Revised Pages 7 and 22 Effective September 1, 2015

Employee Handbook

Effective August 1, 2015

Revised pages 7 and 22 Effective September 1, 2015

Statements in this Handbook and any verbal statements made by management are not an express or implied employment contract. Only the Administrator of CEC can enter into employment agreements. See Section 1 - Introduction. Employees andColorado Early Colleges (CEC) have the right to terminate employment at any time (employment at-will). This current edition supersedes all previously issued editions. Guidelines and benefits outlined in this Handbook are only summaries and are not all-inclusive. CEC retains the right to change the contents of this Handbook without notice. Not all possible situations are described herein; management reserves the right to exercise discretion in applying the guidelines contained herein.

Refer any questions to your Head of School or the CEC Human Resources Director.

1. MISSION STATEMENT

1. WELCOME

Table of Contents

Keith King - Administrator

4405 North Chestnut

Colorado Springs, CO 80907

719-528-6062

TO: Colorado Early Colleges Employee

RE: 2015 - 2016 School Year Employee Handbook

Welcome to Colorado Early Colleges. I want to thank you for becoming part of a team of educators who are committed to providing a unique and entrepreneurial education opportunity for students. This handbook contains information that you will need in your employment at Colorado Early Colleges. This Employee Handbook is located on the CEC website along with a complete list of policies that govern our schools. The website address is: Log in using your employee password and go to the “Staff Area Only”. There you will find the policies, guiding principles and operating procedures that govern us. If you do not know what your password is, please ask your Head of School.

The Governing Board is the organizational heart of the schools. It consists of an eight-member board of people representing all three CEC schools. They are very dedicated to the cause of the school. The Colorado Early Colleges Corporation is the holder of the charters that control the three schools. The Colorado Charter School Institute is the state authorizer.

The Colorado Early Colleges network leads the schools through the leadership of the Administrator and CEC staff. The schools contribute a percentage of their budget to the CEC network. The rest of the funding and leadership for the schools is vested in each Head of School. The budget is controlled at the school level and is approximately 91 percent of the student funding. Our system is one of checks and balances that create long-term responsibility for educational and financial stability.

The Employee Handbook contains the policies and procedures that apply to all employees of CEC schools. They are specific in many cases to federal, state and local laws. The Employee Handbook also indicates the person responsible for administering each policy.

I again welcome you to Colorado Early Colleges. Every one of our students is a unique individual with special gifts. As a team, we can facilitate student success in high school, in college and in their chosen career. No exceptions. No excuses.

Sincerely,

i.MISSION STATEMENT

Each student, regardless of background or skill level, will have the opportunity to pursue a growth mindset that will allow them to achieve mastery and to demonstrate they can succeed in school, in college, and in their chosen career. No exceptions. No excuses.

ii.WELCOME

CEC is a network of charter schoolscharter high schools with a mission to offer students college courses while they are in high school. As an early college, CEC schools provide a unique opportunity. CEC students take college level course work leading to both a high school diploma and at least 30 and up to 60 or more at least 60 college credits. The school has three college pathways: University Pathway, Associates Pathway and Career/Technical Education Pathway that allow students to personalize their academic goals and education.

SECTION 1 – INTRODUCTION

This Employee Handbook is designed to acquaint you with CEC. The Handbook is not intended to create, and should not be interpreted as creating, an expressed or implied contract, including a contract of employment.The Handbook is also not intended to create, and should not be interpreted as creating property rights, privacy rights, rights to due process, or other contractual or constitutional rights.ThisEmployee Handbook is a summary of CECpolicies that are presented here only as a matter of information. Not all possible situations are described herein; management reserves the right to exercise discretion in applying the guidelines contained herein.You are responsible for reading, understanding, and complying with the provisions of this Handbook.

1.1.CHANGES IN POLICY

It is not possible to anticipate every situation that may arise in the workplace or to provide information that answers every possible question.As a result, CEC reserves the right to modify, supplement, rescind, or revise any policy, benefit, or provision from time to time, with or without notice, as it deems necessary or appropriate. This Employee Handbook replaces and supersedes all previous Employee Handbooks. If there is a conflict between the provisions of this Employee Handbook and any oral statements made by any employee or agent of CEC, either before or after your receipt of thisEmployee Handbook, the terms of this Employee Handbook shall govern.

1.2.EMPLOYMENT APPLICATIONS

CEC relies on the accuracy of information contained in the employment application. Any misrepresentation, falsification or material omission in any of this information or data may result in exclusion of the individual from further consideration for employment. If discrepancies are found after an employee has begun employment, CEC reserves the right to terminate the employment relationship with that individual.

1.3.EMPLOYMENT RELATIONSHIP:EMPLOYMENTAT-WILL

All CECemployees are at-will employees whose employment can be terminated by CECat its discretion, at any time, with or without advance notice, and with or without cause.CEC employees are free to resign from employment at any time, with or without advance notice, and for any reason.

SECTION 2 – DEFINITIONS

2.1. EMPLOYEE

An “employee” ofCEC is a person who regularly works for CEC on a wage or salary basis.“Employees”are issued a semester or annual contract for a specific number of days and hours that they will work. “Employees” may include exempt, non-exempt, school year, annual, full-time, part-time, and temporary employees.

2.2.EXEMPT

Employees whose positions meet specific criteria established by the Fair Labor Standards Act (FLSA) as being salaried exempt are not eligible for overtime pay. See the At-Will Employment Worksheet; this will indicate whether an employee’s position is exempt or non-exempt.

2.3.NON-EXEMPT

Employees whose positions meet specific criteria established by the FLSA for being hourly non-exempt are paid one and one half their regular rate of pay for hours worked in excess of 40 hours in a work week. A work week begins on Sunday at midnight and ends on Saturday at midnight. See the At-Will Employment Worksheet; this will indicate whether an employee’s position is exempt or non-exempt.

2.4.SCHOOL YEAR

Employees who work fewer than 200 days per yearaccording their At-Will Employment Worksheet.

2.5. ANNUAL

Employees who work 200 or more days per year according their At-Will Employment Worksheet.

2.6. FULL TIME

Employees who work thirty (30) or more hours per week according to their At-Will Employment Worksheet.

2.7.PART TIME

Employees who work fewer than thirty (30) hours per week according to their At-Will Employment Worksheet.

2.8.TEMPORARY (Full Time or Part Time)

Individuals hired for a specific period of time, or to assist in the completion of a specific project, are temporary employees. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees retain that status until they are notified in writing of a change to their employment classification. Temporary employees are not eligible for benefits or paid time off (PTO).

SECTION 3 – EMPLOYMENT POLICIES

3.1. NON-DISCRIMINATION

CECcomplies with all state and federal laws concerning its employees. This applies to all employment practices including how CEC hires, trains, promotes, disciplines, terminates and provides employee benefits. To the extent required by law, CECwill make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship to CEC.

3.2. NON-DISCLOSURE/CONFIDENTIALITY

Employees who improperly use or disclose confidential school, student and/or business information will be subject to disciplinary or legal action or immediate termination from employment (without regard towhether not there were personal benefits from the disclosed information).

3.3. AT-WILL EMPLOYMENTWORKSHEET

CEC employees will receive an At-Will Employment Worksheet that summarizes the terms of their employment for the current (or upcoming) school year. This document is not intended to be a contract or guarantee of employment but rather it serves to summarize the mutual understanding between the parties involved for the individual’s at-will employment with Colorado Early Colleges. All CEC employees are “at-will” employees. CEC employees have no legal right to any guarantee of continued employment.

3.4. EMPLOYEEORIENTATION

Orientation is a process that is designed to make the new employee feel welcome, comfortable with the CEC environment, and informed about the school. To the extent possible, initial orientation will begin the process of preparing the new employee for his/her position.New employee orientation is conducted by the CEC HR Manager. It willbe scheduled at each school at the beginning of each school year. It will include an overview of the school history, an explanation of the CEC core values, vision, mission, goals, objectives, and our policies and procedures.

3.5. FINGERPRINT/BACKGROUND CHECKS

Upon being offered a position and accepting that position, all new CEC employees must complete a fingerprint background check that will be submitted to the Colorado Bureau of Investigation.This must be completed by the new employee no later than the third day of employment. CEC covers the cost of this background check. Information obtained through this initial post-offer check, or subsequent checks, may result in disciplinary action or immediate termination. If results are found to be of concern, the new employee will be informed of the issues and given a chance to refute the findings.

CEC employs only United States citizens and those non-U.S. citizens currently authorized to work in the United States, in compliance with the Immigration Reform and Control Act of 1986.Each employee must, no later than the third day of employment,complete and submit anI-9DHS Employment Eligibility Form and present originals of the required documentation that establishes identity and employment eligibility.Failure to do so will result in immediate termination of employment.

3.6. LUNCH AND PREP PERIOD BREAKS

CECAll CEC employees are allowed and encouraged to take a lunch break. Teachers are also allowed to have a break or prep time during the school day.This prep time can be used for grading or to prepare for future classes.This time is not to be used for personal business. Non-exempt full-time employees must take a lunch break.

3.7.PERSONNEL FILES AND DATA CHANGES

To the extent required by law, CEC will allow employees access to their personnel files during normal business hours.It might take a few business days to provide this access. Files for payroll and general employment purposes will be kept at the CEC Office. Each school will also keep employee files that contain performance evaluations, with copies on file at the CEC Office. Employees who wish to review a document in either oftheir files should contact the Head of Schoolor the CEC Human Relations Manager. In addition, the CECOffice will keep employee personnel files confidential in accordance with applicable laws. It is the responsibility of each employee to promptly notify the Head of School of any change in personal datasuch as but not limited to a change of address or name change.

3.8.INCLEMENT WEATHER/EMERGENCY CLOSINGS

At times, emergencies such as severe weather, fires, or power failures can disrupt school operations.The decision to close the schools is made based on school policy CEC-JEF. Time off from school due to inclement weather/emergency closing will be unpaid for hourlypart-time employees.PTO-eligible employees will not be charged PTO hours for closures, late starts or early dismissals.

3.9.EMPLOYEE PERFORMANCE REVIEW AND PLANNING SESSIONS

The CEC evaluation process is not intended to create expressed or implied contractual rights, property rights, or due process rights, or to otherwise modify the employmentat-will relationship.The evaluation process may be modified by CECat any time.

An employee’s performance review and planning sessions are expected to have a direct effect on their continued employment and future compensation.It is important for employees to prepare for these reviews carefully and to participate in them fully.

3.10.CORRECTIVE ACTION

CEC holds each of its employees responsible to maintain our work rules and standards of conduct.When an employee deviates from these rules and standards, corrective action may be taken. Anyinfractiondeemed sufficiently serious by CEC based upon the facts and circumstances of the particular case, may result in suspension or immediate termination from employment.

CEC is not required to utilize progressive or any other form of phased discipline in any case, and may elect to move immediately to termination at its sole discretionin response to any particular transgression.CEC may utilize disciplinary measures other than those referenced above and may modify the above procedures as it deems appropriate.

CEC will not fire employees because they exercise their right to bring group issues and group complaints to CEC leadership on behalf of themselves and other employees. CEC will not in any like or related manner interfere with employee rights under Section 7 of the National Labor Relations Act.

3.11.EMPLOYMENT TERMINATION– VOLUNTARY AND INVOLUNTARY

Employees who are terminated from employment for voluntary or involuntary reasons must turn in all CEC property upon leaving. Such property could include but is not limited to:keys to any CEC facility, desk, and file cabinets; ID cards; electronic and paper records of grades; electronic and paper records of student coursework and advising notes. The individual’s immediate supervisor has the right to review any property the individual wants to take with them to be sure no CEC proprietary or confidential items leave with that individual. It is the exiting employee’s responsibility to provide CEC with a current mailing address, phone number, and email address for the purposes of necessary future contact.

3.12.SAFETY AND ACCIDENT REPORTING

Each employee is expected to obey safety rules and exercise caution and common sense in all work activities. Employees must report any unsafe condition to their supervisor immediately.All employees are covered by Worker’s Compensation Insurance for job related injuries or illness.

Employees must report any work-related injury or illness to his/her supervisor as soon as it happens, regardless of how minor it may appear to be. Barring a life-or-limb threatening medical situation, medical bills may not be covered unless you use the CEC designated provider to evaluate any potential Worker’s Compensation claim. Currently, the designated providers for Worker’s Compensation evaluations and treatment are:

CSEC:CECDC:CECFC:

Emergicare Medical Clinic 20 Mile Urgent Care Concentra

4083 Austin Bluffs Parkway11355 S. Parker Road, Unit 103620 S. Lemay Avenue

Colorado Springs, CO 80918Parker, CO 80134Fort Collins, CO 80524

Phone: 719-594-0046 Phone: 720-974-7210Phone: 970-221-5811

Hours: M – F,8 am – 9 pmHours: M – F, 8 am – 9:30 pm Hours: M – F, 7am –

Saturday: 8am – 8pmSat. & Sunday:8 am – 5:30 pm7pm; Sat. 8am – 2pm
Sunday: 8am – 6pmSunday 10am – 2pm

Concentra Medical CenterParker Square Urgent CareHarmony Urgent Care

Building 7, Suite 10019641 E. Parker Square Dr., Suite E2127 E. Harmony Road

5320 Mark Dabling BoulevardParker, CO 80134Fort Collins, CO 80528

Colorado Springs, CO 80918Phone: 303-805-2222Phone: 970-372-6490

Phone: 719-592-1584Hours: M – F, 8 am – 5 pmHours:

Hours: M – F, 8 am – 5 pmClosed Saturday & Sunday M – Sun. 8am – 7pm

3.13. SIGNIFICANT RISK HEALTH-RELATED ISSUES

Employees who become aware of any health-related issue that may pose a significant risk to the safety or health of the employeethemselves orto others at CECshould notify their supervisor as soon as the employee becomes aware of this significant risk.A written “permission to return to work”note from the employee’s doctor may be required by CEC before the employee who was absent from the workplace because they represented a health risk to others is allowed to return to duty.CEC may also require that the employee provide consent to communications between CEC and the employee’s doctor concerning fitness for duty issues when there is a significant risk of exposure to other employees or students.

3.14.SUPPLIESAND EXPENDITURES: OBLIGATING THE SCHOOLS

Colorado Early Colleges operates on an approved budget.All purchases must be made using the purchase order system and then approved by the Head of School. All purchases must be pre-approved using the appropriate forms and must have the required approvals before making any commitment on behalf of CEC to any vendor, supplier, store, or person. Any purchases made independent of this process will be the full responsibility of the purchaser and will not be paid for or reimbursed by CEC.

3.15.VISITORS IN THE SCHOOL/WORKPLACE – SAFETY FIRST

To provide for the safety and security of employees, visitors, students, and the facilities at CEC, only authorized visitors are allowed in schools.There is a check-in and check-out process for visitors to the schools that must be followed at all times. Employees must become familiar with their school’s process. Visitor badges must be in full view at all times. If an employee sees a suspicious person in or near the school campus, they must notify the Head of School immediately.

3.16. ADJUNCTS