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Table of Contents PART I - EMPLOYEE POLICIES .................................................................................. 4 MISSION AND PHILOSOPHY STATEMENT ........................................................... 4 NOTICE AND DISCLAIMER ................................................................................ 5 SCHOOL POLICIES AND PRACTICES ............................................................. 6 Equal Employment Opportunity ........................................................................... 6 Employee Conduct and Work Rules ..................................................................... 6 Background Checks ............................................................................................... 7 Confidentiality ....................................................................................................... 7 Workers’ Compensation Insurance ....................................................................... 7 Immigration Law Compliance .............................................................................. 8 Drug and Alcohol Use .......................................................................................... 8 Sexual Harassment ................................................................................................ 8 Mandatory Reporting of Suspected Child Abuse or Neglect ................................ 9 Attendance and Punctuality ................................................................................ 13 Personal Appearance ........................................................................................... 13 Outside Employment .......................................................................................... 13 Conflicts of Interest ............................................................................................. 14 Hiring of Relatives .............................................................................................. 14 Employment Categories ...................................................................................... 15 Performance Evaluation ....................................................................................... 17 Access to Personnel Files..................................................................................... 17 Personnel Data Changes ...................................................................................... 17 Safety .................................................................................................................. 18 “Whistleblower” Protection Policy ...................................................................... 18 Smoking ............................................................................................................... 19 Termination of Employment ........................................................................... ... 19 Resignation .......................................................................................................... 20 Return of Property................................................................................................ 20 Computer, Internet, Email.................................................................................... 20 Emergency Closings ............................................................................................ 23 PAYROLL INFORMATION ................................................................................ 23 Timekeeping ........................................................................................................ 23 Paydays ................................................................................................................ 23 Pay Deductions .................................................................................................... 23 Complaints and Corrections ................................................................................. 23 Work Schedules ................................................................................................... 24 Overtime .............................................................................................................. 25 EMPLOYMENT BENEFITS ................................................................................ 25 403(b) Plan ........................................................................................................... 26 Business Expenses .............................................................................................. 26 Insurance Benefits ............................................................................................... 26 Leaves .................................................................................................................. 27 Holidays ............................................................................................................... 32 Vacation Benefits ................................................................................................ 32 EMPLOYEE ACKNOWLEDGMENT FORM ................................................... 35 PART II – FACULTY SUPPLIMENT ........................................................................ 36


Table of Contents
SECTION I - Faculty Information Advisor-Advisee System Apartments, Faculty Art Room Attendance at School Functions, Faculty Attire Behavior, Students, General Expectations Cheating Classroom Procedures Appointment Letter, Rumsey Hall Basic Curriculum Daily Duty Dean of Student’s Office Report Department Heads Dining Hall Information Dorm Parties Dormitory Procedures Effort List Enrichment Grants Enrichment Program Expectations of Student Behavior Fire Drills Graduate Courses Harassment Health Center Inability To Meet Class Language Skills Department Library Policies New Teachers Payroll Dates Personal Days Pets Planned Absences Point System Principles of Good Practice Purchases for Classroom Reimbursements Repairs (classroom, apartments, etc.) Responsibilities Senior Privileges Study Hall Procedures Table Manners Teacher-Student Discussion Groups (Pack Meetings) Telephone Calls Vacating Faculty Dwellings Vans & Buses/Procedures & Licensing Weekend Duty SECTION II - Schedules & Calendars Calendar Activity Schedule-Monday 64, 65 56, 57 43, 44 53 46 46 48 54 50 40 61, 62 47 51 61 58 59 47, 48 53, 54 41 41 48 58 41 43 59, 60 47 60, 61 52, 53 61 41 41, 42 44 47 54, 55 42 58 59 58 46 56 48, 49, 50 57, 58 57 53 45 59 47


The following statement of purpose echoes the sentiment first stated by the School’s founder. in each case these are the benchmarks by which we measure our success or failure. one hundred and nine years ago. and staff of Rumsey Hall endeavor to help our students accomplish the following: develop a sense of community and respect for differences among people complete the developmental tasks appropriate to age and maturity develop a sense of health and wellness and sportsmanship through participation in athletic and recreational activities develop sound organizational and study habits develop a general fund of knowledge develop critical thinking skills develop communication skills develop an appreciation and faculty in the fine arts develop a sense of right and wrong develop respect and appreciation for the environment It is in accordance with these goals that all aspects of our curriculum and program have been developed. when an advisor discusses a sensitive issue with his or her advisees. Rumsey Hall School is committed to a whole child approach to education and believes that teaching academics and teaching an attitude of mind are of equal importance. The School emphasizes effort as a criterion for success and is dedicated to helping each child develop toward his or her maximum stature as an educated person. 5 . a successful member of a family and a contributing member of a community In light of. Lillias Rumsey Sanford. faculty.MISSION AND PHILOSOPHY STATEMENT Rumsey Hall School is guided by its distinct missions. the administration. and as a natural extension of Lillias Sanford's stated purpose. when a faculty committee joins to explore an aspect of program or faculty development. when the community gathers each morning. When a teacher sits down to write an assignment.

or eliminate any of the policies and/or benefits described in this handbook in its sole and absolute discretion.NOTICE AND DISCLAIMER This employee policy handbook is designed to acquaint you with Rumsey Hall School and provide you with information about working conditions. We reserve the right to respond to specific situations in whatever manner we believe best suits the needs of the School and the employee involved. it is not intended to cover all topics or circumstances. administrators and supervisors. in order to retain necessary flexibility in the administration of policies and procedures. However. Rumsey Hall School does not recognize any contract of employment unless it is reduced to writing and signed by the employee and an authorized officer of the School. events or pattern of conduct. However. which allows either party to terminate the employment relationship at any time. Rumsey Hall School therefore reserves the right to change. Nothing in this handbook is intended to create an expressed or implied contract of employment. We adhere to the principle of employment-at-will. As the organization continues to grow. since it is only a summary compiled for the convenience of our employees. of course. understand and comply with all provisions of this handbook. One of our objectives is to provide a work environment that is conducive to both professional and personal growth. and some of the policies affecting your employment. By accepting employment with the School and continuing to work here. employees demonstrate that they understand and accept their at-will employment status. This handbook is intended to serve as a practical guide to the School's personnel policies and practices. Employees will. be notified of such changes as they occur. It describes many of your responsibilities as an employee and outlines the programs developed by Rumsey Hall School to benefit employees. 6 . This at-will relationship cannot be changed by any person. The only recognized deviations from the stated policies are those authorized and signed by the Head of School. acts. You should read. statement. employee benefits. revise. those statements shall control. fairness and common sense dictate that the unique circumstances of each case will be considered when the School makes any decision regarding termination of employment. Where there are differences between the provisions of this manual and more specific statements contained in the School's files (such as insurance policies). the need may arise to change policies described in this handbook.

conditions of employment. assignment. past/present history of mental disorder. Sexual or other unlawful harassment. the School expects employees to follow rules of conduct that will protect the interests and safety of all employees and our students. Unauthorized disclosure of School or student confidential information. discipline and termination). Employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor or the appropriate administrator. (unless it is shown by supervisory personnel that a disability prevents performance of the work involved or may result in undue hardship) in all aspects of the employment process and relationship. Working under the influence of alcohol or illegal drugs. distribution. Violation of safety or health rules. qualifications and abilities. religion. color. Employee Conduct and Work Rules To ensure orderly School operations and to provide the best possible work and educational environment. 7 . Insubordination or other disrespectful conduct. sex. Excessive absenteeism or any absence without notice. Violation of personnel policies. physical or learning disability including blindness or any other characteristics protected by applicable law. sexual orientation. Fighting or threatening violence in the workplace. mental retardation. genetic information. up to and including discharge from employment. hiring. • • • • • • • • • • • • Theft or inappropriate removal or possession of property. Employees can raise concerns and make reports without fear of reprisal. training. It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. Employment decisions will be based on merit. national origin. Negligence or improper conduct leading to damage of School-owned or student/parent-owned property. benefits. Therefore. the School will act without regard to race. The following are a few examples of infractions of rules of conduct that may result in disciplinary action. transfer or use of alcohol or illegal drugs in the workplace while on duty or while operating School-owned vehicles or equipment.SCHOOL POLICIES AND PRACTICES Equal Employment Opportunity Rumsey Hall School is firmly committed to Equal Employment Opportunity for all present employees as well as for applicants in all phases of the employment process (recruitment. except in cases of bona fide occupational qualification or need. Falsification of time-keeping records. transfer. This policy is based on the understanding that the applicant is able to handle the job requirements. promotion. compensation. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action. age. including suspension or discharge from employment. sale. Possession. marital status.

Background Checks As of January 1. part-time tutors. alum.Employment with the School is at the mutual consent of School and the employee. computer disks or similar electronic storage materials. i. including volunteers must have a successful background check on file with the business office before they are allowed access to our students. in the course of our business. directly or indirectly use or disclose any confidential information. Any transfer of confidential information or School property without prior authorization. subcontractors. The protection of confidential information is vital to the interests and the success of the School and its students. We will take what we believe to be reasonable steps to protect the confidentiality of the Social Security numbers we collect. friends. Employees must take all reasonable steps to maintain the secrecy of confidential information and shall not at any time. Confidentiality During your employment at Rumsey Hall School you may be exposed to confidential information. 08-167).e. including Social Security numbers. parent. music teachers. electronic and procedural safeguards to protect their confidentiality. etc. and either party may terminate that relationship at any time. How do we protect the confidentiality of Social Security numbers? We protect the confidentiality of the Social Security numbers we collect in the course of business by maintaining what we believe to be reasonable physical. Such confidential information includes but is not limited to the following examples: Grades. with or without cause and with or without advance notice. All vendors. Privacy Protection Policy PRIVACY PROTECTION POLICY For Social Security Numbers (P. regardless of whether the employee receives any personal gain from such action. We may collect certain personal information. Any employee who participates in such a practice will be subject to disciplinary action. up to and including discharge from employment. test materials and other student confidential information Financial information Student recruitment strategies Personnel information and records Medical information Personal or financial information about members of the various school constituencies. except as may be necessary in the ordinary course of performing his or her duties as an employee of the School. in any form. immediately upon separation from employment for any reason. 2003 all prospective employees are subject to completing a successful background check. constitutes unacceptable conduct. Employees will be required. either during or after employment with the School.A. to return to the School any and all property that belongs to the School and all materials containing any confidential information. including but not limited to printed material. and coaches. including steps to: Limit access to the Social Security numbers we collect to appropriate persons 8 .

Neither the School nor the insurance carrier will be liable for the payment of workers’ compensation benefits for injuries that occur during an employee’s voluntary participation in any off-duty recreational.Prohibit unlawful disclosure of the Social Security numbers we collect Review these safeguards on a regular basis Train our employees in the proper handling of Social Security numbers Obtain the agreement of our outside business partners who have authorized access to Social Security numbers to protect the confidentiality of the Social Security numbers. shin guards. Employees must notify the School of any change in their employment eligibility status. immediately. This program covers any injury or illness sustained in the course of employment that requires medical. other Workers’ Compensation Insurance The School provides a comprehensive Workers’ Compensation insurance program at no cost to employees. it may be necessary to re-verify his or her employment eligibility at a later time. social or athletic activity sponsored by the School. Employees must wear the same necessary. The School does not unlawfully discriminate on the basis of citizenship or national origin. depending on the nature of the documentation the employee has presented to complete the I-9. must complete the Employment Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are re-hired must also complete the form if they have not completed an I-9 with the School within the past three years or if their previous I-9 is no longer retained or valid. no employee may be under the influence of any illegal drug or alcohol while on duty at the School. 9 . Subject to applicable legal requirements. surgical or hospital treatment. In certain cases. as a condition of employment. No matter how minor an on-the-job injury may appear. while performing their duties on behalf of the School at any other location. it is important that it be reported immediately. required safety equipment prescribed for students when participating in sports and activities – Examples include bike helmets. Any employee who sustains a work-related injury or illness must inform his or her supervisor immediately. workers’ compensation insurance provides benefits after a short waiting period or if the employee is hospitalized. Drug and Alcohol Use Drug and alcohol use is highly detrimental to the safety and productivity of employees in the workplace and is of particular concern in an educational workplace. mouth guards. Immigration Law Compliance The School is committed to employing only United States citizens and aliens who are authorized to work in the United States. hockey helmets and facemask. This will enable an eligible employee to qualify for coverage as quickly as possible in appropriate cases. or while operating a vehicle or equipment owned or leased by the School. In compliance with the Immigration Reform and Control Act of 1986 each new employee. Therefore. etc.

or 3. The School recognizes that employees may wish to seek professional assistance in overcoming drug or alcohol problems. students or other individuals in the workplace. touches. the School may refer the employee to approved counseling or rehabilitation programs. Employees may of course use physician-prescribed medications. hostile or offensive work environment. A. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual. Unwelcome attention of a sexual nature. Please contact the Associate Headmaster for more information about the benefits potentially available under the employee medical benefit plans and any possible referral sources. hostile or offensive work environment. While this policy specifically addresses sexual harassment. suggestive or lewd remarks or noises. Although not an exhaustive list. while on duty at any other location or while operating a vehicle or equipment leased or owned by the School is strictly prohibited. or kisses. purchase. the School will not tolerate harassment on any other basis as well (see section B. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment. insults or intimidation on the basis of an employee's sex or inclusion in a protected class. Sexual Harassment Verbal or physical conduct by a supervisor or co-worker relating to an employee's sex which has the effect of creating an intimidating. 10 . Failure to comply with these policies may lead to disciplinary action. assignment or earnings depend on whether or not the employee will submit to or tolerate harassment. creates a harmful working environment and is illegal under state and federal law. distribution. cartoons or drawings. co-workers. below). and other verbal or physical conduct of a sexual nature when: 1. requests for sexual favors. co-worker or visitors to the School. Unwelcome sexual advances from a co-worker or supervisor. such as unwanted hugs. and 4. possession. 3.The unlawful manufacture. 2. including suspension without pay or discharge from employment.Other Forms of Harassment Harassment of an employee by a supervisor. While it is difficult to define sexual harassment precisely. unreasonably interfering with the employee's work performance. The threat or suggestion that continued employment advancement. derogatory or pornographic posters. on the basis of sex or inclusion in a protected class under law. Dirty jokes. When appropriate. Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating. it does include any unwelcome sexual advances. transfer. Sexual Harassment . sale or use of alcoholic beverages or illegal drugs while on School property. provided that the use of such drugs does not adversely affect job performance or the safety of the employee. or adversely affecting the employee's employment opportunities is prohibited. the following are examples of the type of conduct prohibited by the policy against sexual harassment: 1. It is the policy of the School to maintain a working environment free from harassment. 2. such as degrading.

it is the School’s policy that all employees. regardless of whether they are statutory mandated reporters. compensatory damages. have a statutory obligation to report to the Department of Children and Families (“DCF”) suspected cases of child abuse or neglect as defined by Connecticut General Statutes § 46b-120. as do public schools. Other Forms of Harassment While this policy specifically addresses sexual harassment. Therefore. school administrators. or file complaints with. Any employee who believes that he or she has been harassed in the workplace in violation of this policy may also file a complaint with the Connecticut Commission on Human Rights and Opportunities. TDD NUMBER 617-565-3204). The School will keep such reports or complaints confidential to the extent reasonably possible under the particular circumstances. sharing them with others only on a need-to-know basis. The scope of this obligation is contained in the mandatory reporting statutes. however. Any questions should be directed to the Headmaster. other types of harassment also are prohibited by federal or state law. psychologists. marital status. to the Headmaster or Associate Headmaster. mental health professionals. licensed nurses. the Connecticut Commission on Human Rights and Opportunities. MA 02114 (TELEPHONE NUMBER 617-565-2300. race. the person has reasonable cause to suspect or to believe that a child under the age of eighteen: 11 . and to enable an investigation and resolution. school guidance counselors. B. learning disability or physical disability or age. paraprofessionals.Any infraction of this policy should be reported immediately to the Headmaster. Please contact the Headmaster. What Must Be Reported A report must be filed with the DCF if. Boston. Mandatory Reporting of Suspected Child Abuse or Neglect Private schools. such as harassment on the basis of sexual orientation. As with sexual harassment. Hartford. In addition.S. One Congress Street. color. TDD NUMBER 566-2301) and/or the Equal Employment Opportunity Commission. and any other licensed professional counselor. Associate Headmaster or the Business Manager. Remedies for sexual harassment include cease and desist orders. (TELEPHONE NUMBER 566-3350. promotion or reinstatement. All reports or complaints of suspected sexual harassment will be investigated. national origin. Boston Area Office. present or past history of mental disorder. Retaliation against any employee for complaining about sexual harassment is prohibited under this policy and illegal under state and federal law. hiring. Associate Headmaster or the Business Manager if you have any questions. § 17a-101. but are not limited to faculty. Connecticut law requires that a formal written complaint be filed with the Commission on Human Rights and Opportunities within 180 days of the date when the alleged harassment occurred. 90 Washington Street. must report incidences of suspected abuse and neglect to the Headmaster or Associate Headmaster. C. mental retardation. school coaches. CT 06106. ancestry. Please note. Associate Headmaster or the Business Manager. employees may make inquiries of. back pay. this policy only summarizes the current requirements under the mandatory reporting statutes. Violations of this policy will not be permitted and may result in discipline up to and including discharge from employment.G. employees of the School should also report situations involving any of these other forms of harassment. Mandated reporters include. in the ordinary course of such person’s employment or profession. religious creed. Individuals who engage in acts of sexual harassment may also be subject to civil and criminal penalties.

A mandated reporter who becomes aware of consensual sexual activity between two minors older than 13 years of age. Reporting Sexual Activity Involving Minors DCF has taken the position that the relative ages of the child and the sexual partner must be considered when determining whether a report to DCF is warranted. Children under 13 years of age who are engaging in sexual intercourse. inflicted upon him/her. "Neglected" means that a child: (a) has been abandoned. such as. sexual molestation or exploitation. contains the use of force. Children of any age who are engaging in sexual activity with a member of their family regardless of the age of the individuals. b. (d) has been abused. or c. educationally. and one individual is being exploited. Children of any age who are engaging in sexual activity and: a. The overriding criteria for determining whether a mandated reporter is obligated to report is whether the mandated reporter reasonably suspects or believes that the child is at imminent risk of serious harm or has been abused or neglected. or (c) is in a condition which is the result of maltreatment. (b) is being denied proper care and attention. or 4. emotional maltreatment or cruel punishment. or intellectual disabilities that may preclude him/her from consenting or understanding the consequences of consenting regardless of the child’s age. have a sexually transmitted disease. circumstances or associations injurious to his well-being. or injury which is at variance with the history given for such injury. 3. regardless of other facts or circumstances. 2. (c) is being permitted to live under conditions. DCF’s suggested criteria for reporting sexual activity involving minors. is placed at imminent risk of serious harm. degraded or humiliated. malnutrition. Under DCF’s own guidelines. emotionally or morally. a mandated reporter is obligated to report any sexual relations involving a minor under 13 and any sexual relations between a minor under the age of 16 and a person over the age of 21. hostile. is threatening. physically. need not be automatically reported unless there exist other 12 . psychological. has had nonaccidental physical injury. the relationship is non-consensual. but not limited to. Children of any age that are in a condition that is the result of sexual molestation or exploitation. the child is under the age of 16 years and the partner is 21 years or older.1) 2) 3) has been abused or neglected. deprivation of necessities. and who are within 2 years of each other. (b) has injuries which are at variance with the history given of them. the child has emotional. are pregnant or who are engaging in sexual activity that is developmentally inappropriate. is as follows: Mandated reporters must report sexual activity involving: 1. The law defines “abused” and “neglected: as follows: "Abused" means that a child: (a) has had physical injury or injuries inflicted upon him other than by accidental means. regardless of gender.

each student’s capacity for consent (i. or any other School employee. (5)If the report concerns suspected abuse or neglect by a certified school employee. in the ordinary course of the person's employment. psychological or intellectual disabilities). Contents of Reports 13 . both students are over 16 and there are no other indications of abuse or neglect. considering the relative ages of the students. the employee shall submit a written report to DCF containing all of the required information. and because DCF guidelines may change over time Reporting Procedures If a statutory mandated reporter. However. b) If either student is under 13 years old. (1) The employee shall make an oral report to the Headmaster or Associate Headmaster as soon as practicable. Such oral report shall be made by telephone or in person to the Commissioner of Children and Families (“DCF”) or the local law enforcement but not later than twelve hours after having reasonable cause to suspect or believe that a child has been abused or neglected or placed at imminent risk of serious harm. the relationship between the individuals. If one student is under 16. but is under the age of 21. or if there is any question as to consent. or c) If one student is under 16 and the other is more than 21. (2) In cases involving suspected or believed abuse or neglect by a school employee. threatening or otherwise humiliating in nature. and because DCF guidelines may change over time Schools learning of sexual activity between two students should do the following: 1. and whether the relationship is exploitative. or designee. Sexual activity is reportable if: a) the sexual activity was nonconsensual. hostile. The Headmaster. shall immediately notify the child's parent or guardian that such a report has been made. Determine whether the activity was consented to by both students involved. as a matter of concern. Schools must exercise professional judgment. 2. a case-by-case determination will need to be made to determine if there is reasonable cause to believe that a child has been abused or neglected. This involves consideration of the relative ages of the students.facts creating reasonable cause to believe that the child has been abused or neglected. 4. (4) The employee shall immediately submit a copy of the written report to the Headmaster. 3. Determine the nature of the activity – if it is just kissing. such a situation should nonetheless be reported to the School. the nature of the relationship and any other pertinent facts known to the reporter. Sexual activity is not reportable if the activity was consensual. the Head of School shall submit a copy of the written report to the Commissioner of Education or his/her representative. (3) Within 48 hours of making an oral report. However. emotional. such a situation should nonetheless be reported to the School. and the other is more than 2 years older. it is not reportable. the following steps shall be taken. has reasonable cause to suspect or believe that a child has been abused or neglected or placed at imminent risk of serious harm. 5. DCF will notify the Head of School of such report.e. as a matter of concern.

Generally. or where DCF has indicated that obtaining such consent will interfere with its investigation. Absenteeism and lateness are disruptive and place a burden on other employees and on the School’s administration. please contact the department head or the receptionist. maltreatment or neglect came to be known to the reporter. if known: a) The names and addresses of the child and his/her parents or other person responsible for his/her care. In addition. was taken to treat. h) the name of the person or persons suspected to be responsible for causing such injury or injuries. the consent of parents or guardians or other persons responsible for the care of the child to an interview with a child. 14 . If the absence is unexpected. d) the nature and extent of the child's injury or injuries. except in those cases in which there is reason to believe that the parents or guardians or other persons responsible for the care of such child are the perpetrators of the alleged abuse. Employees must directly notify their immediate supervisor as soon as possible in advance of an anticipated lateness or absence. leaving voice mail or email messages is not acceptable. (c) The investigation shall include an opportunity for the suspected abuser to be heard with respect to the allegations contained within the report. provide shelter or otherwise assist the child. the School expects employees to be reliable and punctual in reporting for scheduled work. maltreatment or neglect occurred. up to and including discharge from employment. the Head of School shall endeavor to obtain. or maltreatment or neglect of the child or his/her siblings.Any oral or written report made pursuant to this policy shall contain the following information. and i) whatever action. During the course of an investigation of suspected abuse by a school employee. the Head of School’s investigation shall be coordinated with DCF and/or the police in order to minimize the number of interviews of any child and to share information with other persons authorized to conduct an investigation of child abuse and neglect. b) When investigating a report. pending the outcome of the investigation. f) information concerning any previous injury or injuries to. Every effort to reach a live person must be made. c) the gender of the child. as well as a telephone number where you may be reached. maltreatment or neglect. Investigation of the Report a) Recognizing the fact that DCF is the lead agency for the investigation of child abuse and neglect reports. Either of these practices may lead to disciplinary action. Attendance and Punctuality To maintain a safe and productive work environment. Only if your immediate supervisor is unavailable should you leave a message on voice mail or email concerning the reason for your absence. if any. when possible. maltreatment or neglect. notice must be given no later than the start of the business day. g) the circumstances in which the injury or injuries. the Head of School may suspend the employee with pay or may place the employee on administrative leave with pay. b) the age of the child. e) the approximate date and time the injury or injuries.

15 . Employees may not receive any income or material gain from individuals outside the School for materials produced or services rendered while performing their jobs for the School. Personal gain may result not only in cases where an employee or relative has a significant ownership in a firm with which the School does business.Personal Appearance Dress. bribe. The purpose of these guidelines is to provide general direction so that employees can seek further clarification on issues related to the subject of acceptable standards of operation. If an employee has any influence on transactions involving purchases. substantial gift or special consideration as a result of any transaction or business dealings involving the School. as soon as possible. a relative is any person who is related by blood or marriage or whose relationship with the employee is similar to that of persons who are related by blood or marriage. Outside Employment Employees may hold outside jobs as long as they meet the performance standards of their job with the School. Outside employment that constitutes a conflict of interest is prohibited. as they are modified from time to time. it is imperative that he or she disclose to the Business Manager or Head of School. and affect the overall image the School presents to the community. Consult the appropriate administrator if you have questions concerning appropriate attire. For the purposes of this policy. grooming and personal cleanliness standards contribute to the morale of all employees and students. employees of Rumsey Hall School should not be actively employed by any other employer during the leave period. This policy establishes only the framework within which the School wishes its business to operate. In all circumstances involving any leave of absence from the School. clean and neat appearance and to dress appropriately for the requirements of their positions. but also when an employee or relative receives any kickback. An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative as a result of the School’s business dealings. If the School determines that an employee’s outside work interferes with their performance or their ability to meet the requirements of their job with the School. for whatever reason. regardless of any existing outside work requirements. the employee may be asked to terminate the outside employment if he or she wishes to remain with the School. the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties. contracts or leases. All employees will be judged by the same performance standards and will be subject to the School’s scheduling demands. employees are expected to present a professional. During business hours. Conflicts of Interest Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest.

should the related parties have any conflict outside the workplace they may bring that problem to work with them. more than 50% of duties performed) must be managing the enterprise. supervisor/employee relationship. parents. (i. stepchildren or “significant others. time-off privileges. coworkers within the same department. all parties. and 4. Administrative Exemption To qualify for the administrative employee exemption. promotions.and mothers-in-law. firing. transfer opportunities. stepbrothers. Exempt Employees I. brothers. Each employee is designated as either exempt or nonexempt from federal and state wage and hour laws. 2. In these circumstances. children. stepsisters.and sisters-in-law. The employee’s primary duty (generally. training and development opportunities. The employee must customarily and regularly direct the work of at least two or more other full-time employees or their equivalent. all the following tests must be met: 1. including supervisors. even if there is no supervisory relationship involved. Employment Categories It is important to clarify the definition of employment categories so that employees clearly understand their benefit eligibility and employment status under federal and state wage and hour laws. demotions. II. fathers. sisters. a relative is defined to include: spouses. promotion or any other change of status of other employees must be given particular weight. In addition. 16 . civil union partners.Hiring of Relatives It is widely accepted that employment of relatives in the same area of an organization can cause serious conflicts and problems concerning favoritism and employee morale. disciplinary actions and discharge from employment. While it is the School’s policy that relatives of personnel currently employed by the School may be hired.e. Executive Exemption To qualify for the executive employee exemption. 1. leave themselves open to charges of inequitable consideration in decisions concerning work assignments. performance evaluations. thereby creating additional concerns within the organization. or the employee’s suggestions and recommendations as to the hiring. the parties may be separated by reassignment or discharged from employment at the discretion of the School. advancement. The employee must be compensated on a salary or fee basis at no less than the required salary limits.” This policy also applies to individuals who are not legally related but who reside with another employee. The employee must have the authority to hire or fire other employees. 3. or any other working relationship which the School determines may cause potential conflict. brothers. stepparents. For the purposes of this policy.) In cases where a conflict or the potential for conflict arises. all the following tests must be met: The employee must be compensated on a salary basis at no less than the required salary limits. or managing a customarily recognized department or subdivision of the enterprise. Rumsey Hall School reserves the right to prohibit a direct working relationship between family members.

The employee’s primary duty includes the exercise of discretion and independent judgment with respect to matters of significance. Professional Exemption To qualify for the professional employee exemption. Exempt employees are excluded from specific provisions of federal and state wage and hour laws. Creative Professional Exemption 1. The employee’s primary duty (generally. and 4. 2.The employee’s primary duty (generally. more than 50% of duties performed) must be the performance of office or non-manual work directly related to the management or general business operations of the employer or the employer’s customers. 3. B. tutoring. The advanced knowledge must be customarily acquired by a prolonged course of specialized intellectual instruction. more than 50% of duties performed) must be the performance of work requiring advanced knowledge. Safety rules of major significance include only those relating to the prevention of serious danger to the employer's premises. (D) Deductions may be made for absences of less than one full day taken pursuant to the Federal Family and Medical Leave Act. imagination. originality or talent in a recognized field of artistic or creative endeavor. (B) Deductions may be made for one or more full days if the employee is absent for personal reasons other than sickness or accident. The salary and salary basis requirements of the regulations do not apply to teachers. and if they are employed and engaged in this activity as a teacher in an educational establishment. III. The advanced knowledge must be in a field of science or learning. Allowable deductions for exempt employees (A) During the initial and terminal weeks of employment. The employee must be compensated on a salary or fee basis at no less than the required salary limits. 2. defined as work which is predominantly intellectual in character and which includes work requiring the consistent exercise of discretion and judgment. (C) Deductions may be made for one or more full days of sickness or disability provided the deduction is made pursuant to a bona fide plan. an employer may pay a proportionate part of an employee's salary for the time actually worked. policy or practice of making deductions from an employee's salary after sickness or disability leave has been exhausted which has been disclosed to the employee through a written personnel policy. or to other employees. Learned Professionals 1. C. The employee must be compensated on a salary or fee basis at no less than the required salary limits. all the following tests must be met: A. and 3. Teachers Teachers are exempt if their primary duty is teaching. 2. or (E) Deductions may be made for one or more full days if the employee is absent as a result of a disciplinary suspension for violating a safety rule of major significance. 17 . instructing or lecturing in the activity of imparting knowledge. The employee’s primary duty must be the performance of work requiring invention.

Additional formal performance reviews are conducted to provide both supervisors and employees the opportunity to discuss job tasks. While part-time employees receive all legally-mandated benefits (such as workers’ compensation insurance and Social Security). Regardless of classification. as the School directs. Performance Evaluation Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal. identify and correct weaknesses. generally coinciding with the annual issuance of your letter of appointment. Nonexempt employees are entitled to overtime pay under the specific provisions of federal and state laws. these employees are eligible for the School’s benefit package. Temporary employees retain temporary status unless and until notified of a change. 18 . Employment assignments in this category are of a limited duration. encourage and recognize strengths and discuss positive. purposeful approaches for meeting goals. conditions and limitations of each benefit program. Temporary Employees Employees who are hired as interim replacements or to temporarily supplement the work force or to assist in the completion of a specific project. These employees are regularly scheduled to work a full-time schedule. Performance evaluations are scheduled approximately every 12 months. working 30+ hours per week on a regular basis. or attendance at a judicial proceeding in the capacity of a witness. Generally. If you have any questions about your record keeping responsibilities please speak directly with your immediate supervisor or the Business Manager. they are ineligible for all of the School’s other benefit programs. In addition to the above categories. part-time or temporary. Part-Time Employees Employees who are not assigned to a temporary status and who are regularly scheduled to work less than the full-time work schedule. all employees are responsible for maintaining such records of hours worked and/or time away from work. they are ineligible for the School’s other benefit programs. Time sheets must be submitted on a biweekly basis corresponding to the pay cycle.No deduction of any kind shall be made for any part of a workweek absence that is attributable to: (i) Lack of work occasioned by the operating requirements of the employer. day-to-day basis. each employee is classified as regular full-time. subject to the terms. Nonexempt All other employees. Employment beyond any initially stated period does not in any way imply a change in employment status. While temporary employees receive all legally-mandated benefits (such as workers’ compensation insurance and Social Security). or (iii) Temporary military leave. Regular Full-Time Employees Employees who are not in a temporary or part-time status. (ii) Jury duty.

Personnel information includes: personal mailing addresses telephone numbers number and names of dependents individuals to be contacted in the event of an emergency educational accomplishments other such status reports This information should be accurate and current at all times. remedy hazardous or dangerous situations may also result in disciplinary action. Headmaster or Associate Headmaster. an employee may review material in his or her file but only in the business offices and in the presence of the individual appointed by the Business Manager to maintain the file. It is not possible for the administration of the School to be at all places at all times. Access to the information contained in these files is restricted. or image. Notice must be in writing. regardless of how insignificant the injury may appear. Reports and concerns about workplace safety issues may be made anonymously if the employee wishes. up to and including discharge from employment. In addition. Employees who violate safety standards and cause hazardous or dangerous situations may be subject to disciplinary action. Personnel Data Change Forms can be obtained through the Business Office. with another supervisor or the Business Manager. Personnel Data Changes It is the responsibility of each employee to promptly notify the School of any changes in personnel data. up to and including discharge from employment. With reasonable. Generally. Employees must immediately report any unsafe condition to the appropriate supervisor. The decision to award such an adjustment is dependent upon numerous factors. failure to report and. advance notice. Some of the best safety improvement ideas come from employees. All reports may be made confidentially without fear of reprisal. Access To Personnel Files Personnel files are the property of Rumsey Hall School. Such reports are necessary to comply with laws and initiate insurance and workers’ compensation benefit procedures. including the information documented by this formal performance review process. facilities. community members. In the case of accidents that result in injury. concerns or suggestions for improved safety in the workplace are encouraged to raise them with their supervisor. and therefore may be unaware of detrimental behavior/actions. 19 . employees should immediately notify their supervisor.Merit-based pay adjustments are awarded by the School in an effort to recognize truly superior employee performance. Safety Each employee is expected to obey safety rules and exercise caution in all work activities including but not limited to athletics and recreational activities. “Whistleblower” Protection Policy Both Rumsey Hall School’s Board of Trustees (“the Board”) and its administration do not condone actions that are detrimental to the School’s resources. when appropriate. The Board has created the following policy so that community members may effectively report suspicious or malicious behavior by a School representative without fear of personal or professional retaliation. Proper safety equipment must be worn. Employees with ideas. only officials and representatives of the School who have a legitimate reason to review the information in a file are allowed to do so.

Smoke related diseases are among the leading causes of death and illness in this country." The burning of tobacco products is expressly prohibited. dip or any other matter or substance containing tobacco. Formal Complaints or Retaliation: Any retaliatory acts to or toward an accuser must be reported to either the Headmaster. student. or third party vendor must report in good faith suspected illegal or malicious activity to any senior administrator.” All good faith reports should contain the following. applicant. trustee. If after investigation it is determined that a false report was filed. Thomas Farmen’s office at (860)868-0535. Smoking In keeping with the School’s intent to provide a safe and healthy educational and work environment. A clear allegation containing as much specific information as possible such as dates. vendors and visitors. member of the Board. the accuser will be subject to the appropriate discipline. Board member contact information can be obtained through the Business Manager. Excessive time away 20 . in accordance with Connecticut state law. The name(s) of the person filing the complaint. and any other pertinent information. Those employees who continue to smoke tobacco products may do so outside of the work place. This policy applies equally to all employees. customers. smoking is prohibited throughout Rumsey Hall School. Rumsey Hall School is committed to the well-being of our students and employees. pipe tobacco. Sec.Procedure Any School employee. locations. written or verbal. Employees choosing to smoke may do so only in their allotted break time. at a minimum. The actual results and/or findings of any investigation will be handled appropriately and not be separately reported back to the original reporting party. Because the school will protect the accuser. cigarettes. or human resources representative. including cigars. Follow-up: A senior administrator or Board member will report back to the person(s) making a good faith report that they will/will not be investigating their report. The reporter’s confidentiality will be maintained to the extent possible within the limitations of law and the need to conduct a competent investigation. Therefore. Associate Headmaster or Business Manager immediately. Just as the Board promised not to retaliate against any persons who make good faith reports. A good faith report would be described as “a reasonable person would reach the conclusion that suspicious malicious. Dorota Habib or Head of School. or illegal activity is occurring. 2. it will not tolerate any reports made in “bad faith”. the policy does not allow for “anonymous” reports. The Board realizes that intentional filing of a false report can have a serious effect on innocent community members. By providing a smoke-free environment we hope to reduce the risk of smoke-related illnesses. 31-40q the School has declared its entire work place as "Smoke Free. The reporting party will not be subject to any retaliatory action by the school or any of its members for any good faith report. 1.

Some benefits may be continued at the employee’s expense. repayment of outstanding debts to the School or return of School-owned property. The group health insurance provides coverage for some or all of the costs associated with such programs. conditions and limitations of such continuance. Resignation Resignation is a voluntary act initiated by the employee to terminate employment..g. Many of the reasons for termination are routine. Termination of Employment Terminations are an inevitable part of personnel activity within any organization. if the employee so chooses. Discharge Involuntary employment termination initiated by Rumsey Hall School. Layoff Involuntary employment termination initiated by Rumsey Hall School for non-disciplinary reasons such as elimination of position(s). conversion privileges. The employee will be notified in writing of the benefits that may be continued and of the terms. All property must be returned by employees prior to the effective date of any separation from employment with Rumsey Hall School or at any other time upon the School’s request. Retirement Voluntary retirement from active employment status initiated by the employee. Return of Property Employees are responsible for all property. The exit interview will afford an opportunity to discuss such issues as employee benefits. complaints and questions may also be voiced at this time. materials or written information issued to them or in their possession or control. see below).from work duties for the purpose of smoking will not be tolerated and may result in disciplinary actions. Internet Access. Resignation. The School will generally schedule exit interviews for terminating employees. an exit interview will be scheduled to discuss the reasons for resignation and the effect of the resignation on benefits. Suggestions. Prior to an employee’s departure. The School requests at least two weeks written resignation notice from all employees in advance of their resignation effective date. Below are examples of some of the most common circumstances under which employment is terminated: Resignation Employment termination initiated by an employee who chooses to leave Rumsey Hall School voluntarily. Employee benefits will be affected by employment termination in the following manner: All accrued. Use and Misuse of Rumsey Hall School’s Computer Hardware and Software. Tuition Remission benefit is forfeited upon termination or resignation. Computer Network and Electronic Mail System 21 . vested benefits that are due and payable at termination will be paid except as may be noted elsewhere in this Handbook (e.

the review of that personal use or message will end as soon as practicable under the circumstances. Rumsey Hall School’s computer hardware and software. own and maintain. some of which are innocent and others deliberate. This review will be performed in a fashion that will permit Rumsey Hall School to obtain an adequate sampling of system uses and messages. Finally. business related work and messages are being performed and transmitted. in light of the federal US PATRIOT Act. intends to review their use to ensure that only appropriate. computer network. to confirm that the systems are functioning properly. Rumsey Hall School may be compelled to respond to subpoenas or search warrants from federal authorities seeking access to employees’ electronic communications. but will do so as needed to maximize utilization of the systems for business purposes and according to appropriate protocols that may apply. Therefore. Therefore.Computer Hardware and Software. make such changes to the systems as deemed fit. 22 . Passwords and Privacy Issues. and whenever appropriate. Rumsey Hall School's administrative review process should serve to increase the value of the systems to Rumsey Hall School. Rumsey Hall School has installed a computer network. It is important for all users of the systems to understand that Rumsey Hall School. in addition to the prohibition against personal use found below. and Electronic mail. Such sampling will also allow Rumsey Hall School to continually reassess the utility of the systems. Rumsey Hall School intends to review the use of the systems in a limited fashion. not to provide privacy to the individual systems user. Please note. on an ongoing basis. These technologies are forms of business tools. As such. and to increase the effectiveness of our delivery of information. popularly known as "E-mail. Review of System Use. Internet access and e-mail systems are expensive to install. The passwords are designed to provide systems security from unauthorized users. system users must recognize that there is no guarantee of privacy in the use of the Internet. they can be misused in a variety of ways. in order to maximize the benefits of these technologies (hereinafter the "systems") to Rumsey Hall School. Thus. such as the message delete function for e-mail and your personal password can be bypassed for review purposes. Furthermore. Employees must understand that Rumsey Hall School has reserved the right to conduct reviews of the systems' uses and of e-mail messages and can do so despite the assignment to individual employees of passwords for systems security. and without misuse. in the course of reviewing system use. unfortunately." are effective and important communication devices in today's business environment. its employees and all our customers. employees must be aware that they should not have any expectation of personal privacy in the use of these systems. students. however. as the owner of the systems. that if. and parents on an ongoing basis. The systems' security aspects. our employees. Internet access. they are not provided to our employees for any purpose(s) other than business related uses. And. the following policy shall govern all use of the system. provisions of which require employers to cooperate with federal investigations. Rumsey Hall School should review what appears to be a personal use of the systems or locate a personal e-mail message. Internet access and an e-mail system to provide its employees with this business advantage. Computer networks. Rumsey Hall School's ability to review system use and any stored messages at any time is not restricted or neutralized by these mechanisms.

Using another person's password and/or account. Appropriate personal use not during work hours is permitted. In order to prevent abusive use of the systems. For that reason alone it is necessary to prevent misuse of the systems. the reviewer will record sufficient information concerning the event. Sadly. time and sender of the personal message. there will be observation of personal uses and monitoring of private personal messages. Examples of Specific Prohibited Uses. to any person (such communications may also be a crime. basically the date. Damaging computers.However. Sending any message that breaches school's confidentiality requirements. pursuant to Public Act 95-143. and particularly e-mail. intimidation of co-workers. if a particular behavior or activity is generally prohibited. In general. threatening of co-workers. business related uses. reasons that support its efforts to maintain a comfortable and pleasant environment for all employees and students. Rumsey Hall School will review their use and any personal use will be restricted to the extent permitted by law. Experience by other employers and operators of such systems and e-mail has shown that they can be used for such wrongful purposes as sexual harassment. breaches of employer. at any time. or the Internet to exchange documents that are pornographic in nature or use profanity or vulgarity. Misuse of the systems will result in discipline. email. can be used for dangerous. or the confidentiality of customers. 23 . and even illegal purposes. computer systems or computer networks. Sending any copyrighted material over the system is a violation and is prohibited: Use of the network for illegal purposes or purposes which violate the school rules: Use of the network. it should not occur in the use of the systems. and other laws). up to and including possible termination of employment in appropriate cases. Gaining or seeking to gain unauthorized access to resources or entities. threatening. regardless of their permission to do so. including but not limited to the following: Sending any form of harassing. The School reserves the right to amend this policy to include other types of misuse as necessary to maintain proper control over the appropriate use of the systems. Personal Use Generally Limited. In addition. Therefore. for example. Trespassing in another's folders. computer files. and the appropriateness of such personal use to ensure that abusive use of the systems is not occurring. However. all users of the systems should restrict themselves to appropriate. Why Review System Use or E-Mail? The systems themselves are expensive for Rumsey Hall School to install. modern technologies such as the systems. Certain specific types of system misuse are expressly prohibited. employee or customer confidentiality. if it is a personal e-mail message. work or files. there are other equally important reasons why Rumsey Hall School intends to review the use of the systems. or intimidating message. and so on. copyright infringements. operate and maintain.

system use review under this updated policy will commence on or after 3/1/06. is used to harass coworkers or customers. Compliance with this policy is mandatory. Misuse of the systems will result in disciplinary action. the Business Manager. with such information if these messages should occur. customers or partners without their express consent. threatening or intimidating e-mail message(s) to report this immediately. or misuse of the systems. customers. Because no two situations are identical. Anyone who is aware of problems with. check with your manager or supervisor. should report this to the Director of Technology. LinkedIn. you may not use the company’s logo or trademarks on your posts. Although the school has previously conducted system reviews under its prior policy. Where no policy or guideline exists. This is particularly important in sexual. Facebook. regardless of the identity of the sender of the message. but is not limited to. This policy is effective as of 1/1/06.Disciplinary Action. Note: As used in this policy. and MySpace. clients. and social networking sites. such as Twitter. 24 . Unless given written consent. forums. It is school's policy that no employee should be required to tolerate such treatment. the Business Manager. The company encourages employees to use social media within the parameters of the following guidelines and a way that does not produce the adverse consequences mentioned above. Associate Headmaster or the Headmaster. Associate Headmaster or the Headmaster. “social media” includes. If you are uncertain about the appropriateness of a social media posting. while recognizing the need to investigate such reports thoroughly. creates a hostile work environment. racial or similar harassment situations. the School reserves the right to determine the appropriate discipline for any particular set of circumstances. employees are expected to use their professional judgment and take the most prudent action possible. make clear that you are an employee of the company and that the views posted are yours alone and do not represent the views of the company. or harms the goodwill and reputation of the company among its customers or the community at large. employees. the School urges any employee who receives any harassing. Any such report will be maintained as confidential to the greatest extent possible. Most importantly. If your posts on social media mention the company. and/or competitors. Please report these events! Employees are encouraged to contact the Director of Technology. However. Implementation. YouTube. Complaints of Problems or Misuse. Standard Policy for Social Media The company recognizes the importance social media for its employees. Do not mention company employees. use of social media by employees may become a problem if: it interferes with the employee’s work. its products or services.

in accordance with the Fair Labor Standards Act and Connecticut General Statutes.Do not pick fights. proprietary. All time records must be submitted to the business office. Federal and state laws require Rumsey Hall School to keep an accurate record of the time an employee has worked to calculate employee pay and benefits. if the office closes. 97. If you are unsure about the confidential nature of information you are considering posting. inclement weather conditions. pornographic. the time off from scheduled work will be paid. Payroll Information Timekeeping Accurately recording time worked is the responsibility of every employee. employees who fail to report for work or who choose to leave work early. in Litchfield or television channels 3 and 8 by 7:00a. In cases where a closing is not authorized by the school. not inflammatory comments. and cite or reference sources accurately.m. During severe. inclement weather conditions may warrant the closing of the Rumsey Hall School work facility. protecting confidential and/or proprietary information. you need to tune in to the WZBG radio station. Do not link to the company’s website or post company material on a social media site without obtaining written permission is obtained from the vice president of marketing. will not be paid for the time off. Beginning and ending times for split-shifts or early departure from work for personal reasons need to be 25 . harassing. policies related to illegal harassment. noncompetition. code of conduct. you are responsible for what you write or present on social media. Nonexempt employees must accurately record the time they begin and end their work. Time worked is defined as all the time actually spent on-the-job performing assigned duties. employees may request the use of either available vacation time or a personal day. If you see a misrepresentation about the company. consult with your manager or supervisor.3 FM. but not limited to. competitors. All company policies that regulate off-duty conduct apply to social media activity including. However. Emergency Closings Occasionally severe. The company monitors its facilities to ensure compliance with this restriction. When operations are required to close. All postings on social media must comply with the company’s confidentiality and disclosure of proprietary information policies. customers. respond respectfully with factual information. Social media activities should not interfere with your duties at work. Employees may not use company equipment or facilities for nonwork related activities without permission. Comply with copyright laws. You can be sued by other employees. and any individual that views your social media posts as defamatory. Violation of this policy may lead to discipline up to and including the immediate termination of employment. libelous or creating a hostile work environment. Remember.

if an employee believes there is an error in their pay. Please refer to your appointment letter or employment offer letter for specific start and finish dates of your bi-weekly payments. Pay Deductions The law requires that employers make certain deductions from every employee’s compensation. In the event that a regularly scheduled payday falls on a day off (i. Employees will receive an itemized statement of wages when the School makes direct deposits. Further. Tampering. Work Schedules Administrators Schedule is determined by the responsibilities and requirements of each individual position. The School will make every effort to adjust an actual error promptly. including reimbursement for an improper deduction. in particular any improper deduction from the salary of an exempt employee. Memorandums or bulletins issued throughout the calendar year can modify these schedules as needed.. Summer work schedules for administrators must be reviewed and approved by the Headmaster or Associate Headmaster. Your supervisor will review and approve the time record before submitting it to payroll for processing. Among these are applicable federal. employees will receive their paychecks on the last day of work before the regularly scheduled payday. The employer must also deduct Social Security taxes on each employee’s earnings up to a specified limit that is called the Social Security “wage base. 26 . Employees may have their paychecks deposited directly into their bank accounts if they provide advance written authorization to the School. altering or falsifying time records or recording time on another employee’s time record may result in disciplinary action.e. We prohibit improper deductions from the salaries of exempt employees. However. including discharge from employment. As a general matter you should always feel free to check with the Business Manager if you have any questions concerning why deductions were made from your paycheck or how they were calculated. she or he should notify the Business Manager promptly. Paydays The school is on a biweekly payroll schedule. it is our policy to comply with the salary basis requirements of state and federal wage and hour laws pertaining to exempt employees. state and local income taxes. both exempt and nonexempt and that employees are paid promptly on the scheduled payday. It is your responsibility to complete your time record and certify the accuracy of all the time recorded. Faculty Please refer to the schedules and calendars in the Faculty Supplement for faculty requirements.accurately recorded as well as the beginning and ending time of each meal period. holiday). Health Center Please refer to requirements in the Heath Center Policy and Procedures Handbook. Overtime work must always be approved before it is performed.” Complaint and Correction Procedure Every precaution is taken to ensure that employees are paid correctly.

Workers’ Compensation. Staffing needs and operational demands may necessitate variations in starting and ending times. The work schedule cannot exceed 29 hours worked per week with a 10 minute paid break and a 30 minute unpaid meal break.m. If you need to arrange a change in your regular work schedule. A number of the programs (such as Social Security.time work schedule is determined by staffing needs and operational demands and as such will necessitate variations in starting and ending times. Overtime pay is based upon actual hours worked. Monday through Friday with 2 . to 4:30 p. When operating requirements or other needs cannot be met during regular working hours.30 minute unpaid lunch period. Non-exempt employees will be paid overtime wages when their work schedule exceeds 40 hours per week (not including lunch). employees may be requested to work overtime. you should make your request to your immediate supervisor. Overtime compensation is paid to all nonexempt employees in accordance with federal and state wage and hour restrictions. All overtime work must receive the supervisor’s prior authorization.15 minute paid breaks. Time off for sick leave. unless other terms are mandated by state law in the state where the employee works. Please be sure to read through this information carefully and become acquainted with the policies it contains. 27 .. State Disability and Unemployment Insurance) cover all employees in the manner prescribed by law. 1 . Nonexempt full-time employees work 40 hours per week.m. Non-exempt employees will be paid overtime wages when their work schedule exceeds 40 hours per week (not including lunch). Rumsey Hall School Benefits The following section contains information to help familiarize you with the types of benefits you may be eligible for while you are employed with Rumsey Hall School. as well as variations in the days worked. vacation leave. as well as variations in the total hours that may be scheduled each day and week. to 3:30 p. The part. Monday through Friday with a 1 hour lunch period..5 per week with the Saturday rotation requirement. unless other terms are mandated by state law in the state where the employee works.m. Nonexempt full-time employees work 35 hours per week and 39. Eligible employees of the School are provided a wide range of benefits at this time. Office Staff The normal work schedule for regular full-time office staff employees of Rumsey Hall School is 8:30 a. or any leave of absence will not be considered hours worked for purposes of performing overtime calculations.m. Supervisors will advise employees if there is any need to change the work schedule. as well as variations in the total hours that may be scheduled each day and week. Overtime Due to budgeting restraints overtime must be kept to a minimum. Staffing needs and operational demands may necessitate variations in starting and ending times.Maintenance The normal work schedule for regular full-time nonexempt maintenance employees of Rumsey Hall School is 7:00 a.

or the beginning of any quarter subsequent to completing the eligibility period. full-time employees who are at least 21-years-old and have completed a 2 year “full time service eligibility period” are eligible to participate in the plan. the amount of the employee’s earnings reduction will be subject to Social Security and Unemployment (FUTA) taxes. Rumsey Hall School reserves the right to change. The School reserves the right to terminate or modify its 403(b) plan at any time. The benefits under the Plan are entirely in addition to Social Security Benefits. Business Expenses The School will reimburse reasonable. subject to the requirements of applicable law.Benefit eligibility is dependent upon a variety of factors. including employee classification. in the event of any conflict with this handbook. with the amount of the reduction being contributed to their Deferred Compensation Account under the Plan. An employee can enter the plan in the first quarter following the completion of his/her eligibility period. The employee may also enter the plan in the first quarter following their 21st birthday. subject to the requirements of applicable law. it will be taxed only when it is distributed to the employee from the Plan. It is a “defined contribution” plan under which funds are accumulated in a trust to provide cash benefits to eligible employees after they leave the School for any reason. The following benefit programs are currently available to eligible employees: 403(b) Plan Life Insurance COBRA (Consolidated Omnibus Budget Reconciliation Act) Jury Duty Medical Leave Due to Childbirth Paid Time Off Due to Illness Medical Insurance Long-Term Disability Business Expenses Military Leave Medical Leave Under FMLA Bereavement Leave Holidays Paid Time Off Note: Some benefit programs require contributions from the employee. the actual terms and conditions of such benefit plans are contained in plan documents. authorized expenses incurred while conducting School business. modify or eliminate any employee benefit plans or programs at any time. 403(b) Plan All regular. The plan documents control. The portion of employee earnings contributed to the Plan will not be subject to current federal and state income taxes. The Rumsey Hall School 403(b) Plan is intended to help provide employees with a measure of financial security when the employee retires. An employee is required to participate after 5 years of service. Employees may elect to have their earnings for a year reduced. provided they are properly documented and there was advance authorization for the 28 . The Business Manager can identify the programs for which you are eligible. as long as they have met their full time service eligibility requirements as well. Information on employee benefit plans or programs contained in this handbook are for descriptive purposes only. Details for many of these programs can be found elsewhere in this Employee Handbook. However.

we would like to inform you of expanded benefits for Connecticut employees. or covered person under any other group or individual health benefits plan. Dependent children will need to meet the new state requirements. Effective January 1. the employee or beneficiary pays the full cost of coverage at the employer’s group rates for no longer than 18 months as specified by State and Federal law. The notice contains important information about the employee’s rights and obligations. 29 . a dependent student who attends an out-of-state school may need to provide satisfactory proof of his or her full-time student status. Please note: Upon Aetna’s request. employees will be able to enroll newly eligible dependent children in their family plan. employees may be able to add the dependent to their family plan benefit. or entitled to benefits under the Social Security Act.employee to incur expenses in connection with School business or events. • A resident of Connecticut or is enrolled as a full-time student at a public or private institution of higher education. church plan. have been extended to include those who are: • Less than 26 years of age. 2009. insured. dependent. Coverage for newly eligible dependent children that enroll will be effective on the first day of the first month following the satisfactory completion of the requisite enrollment materials. The School will provide each eligible employee with a written notice describing rights granted under COBRA when the employee becomes eligible for coverage under the School’s health insurance plan. Some common qualifying events are: Resignation Reduction in an employee’s hours to part-time status Termination of employment Dependent child no longer meeting eligibility requirements Leave of absence Death of an employee Employee’s divorce or legal separation Retirees Under COBRA. • Unmarried. group health plan. Expanded Benefits Effective January 1. and • Not provided coverage as a named subscriber. 2009 As a result of recent legislation in the state of Connecticut. Please contact the business office Insurance Benefits COBRA (Consolidated Omnibus Budget Reconciliation Act) The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified beneficiaries the opportunity to continue health insurance coverage under Rumsey Hall School health plan when a “qualifying event” would normally result in the loss of eligibility. If the above criteria are met by the dependent child. as outlined in your employee’s Certificate of Coverage. The definitions for dependent children. or health benefits plan.

full-time employees. 1/3 of the premiums must be paid by the employee for the first seven years. Long-Term Disability All regular. Life Insurance Regular. Please refer to the Benefit Booklet. This would include graduating students that would not be otherwise covered. printed under separate cover. the school will pay the entire premium. such as incentives. full-time employees are eligible to participate in the medical insurance after 30 days of employment. for details. All individuals that qualify under this mandate will pay the premium difference. Employees are eligible to receive credit for experience. commissions. Medical Insurance (Group) A Group Medical Insurance plan is offered to all regular. printed under separate cover. full-time employees are provided with $10. On occasion it is necessary for Rumsey Hall School to change insurance carriers. Upon completing seven years of service. Employees must understand that each condition may require a change in contribution requirements.000. Every effort will be made to give each employee ample notice of these changes. for details. The employee should notify his or her supervisor immediately. Leaves Bereavement Leave All regular. employees will receive ample notice of any changes to be made during the school year. however. Bereavement pay is calculated based on the base pay rate at the time of absence and will not include any special forms of compensation. Please refer to the Plan Package. full-time employees will be given up to three days of paid Bereavement Leave in the event of the death of an immediate family member. for details. bonuses or shift differentials. Please refer to the Benefit Booklet. printed under separate cover. Regular. If a change in plan and contribution requirements is considered by the Board of Trustees.00 Term Life Insurance 30 days after commencement of employment. sometimes with short notice. full-time employees are provided with long-term disability insurance after a 30 day waiting period. Please contact Joe Hall at Quantum Benefits at (203) 946-0320 with all questions pertaining to cost of coverage by plan option and to confirm eligibility for coverage under the new state mandate. Full-time employees are eligible for coverage under the school’s medical plans. It is the intent to continue to carry insurance coverage as an employee benefit. in the middle of the school year.Rumsey Hall School’s Contribution for Medical Coverage obtained as a result of new State Mandate outlined above is as follows: Employees will pay the difference in premium if any if they elect to add a dependent that becomes eligible under this mandate. 30 .

child. School vacation time is included in the leave of absence. Special consideration will also be given to any other person whose association with the employee was similar to any of the above relationships. the employee’s child’s spouse (or civil union partner). The School will continue to provide health insurance benefits for the full term of the jury duty absence. Jury duty pay will be calculated on the employee’s base pay rate times the number of hours the employee would otherwise have worked on the day of absence. child or sibling. sibling. Unless specified by some other benefit description.e. Of course. civil union partner. the employee is expected to report for work whenever the court schedule permits. for additional time off as necessary. Medical Leave Due to Child Birth Rumsey Hall School will not discriminate against any employee who requests an excused absence for medical disabilities associated with a pregnancy. Employees must show the jury duty summons to their supervisor or the Business Manager as soon as possible so that the supervisor may make arrangements to accommodate the employee’s absence.e. Eligible Employees 31 . use any available paid leave. Rumsey Hall School will continue full biweekly salary payments during a medical leave from work for six weeks from the date of delivery or for eight weeks if the delivery requires a cesarean. parent. in the School’s judgment. with the supervisor’s approval. the employee’s spouse’s (or civil union partner’s) parent.. grandparents or grandchildren. the employee’s absence would create serious operational difficulties. in accordance with state law. full-time employees will receive their regular compensation from the School for up to the first five days of Jury Duty. all or part of the leave is unpaid and the employee must forego their housing benefit if applicable.. Either Rumsey Hall School or the employee may request an excuse from jury duty if. he or she may use any available paid time off (i. vacation benefits) or may request an unpaid jury duty leave of absence. Any applicable paid leave will run concurrently with FMLA.Any employee may. Regular. If an employee is required to serve jury duty beyond the period of paid jury duty leave. (i. you may ask for a Family and Medical Leave. Eligible employees may also qualify for leave under the Family and Medical Leave Act (“FMLA” – please see below). The School defines “immediate family” as the employee’s spouse. Jury Duty Rumsey Hall School encourages employees to fulfill their civic responsibilities by serving Jury Duty when required. vacation time). Such leave requests will be made and evaluated in accordance with the medical leave policy outlined in this handbook and in accordance with all applicable federal and state laws. Family and Medical Leave If you believe you are eligible for Family and Medical Leave (FMLA) and want to take time off under this leave policy.

If you as an eligible employee request intermittent leave or reduced leave schedule due to the need for foreseeable medical treatment of you or your spouse. Length of Leave Eligible employees are entitled to up to 12 workweeks of leave during a 12 month period. Use of Other Leave Available An eligible employee may elect. your spouse. Leave may not be taken on an intermittent basis or reduced schedule unless (1) medically necessary. the School may require that the request be supported by a certification issued by the health care provider. which states the date on which the serious health condition 32 . child. child. or the School may require you. placement or treatment requires the leave to begin in less than 30 days. and better accommodates recurring periods of leave. If the leave is taken due to foreseeable medical treatment of you. or parent. or parent. the School may require you to transfer temporarily to an available position for which you are qualified. or parent. Reasons for Leave You are entitled to leave under this policy for any of the following reasons. and at least 1250 hours in the 12 months immediately preceding the date the proposed leave would commence on. child or parent. The 12-month entitlement period for family or medical leave will be measured on the basis of "rolling" 12-month period measured backward from the date an employee uses any FMLA leave. child or parent who has a serious health condition. the length of the leave will not exceed the length allowed for a single reason: Birth and care of the employee’s child. If there is more than one reason that applies. you must make a reasonable effort to schedule the treatment so as not to disrupt unduly the operations of the School. or parent. or (2) the schedule is agreed to by both the eligible employee and the School. Care of your spouse. spouse.You are eligible for this leave policy if you have worked for the School for a total of twelve (12) months. the placement of a child for adoption or foster care. you must provide 30 days’ notice of your intent to take leave. Notice Where leave is foreseeable based on birth. which has equivalent pay and benefits. If the date of birth. or for the serious health condition of your spouse. you must provide such notice as is practicable. Your own serious health condition which makes you unable to perform the functions of your position. Certification If you request a leave for your own serious health condition or that of your child. adoption or foster care placement of a child. An eligible employee is expected to use any available paid sick time as part of the maximum 12-week period taken under this policy. child. to substitute any vacation available for any part of the 12 week period taken for the birth and care of a child. Any such leave will run concurrently with FLMA and not extend the leave period. or the medical treatment of you or your spouse. Placement of a child with you for adoption or foster care.

In those cases. then the School may recover the premiums that it paid for maintaining coverage under the group health plan during the leave. The School may. the School will maintain coverage for you under any group health plan under which you were covered immediately before the leave. and the expected duration and schedule of the intermittent leave or leave on a reduced schedule. under the same conditions the health plan would have been continued had you remained in employment. recurrence or onset of a serious health condition of you your spouse. If you are requesting leave for the care of a spouse. (So if you made contributions to the plan while you were employed. or (3) for the serious health condition of your spouse.commenced. for the duration of leave. If the leave is for your own serious health condition. The 12-week limit for both spouses does not apply in the case of leave for serious health condition of a child or the serious health condition of you or your spouse. Both Spouses Employed By the School Where both spouses are employed by the School. and an estimate of the amount of time that you will be needed for that care. that entitles you to leave under the act (or would so entitle you if you had not already used the full 12 weeks) or other circumstances beyond your control. child or parent. foster care placement or adoption of a child. Return to Work 33 . or will assist in their recovery. if you do not return to work at the School at the expiration of the leave and the reason you do not return is other than the continuation. the certification must contain a statement that you are unable to perform the functions of your position. each Eligible Employee is entitled to 12 weeks of leave.) However. or for the serious health condition of a parent. child or parent. the probable duration of the condition. child or parent. require that you obtain a second opinion by a health care provider that the School either designates or approves. the total amount of leave granted to both employees may be limited to 12 work weeks of leave in a 12 month period if the leave is taken for the birth. the certification must contain a statement that you are needed to care for the spouse. child or parent. you will still need to make timely contributions during the leave. and appropriate medical facts regarding the condition. concerning any information in the original certification. child. or parent must contain a statement that the leave is necessary for the care of your spouse. Health Insurance During any period when you take a family and medical leave. The certification for intermittent leave on a reduced leave schedule (1) for planned medical treatment must include the dates of treatment and the duration of treatment. (2) for your own serious health condition must include a statement of the medical necessity of intermittent or reduced leave schedule. at is own expense.

if you elect not to return to work when the notice is provided. If an employee is absent more than three business days. when we determine that such injury would occur. or to an equivalent position with equivalent benefits. you are entitled to return to the position you held when the leave began. PTO days will be used to supplement any payments that an employee is eligible to receive from state disability insurance.When you return to work following a family and medical leave. on your medical status and intention to return to work. non-exempt employees to use PTO days for periods of temporary absence due to illness or injuries. a physician’s statement will be required. The School will. Associate Headmaster. you may be required to provide certification from a health care provider that you are fit for duty and able to resume work. Paid Time Off Due to Illness The School expects employees to make every effort to report to work on a daily basis. however. Your supervisor must also be contacted on each additional day of absence. workers’ compensation or employer-provided disability insurance programs. The combination of any such disability payments and PTO benefits cannot exceed the employee’s normal weekly earnings. and if the leave has already commenced. Military Leave A Military Leave of absence will be granted to employees in accordance with all applicable laws. if you are among the highest paid 10% of the School’s employees. in accordance with the School’s Attendance and Punctuality policy set out elsewhere in this Handbook. providing that the School notifies you of our intent not to return you to work. the School may refuse to return you to the same or an equivalent position if the refusal is necessary to prevent substantial and grievous economic injury to the School’s operations. such as workers’ compensation. nonexempt employees. As an additional condition of eligibility for paid time off benefit. full-time. We may also ask that you report periodically during your leave. Eligible employees may use PTO days for an absence due to their own illness or injury or that of a family member who resides in the employee’s household. Holidays Rumsey Hall School currently provides seven paid holidays to all full-time. They are: 34 . However. pay and other terms and conditions of employment. Exempt and nonexempt employees who are unable to report to work due to illness or injury should notify the Lower School Coordinator. Unexplained or excessive absences will not be tolerated and will result in disciplinary action up to and including discharge from employment. allow all regular. an employee on an extended absence must apply for any other available compensation and benefits. or appropriate supervisor before the scheduled start of their workday if possible. You do not accrue seniority or other benefits during the period of leave. If you were on leave due to your own serious health condition. Days off due to illness can be used in minimum increments of ½ (half) day.

If a recognized holiday falls on a Saturday or on a Sunday it will be up to the discretion of the headmaster as to its observation on the proceeding Friday or the following Monday. holiday pay will be provided instead of the paid time off benefit that would otherwise have applied. require coverage . require coverage .if you are assigned to cover on a holiday you will be allowed a floating holiday at a later time. the School will grant paid holiday time off to all regular.if you are assigned to cover on a holiday you will be allowed a floating holiday at a later time.including Maintenance. If a recognized holiday falls during an eligible employee’s paid absence (i. Holiday pay will be calculated based on the employee’s straight-time pay rate (as of the date of the holiday). full-time employees immediately upon assignment to an eligible employment classification. Paid Time Off Benefits Paid Time Off benefits (PTO) is offered to the following classes of full-time employees. It is discouraged that employees use vacation time off while school is in session. Employees may request the use of vacation in advance of accrual but will be required to sign a department of labor form authorizing the school to recoup such advance by payroll deduction in appropriate circumstances.New Year’s Day (January 1) Memorial Day (last Monday in May) (certain departments .e.. If an eligible non-exempt employee is asked by their supervisor to work on a recognized holiday other than Memorial Day and Independence Day.including Maintenance and Office Staff. times the number of hours the employee would otherwise have worked on that day. per mutual agreement with your supervisor) Labor Day (1st Monday in September) Thanksgiving (4th Thursday in November) Day after Thanksgiving (4th Friday in November) Christmas (December 25th) According to applicable restrictions. sick leave). 35 . per mutual agreement with your supervisor) Independence Day (July 4th) (certain departments . he or she will be paid at 1½ times his or her straight-time rate for the hours worked on the holiday. vacation.. Paid time off for holidays will be counted as hours worked for the purposes of determining whether overtime pay is owed for non-exempt employees..

66 day Days/Year Upon initial eligibility Faculty Not applicable to Faculty. If a recognized holiday occurs during your vacation time.Paid Time Off Earning Schedule Administrators New employees are eligible after 30 days and prorated for the fiscal year. commissions. Years of Eligible Service Days Accrued per Month 1. 36 .66 days 1. Health Center Personnel Not applicable to the Health Center. Years of Eligible Service Days Accrued per Month 1. bonuses or shift differentials.66 days Days/Year Upon initial eligibility After Completion of 5 years After Completion of 10 years 15 days 20 days 25 days Paid vacation time can be used in minimum increments of ½ (half) day. including business needs and staffing requirements.66 days 1. At least four weeks advance notice of the requested vacation dates should be given by the employee. it will not be charged as a vacation day. It does not include overtime or any special forms of compensation such as incentives. Years of Eligible Service Days Accrued per Month 1. 25 days Maintenance Personnel New employees are eligible after 30 days and prorated for the fiscal year. An approved form must be submitted to the Business Office to avoid any deduction in pay for missed work.66 day Days/Year Upon initial eligibility 25 days Office Staff New employees are eligible after 30 days and prorated for the fiscal year. Vacation pay will be paid within the regular pay period in which it occurs. To take vacation. Vacation time off is paid at the employee’s base pay rate at the time of vacation. Requests will be reviewed based on a number of factors. all employees must request advance approval from their supervisors by submitting a “Request for Time-off Form”.

Employees are encouraged to use their available paid vacation time. In that fiscal year no more than 10 vacation days may be taken at any one time consecutively, unless prior authorization is been granted by the supervisor. Any unused vacation time will be forfeited by the employee. Personal Days Off Faculty 1 day per term Office Staff and Maintenance Personnel PTO Health Center Personnel Not applicable Administrators PTO A copy of an approved “Request for Time-off Form” must be submitted to the Business Office to avoid any deduction in pay for missed work.


RECEIPT & ACKNOWLEDGMENT OF EMPLOYEE POLICY HANDBOOK I acknowledge my receipt of Rumsey Hall School’s Employee Handbook. I understand that this Employee Policy Handbook is intended to serve as a guide to the School’s employment practices and policies. I understand that the policies, rules and benefits described in the Employee Policy Handbook are subject to change at the discretion of the School at any time, with or without notice. I understand that this Employee Policy Handbook replaces all other previous handbooks as of September 1, 2007. This Employee Policy Handbook does not constitute a contract or obligation on the part of the School, and does not guarantee my employment for any specific duration. I understand that, should the content of this Employee Policy Handbook be changed in any way, the School may require an additional signature from me to indicate that I am aware of and understand any new policies. I understand that my signature below indicates that I have read and understand the above statements and have received a copy of the Employee Policy Handbook. I understand that it is my responsibility to read and comply with the policies contained in this Employee Policy Handbook and any revisions made to it. The Employee Policy Handbook remains the property of the School and I agree to return it upon any separation from employment or upon request.

______________________________ Employee's Printed Name ______________________________ Employee's Signature ______________________________ Supervisor's Signature

______________________________ Position ______________________________ Date ______________________________ Date




Table of Contents
SECTION I - Faculty Information Advisor-Advisee System Apartments, Faculty Art Room Attendance at School Functions, Faculty Attire Behavior, Students, General Expectations Cheating Classroom Procedures Appointment Letter, Rumsey Hall Basic Curriculum Daily Duty Dean of Student’s Office Report Department Heads Dining Hall Information Dorm Parties Dormitory Procedures Effort List Enrichment Grants Enrichment Program Expectations of Student Behavior Fire Drills Graduate Courses Harassment Health Center Inability To Meet Class Language Skills Department Library Policies New Teachers Payroll Dates Personal Days Pets Planned Absences Point System Principles of Good Practice Purchases for Classroom Reimbursements Repairs (classroom, apartments, etc.) Responsibilities Senior Privileges Study Hall Procedures Table Manners Teacher-Student Discussion Groups (Pack Meetings) Telephone Calls Vacating Faculty Dwellings Vans & Buses/Procedures & Licensing Weekend Duty SECTION II - Schedules & Calendars Calendar Activity Schedule-Monday 64, 65 66 56,57 43,44 53 46 46 48 54 50 40 61,62 47 51 61 58 59 47,48 53,54 41 41 48 58 41 43 59,60 47 60,61 52,53 61 41 41,42 44 47 54,55 42 58 59 58 46 56 48,49,50 57,58 57 53 45 59 47


72 71 71 72 70 68 68 73 41 . Sports Obligations Off-Season Coaches Personal Days. Sports Obligations Philosophy-Goals Playing Time Purchasing Equipment Scheduling Senior Visits To Prep Schools Shower Duty Weekend Athletic Contest Work Detail 79 77 76 75 79 79 79 80 76 75 76 76 80. Guidelines for Grades On Daily Assignments End of Term Grade Reporting Procedure Grades For Primes Grade Sheet Sample Grading System (Upper School) Parent Conferences Tutoring SECTION IV .Athletic Procedures Athletic Attire Away Games Coaching Recommendations Code of Ethics/Conduct Discipline Effort & Achievement Card Equipment Excuses.Academic Procedures Bi-Weekly Grading Procedures Comment Sheets. Athletic Expulsion Rule Guidelines For Coaches Guidelines For Players Guidelines For Spectators HIV Procedures Home Games Homework Injuries Junior-Senior Placement Letters Long Weekends. 81 76 80 79 79 78 78 78 78 75 78 79 80 80 78 80 79 69 71.SECTION III .


signed. ___________ at ___ bi-weekly payments of $ __________. By signing this letter I accept and understand this. Dated at Washington. 3. colleagues. 2. all faculty members are expected to manifest the highest degree of professionalism in their personal appearance and relations with all students. Payments for ______ will begin ____________ and end ____________. 5. This appointment is valid if accepted. and the School's Brochure. Each faculty member is expected to implement and adhere to the philosophy. Comments: ___________________________________________________. Headmaster __________________________________________ Rick S. staff members. It is necessary that this appointment allow some flexibility in terms of teaching. ACCEPTED:_______________________________________DATE: _________________ 43 . and returned to the headmaster by the _____ day of ___________. ATTEST: Rumsey Hall School. Associate Headmaster I hereby accept this appointment and agree to its terms. ($_____________ annualized).RUMSEY HALL SCHOOL HEREBY OFFERS AN APPOINTMENT AS A MEMBER OF THE FACULTY TO ______________ UPON THE FOLLOWING TERMS AND CONDITIONS: 1. Spooner. and the public at all times. Inc. coaching and dormitory assignments and related duties. parents. 4. Farmen. Handbook for Students and Parents. Because curriculum is considered to encompass the total environment (inside and out of the classroom) of Rumsey Hall as well as the actual teaching of subject matter. By __________________________________________ Thomas W. Connecticut this _________ day of ________________. procedures and curriculum of the School as defined in the Faculty Handbook. Appointment is for the ______________ school year beginning September 1. objectives.

should work through their department chairperson to seek approval for such programs. ENRICHMENT PROGRAMS Faculty members wishing to take advantage of enrichment programs. 15. Graduate courses are not to be scheduled on Mondays so as not to conflict with the weekly faculty meetings. 21 February 4. 29 May 13. The school will pay the tuition for the courses. conferences. 17 October 1. Proof must be on file with the Associate Headmaster prior to the enrollment in and payment for subsequent courses. 4. which start September 1st and ends June 1st. etc. The Associate Headmaster must approve course selection in advance. 3. 27 June 10. Please be aware that there are limited resources and that course requests will be denied should funds for the fiscal become depleted. PAYROLL DATES The school will pay its employees 26 times this current year. 26 December 10. Faculty absentee slips may be picked up in the office and should be returned to the Associate Headmaster or his secretary at least one week in advance. 19 2. The purchase of all books and materials are the responsibility of the faculty member. workshops. 22 August 5. In extenuating circumstances. Final grades in each course must be presented to the Associate Headmaster. Permission to take courses must be received by Sept. the Associate Headmaster will consider the approval of Monday evening courses on a case-by-case basis. Department Chairpersons must clear the attendance at workshops with the Associate Headmaster. Consultation with a program advisor at the institution of higher learning may be necessary. Faculty should make every effort to schedule courses so there is no conflict with their assigned duties at Rumsey Hall. GRADUATE COURSES Rumsey Hall believes in the advanced education of its faculty and has budgeted funds for graduate study. 18 March 4. Faculty members appointed prior to 1992 may take up to three courses per school year upon approval. faculty may enroll in a total of two courses during the school year. If a course is dropped or an unacceptable grade of C. 18 April 1. 24 July 8.. All salaried employees will receive a paycheck on the following dates: September 3.or below is received. Persons wishing to take part in enrichment programs should notify their department head as far ahead as possible. 1st and will be granted on a first come first served basis as long as funds are available. 24 January 7. 15. full reimbursement to Rumsey Hall is required. SUMMER ENRICHMENT GRANTS 44 . No more than two such requests will be granted in any given semester.FACULTY PERQUISITES 1. In order to be eligible for summer classes the faculty member must have a signed contract for the following school year. Upon completion of two years of service. 29 November 12. Faculty members planning to take graduate courses in any given year must make their plans for the upcoming fiscal year known to the Associate Headmaster by June 1st.

Classes must be covered by another teacher (students are not to be sent to study hall to take a test. the independent schoolteacher promotes the best interest of the child within the context of the School's philosophy. but rather are to be monitored in the normal classroom). and other opportunities to learn. PERSONAL DAYS No personal days may be taken during review week. and school problems. teachers often serve as advisors.A limited number of grants are available to faculty members for summer travel and enrichment. They should be directed to the Associate Headmaster after being signed by the Athletic Director. 2. curricular. The teacher has a thorough knowledge appropriate for his teaching assignment and stays abreast of recent developments in the field. The teacher initiates growth and change in her own intellectual and professional development. are characterized by mutual respect and good will. The teacher serves his school outside the classroom in a manner established by the individual school and consistent with the responsibilities of a professional educator. 10. Those who supervise teachers are responsible for the quality of teaching and for promoting growth in those who teach. Faculty are to sign up on the Daily Roster in the office by initialing the day they plan to take off. 4. or Monday unless there are special circumstances approved by the Associate Headmaster or Director of the Lower School. For example. while recognizing the differing roles of adult and child. 7. 8. 11. The teacher does his or her best to implement classroom procedures as established by the School. In general. raises them with the appropriate colleagues and supervisors. FOR TEACHERS 1. The teacher keeps accurate records of classroom planning and students’ academic progress." Faculty absentee slips should also be used for personal days. the teacher knows the mission and policies of the school and when questions or concerns arise. At the same time. The teacher uses a variety of teaching techniques suitable to the age and needs of the students and the subject matter being taught. which. The teacher establishes positive relationships with students. The following principles of good practice provide guidelines for teachers and for supervisors of teachers in their joint efforts to educate children. PRINCIPLES OF GOOD PRACTICE Entrusted with the education of children. 5. The teacher collaborates with colleagues and the school's leadership in the design and implementation of curriculum within the context of the School’s overall program and mission. 45 . seeking out conferences. 6. The teacher participates in the establishment and maintenance of an atmosphere of collegial support and adherence to professional standards. 9. coaches. only one faculty member may take a personal day on any given day. Saturday. The teacher welcomes supervision in the context of clearly defined and well communicated criteria of evaluation. 3. courses. 5. and personal days may not be taken on Friday. The teacher is self-aware and self-monitoring in identifying and solving student. followed by the words "personal day. or activity sponsors. Applications must be submitted to the Headmaster by April 2nd. Forms are available through Julie Fredlund.

A signed form must be presented to the Business Manager before final paychecks will be issued. Demeaning statements or materials. more interesting. which make Rumsey a more diverse. FACULTY NOT RETURNING FOR THE NEXT ACADEMIC YEAR ARE REQUIRED TO VACATE THEIR QUARTERS WITHIN TWENTY-ONE DAYS AFTER COMMENCEMENT unless special arrangements have been made with the Associate Headmaster. The paint will be supplied by the school. Harassment Our school community values are honesty. Rumsey Hall is enriched by the diversity of its members. as well as the interior and exterior of their dormitories. the offended individual will be consulted. REIMBURSEMENT – Occasionally. and hazing or threats undermine a community that promotes emotional. but where that is not feasible. The school. unless initiated by the school. It will be done at the faculty member's expense. the Head of Maintenance may assign a budget to a faculty member to pay for improvements in an apartment. which includes making professionally damaging statements about others. which aspires to respect individual differences. but is not limited to.Faculty are responsible for the appearance and cleanliness of their apartments. the faculty 46 . Living by these values maintains a healthy school climate for all of us. APARTMENTS . or gender of any of its members. believes each member of the community has the right to participate fully in its life without harassment. cultural and gender diversity. and intellectual self-respect. sexual harassment.12. every staff member has recourse to the Associate Headmaster. Any drastic colors or décor may be approved with the provision that upon vacating the apartment the walls must be painted with primer as consideration for the next occupant. racist behavior. FACULTY APARTMENTS Faculty apartments are provided from 1 September until 30 June. national or ethnic origin. physical. uninvited physical advances. Part of each resident faculty contract is housing for a 12-month period plus board when school is in session. physical abuse and verbal abuse. It is also expected that no staff member will interfere with any other staff member's ability to work. religion. Apartments must be left empty and clean or an appropriate fee will be deducted from the final paycheck. and respect for all persons as well as an appreciation for racial. For example. This gives the faculty member more control over the design. the painting by the faculty member.Should a faculty member wish to paint or decorate his/her rooms. Anyone who feels harassed should report the situation to a school official. kindness and respect. Failure to meet this expectation is among grounds for suspension or dismissal. color and style of materials or appliances. Ordinarily issues of this kind are dealt with through the regular supervisory relationship. Wallpaper may be hung with the approval of the Associate Headmaster. this includes. When this happens. The Head of Maintenance should be told in writing of any deficiencies in maintenance. and stronger community. he/she may do so with the approval of the Associate Headmaster. When situations are actually reported. Faculty must make arrangements with the Head of Maintenance and Associate Headmaster for final inspection before vacating apartment. curiosity. DECORATING & PAINTING . The teacher models integrity. creativity. responsibility. We seek to educate both students and faculty about harassment and to work together toward a greater understanding of the individual differences. the school will not tolerate behavior that is disrespectful of the race. The feelings of the recipient rather than the intentions of the author determine the measure of inappropriate behavior. and the school will respond to the situation.

Faculty families may use common rooms as an adjunct to their own apartments during vacations with permission.Common rooms are school property. GROUNDS . through the Headmaster. SUBLETTING OR LOANING APARTMENTS . USE OF FACULTY HOUSING – Faculty living on campus cannot operate a business from their living quarters. Dogs should not be allowed to run free on campus. which can be found in the business office. snow removal and leaf raking. Dogs and cats are not allowed in the classroom or any other building. pet(s) or guests will be deducted from his/her paycheck. Faculty will be notified in advance. COMMON ROOMS . PETS . These damages will be determined by an inspection from the Head of Maintenance. OCCUPANCY . decks or other structures outside apartments must be approved by the head of the Buildings and Grounds Committee of the Board of Trustees. .The school provides outside services such as lawn care. DAMAGE . Mulching and edging will be done once in the spring. or any expenses that are not documented by an official receipt. Faculty members are expected to keep the areas surrounding their apartments neat and attractive.While use of school apartments is part of a faculty member's compensation.Faculty are responsible for any damage or nuisance caused by their pets. OUTSIDE STRUCTURES . APPLIANCES. Such improvements to the campus will become the property of the school. Any appliances in need of repair should be reported to the plant manager by filling out a maintenance slip.Appliances that have been provided by the school are repaired and maintained by the school.Natural normal wear and tear of an apartment is expected but the expense of repairing major damages or permanent damages caused by a faculty member or his/her family. At all times common rooms are to be kept clean and free of personal debris. Faculty members residing off campus should leave pets at home. PHONES – Faculty are responsible for having a landline phone (not a cell phone) in their residence. The Headmaster decides who will live on campus and occupy school housing. and when appropriate. this does not allow him or her to sub-let or loan the apartment to someone else. Plans for planting and flowers may be presented to the Business Office. Faculty members will not be reimbursed for improvements in apartments that have not been approved by the Head of Maintenance or Business Manager.Non-employed/surviving spouse must vacate apartment/house upon termination or death of a faculty member. 47 .member will be responsible for any expenses that exceed the budgeted amount. Pets should be out of sight on opening days and parents' days. this includes spouses. Proof of insurance for your dog must be current and on file in the business office. the school will help to pay for such additions to the grounds. The Associate Headmaster and Head of Maintenance will inspect apartments twice on a yearly basis.The installation of sheds. unmarried couples MAY NOT live together in school housing. swing-sets. Faculty are financially responsible for any damage done to school property by pets including but not limited to carpeting and woodwork. They should be on a leash or under the control of an adult.Because of the nature of the school.

If pet owners are away for an extended period of time (longer than one or two days) they should take pets with them. A dog should be walked in areas where there is minimal pedestrian traffic. 48 . Dog owners are required to keep their dogs on leashes and are responsible for cleaning up after them. put them in a kennel or cattery or make arrangements for their care. Pets should not be left on campus.

etc Yard clean and free of personal possessions ________ ________ ________ ________ ________ ________ ________ ________ ________ ________ Damage Report: ______________________________________________________________________________ ______________________________________________________________________________ ____________________________________________________________ Signature of Faculty Member:____________________________________Date:_____________ Signature of School Official:____________________________________ Date:_____________ 49 . walls. including auxillary storage. louvered doors. window sills washed and clean Floors washed and rugs vacuumed Closets and storage areas clean and empty of personal items Apartment dusted – fan blades.FORM FOR VACATING FACULTY DWELLING Before vacating a faculty dwelling. and in good condition. The form must be handed in to and approved by the Head of Maintenance or the Associate Headmaster. faculty members must make every effort to leave the dwelling empty of personal belongings. faculty members must complete the following form. All personal items removed All walls bare Trash discarded Kitchen _____ Refrigerator empty. This form must be filed with the business office. clean. A $200. Before finally vacating an apartment. floors free of cobwebs Baseboards. washed and clean _____ Stove and oven washed and clean _____ Cabinets empty and clean Bathroom _____ Tub scrubbed and clean _____ Sink scrubbed and clean _____ Toilet scrubbed and clean _____ Floor washed Ceilings.00 dollar cleaning fee will be deducted from the last pay check of faculty members who vacate dwellings without completing this process. windows.

8. submitting grades. Their attire on the weekends after lunch on Saturday need not be formal. unexpected school guests. Faculty should make every attempt to be in formal school dress on Thursdays and special occasions. parents and colleagues. Otherwise. Just as we expect and demand certain attitudes and behavior of students at Rumsey Hall. Faculty Attendance at School Functions The following attendance requirements are to be observed by all members of the faculty: Morning meetings (unless skip day) Opening day Grandparents' day Academic and athletic awards ceremonies Track & Field Day Daily school appointments Faculty orientation week Parents’ Day/Day Parents’ Nights Faculty meetings Commencement weekend Student orientation End of Term Meetings These are all considered "command performances. The one and only thing that we. Show respect for the students in everything you do.FOR ALL TEACHERS 1. If you have a criticism to make. FACULTY RESPONSIBILITIES The following is the "general procedure" for faculty members. but should be neat. 4. 5. dresses. 3. The example we set is more important and more effective than anything we try to tell them. In maintaining discipline. and meals. The two qualities most admired in a teacher by junior school students are fairness and a quiet voice. defer to the Dean of Student’s Office. Students are to be referred to by their first names. Faculty Attire Faculty dress should serve as a good example for students. dress slacks with blazer (winter term: dress slacks) for women. jackets and ties (jackets and turtlenecks or sweater and tie are acceptable for winter) for men. Be professional when dealing with students. parents and friends. Weekend Heads should dress prepared to greet visitors. we must expect of ourselves even higher standards of adult behavior. For classes. can give our students is our adulthood. 6." As such. 10. 2. Faculty members are encouraged to support athletic teams. 7. 9. This section of the faculty handbook should help to guide new teachers and to remind older faculty of school policy. skirts and blouses or turtlenecks. There shall be NO LAYING ON OF HANDS. Try to support each other whenever possible. requests for exceptions will be granted by the Associate Headmaster only in cases of extreme. go to the source. When you feel like you are losing your patience. concerts. as faculty. school appointments. keep it to yourself. plays and other student activities as well. 11. Be prompt and accurate in returning corrected papers. A teacher should do his/her best to carry out the school's policies. 50 . extenuating circumstances. School dress does not apply during faculty meetings at the end of each term. meeting your commitments. avoid personal whimsy.

WEEKEND DUTY There are three weekend duty crews that cover weekends on a rotating basis. All students should be in their respective dorms or in close proximity when weather permits during this time period. The Dorm Parent on duty that particular day is in the dorm when students return from breakfast for room and clothing check until the last student leaves. Those on duty are required to help at lunch and dinner by taking attendance. DORMITORY PROCEDURES MORNING Students must stay in their dorms until 6:30 a. in the event of their inability to meet any classes due to illness to: Notify Rick Spooner no later than 7:30 a. Both weekend heads must approve any switching of weekend duties. Dorm parents should be in the dormitory with the students at all times while on duty. Others are automatically eligible for an off-campus report. DORM DUTY Dorm Parents supervise 4:30 . study hall before morning meeting and recess. seniors on honors study (see senior privileges) are the only students allowed in dorms. expected length of absence. Give all details at that time about assignments. supervising the med line. Forms are located in the Lower Office.6:00 p.DAILY DUTY There will be two faculty members on duty during each weekday. at 868-0027 for Upper School and/or Rob Brenner no later than 7:00 a. (Initials of those on duty will appear on the calendar in the Lower Office. The head of each crew is responsible for scheduling activities and assigning faculty responsibilities. This should be a time of active proctoring by the faculty member on duty. Inability of faculty to meet classes for reasons other than illness should be discussed with Rick Spooner and the respective department head.m. Planned Work Related Absences . 51 . Dorm Parents make sure all students are in dorm (no visiting among rooms during study hall hours). The slip must be complete with required signatures and class/athletic coverage. and should be so advised. This off-campus report should be reported to the Dean of Students Office. One person should be in study hall while the other patrols campus. Dorm parents supervise a one and one-half hour study period after dinner.m.Faculty members must submit a faculty absence slip to Rick Spooner at least 24 hours in advance.m. at 868-9606 for Lower School and also their immediate supervisor/Department Head. and the dish room. Students return to dorms immediately after breakfast (except Foothills).) Those on duty are responsible for covering breakfast in the morning. rest period. Faculty are reminded that it is their responsibility. Faculty members who are on weekend duty must be “on call and available for the entire weekend”.m. During classes. duties to be covered and other responsibilities.

and every place study hall is held is to be considered a classroom. students must adhere to the following: 52 . Exceptions to this rule should be made only in case of emergency. wash face.After study hall. Lights off at 9:15/9:30/10:00 p. No dorm should ever be without supervision by an adult who is employed by Rumsey Hall. There should be no running under any roof. quiet and respect for other students’ rights to study will be maintained at all times. To achieve this goal. and the Business Office. (Faculty spouses also fulfill this requirement). (depending on dorm and form).Faculty should inform students that they will be held financially responsible for damages to the dormitories including: Marking walls Damage to any furniture Removing fire alarms Damage caused by riding bicycles in the halls Damage to the walls or doors Broken light fixtures Damaged curtains or curtain rods. Dean of Students. speak up so that you can be heard. brush teeth). STUDY HALL Guidelines for Study Hall Teachers Study hall is a class. Faculty members are responsible for reporting damages immediately to the Head of Maintenance. To this end. children are to prepare for bed (get into pajamas. The purpose of a study hall is to promote independent academic work. Students may whisper 5 minutes after lights out. free time to be supervised by Dorm Parent(s) One half-hour before lights out. avoid mumbling. Lights off as determined by Dorm Parents. It is the responsibility of faculty living in dorms to arrange for coverage throughout the night if they plan to be away. Faculty not living in dorms must be ready and willing to spend the night in dorm connected apartments when necessary. Phone calls are to be made only between the end of study hall and lights out. if whispering cannot be heard outside room. DAMAGE TO DORMS . Shouting and screaming at another person is discourteous. Gum is not allowed (see gum report under marks list). GENERAL EXPECTATIONS OF STUDENT BEHAVIOR Younger persons rise when an adult or guest enters the room (except when a visitor enters the study hall or classroom during work periods). On the other hand. Encourage younger persons to allow an adult to go first through a doorway.m. The independent learning skills that are discussed and taught in the individual academic disciplines are re-enforced here.

Bathrooms should be checked at the beginning and end of study hall period. so the students can make the transition to dorm study halls having acquired the necessary skills.. and getting help from study hall master on school work. 14. Students should be allowed to sharpen their pencils as long as they do it quietly and one at a time. (see specifics under marks list) 17. 3. under faculty supervision. Before study hall is over. pick up papers. Foothills students have a relaxation period after supper. "Permission" means normal class requests such as visiting the library. Dorm study for Foothills should be run in a classroom from 5:00 p. No "permissions" should be given for the first five minutes of study hall in order to help set the proper tone. Students should be dismissed in an orderly fashion when the bell ending study hall is rung. 53 .e. pens. Students should be discouraged from going to book lockers.m. and straighten desk rows. This means all books. Students needing assistance in schoolwork may receive help from the study hall master. All materials for study hall should be obtained before class. going to the bathroom). and should run until 8:30 p. At the beginning and end of study hall the room should be straightened up as needed. pencils. computer room. Students are to take care of all personal needs and wants prior to the beginning of study hall (i. bathroom.m. Evening Study Hall Procedures 1. Use the marks system. Good study habits should be nurtured in the classroom. 16. Absences should be checked and reported to Dean of Student’s Office.m. Junior dorm members may also be requested to attend the main seven o'clock study hall when deemed necessary.m. Turn these reports into the Dean of Student’s Office. Dorm members may also be requested to attend the main seven o'clock study hall when deemed necessary. At the end of the period both inside and outside bells should be rung. 4. like being quiet. 13. 2. One dorm parent from Hilltop will supervise the library(except on Thursday). Assistance will be given in turn. 18. Desks should not be moved from rows. Teachers should ring the bell to start study hall. 5. 6. office or to talk with another student about anything. should be at the student's work space when the study hall starts. Give a reminder to students to prepare for study hall. etc. Faculty members running the classroom study halls should check the students' homework. secondary reading. 10. The seven o'clock study hall and dorm study should start promptly at 7:00 p. 19. 11. assignments. 12. 15. Library permission should be given only to students needing to do research. Desks may not be moved from rows. For example: direct disobedience when a student refuses to do what they are asked. 2. Students should sit in alternating rows. Recommendations for discipline: Assign seats in the front of the room to repeat talkers. or a disturbance report for disrupting the study hall. 5. 3.. 7. 6. Study hall ends when the study hall master dismisses students. students should put away their books. The student need only raise his/her hand to make the request. put clothing in the lost and found. It is not advisable to allow students to go to the library or computer room until after this "quiet" time. Teachers should circulate during the study hall. Students must work at a desk or study carrel.1. 9. 4. 8. 7. Teachers should make an effort to leave the platform throughout the study hall to check the work of the students. to 6:00 p.

If the need arises for a student to be dismissed from class. therefore. 3. At the end of class the floor should be free of papers. Hats should be removed when entering a classroom or a building. coats on back of their chairs. 2. Study Hall is a class. 54 . The student must report to extra help that day and have a conference with the teacher prior to the next class. 10. 11. The student is taken off of the effort list and is required to attend work detail that same day. When a class is in session. the rules that apply to classes also apply to study halls. telephone calls) prior to the start of study hall. Students are expected to be positive contributors in each class. Students arriving late to class must have a note explaining the reason for their tardiness. The teacher is responsible for filling out a Dean of Student’s Report Form. students wishing to enter should knock softly on the door and wait patiently until invited in. the student will report immediately to the Dean of Student’s Office or the Associate Headmaster. However. 5. When students have completed all homework they are required to read their “outside reading book”. Students should stay seated unless given permission to leave their seats by the teacher. 7. Students should have any extra books under their desks.. and materials ready at the start of class. Students without notes shall be reported as late to the Dean of Student’s Office. 6. Students should stand when an adult enters the room unless a test or quiz is in process.e.8.9:00 (First bell 7:30. second bell 7:40) Students in the study hall should wear neat dress. chairs should be pushed under desks and the rows of desks should be straight. Please establish other policies at the beginning of the year that will help you maintain proper classroom management. Students should be encouraged to take care of personal business (i. 12. 1.7:45 . 8. Evening Study Hall During the Spring Term . 9. CLASSROOM PROCEDURES The following list of class procedures has been compiled through the combined efforts of the faculty and administration in order to create a consistent learning environment. The bell is a signal that classes should end. the students should wait to be dismissed by the teacher. 4. Students should not enter a classroom until the teacher arrives.

Dean of Student’s Office Report Date:_______________________ Teacher:__________________________________ Class/Period/Dorm:______________________________________ Student’s Name:___________________________________________________ Situation:_____________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ __________________ How did you handle the situation?_____________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ____________________________________ What do you feel to be acceptable punishment?_______________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ____________________________________ This report must be given to the Dean of Student’s Office in a timely manner. 55 .

. i. This list will then be given to the Study Hall Master before first period. Like most libraries. These classes should be scheduled one to two weeks ahead of time. COPIER Students may not use the copier in the library. Quiet discussion of group projects is permitted at the group worktables. Sign up should be the week prior to the scheduled visit to allow the librarian time to collect books and necessary materials. if the number of students needing to do research exceeds that of the allowable number. Faculty may check out material for a longer period if needed. one that they completely miss when they simply photocopy. CLASSROOM USE Teachers may sign up to bring their classes to the Library to research specific topics or to use the Reading Room for presentations. Damaged and lost books need to be replaced in a timely manner. ADMITTANCE POLICY Ten students from Study Hall will be allowed at any given time from Study Hall to do research or read. Faculty should inform their classes that the process of note taking is a learning experience. books in our special collections. talk. Students are encouraged to be considerate of others who wish to work. Ongoing conversation is disruptive to others and not permitted. Students wishing to use the Library during a Study Hall period should sign up immediately following morning meeting. During these peak periods. and leisure reading. GENERAL Because the Library is centrally located. cut and paste. Consistent rules make it easier to maintain a positive Library environment. atlases. The card and book pocket are then stamped with a due date and the card should be left on the librarian’s desk. No student/teacher should use the Library as a hallway to travel between the Study Hall and the bell quadrangle outside.LIBRARY POLICIES BASIC POLICY The Library's goal is to help Rumsey students develop the skills necessary to access and use information efficiently and effectively. No eating or drinking is permitted in the Library except during special events. as well as encourage students to develop lifelong reading habits. All groups should first meet in their classrooms and students should be reminded of proper Library citizenship prior to coming to the Library. students will be permitted to borrow research books to be used in the study hall for that ONE PERIOD. a Lower School class or students sent from a classroom for specific research purposes. Faculty are free to check out books at any time by writing their name on the circulation card in the back of the book. ours is a place for study. Students are expected to treat Library materials and furniture respectfully. These students should be reminded by the Study Hall Master to return their books five minutes before the period is over. CIRCULATION Students may check out two books at any one time. students should not be allowed to eat. or socialize in the Library. All classes are required to return materials to the shelf or the desk and to straighten their area before leaving.e. Books should be returned on time. Teachers may schedule their classes to be instructed in specific research skills. the librarian will report the reason to the Study Hall proctor. extra effort needs to be made to maintain a quiet working environment. Library use during evening and weekend study halls should follow established policy. research. The number of students allowed in the Library may fluctuate during periods of peak usage due to a class doing research. Magazines and newspapers do not circulate and are to be read in the Library. and reference books do not circulate and are to be used in the Library. 56 . Students with overdue books will not be allowed to check out additional books. Encyclopedias. Repeated poor behavior or inappropriate use of the Library will result in restricted access. If a student is asked to leave the Library because of inappropriate behavior. The sign up calendar is located on the circulation desk. Students are responsible for all materials checked out of the Library.

pressing *. Teachers should be sure the student deserves to be off the Effort List before recording it. With the phone system this may be done by calling in on the “back door” line. Please consider these codes as confidential. The Effort List is recorded electronically. Seniors In addition. 57 .m. textbook and completed assignments to each class. Do not share your codes.. TELEPHONE The office will not put through personal calls for faculty unless they are of an extremely important nature. Students who have earned an effort card must submit it to the administrator supervising lunch each day. – 10:00 a. he or she will be on the Effort List. Failure to complete any one of these tasks results in that student's being off the Effort List in that course for that week. – 4:00 p. pencil and assignments to each class all week. EFFORT LIST Students are required to bring paper. 868-3332. If a senior receives a “no” on an achievement card. At the end of the period. Students must present to the study hall proctor a note from the art teacher. teachers can do so for their students at their convenience. along with weekly averages every Monday before 11:00 a. which they have failed.m.m. Missing or incomplete cards and cards signed with a “no” for any course or study hall result in the student having to attend Afternoon Study Hall that day instead of athletics. then following the voice prompt.m. If a student has brought books. ART ROOM Students who are on the effort list may be given permission to be in the art room during study halls. on a regular Saturday and from 8:00 a. the teacher will indicate on the card whether or not that day’s homework was completed satisfactorily. All faculty have voicemail boxes. seniors who fail two or more courses are assigned achievement cards. pencil or pen. which grants permission for the student to use the art room. They must present it to each of their teachers and study hall proctors at the beginning of each class or study hall for that week.m. Do not give your long distance access code to students. These will be distributed by the Business Office along with long distance access codes. You must check your voicemail on a daily basis since all messages will be conveyed in this manner. Students who are off the Effort List in two or more courses receive an “effort card”. Faculty may continue to use the phone for calls to parents of students and advisees. Seniors with achievement cards must have them initialed by class instructors in the courses. and should make the student aware that he/she is off the Effort List.If photocopying must be done to complete projects. Study hall proctors will indicate on the card whether or not the student made good use of the study hall. or for professional purposes ONLY. on an Activity Weekend Saturday. he or she must be called for extra help in that course that day. Students who are required to attend two or more afternoon study halls in a given week are also required to attend Saturday Study Hall from 2:00 p.

The general rule of thumb is that a student should earn ten points for every ten minutes of work.Lower School Lower school teachers may assign effort and/or behavior cards with the approval of the Lower School Coordinator whenever they feel it appropriate. or performing community service. Cheating Anyone involved in cheating will be taken off the effort list and referred to the Academic Dean. The Dean of Students or Assistant Dean of Students will determine the punishment. errands for faculty members and staff. without necessarily having given minuses first. pencil and pen. this is done by the Dean of Student’s Office. Faculty members should not assign points. The jobs. Staying on the Effort List To stay on the Effort List a student must attend each class with his or her proper and complete assignment as well as the materials necessary to participate fully in class: textbook. A zero and cheating minus should be recorded for the initial offense. Dean’s List Students who receive three or more plusses for any given week are placed on the Dean’s List. however. Consequences for the cards will be tailored to the needs of the student. *Only the Dean of Student’s Office assigns work detail. must be school related and not personal in nature. 58 . students are able to earn points for their color by doing various chores. Repeated offenses will result in further disciplinary action. POINT SYSTEM As part of the color competition. the teacher should notify the Dean of Students in writing as soon as possible on a disciplinary report. paper. and any other items required by the teacher. If a student is involved in a disciplinary infraction. Any student who is on the Dean’s List earns 10 points for his or her color team that week. The classroom teacher will notify parents when this decision has been made. The students should give the faculty member a point slip (available in the Dean of Student’s Office) which is filled out by the student and signed by the faculty member. Color Team Any student who is on the Effort List earns 5 points for his or her color team that week.

POINT SLIP Name_________________________________ Date_________________ Color___________ Job Description_________________________ ______________________________________ Time worked__________________________ _________________________ Faculty Signature 59 .

Discipline Committee or the Dean of Student’s Office. however. in good standing. In order to travel off campus. To earn this privilege a senior must have no report of having misused his/her study hall time. Shorts may not be worn with formal school dress. 4. Senior Privilege . Confidentiality between advisor and advisee should be encouraged. 2. when the child's physical or mental well-being is in jeopardy or whenever physical evidence is presented to the advisor that a major rule has been broken. The advisor's role is a combination of three primary responsibilities: l. the advisor is obligated to inform the student that confidentiality must be broken. Honors Study Hall is a privilege and any student's name can be removed from the list by the Dean of Student’s Office or Associate Headmaster. may withdraw any senior privilege from any senior.) They must checkout with the Weekend Master and tell him/her their time of return. the senior must have written parental permission in the office. After having been excused by the study hall master. Meeting individually once every two weeks with each advisee. Advisors are to call or write a note to the parents of their advisees at the beginning of each year.Two or more seniors may check out for senior privilege (permission to leave campus on weekends. he/she must be on the effort list. notifying them that they are the child's advisor and that the parents should feel free to contact them concerning their student at anytime. upon authorization by the Senior Advisor. Senior boys and girls. At faculty meetings. achieve at least an 80 grade in each subject or be on the Dean's List. beginning May l. grades of the advisees are discussed within the advisor group. and the second infraction shall cause its removal. The advisor should always keep tabs on the student's academic progress. The advisor will be the first link in the communication network for the student.Senior Committee. Seniors have sleep-in during the week as arranged with the Dining Room Supervisor and on weekends with the permission of the weekend master.SENIOR PRIVILEGES 1. This privilege does not apply to the evening study halls. the advisor should take notes on any comments about his or her advisees. and should follow through as soon as possible by meeting with the advisee to talk about the discussion. Senior who earn Honors Study Hall may be eligible to be excused from study halls during the academic day by the study hall master. Meetings are held every other Tuesday morning and may also be scheduled at other times in the school day. At any time. 2. may wear "Bermuda Type" shorts during the spring term. Getting to know the child socially. This should include pats on the back as well as advice on how to improve. On report card Tuesdays. seniors may spend their study period in quiet study in an approved area. 60 . Except in special circumstance the first offense will be cause for a warning from the Senior Committee. TEACHER ADVISORY GROUPS (TAGs) Faculty are assigned as advisors of students from the day and boarding populations. 3. Infractions. Assisting the advisee in setting goals for the school year in all areas of school life. The Dean of Student’s Office should be notified of any such situation immediately 3. 5.

Elbows are to be kept off the table. Everything should be offered to the head of the table. Bread. 2. 19. a member of the guidance department should be contacted immediately. 17. not leaned against the edge. Whenever it rings. 9. All referrals to professional therapists are coordinated through Rick Spooner. 2. No reaching. 14. Developing a community service project for each term. 13. There is a budget. throwing. 11. Sit up straight. Eat with appropriate silverware (unless otherwise indicated by person running meal). Following the assigned curriculum and leading discussions about specific topics designed for each form. 61 .00 per student per year for advisee parties. Faculty members and their spouses should be familiar with the manners list and should enforce it at his/her table and at a table where supervision is lacking. No one holds out his plate for second helpings until requested to do so. Do not lean back in the chairs. It is our obligation to teach good manners. Complaints should not be brought to the dinner table.Advisors of day students are to make at least one appointment with the parents of their day advisees per year. There are to be no under-formers in the dining hall before the meal. everyone should be quiet. Pack meetings are held every other Tuesday morning. Advisors write advisee comments at the end of each term summarizing both academic and social growth. the Assistant Dean of Students should be notified at once. 18. No one helps himself or herself without permission from the prefect. Students should stand whenever their prefect stands. sliding. 1. If an advisor feels that more in-depth counseling is necessary. No waiters or waitresses should be in the kitchen until after grace. This should be whenever a guest comes to the table. Pack leader responsibilities include: 1. and toast should be broken into pieces before eating. 3. 6. which allows $10. 16. Be polite at all times (say please. 12. 4. Knives and forks should be laid on the plate. TABLE MANNERS We are judged by our manners and our speech. spouse and guests first. thank you) 10. not at the main table. 15. The bell means silence. an advisor-advisee relationship proves to be counter-productive. 8. Children remain seated until excused by the head of the table. Napkins on laps. If for any reason. or a large project for the entire year. but should be discussed with your advisor at an appropriate time. Stack all dishes at the serving table. TEACHER – STUDENT DISCUSSION GROUPS (PACK MEETINGS) Upper school faculty are assigned as facilitators of discussion groups by form. 5. rolls. 7. Soup plates are to be tilted away from the eater when scooping up the last spoonful. Please make arrangements through the business manager.

Forms for fire drills are available from the Dean of Residential Life’s Office. The school provides highchairs for preschool age children. This does not apply to preschool children. He should receive no verbal notification of maintenance problems unless they are emergencies. Let nature take its course. Salt and pepper are married for life. as well as all weekend meals when they are on weekend duty. 23. Food should not leave the dining hall except for such emergencies.There should be a monthly fire drill in each dorm. Faculty or administrators who are running a meal should be consistent with one another in enforcing the dining hall policies. can be arranged with the kitchen. When the teacher is not present. or upon request of a teacher. Emergency meals for faculty due to prolonged sickness. Don't force a balky child to eat. the prefect is in charge of the table and should not be refused any reasonable request. PURCHASES . Parents of newborn children may take food home for two weeks following the baby's birth. Faculty members should make every effort to sit at tables with students at lunch. 62 . The only reasons a student should leave his or her table is to wait on the table. Faculty are encouraged to take an active role in creating a pleasant atmosphere.Faculty wishing to buy supplies for classrooms from approved vendors should complete the appropriate forms found in the Business Office. 22. This may be done by instructing students in proper manners or simply by acting as a role model for the students. 25. etc.20. go to the soup or salad bar.Please fill out a maintenance work order (available in the Business Office) and place it in the Head of Maintenance's mailbox. One faculty member on duty must take attendance from the prefects. Small helpings for small children. Please check with the Associate Headmaster. 21. Faculty should not use the allocation of "jobs" as a disciplinary measure. GENERAL INFORMATION REPAIRS . In addition to the attendance requirement. 24. DINING HALL INFORMATION Faculty are required to attend at least 3 dinners and 3 lunches per week. Dinner sign-in must be completed at the start of each lunch and dinner. Never pass them separately. Children are not required to eat desserts. FIRE DRILLS . Faculty should play a supportive role for their prefects. When faculty members attend any given meal. Faculty families are asked to comply with the school dress code for meals that they attend in the dining hall. These will be announced by the Dean of Residential Life. All pre-school children in the dining hall must be accompanied by an adult at all times. Approval must be obtained from the appropriate Department Heads or reimbursement may be withheld. faculty should make an effort to be on time to meals and must stay at their tables through the course of the meal at dinner. they must sit at tables with students and remain until the end of the meal.

PLEASE SUBMIT RECEIPTS when requesting reimbursements and use a check request form with the proper authorizing signature. All medically qualified. state and federal laws and standard nurse practice. Always follow SAFE-driving policies and observe the speed limit. The law requires all persons who obtain a Public Service license after July 1st. Upon return to campus it is the faculty member’s responsibility to see that the vehicle is clean. 1990 to undergo a drug-screening test. INFIRMARY POLICIES AND PROCEDURES The Rumsey Hall School Student Health Center (RHSHC) is licensed by the Connecticut State Department of Health. Students must wear seat belts at all times. The Connecticut Motor Vehicle Department requires anyone living in the state to obtain a Connecticut license within 60 days after establishing residency. Before using a school van faculty members should check the vehicle for cleanliness and required equipment and fully complete bus inspection form. 3. Any problems with school vehicles should be immediately reported to the Maintenance Department. 5. All passengers are required to buckle seat belts and wear them properly. Students should not enter the van until the teacher is present. We are granted this license annually and are subject to fines and/or revocation of this license if we are found in violation of any of the state statutes. Please return keys promptly after each use. 4. Barr House and locked. Please clean vans after each use. Special circumstances should be discussed with the Associate Headmaster. The school will provide up to $10 per term per student for dorm functions. Because the school is a non-taxable entity you will not be reimbursed for sales tax. full-time faculty members must obtain a public service license from the Connecticut State Motor Vehicle Department. Vehicles should be returned to parking spaces behind D. 2. A valid Public Service License is a condition of employment with the school. Keys must be returned to the proper area. This expense includes the expense of chaperons. A photocopy of each faculty member's Public Service License must be submitted to the office prior to the issuance of the first paycheck in September.Dorm parents are urged to have dorm parties during the school year. 1. Please keep a tax-exempt certificate with you if plan on making these purchases.Faculty who spend personal funds on authorized materials or functions may be reimbursed by the Business Office. REIMBURSEMENTS .G. Do not leave keys in vans. Carbon copy of form must be placed in box located by keys in back dining room hallway. (You may obtain copies from the Business Office).School buses are to be used for school purposes only. Teachers must check with the Dean of Student’s Office prior to all dorm functions.DORM PARTIES . Be sure all windows are closed after each use. 63 . It is better to arrive safely than to be on time. 6. Our policies and procedures are based on the requirements of the State Department of Health. VANS & BUSES/ PROCEDURES & LICENSING .

There may be times when a student will be allowed to self medicate. The overnight infirmary is available to boarding students who are deemed too ill to return to the dormitory. It is the responsibility of the dorm parents to regularly check and return the kit to the RHSHC for restocking.m. Please adhere to this procedure. Students admitted to the Health Center during school hours are ineligible for athletics that day. spelling. to 8:00 p. use of Epi-Pens and first aid will be presented during orientation week. FIRST AID KITS At the beginning of the school year each dormitory. Clinical Hours Are: Monday through Friday 7:00 a. After you hear the tone. will be supplied with a basic first aid kit. Stay by the phone and await the return call from the on duty nurse. MEDICATION AND TREATMENT As a general rule students are not allowed to keep medications in their possession or in the dormitories. etc. dial in the number you are calling from and hang up. LANGUAGE SKILLS DEPARTMENT Our function in the Rumsey Hall framework is remediation of specific language disabilities and our training is based on the Orton Gillingham techniques. During school hour’s students must have a signed note from their teacher stating the time of departure in order to visit the Health Center. We do try to adapt our teaching to content-course texts after the basic retraining for reading skills.HEALTH CENTER CLINICAL HOURS The RHSHC is available to all students. as it will prevent unexcused absences from the classroom.. All undispensed medication must be promptly returned to the RHSHC. We feel that it is important 64 . In-service programs will be scheduled throughout the year depending upon expressed needs and interests. These instances are rare and will be discussed with faculty and staff. written expression. Saturday & Sunday hours vary according to activity schedule Physician’s Clinic – Tuesday All other times there will be a nurse on call for URGENT CARE. has been assimilated by the student sufficiently to warrant this move. A class on dispensing of medications. The pager number for after hours is: (860) 588-2086. Please tell the nurse if you feel that a student is missing from class too frequently or if you feel that a student needs to be evaluated.m. If a student is critically injured and in need of immediate attention dial 911 and then summon the nurse to inform her of the situation. After hours medication will be pre-packaged by the RHSHC and given to the on duty staff for dispensing at the proper time. The note will be signed by the nurse with time of departure noted. All medication will be dispensed by the RHSHC nurses during clinical hours. Faculty and dormitory staff will be notified of all admissions. employees and residential families of Rumsey Hall School.

Any overlapping must be based on each student's needs.S. within his/her own discipline. DEVELOPMENT The Department Heads shall assist the Associate Headmaster with teacher development by coaching and observing teachers. The Department Heads shall help arrange one "out of school" visitation or workshop for each member of the department. keeping in mind the Mission and Philosophy of the School. twice in the winter term. All Monday faculty meetings are attended by either the Department Chairperson or a scheduled member of the department. This help is occasionally requested by faculty and is given.e. The Department Heads will supply new teachers with syllabi. We profit by discussing our students with regular faculty members and hope that any teacher will come to us with questions or problems. Members of the department are prepared to explain dyslexia and learning disabilities in more detail to anyone who is interested. The Department Heads shall be available for new faculty orientation. The L. but who are recommended by their teacher for this reinforcement. All other teachers in the department should be visited at least once each term. New teachers should be visited in their classrooms three times in the fall term. outlining a section of a history text and learning the English derivatives of Latin vocabulary. We give specific reinforcement to content areas where needed. teacher develops an overview of each student’s strengths and weakness and makes recommendations for appropriate teaching strategies. The Department Heads have specific responsibilities in the following areas: NEW TEACHERS The Department Heads will assist the Associate Headmaster in the selection of teaching candidates by interviewing and evaluating candidates. All faculty members receive a list of students in the Language Skills Department and their assigned teachers. material and guidance to prepare for the school year. DEPARTMENT HEADS Department Heads are responsible for providing the best environment and program.that students realize that their work with us is not irrelevant and can be applied to their other courses. In this way our department is continuously informed of the biweekly progress ( in all subject areas) made by students taking the Language Skills course. The Department Heads shall do his/her own best to keep the department members updated with new curriculum initiatives in their disciplines. The Department Heads shall arrange for formative peer evaluations in order to foster growth and exchange ideas and teaching methods. i. Consideration is also given to students not currently enrolled in the Language Skills Department. and once in the spring term. CURRICULUM The Department Heads will assist the Curriculum Committee in the development and monitoring of curriculum by identifying strengths and needs of the curriculum. 65 . to ensure academic success for students. writing summaries of literature read in English.

The Department Heads will help determine placement of students. DEPARTMENTAL ACTIVITIES The Department Heads shall: organize regular department meetings at least twice a month manage the department budget place book and equipment orders keep an inventory of all purchased items monitor course progress. exams and comments for their departments visit classes regularly schedule peer class visitations schedule workshop and school visitations for department members supervise updates of curriculum maps The Department Heads shall keep the Associate Headmaster informed at all times of significant developments. as they relate to his/her areas of responsibility.The Department Heads will serve as members of the Curriculum Committee. The Department Heads are responsible each year for reviewing and developing a written curriculum for the department. The Department Heads will help assist the Curriculum Committee in developing programs to address the strengths and needs of both individuals and the student body. 66 .


Fall examinations begin for VIIth Form Closed Weekend (boarders remain on campus) SSAT’s – VIIth Form 8:30a.m. Students traveling by private car only may leave at this time. Holiday Recess begins at 2:45 p.m. Boarding students may depart after 2:45 p. 28.m.m. Alumni Volleyball Game Senior Weekend / Secondary School Visitations All academic and athletic commitments must be met before leaving campus on Wednesday. Upper School academic awards .m. Lower School academic awards . December Classes resume at 8:00 a. Young Alums Holiday Gathering 8 16 17 19 20 25 29 Thursday Friday Saturday Monday Tuesday Sunday Thursday 20 Friday 21 30 Saturday Monday 1 11 12 12 15 16 Tuesday Friday Saturday Saturday Tuesday Wednesday 18 Friday 68 . Nov.m.. – 1:00p. 1 by 7:00 p.m.m.1 4 8 9 Tuesday Friday Tuesday Wednesday 10 12 13 Thursday Saturday Sunday FALL TERM 2009 September 2009 Faculty in Residence New Day Student Orientation VIIth Form Boarders & New Boarders arrive Orientation for New Boarders Returning Boarders Arrive VIIth Form Off-Campus Orientation Fall Term classes begin Closed Weekend (boarders remain on campus) Closed Weekend (boarders remain on campus) October Day Parents’ Night Rumsey Hall’s Annual Benefit Auction. 6:00 p. Seniors return to campus on Sunday. 21.8:00 a.m. Boarders traveling by plane or public transportation must depart on Sat. Fall examinations begin for IVth –VIth Forms Fall examinations end Regular classes for Upper and Lower School.m. November Thanksgiving Recess begins at 3:30 p. or the following day. Activities planned for students on campus for holiday. Public transportation for boarding students may be scheduled throughout the day. Classes resume at 8:00 a.m. Nov.m. All students must attend. Fall Parents’ Day School Holiday – Boarders return to campus by 7:00 p. Oct.m.2:00 p. Thanksgiving Recess ends at 7:00 p.

SSAT’s .m. Classes resume at 8:00 a. Students being picked up by private car only may depart after 3:00 p.m.m.m.m. by car. March 6. Classes resume at 9:00 a. Bromley Ski Trip departure – 8:00 a. Boarders traveling by plane or public transportation must depart on Sat. followed by a full day of classes. February 9th at 7:00 p.4 5 Monday Tuesday WINTER TERM 2010 January 2010 Holiday Recess ends at 7:00 p. Boarders going home for the short weekend may leave at 1:00 p. – 1:00p. Last day of school – students traveling by public transportation may depart campus after 1:00 p.m. Headmaster’s/Bromley Weekend ends at 7:00 p. Spring Recess begins. SPRING TERM 2010 March 29 Monday 30 Tuesday April 17 Saturday 20 Tuesday May 1 Saturday 5 Wednesday 29 Saturday Spring Recess ends at 7:00 p. February 6 Saturday 6 Saturday 7 9 10 Sunday Tuesday Wednesday Alumni Hockey Game Headmaster’s/Bromley Weekend begins at 1:00 p.m. Final examinations begin Final examinations end Spring academic awards Senior parent/grad dinner Commencement Dance 110th Commencement Exercises at 11:00 a. March 5 Friday 6 Saturday Lower School Academic Awards at 8:00 a. June 1 3 4 Tuesday Thursday Friday 5 Saturday 69 .m.m. Day Parents’ Night Spring Parents’ Day Grandparents’ Day Track and Field Day (mandatory attendance). Classes resume at 8:00 a.m.m. All Students not going to Bromley must be off campus until Tuesday.m.m.m.m.m. Upper School Academic Awards at 2:00 p.VIth Form 8:30a.m. No public transportation will be scheduled through the Travel Coordinator. Public transportation for boarding students may be scheduled throughout the day..

Lower School Lunch 6th Period .9:36 9:39 .11:48 11:51 .10:14 10:14 .Study Hall 7th Period / Early Lunch / Extra Help Late Lunch Activity Period…….11:10 11:13 .MONDAY FALL AND WINTER TERMS ONLY (Monday is English Skip Day) (35-Minute Classes) 8:00 .4:30 70 .12:26 12:29 .1:45 1:15 .8:58 9:01 .2:45 Morning Meeting 1st Period 2nd Period 3rd Period Recess 4th Period 5th Period .8:20 8:23 .10:32 10:35 .Early Activity 1:15 – 2:45 Late Activity 1:45 – 2:45 Athletics 3:00 .SCHEDULE FOR ACTIVITY PERIOD .1:04 1:07 .


All grading procedures and policy must be communicated to and clearly understood by each member of a teacher’s class.63% Below 60% 72 . Papers with scores of 50 and below should be corrected and returned to the teacher within 24 hours. if tests or quizzes are given during that bi-weekly period. Homework papers with scores between 50 and 58 should be corrected by the student and returned to the teacher within 24 hours.86% 80% .69% 64% . A homework or quiz grade below 50 generally means automatic extra help so that the student can gain an understanding of the material. You may wish to enter the average of the original and corrected papers. The other half of the weekly grade is made up of quiz or test averages. 3. 1. when corrected. 7. When appropriate to the unit being covered and skills being developed.89% 84% .96% 90% . the following scale should be adhered to: A+ A AB+ B BC Term Papers The Department Head must approve all term papers and projects at least one month in advance.76% 70% . Test grades may be recorded as below 50. 9. All homework assignments must be returned promptly to the student thoughtfully corrected with a written comment. 4.66% 60% .UPPER SCHOOL GRADING SYSTEM NOTE: The following system of grading and correction is the cornerstone of Rumsey's Effort System.93% 87% .73% 67% . 97% . 2. usually constitute l/2 of the child's bi-weekly grade. assign some form of written homework daily. The grade should then be raised according to departmental policy. When recording letter grades for homework or research papers. It must be adhered to consistently by all faculty in order to preserve this important function within the school community.79% 74% . 5.100% 94% . No student may receive any grade below 50 for a bi-weekly grade. 8. PARENT CONFERENCES Faculty should always inform the Associate Headmaster of any parent-teachers' conference arrangements.76% C+ C CD+ D DF 77% . 6.83% 74% . These papers.

Grade verification forms must be checked carefully and returned to Janelle Desrosiers by noon on Monday. 9. It is also advisable to keep a short written comment on a student's performance each week. term or year grade of 59 should be recorded . come to the office and fill out an orange grade correction sheet and submit it to Janelle Desrosiers. Grades must be entered in the computer room on Mondays by 11:00 a.BI-WEEKLY GRADING PROCEDURES 1. Please record plusses accurately and on time in order to avoid clerical errors in the office. 7. average the grades you have and enter "inc" with the grade. The student also becomes eligible for the Dean's List prize awarded at the end of each term. if the student has shown extra or outstanding effort. or you are missing homework or quizzes. 73 . please. 2. No bi-weekly grade should be below 50. If a student is absent less than three days. plusses (+) and minuses (-) you have issued to students in case the office or parents have a question at the end of term. Incomplete grades should be made up in time to be recorded on the next bi-weekly decide if the student deserves a 58 or 60. All term and year grades of above 59 should automatically be rounded to 60. Be on time. Each teacher has the option of adding a "+" to a student's weekly grade. Make the mark accurately so it is not confused with a +. Any discrepancies should be reported to the Director of Studies. 3. Off the effort list? Put a "-" in the appropriate comment column. Keep an accurate record of all grades. When the student completes the grade. If a student is absent three or more days put "abs" in the correct column.. 6. 8. Brooke Giese immediately.m. 5. No bi-weekly. A student earning three such plusses and having no minuses is placed on the Dean's List and earns 15 effort points for his/her color. etc. 4. or to the effort list on non-grade weeks.

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Please keep the use of handouts to an absolute minimum. 8. If handouts must be used please check spelling. 2. etc. Submit comments alphabetized by student’s last name for each form. Please try to adhere to the following guidelines so that the process goes smoothly: Please write legibly. No weekly grade below 50. should automatically be recorded as 60. that might be confusing. Since these assignments will be posted on the School’s website. 2. All term grades of 59. abbreviations.enter only those grades for a student's present form. No grade of 59 is entered on the grade sheet. 4. For students who have changed forms . All handouts must include the course name. 6.0 or above. teacher’s name. and the form of the students in the course (or forms in case of math and foreign languages). For students who have changed teachers during the term. 5. Turn in your grades on time. etc.END OF TERM GRADE REPORTING PROCEDURE 1. For students who have dropped courses . but be sure mathematically.there is no need to enter a grade. The end of term averages will be done by computer and reported to you on the grade verification forms. grammar. 3. Please be clear and concise and avoid language. 4. Put your Final Term Average in the appropriate column. 75 . carefully. During weeks in which there are Saturday classes be prepared to enter assignments for both Friday and Saturday on Friday since there is no morning meeting on Saturday. Pass (60) or fail (58) the student at your discretion. Teachers are required to submit daily assignments by recording them on the clipboard that is circulated during the morning meeting or by submitting them directly to Janelle before 9:00 a. GUIDELINES FOR GRADES ON COMMENT SHEET 1. they must be accurate and grammatically correct. 3.m. Grades below 50 are entered as a 50 on the grade sheet. Exam grade is recorded as is. that the term comes out to 50 to 58 if you fail the child. Please make sure you have made up all incompletes. 7. CHECK AND DOUBLE CHECK!!! DAILY ASSIGNMENTS Daily assignments for each course are posted on the School’s website by Janelle Desrosiers. the current teacher is responsible for getting the weekly grades from the previous teacher and averaging them with his/her own.

17. Try not to put yourself in the position of having to break bad news for the first time in the comment.. Make comments succinct. Grades for Primes Students in the primary classroom will receive letter grades and a narrative comment at the end of each term. or exam grade of 59. No term grade below a 50 53 27 50 weekly exam term 6. Your opening paragraph should briefly describe the content of your course and what the students have been studying. (i. 10. Make sure to submit your doubles. Include some suggestions for improvement. When writing a student's name. Each month teachers distribute a newsletter indicating material covered during the following month. 16. there is no need to enter a grade. Try to look at the total child. For students who have dropped a course. Weighing system for fall and spring term: (done by computer) THE WEEKLY AVERAGE IS 4/5 EXAM GRADE IS 1/5 The winter term average is the average of the term’s bi-weekly grades.e. 8. weekly. John). The primary classes will have no formal examinations. Primes teachers maintain continual informal contact with parents. 11 Double-check your work. add three points to the term average.5. In the second paragraph. and submit two copies. 19. (done by computer) 9. 14. Each of three terms counts as 1/3 of the yearly average. 18. 7. Department Heads will organize proofreading sessions at the end of each term to edit your comments and to give feedback. 76 . Seventh form honors courses. legible and grammatically correct. 15. Check the spelling of the child’s name. Term and year grades above 59 should be rounded to 60. Brown. Keep a copy for your files. No term. comment on the student's strengths and needs in your class. 13. please put the last name first. 12.

Faculty should not tutor a student while on duty. conducive to study and learning. Rumsey recommends a tutoring fee of $50/hour. and the progress being made by the student. Tutoring should be arranged by the Director of Studies. A copy of this report should be given to the Director of Studies. More formal tutoring will then be considered if there is no significant improvement. Faculty should complete a monthly comment form stating the material being covered. Tutoring should take place in a quiet and private setting. Faculty should not tutor a student in a course that he/she teaches. Faculty must make financial arrangements directly with the parents. 77 . a student should receive extra help (3 times a week) and perhaps peer tutoring over a two week period.TUTORING Before tutoring is recommended. Faculty should only tutor students individually.


To provide healthy competition and cooperation within and between schools.yet no more important task confronts teachers and coaches than to set standards which are fair and honorable. Be as cooperative as you are competitive. 4. 6. 2. To develop the other aspects of good sportsmanship. Coaches shall assist each student toward developing his or her fullest potential in athletics.RUMSEY HALL ATHLETICS Philosophy/Goals Purpose of Athletics in Our School . As an educational process. and including games and practices. Be gracious in victory and defeat. they refer to such standards as these: 1. 2.Athletics exist primarily as an essential part of the student’s full education. and spectators alike to follow. Proper Conduct and Good Sportsmanship . 4. 4. Coaches shall use athletics to help each student achieve the standards listed above. we believe that the lessons learned from fairly played athletics. their team. Treat officials and opponents with respect. Remember that your actions on and off the field reflect on you and your school. the spirit and letter of which you should not evade or break. fundamentals and skills of various individual and team sports. to provide physical training and physical outlet for youthful and adolescent energy. whether interscholastic or not. but also for running games. To maintain the spirit of true amateur competition. and maintaining an objectivity and sense of balance commensurate with good sportsmanship. Likewise. Coaches shall be responsible not only for coaching their teams. which will best serve each student’s education. their school and their sport. To teach and instruct in the rules. and as you wish them to fairly treat you. 3. 7. 5. Guidelines for Coaches l. are of benefit to our students. attitudes. 3. dealing fairly and properly with officials. coaches. 2. Honor visiting teams and spectators as your own guests and treat them as such. The purpose of this Code of Ethics and Conduct is to define what "fairly played" means and to provide guidelines for our athletes. Coaches shall remember that school athletics are primarily part of each student's education. Throughout this Code. 3. Coaches shall remember that the behavior of a team can reflect the coach's own manner. learn especially to take defeat well. Accept absolutely and without quarrel the final decision of any official. 8. Rumsey's Code of Ethics and Conduct As a basic principle. Regard the rules of your game as agreements. behave as an honored guest yourself when you visit another school. Coaches shall in particular preserve the tradition of shaking hands after games and matches. thus instilling in each student the best principles of good sportsmanship. and shall conduct themselves in a way which brings credit to themselves. meeting before and after games and visiting coaches and players. temper and approach to athletics. when such terms as "proper conduct" and "good sportsmanship" are mentioned.At the heart of this matter lie several terms which are often hard to define . they serve these goals and purposes: 1. Treat other persons as you know they should be treated. 79 . not a goal in themselves.

Coaching Tips 1. shall they demonstrate their dissatisfactions with the decisions made.bear important responsibilities to the school for the atmosphere and conduct of games. Faculty members should remember that their responsibilities for student discipline and behavior extend to disciplining and controlling students who misbehave as spectators. 4. If a player is injured. 2. 3. 2. Let the trainer and nurse decide what course of action to take. Coaches must teach their players every technique of playing the game safely. Be especially careful of "macho" kids.) Never take protective equipment away from a player to improve playing ability. They shall comply fully with the rulings of the officials. but that disrespect for opponents is un-sportsman like and lessens the value of the rivalries. 7.Players who are ejected from interscholastic games for "un-sportsmanlike conduct" or other flagrant behavior will forfeit their eligibility to play in the next regularly scheduled interscholastic game or tournament game played in that sport. organize and plan ahead. 2. If a player is not fully equipped. go onto the field of play. 3. or deface property. 80 . and spectators to meet. 5. The use of alcohol and illegal drugs should not be associated with any athletic event. faculty. whether home or away. the coach should contact the athlete in the dorm that evening or call at home if the athlete is a day student to check on his/her well-being. 6. coaches. Instruct all participants on how to use equipment (more likely how to fit and wear equipment. action or gesture. alumni or friends .Guidelines for Players l. Spectators . In no way. especially with injuries that appear to be of an insignificant nature. and good sportsmanship. Any action which detracts from the ability of coaches. Expulsion Rule . Be on time. They must not run up and down sidelines.whether students. players and officials to do their best is not acceptable. coaches or officials in an unsportsman like manner. proper conduct. 3. call to players. and in particular behave properly on the sidelines and in the locker rooms both before and after games. he or she should not be allowed to play or practice. Players will not deface property or remove equipment of any kind from their own or another school. They shall confine the competitiveness of the game to the field. parents. These standards are ones which Rumsey Hall expects all athletes. Spectators should watch games from those areas defined by each school as spectator areas. Guidelines for Spectators l. ATHLETIC PROCEDURES Home Games 4. Do not wait until game day to determine if everyone is fully equipped. along with clarification of the fouls involved so that clean play can be reaffirmed. Players shall at all times represent themselves and their school with honor. either by voice. They shall understand that competitive rivalries are encouraged.

000 liability insurance covering the use of said canoe. that doors and windows are closed. Away Games Coaches get box lunches (if team will miss lunch). Upon arrival at Rumsey. we play. Please make sure that all equipment is put back properly each day. usually at 2:00 or 2:15 p.Coaches should be on hand to greet visiting teams.) for personal use are prohibited unless the following procedures are followed. Coaches are personally responsible for all equipment handed out to the team each day. supervise boarding buses. supervise dressing in the lockers.m. if you need to leave a message. Coaches may not smoke during practice.m. get duties covered.m. Please have the students leave the field at 4:30 promptly since many day students must meet rides. After the contest he/she makes sure that everything on the field of play is neat and that the players are supervised in the locker room. One teacher supervises the dressing room from 1:45 to 3:00 p. Players should be in school dress for the meals. coaches and players proceed to the dining hall. buses should be cleaned. and naming the Lessor as additional insured. etc. which the coach is responsible for and will turn in at the close of the season. etc. and if dressing here. or during games. and the other teacher supervises the shower time at 4:30 p. in the field house. absence. The coach supervises the dressing of his or her squad by getting uniforms and handing them out before game time. game. making sure that clothing is hung in the lockers. A signed waiver obtained in the accounting office must be returned and accompanied by Certificate of Insurance reflecting a minimum of $500. General Coaches must be on the field ready to go by 3:00 p. to greet officials and to obtain equipment needed for games. the coach must notify the school at 868-0535 and the kitchen at 868-0426. and the lights are turned off. Shower Duty . School Equipment Due to insurance liability the use of school equipment (canoes.m. The coach is the last one out of the dining hall. it is his responsibility to find a substitute for that day. for away games. Teachers on shower duty should be the last to leave the locker room area. All Rumsey teams play full length games and coaches should never set time limitations.m. The AD office number is (860) 868-0079. sailboat. Coaches will be responsible for an equipment sign out sheet at the start of the season. If a faculty member is unable to do shower duty because of sickness. If returning late. Order should be kept in the locker room and it should be left clean and neat. sailboat. The sheet will detail equipment given to the team for the season. Coaches are the LAST TO LEAVE THE ROOM.. for home games and 1:15 or 1:30 p. When we travel. Please collect uniforms to get washed and cleaned after games.. Manners and clean-up of tables after eating are the coach's responsibility.Boys Two teachers will be on duty. 81 . If a team is going to be later than the estimated time of return. Please do not let players wear their uniforms to supper. Coaches should stay with the team in the locker room to supervise changing and hanging up equipment. etc. Uniforms are to be picked up in the laundry room by the Athletic Office.

Order should be kept in the locker room and it should be left clean and neat. Long weekends may begin following the game if parents are present to assume the responsibility. etc.Shower Duty . Long Weekends While every attempt is made to schedule games on days other than Friday. When there is not a game scheduled for the Friday of a coach's long weekend. Playing Time Rumsey's long-standing tradition of "everybody plays in every game" is the backbone of our athletics. the coach must be sure his or her team is covered that afternoon at practice. absence. and the other supervises the shower time at 4:30 p. Letters While no set standards for awarding athletic letters are endorsed. there is sometimes no alternative short of dropping a school from our schedule. showers.m. it is her responsibility to find a substitute for that day. Personal Days If a coach's team plays on his or her personal day. including transportation. the coach is responsible for making sure his or her team is covered. One teacher supervises the dressing room from 1:45 to 3:00 p.Girls Two teachers will be on duty. Teachers on shower duty should be the last to leave the locker room area. etc. the coach is responsible for all the normal coaching duties. It is important for coaches to let athletes know what it takes to earn a letter on that particular team at the beginning of the season. the athletic department urges coaches to keep in mind the basic Rumsey Philosophy. excellence through effort. 82 . All coaches getting terms off could be assigned a task to cover by the Director of Athletics and told which term is best to have off remembering that the program comes first. although there are exceptions to this on the varsity level. Teachers on shower duty should be the last to leave the locker room area. Usually department heads and administrators are given a term off from coaching but are asked to help out by officiating games and jumping in to cover. uniform collection. and reminded throughout the season. Players must honor commitments to the team by attending the game in uniform. Winning is absolutely not our primary concern. If a faculty member is unable to do shower duty because of sickness. In the event of a Friday game the following policy will prevail: Coaches must honor all commitments associated with the game. if needed.m.. Off Season Coaches The Athletic Department is only able to give seasons off from coaching when there are enough coaches to run our program properly. when considering candidates for letters. Constant attention should be given to this matter during all games. If there is no game scheduled. game.

It is recommended that these clothes be worn. Junior-Senior Placement A coefficient system. and Assistant Athletic Director. Games . When discipline problems relate to other aspects of school life. Work Detail When a student earns work detail. In cases where placement is not clearly evident. height and weight has been gradually replaced with a more subjective system taking into account a player's level of skill and his or her best interests. On game days. This decision should be in writing.Coaches Athletic Attire Practice . he or she is not allowed to participate in games or practices for the time he or she has work detail. The Associate Headmaster checks the cards and has the final say on the players chance to practice or play. All rosters should be set after one full week of practice. If a student does not present a completed card at lunch. After that meeting. the coaches involved and the Athletic Director/Assistant Athletic Director will meet to decide how the athlete can best be served. The trainer's or nurse's whereabouts will be known by the main office at all times. Coaches/students must talk to the Athletic Director first if they wish to organize any team clothing purchases. who will be on call during all home games and practices. It may also prevent him or her from playing in a game. Purchasing Equipment The athletic director is the only person authorized to purchase equipment or materials for the athletic department. or doctor. or dress with the understanding that people are judging our school by your appearance. that player must have a meeting with the coaches of that team and the Athletic Director to help work out the problem. This is important! Injuries Athletic injuries should be referred to the trainer or school nurse. teachers should not use athletics as leverage unless they have conferred with the Dean of Student’s Office. If any player wishes to leave a team due to a special circumstance. the Rumsey uniform is the required dress. Player's Dress Each player should try to attend practice in the prescribed uniform. Discipline Problems concerning the team are best handled by the specific coaches. a decision will be made to best fit that player’s needs. the Athletic Director. involving age. Practice uniforms are available in the bookstore. he/she may miss a game on the day the card was incomplete. Players should not be allowed to practice unless they are properly attired in athletic-type clothing. school nurse.Specific articles of clothing are issued by the athletic department to prevent wear and tear on your own clothes. Effort and Achievement Cards A No on an effort or achievement card prevents a player from practicing with his or her team on that day. as well as to promote school spirit and convey a professional image.Wear the equipment issued. 83 . The final decision regarding a player’s playing status will be made by the trainer.

a protective barrier must be maintained between the athletic trainer or coach and the fluids (i. has adopted the recommendations of the Center for Disease Control regarding the handling of items or surfaces contaminated with blood or other bodily fluids. the area of Sports Medicine Services.e. whether involved in "high-risk" sports or not. Masters in charge of weekends also take note. especially those with bleeding conditions present. When it is the teacher who is leaving early. Coaches should give their team members advance notice. which is available in the Training Room and in all medical kits. if possible. when they will be visiting schools. 3. 1. Policy No. Homework Players are responsible for making necessary arrangements. Due to the alarming rise in the Human Immunodeficiency Virus across the country.Athletic Excuses Only the school nurse. Coaches are encouraged to communicate freely with the athletic director in hopes of working out the best schedule possible. it is necessary to examine our practices in dealing with handling bodily fluids by all health-care workers. it is his/her responsibility to inform the class what to do with homework. including the basic assumption that all injured individuals could be HIV positive and therefore must be treated as such. They must be in writing and be brought to the attention of the Dean of Students. 5. Coaches should caution players to plan ahead. or hand it in. They are not allowed to miss a game to visit a school. Any surface contaminated with blood should be immediately washed with a bleach solution (1:10 ratio). If gloves are not available. a large amount of gauze or layers of toweling). Weekend Athletic Contests Coaches should take athletic contests into account when planning their long weekends. The athlete will spend that afternoon in study hall or with his/her team. Scheduling All scheduling is to be done by or through the athletic director. 2. watching. ATHLETIC PROCEDURES FOR THE HUMAN IMMUNODEFICIENCY VIRUS In April 1988 (revised June 1991) the National Collegiate Athletic Association (NCAA) adopted for its sports Medicine Handbook. Under no circumstance should any student assist in helping clean any surface contaminated with blood. Senior Visits To Prep School Seniors should notify their coaches several days in advance. trainer or doctor may issue athletic excuses. including athletic trainers and coaches. Any personal handling of this 84 . Under no circumstances should a student help in this situation. Students missing a class for an athletic contest should be told whether to hold onto work. Towels. (Gloves are in all medical kits). uniforms and other clothing contaminated with blood or other bodily fluids will be separated from other items for appropriate care and washing. 4. the coach and the Athletic Director/Assistant Athletic Director. Protective gloves shall be worn by all athletic trainers and coaches when dealing with injured athletes. Hands and other skin surfaces should be washed immediately if possible contact with fluids has occurred and/or when gloves are removed. The universal precautions will be observed by all Rumsey staff members. In the fall of 1992. in conjunction with Health Services. 20: AIDS and intercollegiate athletics.

Contaminated items will be washed at a minimum of 160 degrees Fahrenheit or with a solution known to inactivate the virus. ECAC and MASCAC leadership to thoroughly examine current policies and practices in an effort to minimize the risk of transmission of HIV and other bloodborne infectious diseases. Similarly. Strict adherence to stated protocol must be demanded of all personnel. Games or matches where an athlete has an open wound and/or there is blood present. should cover them with a dressing that will prevent contamination to/from outside sources. 6. 8. the Sports Medicine staff strongly encourages the NCAA. all items (including gloves) should be double-bagged (in baggies or similar substitute) sprayed liberally with the bleach solution (1:10) ratio and sealed. The continual process of proper. These bags may then be safely disposed of in a trash receptacle.identified material will observe universal precautions and wear gloves for transfer to washing machines. Athletes who have an open lesion. any athletic trainer or coach with exudative lesions. 7. accurate education of all individuals regarding the prevention and transmission of HIV is considered our primary goal and will be on-going. Finally. dermatitis. A priority will be given to updating material and orientation of all members of the Sports Medicine staff and Athletic Department regarding this policy and educational material in general. wound. If no bag is present. -(RHS Employee Handbook – 2007-2008) 85 . etc. weeping dermatitis or open wounds should refrain from all direct contact with others until the condition is resolved. should be interrupted to allow the blood flow to be stopped and the area and athletes cleaned appropriately. Trash and first-aid material contaminated with blood or bodily fluid should be regarded as potentially infectious and treated as such. If biohazard bags are available. material should be placed in these. Towels or clothing that cannot be immediately washed should be sealed in a bag until the appropriate measures can be taken for decontamination.