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Vice President of
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Executive
Director
Principal
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Academic
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Director of
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Camelot Program Organization Chart



EthicsPoint Policy Receipt

I, ___________________________________, hereby certify that I have received the EthicsPoint
Policy on ____________________. I have read, understand and agree to the EthicsPoint Policy. I
understand that any suspected violations of this policy may subject me to investigative measures
and/or to disciplinary action or termination of employment.



______________________________________ ________________________
Signature Date


______________________________________ ________________________
Supervisor/Human Resources Representative Date







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Created 6/2011 Updated 8/2013
Anti-Harassment Policy
In order to provide a productive and pleasant working environment, it is important that we
maintain a workplace characterized by mutual respect. Accordingly, all forms and types of
harassment in our workplace, including but not limited to sexual harassment, will not be
tolerated.

Prohibited Harassment
Harassment is any unwelcome verbal, written or physical conduct that either denigrates or shows
hostility or aversion towards a person on the basis of race, sex, color, national origin, religion,
sexual orientation, age, veteran status, political affiliation, or disability, that:
Has the purpose or effect of creating an intimidating, hostile or offensive work
environment;
Has the purpose or effect of unreasonably interfering with an employee's work
performance;
Affects an employee's employment opportunities or compensation.

Harassment is against the law in the United States and many other countries. Examples of
harassment that may violate the law and will violate this policy include:
Oral or written communications that contain offensive name-calling, jokes, slurs,
negative stereotyping, or threats. This includes comments or jokes that are distasteful or
targeted at individuals or groups based on age, disability, marital status, national origin,
race or color, religion, sex, sexual orientation or gender identity.
Nonverbal conduct, such as staring, leering and giving inappropriate gifts; physical
conduct, such as assault or unwanted touching.
Visual images, such as derogatory or offensive pictures, cartoons, drawings or gestures.
Such prohibited images include those in hard copy or electronic form.

Prohibited Sexual Harassment
Sexual harassment has been defined as a form of sex discrimination, consisting of unwanted
sexual advances. Examples of prohibited sexual harassment include:
Supervisors or managers explicitly or implicitly suggesting sex or sexual favors in return
for a hiring, compensation, promotion or termination decision;
Verbal or written sexually suggestive or obscene comments, jokes, or propositions;
Unwanted physical contact, such as touching, grabbing, or pinching;
Displaying sexually suggestive objects, pictures, or magazines;



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Created 6/2011 Updated 8/2013
Continual expression of sexual or social interest after an indication that such interest is
not desired;
Conduct with sexual implications when such conduct interferes with the employees
work performance or creates an intimidating work environment;
Suggesting or implying that failure to accept a request for a date or sex would adversely
affect the employee in respect to a performance evaluation or promotion.

Harassment by Non-employees
It is not acceptable that our employees be subject to unwelcome harassment from business
partners, vendors or customers. We will endeavor to protect employees from harassment by such
persons who have workplace contact with our employees.

Discrimination
It is a violation of this policy to discriminate in the provision of employment opportunities,
benefits or privileges; to create discriminatory work conditions; or to use discriminatory
evaluative standards in employment if the basis of that discriminatory treatment is, in whole or in
part, the person's race, color, national origin, age, religion, disability status, gender, sexual
orientation, gender identity, genetic information or marital status.

Discrimination of this kind also may be strictly prohibited by a variety of federal, state and local
laws, including Title VII of the Civil Rights Act 1964, the Age Discrimination Act of 1975, and
the Americans With Disabilities Act of 1990. This policy is intended to comply with the
prohibitions stated in these antidiscrimination laws.

Discrimination in violation of this policy will be subject to severe sanctions up to and including
termination.

Workplace Bullying
Bullying may be intentional or unintentional. However, it must be noted that where an allegation
of bullying is made, the intention of the alleged bully is irrelevant, and will not be given
consideration when meting out discipline. As in sexual harassment, it is the effect of the behavior
upon the individual which is important. ASPIRA of PA and ASPIRA of PA Schools consider the
following types of behavior examples of bullying:

Verbal Bullying: slandering, ridiculing or maligning a person or his/her family;
persistent name calling which is hurtful, insulting or humiliating; using a person as butt
of jokes; abusive and offensive remarks.



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Created 6/2011 Updated 8/2013
Physical Bullying: pushing; shoving; kicking; poking; tripping; assault, or threat of
physical assault; damage to a persons work area or property
Gesture Bullying: non-verbal threatening gestures, glances which can convey
threatening messages
Exclusion: socially or physically excluding or disregarding a person in work-related
activities.

In addition, the following examples may constitute or contribute to evidence of bullying in the
workplace:

Persistent singling out of one person
Shouting, raising voice at an individual in public and/or in private
Using verbal or obscene gestures
Not allowing the person to speak or express him/herself (i.e., ignoring or interrupting).
Personal insults and use of offensive nicknames
Public humiliation in any form
Constant criticism on matters unrelated or minimally related to the persons job
performance or description
Ignoring/interrupting an individual at meetings
Public reprimands
Repeatedly accusing someone of errors which cannot be documented
Deliberately interfering with mail and other communications
Spreading rumors and gossip regarding individuals
Encouraging others to disregard a supervisors instructions
Manipulating the ability of someone to do their work (e.g overloading, under loading,
withholding information, setting meaningless tasks, setting deadlines that cannot be met,
giving deliberately ambiguous instructions)
Inflicting menial tasks not in keeping with the normal responsibilities of the job
Taking credit for another persons ideas
Refusing reasonable requests for leave in the absence of work-related reasons not to grant
leave
Deliberately excluding an individual or isolating them from work-related activities
(meetings, etc)
Unwanted physical contact, physical abuse or threats of abuse to an individual or an
individuals property (defacing or marking up property)






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Created 6/2011 Updated 8/2013
Complaint Procedure
If an employee feels that he or she has been harassed on the basis of his or her sex, race, national
origin, ethnic background, or any other legally protected characteristic they should immediately
report the matter to his or her supervisor. If that person is not available, or if the employee feels
it would be unproductive to inform that person, the employee should immediately contact that
supervisor's superior or human resources. Once the matter has been reported it will be promptly
investigated and any necessary corrective action will be taken where appropriate. All complaints
of unlawful harassment will be handled in as discreet and confidential a manner as is possible
under the circumstances.

The procedure for reporting incidents of harassing behavior is not intended to impair, replace, or
limit the right of any employee to seek a remedy under available state or federal law by
immediately reporting the matter to the appropriate state or federal agency.

RETALIATION
No hardship, no loss or benefit, and no penalty may be imposed on an employee as punishment
for:

1. Filing or responding to a bona fide complaint of discrimination or harassment.
2. Appearing as a witness in the investigation of a complaint.
3. Serving as an investigator.

This policy strictly prohibits any retaliation against an employee or other person who reports a
concern about harassment or other inappropriate behavior.

Retaliation or attempted retaliation is a violation of this policy and anyone who does so will be
subject to severe sanctions up to and including termination.

ASPIRA of PA and ASPIRA of PA Schools Responsibility
ASPIRA of PA and ASPIRA of PA Schools will communicate this policy to all employees and
third parties as applicable, including:
Educating employees about the types of behavior that can be considered workplace
harassment; and
Explaining procedures established for filing workplace harassment complaints.
Agency managers and supervisors are required to: Stop any workplace harassment of
which they are aware, whether or not a complaint has been made;
Express strong disapproval of all forms of workplace harassment;



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Created 6/2011 Updated 8/2013
Stop any acts they see that may be considered workplace harassment, and take
appropriate steps to intervene;
Take immediate action to prevent retaliation towards the complaining party or any
participant in an investigation; and
Take immediate action to eliminate any hostile work environment where there has been a
complaint of workplace harassment.


Discipline
Any employee found to have harassed another employee or applicant for employment will be
subject to appropriate disciplinary action, including reprimands, suspension, and/or termination
of employment.

An employee committing unlawful harassment may also be held personally liable for his or her
actions under applicable law.


I have read, understand and agree to the ASPIRA of PA and ASPIRA of PA Schools Anti-
Harassment Policy. I understand that my failure to fulfill these responsibilities may subject me
to disciplinary action, or termination of employment.




Print Name



Signature



Date






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Created 6/2011 Updated 8/2013
ANTI-SEXUAL ABUSE POLICY

Purpose
To ensure that our students and staff are provided an education and work environment that is free
of sexual harassment, sexual abuse and sexual molestation.

Scope
This policy applies to all employees, contracted agents, and other parties (including volunteers,
visitors, and parents).

Definitions
Children and Youth: Anyone between the ages of zero and 24 years. In this document,
these terms are used interchangeably.
Child Sexual Abuse: Child sexual abuse involves any sexual activity with a child
where consent is not or cannot be given. This includes sexual contact that is
accomplished by force or threat of force, regardless of the age of the participants, and all
sexual contact between an adult and a child, regardless of whether there is deception or
the child understands the sexual nature of the activity. Sexual contact between an older
and a younger child can also be abusive if there is a significant disparity in age,
development, or size, rendering the younger child incapable of giving informed consent.
The sexually abusive acts may include sexual penetration, sexual touching, or non-
contact sexual acts as exposure or voyeurism.

Policy Statement
All students have the right to learn in an environment free of discrimination, which includes
freedom from adult-to-student sexual harassment. Therefore, Eugenio Maria de Hostos Charter
School, Antonia Pantoja Charter School, Pequeos Pasos, John B. Stetson Charter School and
Olney Charter High School (hereinafter referred to as ASPIRA of PA Schools) and ASPIRA,
Inc. of Pennsylvania (ASPIRA) will not tolerate adult-to-student sexual harassment in any form.
ASPIRA of PA Schools and ASPIRA employees are prohibited from engaging in behaviors that
cause a student to believe that s/he must submit to unwelcome sexual conduct in order to
participate in a school program, or activity; that causes a student to believe that the employee
will make an educational decision based on whether or not the student submits to unwelcome
sexual conduct; or that creates an offensive, hostile, and/or intimidating environment for the
student. Students affected by sexual harassment shall be afforded avenues for filing complaints
which are free from bias, collusion, intimidation, or reprisal.




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Created 6/2011 Updated 8/2013
Adult-to-student sexual harassment is a form of sex discrimination as set forth in federal law and
Title IX of the Education Amendments of 1972. It is illegal.

Adult-to-student sexual harassment includes unwelcome actions which cause a reasonable person
to feel uncomfortable or unsafe resulting in a learning environment which is offensive, hostile
and/or intimidating. It applies to opposite sex and same sex victims. It also includes
conditioning participation in a school program or submitting to sexual advances. Examples of
sexual harassment include, but are not limited to:

1. unwelcome sexual flirtation or sexual propositions
2. offensive jokes, drawings, cartoons, graffiti, pictures, or gestures
3. making graphic comments about a person's body or conduct
4. sexually insulting remarks about race, gender, socioeconomic status, disability, or sexual
orientation
5. spreading sexual rumors
6. cyber sexual harassment, including harassment through the use of the Internet or other
telecommunications technologies
7. cornering/blocking normal movements, threatening behavior
8. unwelcome physical contact including touching, patting, or grabbing a person or their
clothing
9. a teacher conditioning a grade or a role in a program on a students submitting to sexual
advances

Some of these sexual behaviors also fall under laws addressing child sexual abuse and sexual
assault/battery. Therefore, an employee could be cited for violations of this policy as well as
charged with sexual abuse and/or sexual assault/battery.

Disciplinary action up to and including dismissal will be taken against any employee who
violates this policy. By federal statute, a person who complains about sexual harassment is
exercising a protected right. Any retaliation against the complainant and/or any person reporting
acts of adult-to-student harassment is illegal.

Mandatory annual training on this policy shall be conducted for all principals, employees, and
other designated individuals.







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Created 6/2011 Updated 8/2013
Prevention Statement
Sexual abuse and molestation include any conduct or activity leading to, or resulting in,
sexual arousal or gratification of one, or all, of the parties involved. It includes, but is not
limited to, inappropriate touching, inappropriate physical contact, titillating or romantic
conversations.
Sexual misconduct includes violation of boundaries. Boundaries are the critical issue
reflecting the actual underlying intent of a non-erotic action.
It is the expressed policy of these schools that staff and volunteers shall not engage in
sexually oriented activity, including sexual conversations with students; nor allow such
conduct to exist between the students themselves.
Staff and volunteers shall not develop sexual or intimate social relationships with
students, or the family members of students, during and following school activities.
Staff and volunteers shall not engage in non-erotic activities for which the true intended
result is sexual arousal or gratification.
Any person associated with the school who violates this policy will be discharged,
reported to the proper authorities and prosecuted to the fullest extent of the law.
Sexual abuse, molestation and misconduct are crimes. As mandated reporters, any person
associated with this school who fails to report such activity will be discharged, reported
to the proper authorities and prosecuted to the fullest extent of the law.

Rules
1. Staff should avoid being alone with a student. To prevent this occurrence, always
have two staff present with a student. When this is not possible, have one staff
present with several students. When this is not possible, have activities occur in
an open-door, well-lit, easily accessible setting. When this is not possible, such as
during a closed-door consultation, document the time spent behind closed doors
and keep it to a minimum.
2. All instruction and other activities should occur in well-lit and easily accessible
areas. Intimate or secluded settings are to be avoided. Assistance in toileting
should be instructional rather than physical assistance. In services where this is
not possible, all efforts to maintain modesty should be made. Doors should be left
open during assistance.
3. Generally avoid touching students, especially by initiating contact. Patting
students on the seat as a sign of congratulations or encouragement, as often found
in athletics, is forbidden. If student hugs a staff member, divert the contact so it
becomes shoulder-to-shoulder rather than pelvis-to-pelvis.
4. Do not play games with students in which staff hide, have unaccounted for
periods of time or present opportunities for intimacy.



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Created 6/2011 Updated 8/2013
5. Misconduct includes violation of boundaries of proper behavior and student
management. Violation of such boundaries includes bringing a student alone into
a staff members home, kissing student, requesting personal favors from student,
and insinuating that their successful treatment is dependent on personally pleasing
or satisfying the staff members.

Prevention
1. Design student areas to be windowed, highly visible and observable. Maintain open-
door-policies.
2. Do not inhibit visibility of student areas by covering windows with decorations, paint,
etc.
3. Be selective in student/staff/volunteer matchups. Know student histories regarding
sexual activity, previous abuse and sexual awareness. Avoid opposite sex matchups in
transportation, private counseling, in-home care, etc. Advise staff and volunteers of
student histories to prevent placing either party in an unanticipated or undesirable
situation.
4. School administration shall:
a. Encourage students to recognize and report sexual misconduct by staff and other
students.
b. Create a process for documentation and reporting that is easy to access and
understand. This design concept serves both the student and the school.
c. Offer in-service prevention training on a scheduled basis and have staff sign that
they have received such training.

Responsibility
Each employee is responsible and held accountable for conducting activities in a manner
which will ensure compliance with this policy.
The principal or supervisor will be responsible for taking appropriate action on
complaints of alleged sexual harassment of students. The principal is also responsible for
ensuring that all students, faculty, and staff are aware that students have a right to be free
of sexual harassment, that retaliation of any kind is illegal, and that there are procedures
for submitting complaints.
The Department of Child Welfare is responsible for conducting a confidential
investigation of the allegations.
Any questions concerning the interpretation of this policy should be directed to the
Department of Human Resources.
The Department of Human Resources is responsible for providing and/or coordinating
training on Title IX and Sexual Harassment issues.



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Created 6/2011 Updated 8/2013
The Chief Academic Officer is responsible for ensuring that this policy is followed.


I have read, understand and agree to the ASPIRA of PA and ASPIRA of PA Schools Anti-Sexual
Abuse Policy. I understand that any suspected violations of this policy may subject me to
investigative measures and/or to disciplinary action, or termination of employment.


Print Name

Signature

Date



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Created: 6/2011 Updated: 8/2013
CELL PHONE POLICY
POLICY:
The purpose of this policy is to promote a safe and productive work environment and increase
public safety. This policy about cell phone usage applies to all employees. For purposes of this
policy, the term cell phone is defined as any handheld electronic device with the ability to
receive and/or transmit voice, text, or data messages. ASPIRA of PA and ASPIRA of PA
Schools reserves the right to modify or update these policies at any time.

SCOPE:
Personal Cellular Phones
While at work, employees are expected to exercise discretion in using personal cellular phones.
Personal calls during the work hours, regardless of the phone used can interfere with employee
productivity, safety and may be distracting to others. Employees are encouraged to make
personal calls during breaks and lunch and to ensure that friends and family members are aware
of the ASPIRA of PA and ASPIRA of PA Schools policy. (ASPIRA of PA and ASPIRA of PA
Schools will not be liable for the loss of personal cellular phones brought into the workplace.
Cellular telephones may not be used to defame, harass, intimidate, or threaten any other person.)
Employees are prohibited from using their cell phones in any illegal, illicit or offensive manner.

Cellular Phone Use while Operating a Vehicle
Employees whose job responsibilities include driving or equipment operation should refrain
from using their phone/communication device while driving an ASPIRA of PA and ASPIRA of
PA Schools vehicle or while driving any other vehicle (rented, leased, borrowed, or their own
vehicle) while conducting business for ASPIRA or ASPIRA Schools.

Drivers shall comply with all federal, state, and local laws and regulations regarding the use of
mobile technology devices including cell phones. Incoming or outgoing cellular phone calls are
not allowed while driving. Sending or reading text messages, emails, dialing cellular phones,
viewing television, videos, or DVDs and inputting data into laptop computers, personal digital
assistants or navigation systems are prohibited while driving. The cellular phone voicemail
feature should be on to store incoming calls while driving and all message retrievals and calls
should be made after the vehicle is safely parked.

If acceptance of a call is unavoidable and pulling over is not an option, employees are expected
to use hands-free options and to keep the call short and keep their eyes on the road. Special care
should be taken in situations where there is traffic, inclement weather, or the employee is driving
in an unfamiliar area.



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Created: 6/2011 Updated: 8/2013

In situations where job responsibilities include regular driving and acceptance of business calls,
hands-free equipment may be provided to facilitate the provisions of this policy. Under no
circumstances are employees required to place themselves at risk to fulfill business needs.

Accidents incurred while the driver is using a cellular phone may be considered to be
preventable and the driver may be subject to disciplinary action. Employees who are charged
with traffic violations resulting from the use of their phone while driving will be responsible for
all financial liabilities (fines associated with citations) that result from such actions.

Cell phones shall be turned off or set to silent mode during meetings, conferences and in other
locations where incoming calls may disrupt normal workflow.

Employees may carry and use personal cell phones while at work on a sporadic basis. If
employee use of a personal cell phone causes disruptions or loss in productivity, the employee
may become subject to disciplinary action per company policy.

Failure to follow this policy may result in disciplinary action up to and including termination.
All employees are required to be professional and conscientious at all times when using company
phones. By signing this policy you are agreeing to the following terms:
ASPIRA of PA and ASPIRA of PA Schools reserves the right to amend or alter the terms of this
policy.

I understand that in the event that the phone is lost and/or damaged I will be responsible for any
cost that is not covered by warranty.

I understand that I have to return the assigned phone and any equipment that came with the
phone at the end of your employment with ASPIRA of PA and ASPIRA of PA Schools.

I understand that the phone and service is property of ASPIRA of PA and ASPIRA of PA
Schools. It is to be used primarily as a tool for communication between administration and
constituents, etc.









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Created: 6/2011 Updated: 8/2013
Acknowledgment of Cell Phone Policy
I have read, understand and agree to the ASPIRA of PA and ASPIRA of PA Schools Cell Phone
Policy. I understand that my failure to fulfill these responsibilities may subject me to
disciplinary action, or termination of employment.


____________________________ _____________________________
Employee Signature Date

____________________________ _______________________________
Supervisor/Principal Signature Date












Created 8/2013 Board Approved:
Children in the Workplace

POLICY
ASPIRA of PA and ASPIRA of PA Schools employees are not to bring children to the
workplace except as permitted by this policy.

Definition
For purposes of this policy, a child is defined as an individual under the age of 18 years who is
not a program participant or employee of the organization.

Applicability
Although we understand that staff members may occasionally, in unforeseen situations, need to
bring children to their workplace until other arrangements can be made, thus allowing staff
members to meet workplace demands. However, when children are introduced to environments
which are not designed to cater to them, issues of safety, supervision, productivity and legal
liability arise.

This policy applies to employees who may wish to bring dependent children to the workplace.
This policy does not apply to an approved Organization/School program that involves children in
education and/or related activities. This policy does not apply to children enrolled in approved
Organization/School services and/or initiatives.

Sick Children
A child who has an illness that prevents him or her from being accepted by a regular day care
provider, particularly a child with infectious disease, may not be brought to the workplace under
any circumstances.

Child Care
The workplace may not be used as an alternative for regular child care. When child care
arrangements break down, an employee should always have alternative childcare plans. In such
cases, an employee may use accrued leave hours or leave without pay and care for their
child/children at home.

Emergency Exceptions
In emergencies, e.g., when the employee cannot be absent from the workplace, the supervisor
may grant an exception to this policy. To request an exception, an employee submits a written
request to the supervisor. Approved exceptions are subject to the requirements below.











Created 8/2013 Board Approved:
Acceptable Activities
Participation in an organized and approved educational event that permits children to observe
and/or participate in parents' work activities is acceptable. However, this does not include
attending excursions/field trips as paid for by the organization/school for enrolled program
participants. An incidental and brief visit by a child to a parent's workplace is acceptable.

When Children Are Brought To the Workplace
When children are brought to the workplace, the following requirements apply:

Children are expressly prohibited from entering hazardous areas. Laboratories, kitchens,
and workshops are examples of locations that often present hazards to children.
The employee who brought the child to the workplace is responsible for keeping the child
within his or her "sight and sound" at all times. The employee may not ask any other
employee or student to supervise the child.
The employee who brought the child to the workplace is responsible for all aspects of the
child's behavior. The employee is responsible for the child's safety and is financially
responsible for any damages caused by the child.
The presence of the child cannot disrupt the work environment or negatively impact the
productivity of the employee who brought the child or other employees or students.
The employee's supervisor may direct the employee to remove the child from the
workplace at any time if the supervisor determines that this policy has been violated or
that the child's presence negatively impacts Organization/School interests.


Acknowledgment of Children in the Workplace Policy
I have read, understand and agree to the ASPIRA of PA and ASPIRA of PA Schools Children in
the Workplace Policy. I understand that my failure to fulfill these responsibilities may subject
me to disciplinary action, or termination of employment.

____________________________ _____________________________
Employee Signature Date

____________________________ _______________________________
Supervisor/Principal Signature Date





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Created 6/2011 Updated 8/2013

DRESS CODE POLICY
ASPIRA OF PA and ASPIRA of PA Schools strives to be known as an organization where
employees enjoy their work environment while creating extraordinary results. Also, we would
like our offices/classrooms to be a place where open communication occurs comfortably across
all levels. The appearance of the entire staff is very important in presenting a neat, clean and
professional environment.
To help meet these goals, we have adopted a Business Dress Policy as our dress standard from
Monday through Friday for all employees.
The following guidelines will help to define acceptable Business attire on a day-to-day basis.
GUIDELINES:
1. Choose business clothing that communicates professionalism.
2. Keep your workday schedule into account when you are dressing. Business attire means
clothing that allows employees to feel comfortable at work, yet appropriate for an office
environment. Business attire includes, but is not limited to: dress pants, slacks, cotton
shirts, ties, skirts (at the knee) and dresses, turtlenecks, sweaters, and closed in shoes and
loafers. Polo shirts maybe worn, but must be pressed and neat.
3. We ask that you NOT WEAR jeans, shorts, bib overalls, halter tops, beachwear, work-
out attire, tank tops, tee-shirts, spandex or other form-fitting pants, or distracting,
offensive or revealing clothes. In addition, we ask that you not wear athletic shoes,
thongs sandals, or slippers.
4. Any employee who performs any work assignments in Service areas must wear closed-
toed shoes. Production areas include: Security, Maintenance, Custodial/Janitorial,
Maintenance, Kitchen, Lunch Aide Staff and Building Engineer. The primary purpose for
this requirement is for Safety reasons.
5. Closed-toed shoes are ALWAYS REQUIRED at ASPIRA of PA and ASPIRA of PA
Schools. Keep in mind that shoes should cover the majority of the foot area.
6. Chief Executive Officer/Department Heads/Directors and Supervisor/Chief Academic
Officer/Principal and Assistant Principals are responsible for enforcing dress and
grooming standards within the entire staff. This includes counseling employees whose
appearance is inappropriate. Reasonable accommodation will be made for employees'
religious beliefs and disabilities whenever possible, consistent with the business necessity



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Created 6/2011 Updated 8/2013

to present a professional appearance to the public/students. Questions or complaints that
cannot be handled to an employee's satisfaction by the assigned Assistant Principal
should be taken to the Human Resources department.
7. Any employee whose appearance does not meet these standards will be counseled by the
assigned Chief Executive Officer/Department Chief/Director/Supervisor/Chief Academic
Officer/Principal or Assistant Principals. If the appearance is unduly distracting or the
clothing is unsafe, the employee may be sent home to correct the problem. Repeated
disregard for this dress and grooming policy may result in disciplinary action up to and
including termination of employment.
GUIDELINES: (Trip/Dress Down days/Outings outside of School grounds)
1. On days that the employees may wear jeans will be when the class has a trip or an outing
outside of school grounds. The attire can be a polo shirt, jeans and sneakers are
acceptable.
2. Keep in mind that tee-shirts and sweatshirts should not contain any offensive slogans or
picture or wording of any sort. The clothing must be plain.
3. When the trip consists of water events the swimming attire will consists of tankinis, and
swim wear that is considered presentable. Bikini swimsuit, thong bikinis shorts and
Speedos are NOT allowed to be worn while on a school sponsor event.
GUIDELINES: (All work days - Affects All Employees)
In keeping with the current dress code, the need for proper appearance from all staff is expected.
Therefore, the following guidelines of dress are expected from all employees:
1. Clothing should be worn and fit in such a manner that it does not expose the abdomen,
chest or buttocks areas.
2. Clothing should be free of sexually related references, foul language, or suggest or
promote the use of illegal drugs.
3. Clothing, to include jewelry and hair, should not be loose or dangle in such a way that it
creates a safety hazard and no hats, berets or baseball caps should be worn in the
building.
4. Body piercing jewelry will only be worn on the ear. No other areas of the body should be
visible with body piercing jewelry.
5. Tattoos must be appropriate in content and in keeping with a professional image.
6. Fingernails at an appropriate length.



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Created 6/2011 Updated 8/2013



I understand that my failure to fulfill these responsibilities may subject me to disciplinary action,
up to and including termination of employment.
_______________________________
Print Name

_______________________________ _______________________
Employee Signature Date

_______________________________ _______________________
Principal/Human Resources Director Date



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Floor
Philadelphia, Pennsylvania 19140








Created: 3/2010 Updated: 8/2013
Drug-Free Workplace Policy
The following policy is required by the Drug-Free Workplace Act of 1988 and complies with
applicable law concerning drug use in the workplace. ASPIRA of PA and ASPIRA of PA
Schools have a longstanding commitment to providing a safe, quality-oriented and productive
work environment consistent with the standards of the community in which we operate. Alcohol
and drug abuse pose a threat to the health and safety of ASPIRA of PA and ASPIRA of PA
Schools, employees, to the children and community we serve, and to the security of our
equipment and facilities. For these reasons, ASPIRA of PA and ASPIRA of PA Schools are
committed to the elimination of drug and/or alcohol use and abuse in the workplace.

For the purposes of this policy, prohibited drugs are defined as:
1. any recreational substance (including alcohol) that alters normal bodily
function
2. any drug deemed illegal in the United States
3. any medicinal, prescription drug that is not prescribed to you or for you
4. any medicinal, prescription drug prescribed to you that severely inhibits your
ability to perform normal work duties.

It is our intent and obligation to provide a drug-free, healthy and safe work environment.

WORK RULES:
1. Employees are expected and required to report to work on time and in an appropriate
mental and physical condition. ASPIRA of PA and ASPIRA of PA Schools employees
are prohibited to possess, consume, or be under the influence of alcohol or drugs, and
ASPIRA of PA and ASPIRA of PA Schools employees are prohibited to buy, sell,
manufacture or dispense alcohol or drugs while on any of ASPIRA of PA and ASPIRA
of PA Schools premises or while conducting organization business off its premises.
2. ASPIRA of PA and ASPIRA of PA Schools will also not allow any employee to perform
their duties while taking prescribed drugs that are adversely affecting the employees
ability to safely and effectively perform their duties. Employees taking a prescribed
medication must carry it in the container labeled by a licensed pharmacist and be
prepared to produce this if asked.
3. The presence of any detectable amount of any illegal drug or illegal controlled substance
in an employees body system, while performing organizational business or while on the
organizations facilities, is prohibited.
4. Any illegal drugs or drug paraphernalia will be turned over to an appropriate law
enforcement agency and may result in criminal prosecution.



4322 N. 5
th
Street, 3
rd
Floor
Philadelphia, Pennsylvania 19140








Created: 3/2010 Updated: 8/2013
5. Employees must report any conviction under a criminal drug statute for violations
occurring on or off any of ASPIRA of PA and ASPIRA of PA Schools premises while
conducting organizational business. A report of a conviction must be made within seven
(7) days after the conviction.
6. ASPIRA of PA and ASPIRA of PA Schools recognizes drug dependency as an illness
and a major health problem. ASPIRA of PA and ASPIRA of PA Schools also recognizes
drug abuse as a potential health, safety and security problem. (Further information about
other programs is available from the Human Resources Department.) Conscientious
efforts to seek such help will not jeopardize any employee's job and will be kept in the
upmost confidential manner.


Exceptions to Usage:
At times, ASPIRA of PA and ASPIRA of PA Schools will host events in which alcohol is
served. In such cases, when explicitly stated by management, alcohol consumption is
permissible by employees over the legal drinking age of 21 years old. ASPIRA of PA and
ASPIRA of PA Schools staff is always expected to act professionally while at organizational
events, including where alcohol is served.

ASPIRA of PA and ASPIRA of PA Schools staff is expected to obey all legal regulations for
alcohol consumption including:
Legal limits for driving while under the influence. ASPIRA of PA and ASPIRA of PA
Schools management encourages employees that have been drinking at organizational
events to take alternate transportation home, such as SEPTA or a taxi.
Laws preventing the service of alcohol to youth under 21 years old. ASPIRA of PA and
ASPIRA of PA Schools employees are prohibited from providing alcohol to anyone
under the age of 21 years old. If this policy is disobeyed, legal action shall be taken.


Violations:
If an employee is suspected of any violations of this policy, ASPIRA of PA and ASPIRA of PA
Schools reserves the right to investigate the matter through appropriate means and methods,
including the implementation of employee drug tests and breathalyzers.

Violations of this policy will result in disciplinary action and may include termination, and legal
consequences.





4322 N. 5
th
Street, 3
rd
Floor
Philadelphia, Pennsylvania 19140








Created: 3/2010 Updated: 8/2013



I have read, understand and agree to the ASPIRA of PA and ASPIRA of PA Schools Drug-Free
Workplace Policy. I understand that any suspected violations of this policy may subject me to
investigative measures, such as drug tests and/or breathalyzers, and that failure to fulfill these
responsibilities may subject me to disciplinary action, may include termination of employment.



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