in
an Islamic environment. Salam School
welcomes and respects students from all religious, economic and cultural
backgrounds.
Professional
Ethics
Principles of Good Practice at
Salam School for Teachers
1.
Makes the well-being of students the fundamental value in all
decision making and actions.
2.
Fulfills professional responsibilities with honesty and integrity.
3.
Supports the principle of due process and protects the civil and
human rights of all individuals.
4.
Obeys local, state, and national laws.
5.
Implements the governing board of education's policies and
administrative rules and regulations.
6.
Accepts academic degrees or professional certification only from
duly accredited institutions.
7.
Maintains the standards and seeks to improve the effectiveness of
the profession through research and continuing professional development.
8. Honors all
contracts until fulfillment or release.
9. The teacher collaborates
with colleagues and the school’s leadership in the design and implementation of
curriculum within the context of the Wisconsin State Standards and the mission
statement of Salam School.
10. The teacher welcomes administrative supervision in the context
of clearly defined and well-communicated criteria of evaluation.
Principles of Good Practice at Salam School for Educators
Principles of Good Practice at Salam School for Administrators
1. The supervisor
has a thorough knowledge appropriate to her or his supervisory assignment and
stays abreast of recent developments in the field. The supervisor also
exemplifies in her or his own work with faculty members the qualities that he
or she hopes to develop in the faculty.
2. The supervisor develops and administers a comprehensive system of hiring,
consistent with the policies of the school, which results in the appointment of
the best qualified candidate and a well informed match between school and teacher.
Throughout the hiring and supervisory processes the supervisor values racial,
cultural, and gender diversity.
3. The supervisor ensures that faculty members new to the school receive
orientation and support sufficient for them to work effectively and with
confidence that they are carrying out the educational mission, policies and
procedures of the school.
4. The supervisor ensures that teachers are informed of both praise and
criticism of their work and that useful support and assistance are available to
each teacher to improve the quality of teaching.
5. The supervisor makes available to all faculty members on an equitable basis
whatever resources the school can provide for professional growth and
development, both inside and outside the school. The supervisor encourages and
challenges teachers to initiate curricular improvement by providing the
necessary time and resources, and by creating structures to foster faculty
collaboration on curriculum development.
7. The supervisor leads faculty members in upholding high standards of
professional behavior and responds immediately when behavior occurs which is
harmful to children or harmful to the school community.
8. The supervisor evaluates and works to improve teaching through classroom
visits, discussions with teachers and other methods that are fair and
consistent with the practices of the individual school. Evaluation is based on
clearly articulated criteria that teachers have helped define, and occurs in a
context of respect for the teacher's professional knowledge and decision-making
capability. The supervisor also monitors her or his own work by inviting
suggestions and critique from teachers.
9. When a faculty member's future in the school is in question, the supervisor
devotes sufficient attention and resources to ensure that the situation is
resolved or that the faculty member's departure from the school is handled with
attention to due process and to the dignity of the individual.
10. The supervisor ensures that all personnel policies are clearly articulated
to faculty members and makes every effort to promote the establishment of
salary and benefits commensurate with the professional responsibilities of
teaching.
Professional Expectations and Standards
Salam School exists to promote
choice, diversity and excellence in education; the development of talent at all
levels of ability; and the widening of opportunity for children from all
backgrounds to achieve their potential.
Faculty is
expected to:
• be
positive, enthusiastic, patient, and flexible.
• be prepared
to begin class on time.
• keep
current in academic and professional knowledge.
• be
available and show willingness to help students.
• ensure that
all students get assistance as required.
• evaluate
according to established criteria and within a reasonable time Frame.
• return
assignments, tests, and projects as promptly as possible.
• assess
student’s need for remedial help and to direct said students to the appropriate
services.
• use diverse
teaching methods to make the learning environment dynamic.
• encourage
student participation and feedback whenever and wherever possible.
• make available, on-line, a course outline to each student at
the beginning of the course, to review the outline with students.
Students and faculty
are expected to demonstrate respect for themselves, classmates, preceptors,
clients, and clinical colleagues. Respect helps create a caring environment
that supports teaching and learning. Respect for one another is seen through
such actions as active listening, authentic communication, caring connections
in personal and professional encounters, coming prepared to class,
participating in group’s discussions, sharing resources, critiquing one
another’s work and celebrating accomplishments.
All members
of the Salam School faculty and staff are expected to share the responsibility
for maintaining a value based environment, which is conducive to learning,
mutual respect, teamwork and open communications.
Beyond your
classroom, Salam School staff members will be required to join various
committees. Committees are known for encouraging cooperation amongst teachers,
making decisions that will foster higher standards for education and promote
values that will increase morale because you have ownership in school
activities. These committees will meet
after school or on half days. Principal
and assistant principal should be informed of committee meeting times so they
may attend.
Employment Policies
Employment
At-Will
If
an employee is not under contract, he or she is an at-will employee. An
employer can dismiss an at-will employee hired for an indefinite term at any
time for any non-discriminatory reason. Likewise, the at-will employee is free
to terminate their employment at any time. No school administrator, department
head, supervisor or employee has any authority to enter into any agreement for
employment other than at-will.
Equal
Opportunity
Salam
School is an equal employer and makes employment decisions on the basis of
merit. We want to have the best
experienced person for the job.
Therefore, school policy according to Title VII of the Civil Rights Act
of 1964, prohibits discrimination in hiring, promotion, discharge, pay, fringe
benefits, and other aspects of employment, on the basis of race, color,
religion, sex or national origin. We
expect employees to show respect and understanding toward all other employees,
parents, students and visitors; thus, demonstrating a commitment to Salam
School’s equal opportunity objectives.
Employment of Relatives
Salam School
welcomes the applications of employee relatives and will consider them based on
qualifications for openings not under the direct supervision of a relative. If
such a situation arises, a member of the board or a unit leader will be requested
to provide supervision.
For the
purposes of this provision, a "relative" is defined as a spouse,
parent, child, sibling, grandparent, grandchild, uncle, aunt, cousin, niece or
nephew of the employee or of the employee's spouse. Relatives also include
"step" relationships such as stepchild and stepparent.
Employment of Minors
16 and 17
years of age:
Temporary Employment
Part-time
workers must typically comply with the same company rules, policies and
procedures as full-time employees, including working regular stated hours.
Under the federal Equal Pay Act, part-time workers and temporary employees are
not subject to strict rules that men and women doing the same job must be paid
equally. Also, many companies not wishing to offer benefits required to be
offered to employees under the federal Family and Medical Leave Act (FMLA) are exempt
from that law when they employ a sufficient number of temporary, contract
employees or part-time workers (defined in the act as those who work 25 or
fewer hours a week) which reduces the number of full-time employees to under
50. An employee will not change from
temporary status to another status unless specifically informed of such a
change in writing by the principal.
Definitions of Employment Status
The following terms will be used
to describe the classification of employees and their employment status:
Full Time: Full time
employees are faculty members who teach a full complement of classes and /or
duties, and other employees regularly scheduled to work forty hours or more per
week. Full time employees are eligible
for most employee benefits described in this handbook.
Part time: Part time
employees are those who are regularly scheduled to work less than forty hours
per week. Part time employees are
eligible for some of the employee benefits described in this handbook. Part time employees who are regularly
scheduled to work less than thirty hours per week are not eligible for paid
legal holidays; they are ineligible for all other employee benefits described
in this handbook.
Salary Paid: Salary paid
employees are full time staff. They receive
a payroll check on the fifteenth and thirtieth of each month for twelve months.
Hourly Paid: Hourly paid
employees can be part or full time. Some
teachers, office staff, support staff, etc., are hourly paid employees. Their hours are determined by the
administration staff.
New Hires
Probationary Period for New Employees
For new employees, the first
ninety (90) days of employment at the school will be considered a probationary
period. The probationary period for new employees
lasts up to ninety (90) days from date of hire to verify skills, capabilities,
and suitability to their particular position and the adaptability to the
school’s mission. During this time, you
have your first opportunity to evaluate our school as a place to work, and
administration has the opportunity to
evaluate you as an employee. As during
your regular employment, you and the administration each have the right to terminate
employment without advance notice and without cause. At the end of the ninety (90) day, the
principal may extend the period for another sixty (60) or (90) days at his/her
discretion.
Upon completion of the
probationary period, the school will review your performance. If the school
finds your employment satisfactory and decides to continue your employment, it
will advise you of any improvements expected of you. At this time, you will be
given the opportunity to comment on your employment and make any suggestions to
improve the school’s efficiency and operation.
Employees are eligible for the
benefits in this handbook after the 90 day probationary period. The
probationary period involves evaluation of performance. Upon satisfactory
completion of the probationary period (1st year of completion), you
will become a regular employee. All employees, regardless of classification,
status of length or service, are expected to meet and maintain school standards
for job performance and behavior.
Every new employee, at the start
of employment, will receive a copy of the Employee Handbook, and it will be
asked to read it and to sign an acknowledge form.
New Employee: Fingerprinting
In accordance with state
regulations, all new employees having contact with minor pupils and not
possessing a valid Wisconsin state teaching credential, or currently licensed
by another state agency that requires a criminal record summary, are required
to be fingerprinted. The school reserves the right to change or restrict your
job duties or terminate your employment based on the results of the state’s fingerprint
and criminal check.
New Employee: Tuberculosis
All new employees are required to
show that they are free from communicable tuberculosis (TB). Continuing employees must take this test
every five years. A letter from you doctor
showing that you were tested for TB and found to be free not more than sixty
(60) days prior to the first day of employment is acceptable; otherwise the
school will ask you to have a Mantoux test.
If the Mantous test is positive, the school will require either a chest
X-ray or a letter from your physicians showing you to be free from communicable
TB.
Job Duties
During the orientation and
probationary period, if needed, you supervisor will explain your job
responsibilities and the performance standards expected of you. Be aware that your job responsibilities may
change at any time during your employment.
From time to time, you may be asked to work on special projects or to
assist with events that are necessary or important to the school. Your cooperation and assistance in performing
such additional work is expected.
The school reserves the right to
alter or change your job responsibilities, re-assign or transfer job positions,
or assign additional job responsibilities.
In addition, employees may be required to work overtime on times other
than those normally scheduled whenever necessary.
At
7:35 a.m., a bell will ring. At this time, all staff members must be present
for the morning assembly. Teachers and assistants are to remain in view of
their classes and assist students as necessary. Our assembly starts promptly at
7:35.
At
1:00 p.m., after listening to the call for prayer, teachers in 2nd through 12th
grade will line up their students and walk them to the prayer hall in the
respective campus quietly. Remember
other classes are in session so please monitor students and model respectful
behavior towards these students. All
teachers must lead and be with their class during prayer time. After prayer the
teacher must line up her/his class before walking into the stairway area.
In
the elementary school, a dismissal bell will sound at 3:05 P.M. It will sound
at 3:20 in the middle/high school. Teachers must line their class up and walk
them to the gym, have them sit on the floor and wait for their family number to
be called. There will be absolutely no
bouncing of balls, running around, throwing footballs, or playing with toys
while in the gym. While in the gym, students should read. Encouraging this practice supports a quieter
and more orderly dismissal. Homeroom
teachers are responsible for their students at dismissal so that is a permanent
duty.
NO child will be permitted to leave the
premises after school to make purchases at any of the local businesses. Any
child observed not following this very important rule will be disciplined by
the administration.
Job Description
At the school we use job
descriptions to aid in staffing, wage and salary administration and
training. They also help employees and
supervisors communicate job responsibilities.
However, job descriptions are not fixed school policy; they are only
guidelines and can normally be expected to change overtime.
From time to time, employees are
expected to perform duties and handle responsibilities that are not part of
their normal job. If over the months,
the new duties and responsibilities remain a significant part of the
assignment; the job description may be changed.
Hours of Work
Our normal work week consists of
forty hours, worked eight hours per day with half an hour lunch break for five
consecutive days. The standard work
hours are from 7:30 a.m. to 3:40 ES, 3:45 MS/HS. From time to time, your supervisor or the
principal may need to change your schedule to meet scheduling faculty meetings,
open house, committee meetings and parent teacher conferences.
Time Keeping Requirements
Your timesheet is a legal record
of the hours you are at work, and your paycheck is based on the time recorded
on your time sheet. All employees are
required to record time worked on a time sheet.
Employees must record their own time at the start and at the end of the
week period, and any time they leave the school. Employees are required to report their absence,
to the office or principal as far in advance as possible.
Request for personal leave must be
made 2 weeks in advance. Request for sick days must be made by 5:00 a.m. the
day of or 6:00 p.m. the night before.
Employee time records are maintained at the front hallway.
The sign in/out sheets are also used for
payroll purposes. If you do not sign in
or out regularly, we will be unable to issue your paycheck.
All doctor/dental appointments
must be scheduled after school hours in order to maintain an effective
institutional schedule.
Any time used for personal reasons between
7:30 – 3:30 (except lunch) may be used from personal/sick days. Tardiness and having over 6
personal days off (for full-time employees will be deducted from paychecks. Remember all personnel must be
in the gym by 7:35 a.m. for assembly.
Performance Evaluation
Employees will receive periodic
performance reviews. Reviews will consist of formal evaluations at least two
times per year, as well as informal observations throughout the year. A self evaluation form will be given to the
staff member to help him or her reflect on their own personal growth. This will be handed in at the time of
evaluation. The review for staff members
will be conducted by the administration or the principal. The review for principal will be conducted by
the Advisory Committee. The frequency of
performance evaluations may vary depending on length of service, job position,
past performance, changes in job duties or recurring performance problems.
The performance evaluation allows
your administrator to discuss your overall performance and summarize both
formal and informal performance discussions held throughout the review
period. It reviews your strengths and
also points out ways to improve your performance.
Positive performance evaluations
do not guarantee increases in salary or promotions. Salary increases and promotions are solely
within the discretion of the Advisory Committee upon many factors in addition
to performance. After the last review in
May, employees will be required to sign the evaluation report simply
acknowledge that is has been presented to you and discussed with you by your
administrator, and that you are aware of its contents.
Involuntary Termination and Discipline
Violation of school policies and
rules may warrant disciplinary actions.
The school has established a system of discipline that includes verbal
warnings, written warnings, suspension and termination. Although one or more of
these steps may be taken in connection with a particular employee, no formal
order or system in necessary. An
employee may, of course, resign at any time.
The school may also terminate the employment relationship, at any time,
without following any particular steps whenever it determines, in its own
discretion that such an action should occur.
The school’s policy of discipline in no way limits or alters the at-will
employment relationship.
Voluntary Termination
An employee who voluntarily
resigns his/her employment or fails to report to work there (3) consecutively
scheduled workdays without notice to, or approval from his/her administrator or
the Principal will the considered to have voluntarily terminated his/her
employment with the school. All
school-owned property (keys, books, radios, tools, etc.) must be returned
immediately upon termination of employment.
Wage and Salary Policies
We strive to pay salaries at Salam
School that recognizes individual effort and contribution to school success.
Our wage and salary plan
classifies each position based on:
Knowledge
and ability requirements
Variety
and scope of responsibilities
Physical
and mental demands
Established wage or salary ranges
normally are reviewed once a year and adjusted as necessary. The salary scale
is posted on the school website for educators.
Pay Period
For all salaried, contracted staff
members, the standard pay period is bimonthly.
All staff members are paid on the fifteenth and thirtieth of each
month. When a payday falls on a weekend
or holiday, paychecks will be distributed on the last working day prior to the
holiday.
All salaried staff members are
hired for a ten-month period, starting with August 15th and ending
with June15th. The first paycheck will
be given on August 30th. The
last paycheck will be given on August 15th. All salaried employees receive twenty-four
(24) checks throughout the year.
Orientation, faculty meetings, committee meetings, open house, eighth
grade graduation, and parent-teacher meetings are considered part of salaried
work.
Payroll Deductions
Various payroll deductions are
made each payday to comply with federal and state laws pertaining to taxes and
insurance. Deductions will be made for
the following:
Federal
and State Income Tax Withholding
Social
Security (FICA)
Medicare
Dependent
Medical Premium
Wage or Salary Increase Policy
Our salary increases are based on
cost of living increase. Typically, the
Advisory Committee reviews wage or salary rates once a year.
Overtime Policy
The school does not pay
overtime. All work-related meetings or events
that take place after regular hours are considered part of regular salary
work. If you are asked to work in some
capacity beyond the required school responsibilities, you may be paid according
to your regular pay only if there is a prior arrangement or agreement with the
administration.
Employment Benefits and Services
Salam School strives to provide a
competitive package of employee benefit programs for its eligible
employees. Our group health insurance
program may be continued if you leave the school under circumstances described
by federal law. You will receive a
detailed explanation of this privilege upon leaving employment at Salam School.
Health
and Welfare Benefit Plan
Medical Insurance
All full time salaried, contracted
staff members are eligible for medical insurance. Temporary and part-time staff
members working less than thirty-five (35) hours per week are not eligible for
the Salam School Medical Insurance. Benefits begin on the first of the month
following the three (3) month probationary period. The school makes available and pays 100% of
the premium for a health insurance program for regular, salaried, contracted, full time
employees. If you select dependents’
medical coverage, you will be responsible for the additional premium and it
will be deducted from your paycheck. For
more details and official terms of these plans, contact the Business Manager.
Social Security
All employees are covered by the
Federal Social Security Act. A required
percentage of your salary is deducted from your paycheck to pay the employee’s
portion of this protection, and the school matches your deduction dollar for
dollar. The plan is designed for your
future security and that of your dependents and provides for retirement,
disability, death, survivor and Medicare benefits. Detailed information about your Social
Security benefits can be obtained from the Social Security Administration.
SIMPLE IRA Saving Plan
This is a tax deferred retirement
program similar to the 401K. Staff and
faculty who have successfully completed their first year at Salam School will
have the option of setting aside the amount they desire into a savings
plan. You can start as little as $25.00
per pay period. For more information
please see the Business Manager.
Worker’s Compensation
All employees are automatically
covered by Worker’s Compensation Insurance at the time they are hired. Salam School pays 100% of the premium for
this coverage. The school carries
insurance to cover the cost of work incurred injury or illness. Benefits help pay for your medical treatment
and part of any income you may lose while recovering. Specific benefits are prescribed by law
depending on the circumstances of each case.
To be assured of maximum coverage, work related accidents must be
reported immediately to your administrator.
The following benefits are provided to employees who sustain a work
related injury or illness.
Partial
wage replacement for periods of disability
Medical care, including medicine, hospital, doctor, x-rays,
crutches, etc.
Rehabilitation
services, if necessary
Salam School may not be
responsible for the payment of worker’s compensation insurance benefits for any
injury or illness which arises out of an employee’s voluntary participation in
an off duty recreational, social, or athletic activity which is not part of the
employee’s work related duties.
Worker’s compensation fraud is
illegal in Wisconsin. Any person who
files or contributes to the filing of a fraudulent worker’s compensation claim
may be subject to imprisonment in the state prison for up to five (5) years, or
a fine up to $50,000, or both. The
following are examples of illegal activates.
*
Filing a claim for an injury or illness that does not exist.
*
Pretending that an injury happened at work when it really happened off the job
*
Making a false statement to support another employee’s claim for worker’s
compensation benefit
Vacations
All administrative staff who
works a 12 month period will get a paid vacation. Vacations must be earned, i.e. Employees must
work a full academic year to earn the vacation.
Vacation days may only be taken during winter break, spring break, or
over the summer.
Specific vacation dates must be
approved by the principal at least thirty (30) days prior to the anticipated
vacation. It is a school policy not to
approve time off before or after extended vacation or in the middle of two
vacations. Administrative discretion may be applied on case by case
basis to requests submitted because of emergencies. Unused vacation days must not be carried over to the next year and
are not financially compensated at the end of the year.
Holidays
Regular, salaried, contracted,
full time employees and part time employees working more than thirty-five (35)
hours per week are eligible for paid holidays in each calendar year. To receive holiday pay, you must work the
regular scheduled workday before and after the holiday, unless an exception is
approved in writing by the principal.
Holidays Date
Usually Observed
New Year’s Day January
1
Memorial Day Last Monday in May
Independence Day July 4th
(For 12 month employees only)
Labor Day First Monday
in September
Thanksgiving Day Fourth
Thursday and Friday in Nov.
Christmas Day December
25th
Eid ul Fitr Three days
(two paid days)
Eid ul Adha Three days (two
paid days)
When a holiday falls on Saturday
or Sunday, it is usually observed on the following Monday; however, the school may
close on another day. Holiday observance
will be announced in the school calendar.
Non-contracted employees will be paid for any two recognized religious
holidays. (Option to choose Islamic or
non-Islamic religious holiday)
Paid Personal Time Off
Sick/Personal Leave
Sick leave is a form of insurance
that is designed to provide a cushion for the inability to work due to
illness. It is to be used when actually
required to recover from illness or off the job injury. Personal leave may be used in the event of
death, illness or other emergency in the immediate family.
All salaried, contracted full time
employees earn sick/personal at the rate of six (6) days per year. Earned sick/personal leave may be used as
sick or personal leave in the year it is earned. Unused earned leave may not be carried over
to the next year and is not financially compensated at the end of the year.
All doctor/dental appointments
must be scheduled outside school hours.
Any planning time used for personal needs will be counted toward
sick/personal leave.
Bereavement
In the event of death in your
immediate family, you may have time needed up to three working days, with pay,
to handle family affairs and attend the funeral. “Immediate family” in defined as: current
spouse, children, parents, grandparents, brothers, sisters, mother-in-law or
father-in –law.
Elections
Voting polls are open from 7:00
a.m. to 8:00 p.m. on election day. This should allow staff ample time to vote.
Leaves of Absence without Pay
Leaves of absence without pay may
be granted, by law and/or at the school’s discretion, depending upon the
unavoidable circumstances requiring prolonged absence. Leaves of absence without pay are of the
following types:
Family Leave
Full time, salaried, contracted,
eligible employees who have completed at least two years of continuous service
may be granted up to four (4) months of unpaid leave within a twenty-four (24)
month period. Family leave is permitted
for the birth or serious illness of a child, or to care for a parent or spouse,
or for a serious health condition of the employee.
The following procedures shall
apply when requesting a family leave.
1. If the need for leave is
foreseeable, the employee must provide reasonable advance notice to the
principal. If the leave is needed for a
planned medical treatment, the employee must make a reasonable effort to
schedule the treatment after school to avoid disruption to school operations.
2. If the leave is needed to care
for a sick child, spouse, or parent, the employee must provide a certificate
from the health care provider which states:
* Date of
commencement of the serious health condition
*
Probable duration of the condition
*
Estimated amount of time the health care provider will provide care
*
Confirmation that the serious health condition warrants the participation of a
family member
3. The school allows employees
taking family leave to use any unused vacation and/or sick/personal time during
the period of leave.
4. A request for family leave may
be denied where undue hardship to the school’s operation would result.
5.
The school may deny a family leave request to care for a child where the
child’s other parent in already taking family leave or is unemployed.
Employees who satisfy all
conditions of the school’s policy and who return to work immediately following
the expiration of an approved family care leave will be reemployed in their
former position or a comparable position following the leave of absence unless
otherwise required by law under applicable circumstances. The law establishes a number of limitations
regarding the rights of employees to such leaves, as well as their rights to
benefits during such leaves. The school
administers its policy in accordance with all applicable legal standards. Please direct any question regarding the
policy to the principal.
Maternity Leave
It is the policy of Salam School
to strictly comply with all Federal, State, and Local laws mandating
non-discrimination against pregnant employees in matters of employment. Salam School will allow a pregnant employee
to continue in her job so as long as she and her doctor agree that she is
capable of performing her job duties, as described in the applicable job description. Employees are asked to notify the principal
as soon as possible after the fact that their doctor confirms pregnancy. Salam School requests this notification in
order to allow sufficient time to make staffing arrangements during the
employee’s disability. In addition,
employees are to discuss with the principal their pregnancy schedule and
delivery date. Within four (4) weeks
after delivery and employee must notify the principal and indicate when and if
she intends to return to work.
Employees are expected to return
to work within eight (8) weeks after childbirth. Employees who are unable to return to work,
within eight (8) weeks after childbirth as a result of a disability may request
an extension of their disability leave which shall be accompanied by a
physician’s certification that the employee is unable to return to work.
Jury Duty
Salam School policy is to
encourage staff members to serve on jury duty; however, the school does not pay
for absences due to jury duty. Staff
members are encouraged to ask for postponement until summer vacation. A staff member should inquire about the
duration of the jury duty in advance of accepting such service. If the anticipated duration causes a serious
conflict at work, the staff member should request to be excused from jury
duty. Please contact the principal
promptly after receiving notification to appear.
Professional Development
The administration and teachers
are required to keep themselves abreast of changing paradigms and research in
education. Also, they are expected to
maintain their teaching license and demonstrate continuing professional growth
and development.
Teachers are permitted to attend
two (2) professional development classes per year. The unit leader or department chairperson
will decide who will attend. One person
per unit will attend then present information to all the staff. Handouts and/or other presentation materials
must be given on the day of your sharing.
Duties
Specialists will be assigned units
for their duties.
All staff will be on duty every
morning and afternoon for dismissal.
Homeroom teachers must be with their class. Remember teachers; we are responsible for the
children until 3:20 for elementary students and 3:40 for middle/high school
students. Non-homeroom teachers will be placed at other areas of the
building.
It is extremely important to be at
your assigned place for duty. Students
are our responsibility until their parents pick them up.
The teacher’s lounge must be kept
clean and organized. We will rotate
this schedule amongst teachers. The
person that is performing this duty will make sure that no papers are laying
around, computers are turned off, food is put away or discarded, pencils or
pens are placed in the caddy, chairs are pushed in under the tables and any
other cleaning practices that need to be done.
This duty will be done everyday after school.
Detailed Lesson Plans/Substitute Folders
A substitute folder will be handed
out on the first day of teacher attendance.
This folder must include a variety of generic already taught activities
to supplement your lesson plans. All
substitute folders must be in the office by the third Friday of school. An administrator will check this folder for
completeness and developmentally appropriate activities. Reminders to up date your folder will be sent
by memo.
It is mandatory that all teachers have detailed (step by
step) lesson plans with time durations available for a substitute teacher to
follow when you are sick. You may e-mail
these plans to the school office by 5:00 A.M.
No faxes will be
permitted. There will be no exceptions
to this policy because you are the only one that knows and understands the
needs of your class.
Unit Meetings
All members of the unit must be present
at unit meetings. This is an integral
part of collaboration. These meetings
will be held in the gym or in the teacher’s lounge, so the administration can
give direction. Notification must be
given to administration so an administrator may attend. Minutes are to be kept
and shared with all members of the unit as well as administration.
Staff Meetings
Staff meetings are scheduled for
communication, feedback, complaining, planning and
in-service purposes. All staff members
are required to be in attendance. No one is exempt. There will be a two (2) week notice of any
meeting scheduled. Students are
generally dismissed early on faculty meeting days. Meetings begin at 2:40 and
commence at 3:40. There will be one whole faculty meeting and one individual
school/ unit meeting per month.
Bulletin Board
Throughout the building are
bulletin boards in hallways, these boards should be used for character
building, school-wide themes and values of the month or year. These boards should be changed every
month. Bulletin boards will be assigned
to each teacher in the hallway.
Suggestions
We encourage you to suggest
methods to improve the quality and efficiency of our school. Submit your suggestions in writing or
verbally to the administration.
School Office
This is a place of business;
therefore, socializing is not part of this environment. All social interactions must happen in the
teacher’s lounge. If you bring in any
treats to share with the staff take them directly to the lounge, an announcement
will be made for staff’s awareness.
Teacher’s conversations and body actions represent the school;
henceforth, all non-business discussions will take place in the teacher’s
lounge. Above all professionalism must
be kept throughout the building.
Complaint Handling Procedures
Under normal conditions if you
have a job related problem, questions, or complaint, you should discuss it with
the administration. The simplest,
quickest and most satisfactory solution will often be reached at this level.
If the discussion with the
administration does not answer your question or resolve the matter to your
satisfaction, you may then present your complaint in writing, to the
principal. It will be forwarded to the
Chairperson of the Advisory Committee who will render a final decision on the
matter after appropriate investigation.
Employee Arbitration
We believe that in any
organization differences about the way the school interprets and applies
policies are bound to occur. We also
believe that discussing and settling differences promptly and fairly will make
the organization more productive and a better place to work for all
employees. Therefore, any regular
employee may use the arbitration procedure after exhausting the complaint
procedure.
Mail
The school receives and sends
large quantities of mail daily. Any mail
requiring postage from the office should be school business only. Personal mail can be sent with our bundle but
you must place your own postage on each envelope.
Mailboxes
Any important literature or
notices will be placed in your mailbox.
Please check your box when you arrive, during the day, and before you
leave. Important notices may show up at
any time. Keep your mailboxes clean.
Media Relations
Because much of the information we
work with is confidential or sensitive, all contracts with the media must be
referred to the administration. The
principal and administration, prior to publication or presentation must approve
all papers, articles, speeches, or presentations regarding the school. All/any letters directed from students or
parents must be approved by the principal before they are distributed.
Guests
The principal must approve all
guests visiting our building for educational purposes. When approved the guests must check in at the
office.
Internal/Email Policy
This policy applies to all employees when they are using
computers or internet connections supplied by Salam School.
1. Acceptable Use: Salam School provides computers, email, and
internet connection (facilities) to further educational interests and
objectives. You should use those
facilities only for Salam School business or support of student learning,
research, and communication amongst staff members and parents. Using Salam School’s facilities for other
purposes such as playing games, chatting online, or doing your homework is
considered wasteful and unacceptable during work hours when you are expected to
fulfill your work related responsibilities to students. Salam School has the right to monitor all
communications and downloads that pass through its facilities, at its sole
discretion.
2. Improper Activities: You may
not disseminate or knowingly receive harassing, sexually explicit, threatening
or illegal information by use of Salam School facilities, including offensive
jokes, pictures and cartoons. You may
not use Salam School’s facilities for personal, homework research or commercial
advertisements, solicitations or promotions.
Student’s educational needs to come first use the facilities to
supplement your lesson plans.
3. Intellectual Property of Others:
You may not download or use material from the internet or elsewhere
in violation of software licenses, or the copyright trademark and patent
laws. You may not install or use any software over the Internet without
written permission from the principal.
Cell Phone Policy:
Cell phones must be turned off
while an employee is teaching or supervising students and during meetings. At NO time
should any employee use a cell phone in a class, receive or make calls. Explain to your party that they must call
the school office between the hours of 7:30 and 4:00 and leave a message. If there is an emergency someone will
release you from your class.
Teacher Aides:
Aides will not be pulled from the
classroom they are assigned unless approved by administration and lead
teacher. In the elementary school, the
TA will be the substitute when the teacher is absent.
Student Dismissal:
Teachers will walk the whole class
to the dismissal area and stay with them until 3:20 p.m. (elementary unit) and
3:40 (middle and high school). Official dismissal time for faculty is 3:40 p.m.
for elementary school and 3:45 p.m. for middle and high school. An adult will be assigned after that time to
supervise children who are not picked up on time.
If a child is not being picked up
by a parent or sibling a written slip or oral notification of who is to pick up
a child after school is mandatory, for the safety of our students.
Salam school follows all court
directed orders on custody issues. If
one parent is not permitted to pick up the child the homeroom teacher will be
notified. That’s another reason why the
homeroom teachers must be on duty with their students at the end of the
day.
Bake Sales/Nachos:
Food may be sold in the activity
room after school. Classes will be
called to that area. Students will go
out one door and enter through the other gym door. It is the teacher’s responsibility to remind
her/his students to clean up after themselves.
Two to three non-homeroom teachers
will be posted around the serving area to maintain order and flow.
Curriculum:
Salam School has an integrated
curriculum which will incorporate school-wide themes to enhance students learning. This curriculum must include all specialists and departments of
learning. e.g. (Arabic, Islamic studies, math, science,
social studies, health) Everyone will work together to decide on themes that
will strength our curriculum, build vocabulary, pull resources to supplement
our lesson plans and create assessments that will foster hands-on learning.
For the first four weeks of school
all staff will be focusing on
rules, routines, procedures, classroom consequences, and character
education. If the staff sets a
foundation of school and teacher expectations, then we can decrease behavior
problems because the students know and will understand what are acceptable
behaviors and consequences for infringement.
Teachers, remember, you are observed every day
by the young eyes that look upon you.
Be an excellent role model for the students you teach. They are watching you all day long.
Model the acceptable behavior you
want the student to exhibit. Let them
practice in a variety of ways during the first four weeks of school so it can
be internalized. Behaviors will begin to
change in the first eighteen days after you have modeled and let students
practice the skills that were lost over summer.
Themes will be evaluated every
August 15 to see if the staff needs to add more vocabulary, upgrade the skills
taught in this unit or create stronger objectives for our curriculum. At this time we may even take out a theme and
add a new one. Then discuss how to develop it.
Multicultural Education:
Allah says in the Qur’an “Verily
we have made you into tribes and nations so that you may know each other” In
order to teach the students the beauty of the different countries and cultures
we will be integrating multicultural education within our teaching. When issues are discussed regarding different
religions or beliefs the Islamic Studies department will explain the Islamic
perspective on this religion.
Music:
Music is used in the classroom for
educational purposes. The content of the
music will be suitable for that purpose.
Employment Safety and Health
We strive to provide safe working
conditions for our employees. We observe
the safety laws of the governments within whose jurisdictions we operate. No one will knowingly be required to work in
an unsafe environment reasonable and necessary to keep the school a safe place
to work.
Emergencies:
IN CASE OF AN EMERGENCY, DIAL 911
The facility where you work has an
emergency procedure to follow in the event of fire or disaster. Every classroom should have a map that shows
the escape route in case of a fire. The
route must be highlighted with a permanent marker. Place this evacuation map where a substitute
teacher will be able to see it. Fire
extinguishers and first-aid kits are located throughout the facility.
Accidents or Injury:
No matter how insignificant an on
the job injury or accident may seem, notify the administration immediately.
Life-Threatening Illnesses:
We are committed to providing
equal opportunity to all employees, including those who have a life-threatening
illness. We are also committed to
providing a safe work environment that meets or exceeds state and federal
regulations. Consequently, employees who
have a life-threatening illness will be treated like other employees as long as
they meet performance standards and there is no evidence that indicates that
their condition is a threat to themselves or others. We also believe all information regarding an
employee with a life-threatening illness must remain private and
confidential.
Return to Work:
If you are on a medical disability
leave of absence, you must return to work when your physician’s determines that
you are able to resume normal duties. We
require your physician’s release before reinstatement to the active
payroll. If you wish to extend your
leave beyond this point, you must apply for a personal leave of absence.
Standards of Conduct and Corrective Action
Groups of people who are working
together for any purpose requires certain guidelines pertaining to their
conduct and relationships; therefore, our employees must be aware of their
responsibilities to the school and co-workers.
We strive to take a constructive approach to disciplinary matters to
ensure that actions that would interfere with operations or an employee’s job
are not continued. Violations of our
standards will result in one of the following forms of corrective action:
Oral Warning
Written
Warning
Deduction
of Pay
Suspension
without Pay
Discharge
In arriving at a decision for
proper action, the following will be considered:
The seriousness of the infraction
The
past record of the employee
The
amount of times the action happened
The
circumstances surrounding the matter
It is not possible to provide
employees with a complete list of every possible type of prohibited
conduct. However, in order to give some
guidelines concerning unacceptable behavior, the following are examples of types
of conduct considered impermissible.
Employees who engage in misconduct or whose performance is
unsatisfactory may be subject to disciplinary actions up to and including
termination. Although there is no way to
identify every possible violation of standards of conduct, the following is a
partial list of infractions which will result in corrective action:
Confidentiality:
Each employee
is responsible for safeguarding confidential information obtained in connection
with his/her employment. Confidential
information includes but is not limited to, records on student applications,
financial aid, gifts, fundraising, finance, accounting, payroll, and
personnel. Some employees may have
access to confidential information in the course of their work. These employees have a responsibility to in
no way reveal or divulge such information.
Access to confidential information should be on a “need to know basis”
and must be authorized by the administration responsible for the
information. Any breach of this policy
will not be tolerated and may result in immediate termination. In addition, the school may take legal action.
The school’s
policy on the release of student’s records to parents and guardians to their
assignees is as follows:
1. All requests
to review pupil records are to be submitted to the school office of Salam
School.
2. Such requests
shall be in writing, signed by the requesting parent, stating the pupil’s full
name, address, and date and place of birth. Such requests shall also indicate
parental status: natural, adoptive or guardian, and right of custody.
3. Except as
otherwise may be require by law, only natural or adoptive parents, or legal
guardians (or if divorced or separated, only the parent having legal custody)
may review such records. The requesting parent must also be present and consent
in writing to such review.
4. Except as
otherwise may be required by law, pupil record will be made available for
review in the school office, during regular school hours, or at any other time
as may be mutually agreed upon.
5. Except as
otherwise required by law, Salam School will not release records directly to a
third party without the prior written consent of both parties or legal
guardian.
Pupil record means any item of information directly related to an
identifiable pupil- other than directly information-which is maintained by a school
or required to be maintained by an employee in the performance of his duties
whether recorded by hand writing, print, tapes, film, microfilm or other means.
“ Confidential Information” means information
disclosed to the Employee, or known, developed or learned by the Employee as
consequence of or through the Employee’s employment by the employer concerning
employer’s services, product, pupil, contributors, management, organization,
accounting, financial information, records, marketing information and data, and
all other special information, concepts and ideas in or reasonably related to
the Employer’s service and products that have not previously been publicly
released by a duly authorized representative of the Employer, and including
confidential information of third parties received by the Employer under an
express or implied binder of secrecy.
Punctuality and regular attendance
are essential to the proper operation of any business. These also help you to
establish a good working reputation and add to your opportunity for
advancement.
As an employee of the school, you
are expected to be punctual and regular in attendance. Any tardiness or absence
reduces the effectiveness of the students’ learning experience.
Employees are expected to report
to work as scheduled, on time and prepared to start work. Employees also are
expected to remain at work for the entire work schedule, except for meal
periods and authorized absences. Unauthorized late arrivals, early departures
or other absences from scheduled work hours are disruptive and would not be
tolerated. Planning time may not be used to leave school premises for personal
needs.
For us to operate our school
effectively, we ask that you keep us informed of your status when you are off
work because of illness or accident from any cause. If you fail to notify us
after three days of consecutive absence, we will presume your have resigned,
and you will be removed from the payroll. Likewise, your must call your
supervisor daily while off work due to short-term illness or accident, or will
presume you have resigned, and your will be removed from the payroll. If you
must leave work for any reason before the end of the day, you must inform your
supervisor.
If you are unable to report for
work for any reason, if you will arrive late, or must leave early, notify the
principal, prior to the time you are scheduled to begin working for that day.
If you notify your supervisor after you scheduled time to begin work, you will
be considered tardy for that day. In all a cases of tardiness or absence,
employees must provide their supervisor with a reasonable and honest
explanation and the expected duration of any absence. Excessive absenteeism
(excused or not) or tardiness will result in pay reduction or termination of
employment.
School equipment including
computer hardware and software are valuable assets. They must be used for
school business only. You may not copy school purchased/leased software
contrary to the provisions of the contract.
Soliciting by one employee of
another, or collecting from one employee by another, is prohibited while either
employee is on work time. Distributing literature, personally or
electronically, and circulating petitions during work time or in work areas at
any time is also prohibited. Trespassing, soliciting or distributing
literature/ flyer by anyone outside the school is prohibited on school premises
unless approved by the principal or the Advisory Committee.
For reasons of health, safety,
public relations, and other concerns, smoking is prohibited on school premises.
The object of the school’s alcohol
and drug policy is to provide a safe and healthy work place for all employees,
to comply with federal and state health and safety regulations, and to prevent
accidents.
The use, possessions, sale,
transfer, purchase or being under the influence of intoxicating liquor, illegal
drugs or other intoxicants by the employees at any time on school premises or
while on school functions is prohibited. The illegal use of any drug, narcotic
or controlled substance is prohibited.
Employees must not report for duty or be on school property while under
the influence of, or have in their possession while on school property, any
intoxicating liquor, marijuana or illegally obtained drug, narcotic or other
illegal substance.
Furthermore, the use of prescription
drugs and/or over the counter drugs also may affect an employee’s job
performance and seriously impair the employee’s value to the school. Any employee who is using prescription or over the counter drugs
that may impair the employee’s ability to safely perform the job, or affect the
safety or well-being of others, must notify the Principal of such use
immediately before starting or resuming work.
Employers interested in human dignity and
protection of their employees are particularly concerned about the possibility
of employee harassment, whether sexual, racial, ethnic or other type.
Harassment in any form-verbal, physical or visual- is strictly against school
policy and will result in corrective action. Defining sexual harassment
precisely is not easy, but it can include slurs, threats, derogatory comments,
unwelcome jokes, exposure to sexually oriented literature or pictures, teasing
or sexual advance, and other similar verbal or physical conduct. If you believe
your have been the victim of harassment, or know of one who has, report it
immediately to the principal.
We take great pride in the way
your represent Salam School. So, your personal grooming and attire should
always reflect a professional image. Employees are expected to maintain an
appropriate appearance that is modes, neat and clean, as determined by the
requirements of the work area. Dress and appearance should not be offensive to
parents or other employees. Appropriate appearance includes:
Apparel: Generally,
you should wear appropriate, clean, comfortable loose fitting, arms and buttock
covered, business attire. A complete
list of inappropriate attire would be impossible to write; however the
following are some examples of inappropriate dress:
v
Sweatshirts/sweatpants
v
Jogging suits
v
Shorts
v
Overalls
v
Jeans (blue or any other
color)
v
Tightly fitting shirts or pants
v
Sleeveless attire
v
Spaghetti straps
v
Shorts top that may reveal midriffs
v
Shorts skirts (skirts should be ankle length)
v
Low –cut tops
v
Revealing or provocative clothing
(Closed-toe shoes are preferred;
Slippers, thongs and beach type sandals are not permitted.)
Hair:
Hair should be clean, combed and neatly
trimmed or arranged. This is also pertains to sideburns, mustaches and beards.
Shaggy, unkempt hair is not permissible.
Female Muslim staff is expected to wear hijab.
Personal
Hygiene: Good personal hygiene habits must be
maintained.
The Child Abuse Reporting Law
requires certain professionals and lay persons who have a special working
relationship or contact with children to report suspected abuse to the proper
authorities. All such employees are required to sign an acknowledgement that
they have knowledge of this law and will comply with it. The following is an
excerpt from the law:
Any child care custodian, health practitioner, or employee of a
child protective agency who has knowledge of or observe a child in his or her
professional capacity or within the scope of his/her employment whom she or he
knows a reasonable suspects has been the victim of child protective agency
immediately or as soon as practically possible by telephone and shall prepare
and send a written report thereof within 36 hours of receiving the information
concerning the incident…For the purpose of this article, “reasonable suspicion”
means that it is objectively reasonable for a person to entertain such a
suspicion, based upon the facts that could cause a reasonable person in a like
position, drawing when appropriate on
his/her training an experience, to suspect child abuse. For the purpose of this
article, the pregnancy of a minor does not, in and of itself. Constitute the
basis of reasonable suspicion of sexual abuse.
A “child care custodian” includes a teacher,
instructional aide, teacher’s assistant, librarian, college or student
counselor and administrator who has been trained in
the duties imposed by this article. A
“health practitioner” includes a licensed nurse, marriage, family and child
counselor, psychiatrist, psychologist, emergency medical technician and
paramedic.
Failure to report by telephone immediately or as
soon as practically possible and in writing within 36 hours is a misdemeanor
punishable by six months in a jail or a $1,000.00 fine, or both. There may also
be civil penalties.
All reports should be made through the principal
office to a child protective agency including the local police, sheriff, county
welfare or juvenile probation office. Information should include the following:
a.
name of the person making the report
b.
name of
the child
c.
present location of the child
d.
nature and extent of the injury
e.
any other information, including information that
led the reporting person to suspect child abuse, requested by the child
protective agency.
Additional material on this law,
including reporting forms and educators’ responsibilities, is available in the
principal’s office.
Since our school is constantly growing, we
expressly reserve the right to change any of our policies, including those
covered here, at any time. Normally, we will notify you of these changes by
posting them on the bulletin board or by other appropriate means. Changes will
be effective on dates determined by the school, and you may not rely on
policies that have been suspended. Only the School Principal and the Advisory
Committee has any authority to alter the foregoing.
If
you are uncertain about any policy or procedures, please check with your Unit
leader and/or School Principal.
This
employee handbook supersedes all previous employee handbooks and management
memos, which may have been issued on subjects covered herein.
Addenda
SALAM SCHOOL
POSITION
PURPOSE:
The
Business Manager/Administrative Assistant is accountable to the Principal of
Salam School.
·
Develops a process for the generation of an annual budget and then
creates one in consultation with the Principal.
·
Supervises, controls, records and reports all purchases to the
school in accordance with the budget accounting procedures
·
Prepares monthly financial statements for the Principal and the
Board of Directors
·
Oversees the administration of all employee salaries and benefits
programs
·
Safeguards all school assets by maintaining sufficient insurance
coverage and handles all claims and reports
·
Oversees the management and purchasing activities of the school
including the Food Services Department
·
Reviews all contracts which obligate the school
·
Manages the process for tuition collection and prepares monthly
statements for the parents and reports of delinquency for the principal
·
Works with the principal to insure accurate recording of those
receiving financial assistance of whatever variety
·
Maintains a Purchase Order system to insure internal control of
the budget
·
Attends Board of Director meetings at the request of the Principal
to provide information and act as a resource person for pertinent agenda items
·
Create and maintain student database system for the school
·
Create and maintain annual reports related to school accreditation
and school’s academic standards/performance objectives
·
Maintains handbooks for parent/guardians/employees related to
school policies and procedures
·
Create/develop administrative/record keeping forms necessary for
the smooth and successful operation of the school
SALAM SCHOOL
POSITION
PURPOSE:
The
purpose of this position is to provide administrative and secretarial
assistance to the School Principal.
1.
Provide secretarial support to the School Principal, teachers and
others as authorized by the Principal.
This is accomplished by typing, word processing, proofreading and
editing materials. Incumbent duplicates
and distributes materials, composes correspondence as requested, and processes
incoming and outgoing mail.
2.
Assures the school has receptionist services. This is accomplished by answering all
incoming calls, taking messages and referring callers to the person requested
and/or providing information and referral to callers. Incumbent also provides assistance to school
visitors.
3.
Assures the establishment and maintenance of a comprehensive
filing system for both the student personnel files and records, and the
Principal’s files. Incumbent maintains and
updates student’s records, including data on grades and, when requested,
attendance promptly.
4.
Assures the maintenance of accurate tuition records for the
school. Incumbent develops and updates computer program on an annual basis to insure
that tuition bills are accurately computed.
Incumbent also posts/updates all tuition payments, prints monthly
statements and mails them to parents, and compiles list of delinquent payments
as needed.
5.
Assures the registration process for a new student is completed in
a timely manner. This is accomplished by
assuring parents have received and accurately completed all necessary forms, by
requesting transcripts as necessary, checking space availability, and by processing
all registration paperwork.
6.
Assures that all processes as stated by the DPI regarding School
Parental Choice are taken care of.
Meets all required deadlines.
7.
Takes care of transportation contracts for parents.
8.
Administers medication after having parents fill out the
authorization form.
9.
Orders approved materials for the Principal/staff/school
10.
Student attendance, staff attendance, PTO
11.
Contact substitutes for teaching staff as needed
|
DAILY |
WEEKLY |
MAINTENANCE |
|
1.
Vacuum offices
of Principal, Business Manager and Secretary 2.
Remove
trash from offices 3.
Clean
classrooms in use 4.
Clean
bathrooms. Check for cleanliness every
1-1/2 hours. 5.
Ensure
there is enough supply of soap, toilet paper and paper towels 6.
Sweep
hallways 7.
Remove
trash, debris, and any other obstacles from school hallways |
1.
Clean
windows 2.
Pick up
outside debris |
1.
Install opaque window panes in
ladies restroom 2.
Remove cleaning supplies from
the bathroom window 3.
Remove trash from boys bathroom
(1st floor) 4.
Clean/scrub all floors 5.
Clean window panes in entire
school building 6.
Paint all classrooms 7.
Patch up work 8.
Paint hallway windows 9.
Move storage 10.
Build storage cupboard outside
Brother Ziad’s office 11.
Remove wall between computer lab
and science lab (needed for classroom) 12.
Complete tile work in basement
hallway 13.
Need keys to the cafeteria 14.
Room 110 opening needs to be
closed 15.
Cleaning supplies, broom,
buckets, etc. may not be
stored in the hallways or behind doors. 16.
Remove closet doors located in
the first floor hallway. Clean and
paint same. 17.
Change EXIT signs in the hallway
to automatic. 18.
ORDER
LARGE DUMPSTER FOR GARBAGE |
SALAM SCHOOL
Islamic Society of Milwaukee
JOB DESCRIPTION-TEACHER ASSISTANT
The
main responsibility of the Teachers’ Assistant is to assist the homeroom teacher
in providing the best possible learning environment for the students, inside
and outside the classroom. It is not the
responsibility of the Teacher’s Assistant to plan lessons, teach or interfere
in the teaching process. It is also not
the responsibility of the Teacher’s Assistant to convey any news of students’
behavior, learning patterns/abilities, etc. to the parents of the students.
The
duties of the Teacher’s Assistant shall include, but will not be limited to the
following:
In
order for the relationship between the teacher and the assistant to be
successful, there must be regular, open communication between the two. If, at any time, there arises
a problem or concern that cannot be resolved through this avenue of
communication, the matter should be referred to the principal.
SALAM
SCHOOL
Islamic Society of Milwaukee
JOB DESCRIPTION-TEACHER ASSISTANT
The
principal function of a Teacher Assistant is to assist teachers in the
day-to-day running of the classroom. Specific
areas would be:
A. Making
teaching aids
B. Preparation
of art materials
C. Mounting
work and setting up and dismantling classroom displays
D. Helping
with assembly programs
E. Working
with individual and/or groups of children, under the supervision of or directed
by the classroom teacher
F. Supporting
the classroom teacher in establishing discipline and acceptable standards of
pupil behavior that is consistent with the school philosophy. This applies both in and out of the
classroom.
In order for the teacher assistant to do this efficiently, they
must:
1. Become
familiar with the school curriculum and the day-to-day running of the school,
thus being prepared for any eventuality in/out of the classroom during the
course of a school day
2. Familiarize
themselves with the individual teacher particular classroom, equipment, books,
topics, etc.
3. Attend
regular in-services, staff meetings and grade meetings to keep abreast of any
developments in the school.
4. Keep
an open line of communication with classroom teachers
5. It
is vital that confidentiality in all matters pertaining
to children, parents and staff be maintained at all times – both in and out of
school.
QUALIFICATIONS
GENERAL
PROFESSIONAL EXPECTATIONS
1.
Is flexible
2.
Is able to jump right in and take over where needed during school
hours.
3.
Dress code (dress
professionally at all times necessary)
4.
Follow duties as assigned by the teacher/principal.
TARDINESS/ABSENTEEISM
1.
Need to be on time and ready to begin work upon arrival
2.
On time for classroom assistance of teachers unless communicated
otherwise
3.
Chronic absenteeism resulting in others carrying the assistants
load will be cause for dismissal
4.
Personal business/phone calls should be taken care of during prep
time
PREPARATION
OF TEACHING MATERIALS
1.
Clean up work areas after assigned tasks are complete
2.
Photocopy material given by teacher/principal
3.
Cut out materials
4.
Correct papers assigned by teacher
5.
Help prepare and display student and/or teacher materials in
hallway and classrooms
6.
Help with labeling and assembling books and booklets for classroom
usage
7.
Any “school-related” tasks
QUALITY
OF WORK
1.
Follow directions and teacher expectations. Pay attention to detail. Ask questions if there is a need for
clarification
2.
Responsible for following a lesson plan when working with a group
of students
3.
Be on time for all duties
4.
Duties are not completed until all children are supervised by
teachers or another supervising adult on duty
5.
While on playground duty, circulate around the entire playground
while interacting with all groups of children and resolving problems that arise
6.
Listen and try to assist in resolving disputes
7.
Only when necessary, enforce consequences that the teacher has
made, such as TIME OUT
8.
On days of inside recess remain with the children until teacher
returns
QUALITY
OF WORK (Continued)
9.
If assigned for after school duty, bring any children remaining
and make the necessary calls to their parents
10. While
supervising the children, be a model – monitor and enforce school rules at all
times
11. Do
not eat candy or food in from of children
12. Move
around the classroom and be observant at all times
13. No
standing, hanging around or gossiping
14. Listen
and try to assist children in solving disputes that arise daily
15. Relieve
teacher for short periods of time (emergencies,
bathroom)
16. Participate
as a chaperone on field trips
CHILD
INTERACTION
1.
Use appropriate language and tone in the workplace
2.
Use appropriate discipline
a) Approach
child calmly
b) Listen
to child
c) Do
not physically touch a child in anger or corner the child in any way
d) Keep
appropriate distance from the child in anger
3.
Work with small groups and individual students as assigned
4.
Always model professional behavior with students when in their
presence
5.
Communicate, Communicate, Communicate.
SALAM
SCHOOL
Islamic Society of Milwaukee
JOB DESCRIPTION – TEACHER
Organizes,
supervises and teaches the grade of students assigned and integrates religious
beliefs with various knowledge bases while using educational approaches based
on current research. Creates
an Islamic School atmosphere that is joyous, flexible, creative and
challenging; and communicates a love of the students taught, a deep respect for
the dignity and uniqueness of each child as person and learner.
Education/Certification:
Academic degree appropriate for particular assignment and required
professional development/3 credits every year and six credits every 5 years to
maintain license status.
Bachelor’s Degree and/or certified by the State of Wisconsin,
Department of Public Instruction or certifiable to teach grade assigned.
Personal
Aptitude:
Loves and
respects children and adolescents and celebrates the diversity among children.
Recognizes
and believes in the potential of others, both students and staff and
communicates this belief; views others in a positive way---transforms problems
into possibilities.
Relates in a
gentle, respectful manner; assists students to develop a sense of self-worth
and responsibility as a Muslim, helping them to make decisions and to solve
problems from an Islamic perspective.
Listens
perceptively to students concerns and communicates genuine love, warmth and
respect while challenging them to be their best selves.
Recognizes, respects and
encourages parents in carrying out their role as significant educators of their
children; views parents as partners in teaching-learning process.
Maintains a
mutual respect for alternative points of view; is sensitive and respectful to
differences in individuals both staff, children and parents.
Is committed
to personal, professional and spiritual growth for self and others; views self
as an ongoing learner.
Demonstrates
an understanding and acceptance of philosophical assumptions and values which
underlie the school’s approach to education.
Is
accountable and accepts professional evaluation of own performance;
Attendance/punctuality
Plans,
organizes and presents subject matter with clarity.
Prepares
teaches/learning plans that establish realistic instructional objectives
Provides
teaching/learning plans for a substitute.
Shows
openness to alternative teaching strategies and current educational theories.
Diagnoses,
respects individuals needs, and prescribes effective learning experiences
consonant with objective.
Provides
effective and positive motivation for students.
Uses
a variety of materials and resources.
Demonstrates
the ability to structure learning strategies regularly into instruction such
that students exhibit continuing growth in the skills
needed to learn cooperatively.
Demonstrates
the ability to personally use the computer and develops plans to use the
computer in classroom instruction.
Facilitates
positive behavior through purposeful learning activities and experiences,
positive teacher-child interaction.
Resolves
individual or group behavioral problems skillfully according to principles of
Islamic mediation and by modeling fairness, consistency, respect and acceptance
of difference.
Generates
positive behavioral outcomes through the use of positive language.
Provides
a stimulating and healthy physical and social-emotional classroom environment.
Instills
self-motivating and self-directing learning habits.
Attends all faculty
meetings and school events at which faculty attendance is required.
Prepares and
submits school records and reports as requested.
Performs
school-related responsibilities, as agreed upon; in addition to regular
classroom instruction.
Perceives
significant or potential problems and refers them to proper authority.
Uses
oral and written English skillfully.
Demonstrates
reliability in seeing a job through to completion.
Dresses
appropriate in accordance with local guidelines for professional dress.
Submits
weekly lesson plans each Monday morning.
Submits
request for leave in time (2 weeks notice).
Informs/calls
school office/principal when taking time off due to illness.
Regularly
informs parents about classroom activities, homework expectations, and progress
in meeting academic goals.
Promotes an
atmosphere of openness and trust where in parents may discuss their hopes,
fears, perceptions knowing that their concerns will be heard and addressed with
acceptance, understanding and respect.
SALAM HIGH
SCHOOL GUIDANCE COUNSELOR JOB DESCRIPTION
The Position
As a founder
of the of SHS Guidance Department, the counselor provides a comprehensive
guidance program which meets the needs of his/her assigned students in grades 9—12.
The counselor promotes and enhances academic, personal, social, and career
development of all students. He/she will report directly to the Salam School
principal and work collaboratively with SHS teachers.
Responsibilities/Duties
School Guidance Curriculum
-Academic
skills support
-Organizational,
study and test-taking skills
-Post-secondary
planning and application process
-Career
planning
-Education
in understanding self and others
-Coping
strategies
-Peer
relationships and effective social skills
-Communication,
problem-solving, decision-making, conflict resolution and study skills
-Career
awareness and the world of work
-Substance
abuse education
-Multicultural/diversity
awareness
Individual Learning Planning (ILP)
-Goal
setting
-Academic
plans
-Career
plans
-Problem-solving
-Education
in understanding self, including strengths and weaknesses
-Transition
plans
Responsive Services
-Individual
and small-group counseling
-Individual/family/school/school
crisis intervention
-Peer
facilitation
-Consultation/collaboration
-Referrals
System Support
-Professional
development
-Consultation,
collaboration and teaming
-Program
management and operation
CONTRACT
FOR A TEACHER OF A SCHOOL
This
contract is made on ______________________ _, _________, by A SCHOOL, ___________________,
Wisconsin hereinafter designated as the Employer and _________________________ (Teacher),
hereinafter designated as the Teacher (Employee).
THE TEACHER AGREES: