Audeo Charter School

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

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

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

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

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

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

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

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

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

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

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

Audeo Charter School is the public school employer of the employees at this charter school for purpose Section 3540.1 of the Government Code (public school collective bargaining statutes). As the public school employer, the Audeo Board of Directors and the School Site Coordinator assume full responsibility for establishing and implementing the terms of employment within the school.