Charter School of San Diego

The following are excerpts from Employment Policies list in CSSD Employee Manual. Publishing these excerpts should not imply that these policies are any more important than the other policies, nor should it imply that this is a complete representation of our policies.

No person working at CSSD or applying for work at CSSD is to be discriminated against in employment or application for employment or subjected to harassment in the work environment because of age, gender, color, race, creed, national origin, religion, marital status, ancestry, health condition or sexual orientation.

Employment or application shall not be affected by physical or mental disability where the employee is able to satisfactorily perform the essential duties required by the job.

CSSD will strive to thoroughly investigate instances of alleged discrimination and take corrective action, if warranted. CSSD will also strive to be continually alert to identify and correct any practices by individuals that are at variance with the intent of its equal opportunity policy. CSSD would like to reaffirm this policy and call upon all personnel to effectively pursue the policy, as stated.

While CSSD expects the employment relationship to be mutually beneficial, employment with CSSD is entered into voluntarily and the employment relationship is considered at-will. Given the at-will employment relationship, either employee or CSSD may terminate the employment relationship at any time with or without notice, with or without reasons. No employee has the authority to enter into any agreement for employment or employment for a specified period of time, or to make an agreement or contract contrary to the at-will employment relationship stated above. The only exception to this would be an employment relationship stated in a written contract signed by both the employee and the CSSD Executive Director.

To meet the requirements of the State of California, CSSD teachers must possess a current teaching credential. CSSD supports teachers in their effort to obtain and renew teaching credentials. It will facilitate evaluation procedures.

New instructional employees who begin work with CSSD holding an emergency permit or intern credential assume the responsibility to meet the requirements to maintain this credential and/or transition to a regular teaching credential.

It is the responsibility of instructional employees to maintain the required credential for their position as a condition of continued employment. Any changes of their credential status should be reported to the Director of Operations.

As full-time employees, the first thousand (1000) hours of employment at CSSD are considered an Introductory Period, and during that period employees do not accrue benefits described in this manual unless otherwise required by law. (Hours worked with CSSD or San Diego City Schools may be credited toward the 1000 hours upon approval of the Executive Director.) This Introductory Period will be a time for getting to know fellow employees, supervisor and the responsibilities and tasks involved in the job position, as well as becoming familiar with CSSD's program and services. The Support Team will work closely with the employees to assist them in understanding the needs and processes of the job.

This Introductory Period is a try out time for the employee and CSSD, as an employer. During this Introductory Period, CSSD will evaluate suitability for employment, and the employee can evaluate CSSD as well. At any time during this first thousand (1000) hours, the employee may resign without any detriment to their record. If, during this period, work habits, attitude, attendance or performance do not measure up to our standards, the employee may be released.

At the end of the Introductory Period, a member of the Support Team and/or your supervisor will meet with the employee to discuss job performance. This review will be much the same as the normal job performance review that is held for regular full-time or part-time employees. During the course of the discussion, the employee is encouraged to share their comments and ideas as well.

Please note that completion of the Introductory Period does not guarantee continued employment for any specified period of time, nor does it require that an employee be discharged only for "cause." Successful completion of the introductory period does not alter the status as an "at-will" employee of CSSD.

The Charter School of San Diego is the public school employer of the employees at this charter school for purpose Section 3540.1 of the Government Code (public school collective bargaining statutes). As the public school employer, the CSSD Board and its managers assume full responsibility for establishing and implementing the terms of employment within the school.