Employee Hanbook

9.1 Limited Electronic Communication with Students 

Authorized Personnel may communicate through electronic media with students who are currently enrolled in ALA only within the following guidelines:

The employee shall limit communications to matters within the scope of the employee’s professional responsibilities (e.g., for classroom teachers, matters relating to class work, homework, and tests).

1. If an employee receives an unsolicited electronic contact from a student that is not within the employee’s professional responsibilities (e.g., for classroom teachers, matters relating to classwork, homework, and tests), the employee shall not respond to the student using any electronic media except to address a health or safety emergency.
2. The employee is prohibited from communicating with students through a personal social network page; the employee must create a separate social network page (“professional page”) for this purpose. The employee must enable administration and parents to access the employee’s professional page.
3. Only a teacher, coach, trainer, or other employee who has an extracurricular duty may communicate with students through text messaging. The employee may communicate only with students who participate in the extracurricular activity over which the employee has responsibility and only concerning matters associated with the extracurricular activity.
4. Any and all communication needs to be school related.
5. The employee shall not communicate with any student between the hours of 8 p.m. and 8 a.m. unless the employee has supervisory responsibilities for the student at that time. An employee may, however, make public posts to a social network site, group communication app, blog, or similar application at any time.
6.  Upon request from administration, an employee will provide the phone number(s), social network site(s), or other information regarding the method(s) of electronic media the employee uses to communicate with any one or more currently-enrolled students.

Social media technology can serve as a powerful tool to enhance education, communication and learning. This technology can provide both educational and professional benefits, but in the process all ALA Employees must adhere to the highest standards of professionalism in all their Information, Electronic Communications and Social Networking.

1. An Educator who creates a school-related or social media website must have proper approval from their school administrator and comply with all school policies.
2. Educators must comply with any and all applicable state and federal laws, including the Family Educational Rights and Privacy Act (FERPA), and may not post Student photos or other personally identifiable information unless specifically authorized under the provisions of FERPA or obtaining prior written consent from the parent/legal guardian.
3.  Educators must have a specific educational purpose or need to use social media.
4.  Educators are expected to monitor the content on their school-related site(s), including posts by Students. Educators shall ensure that Student posts which violate laws or school policies are removed immediately and appropriate action taken.
5. Educators and Students interacting through a school-related or social media website shall maintain the same professional level of communication, behavior, and appearance as though they were in the classroom. Educators must not engage in dialogue or behavior with Students that is “peer-like,” but must maintain a formal teacher-student relationship.
6.  Employees may not intentionally transmit or receive material in violation of law or school policy. This includes, but is not limited to, pornographic, indecent or sexually suggestive materials, weapons, controlled substances or alcohol, or incendiary devices. Content containing profanity, obscenity, vulgarity, defamation, bullying, harassing, false or inaccurate information, threatening or abusive content or any other types of inappropriate material. An Employee may not be in possession of or use pornographic material on school property. Users are prohibited from posting or sending content that contains threats or is hatefully or racially, ethically or otherwise objectionable.
7. Employees may not communicate privately with, nor allow private communications from, Students via any personal website.
8.  Social Media may be used within the School as a tool for educational and effective communication. When used it should promote the School in a positive manner, and share School news and information in a timely and relevant fashion

   The school is committed to ensuring that all ALA stakeholders who utilize social media technology for professional purposes, including staff and students, do so in a safe and responsible manner. ALA strives to create professional social media environments that mirror the academically supportive environments of our school.

9.2 Computer Email and Internet Use

The computers that you use at work and the E-mail system are the property of ALA and have been provided for use in conducting ALA business. All communications and information transmitted by, received from, created or stored in its computer system (whether through word processing programs, E-mail, the Internet or otherwise) are ALA records and property of ALA. The computer system is to be used for ALA purposes only. Employees may, however, use ALA technology resources for the following incidental personal uses so long as such use does not interfere with the employee’s duties, is not done for pecuniary gain, does not conflict with ALA business, and does not violate any ALA policy: (1) To send and receive necessary and occasional personal communications; (2) To prepare and store incidental personal data (such as personal calendars, personal address lists, and similar incidental personal data) in a reasonable manner; (3) To use the telephone system for brief and necessary personal calls; and (4) To access the Internet for brief personal searches and inquiries during meal times or other breaks, or outside of work hours, provided that employees adhere to all other usage policies.

No Expectation of Privacy

Although ALA does not wish to examine personal information, from time to time ALA may need to access its technology resources. ALA has the right, but not the duty, to monitor any and all of the aspects of its computer system, including, without limitation, reviewing documents created and stored on its computer system, deleting any matter stored in its system (including, without limitation, its E-mail and word processing systems), monitoring sites visited by employees on the Internet, monitoring chat and news groups, reviewing material downloaded or uploaded by users to the Internet, and reviewing E-mail sent and received by users. Further, ALA may exercise its right to monitor its computer system for any reason and without the permission of any employee. Employee use of ALA computer system constitutes consent to all the terms and conditions of this policy.

Even if employees use a password to access the computer system (or any aspect thereof), the confidentiality of any message stored in, created, received, or sent from ALA computers is not assured. Use of passwords or other security measures does not in any way diminish ALA’s right to monitor and access materials on its system, or create any privacy rights of employees in the messages and files on the system. Any password used by employees must be revealed to ALA as files may need to be accessed by ALA in an employee’s absence or for any other reason that ALA in its discretion deems appropriate. Further, employees should be aware that deletion of any E-mail messages or files will not truly eliminate the messages from the system. All E-mail messages and other files may be stored on a central back-up system in the normal course of data management.

Therefore, employees should not have an expectation of privacy in anything they create, store, send or receive on the computer system.

Notwithstanding the foregoing, even though ALA has the right to retrieve, read and delete any information created, sent, received or stored on its computer system, E-mail messages should still be treated as confidential by other employees and accessed only by the intended recipient. Employees are not authorized to retrieve or read any E-mail messages that are not sent to them or by them. Any exception to this policy must receive the prior approval of a supervisor.

Professional Use of Computer System Required

Employees are reminded to be courteous to other users of the system and always to conduct themselves in a professional manner. E-mails, in particular, are sometimes misdirected or forwarded and may be viewed by persons other than the intended recipient. Users should write E-mail communications with no less care, judgment and responsibility than they would use for letters or internal memoranda written on ALA letterhead. Because E-Mail and computer files may be subject to discovery in litigation, employees are expected to avoid making statements in E-mail or computer files that would not reflect favorably on the employee or ALA if disclosed in litigation or otherwise. Finally, employees may not send unsolicited e-mail to persons with whom they do not have a prior relationship absent the express permission of their administrator.

Offensive and Inappropriate Material

ALA policy against discrimination and harassment, sexual or otherwise, applies fully to ALA’s computer system, and any violation of that policy is grounds for discipline up to and including termination. Therefore, no E-mail messages should be created, sent, or received if they contain intimidating, hostile, or offensive material concerning race, color, religion, sex, age, national origin, disability or any other classification protected by law. Further, material that is fraudulent, harassing, embarrassing, sexually explicit, profane, obscene, intimidating, defamatory, or unlawful, inappropriate, offensive (including offensive material concerning sex, race, color, national origin, religion, age, disability, or other characteristic protected by law) may not be downloaded from the Internet or displayed or stored in ALA’s computers. Employees encountering or receiving this kind of material should immediately report the incident to the Human Resources Department. ALA may (but is not required) to use software to identify inappropriate or sexually explicit Internet sites. Such sites may be blocked from access by ALA networks. Notwithstanding the foregoing, ALA is not responsible for material viewed or downloaded by users from the Internet. The Internet is a worldwide network of computers that contains millions of pages of information. Users are cautioned that many of these pages include offensive, sexually explicit, and inappropriate material. In general, it is difficult to avoid at least some contact with this material while using the Internet. Even innocuous search requests may lead to sites with highly offensive content. In addition, having an e-mail address on the Internet may lead to receipt of unsolicited e-mail containing offensive content. Users accessing the Internet do so at their own risk. Employees who encounter inappropriate or sexually explicit material while browsing on the Internet should immediately disconnect from the site, regardless of whether the site was subject to ALA blocking software.

Filtering and Monitoring

Filtering software is used to block or filter access to visual depictions that are obscene or pornographic – and all child pornography in accordance with the Children’s Internet Protection Act (CIPA). Filtering software is not 100 percent effective. While filters make it more difficult for objectionable material to be received or accessed, filters are not a solution in themselves. Every user is responsible for his or her use of the network and Internet and must avoid objectionable sites;

• Any attempts to defeat or bypass the school’s Internet filter or conceal Internet activity are prohibited. These attempts include, but are not limited to, the use of proxies, https, special ports, modifications to school browser settings and any other techniques designed to evade filtering or enable the publication of inappropriate content;
• Teachers and staff will provide appropriate adult supervision of Internet use.
• Staff members who supervise students, control electronic equipment or have occasion to observe student use of said equipment online, must make a reasonable effort to monitor the use of this equipment to assure that student use conforms to the mission and goals of the school; and
• Staff must make a reasonable effort to become familiar with the Internet and to monitor, instruct and assist effectively.

Solicitations

ALA’s computer system (including, without limitation, its E-Mail system) may not be used to solicit for political causes, commercial enterprises, outside organizations, or other non-job related solicitations. Approval from administration is required before anyone can post any information on commercial on-line systems or the Internet.

Licenses and Fees

Employees may not agree to a license or download any material over the Internet for which a registration fee is charged without first obtaining the express written permission from administration.

Games and Entertainment Software

Employees may not use an ALA Internet connection to download games or other entertainment software, or to play games over the Internet. Employees must consult their immediate supervisor and obtain approval before transmitting any information which may be considered confidential or proprietary.

Copyrights and Trademarks

ALA computer system may not be used to send (upload) or receive (download) copyrighted materials, trade secrets, proprietary financial information, or similar materials without prior authorization from administration. Employees, if uncertain about whether certain information is copyrighted, proprietary, or otherwise inappropriate for transfer, should resolve all doubts in favor of not transferring the information and consult administration or refer to Policy 2260 Use of Copyright Materials.

Maintenance and Security of System

Employees must not deliberately perform acts that waste computer resources or unfairly monopolize resources to the exclusion of others. These acts include, but are not limited to, sending mass mailings or chain letters, spending excessive amounts of time on the Internet, playing games, engaging in online chat groups, printing excessive copies of documents, or otherwise creating unnecessary network traffic. Because audio, video and picture files require significant storage space, files of this or any other sort may not be downloaded unless they are business-related. In addition, employees should routinely delete outdated or otherwise unnecessary E-mails and computer files. These deletions will help keep the system running smoothly and effectively, as well as minimize maintenance costs.

To ensure security and to avoid the spread of viruses, employees accessing the Internet through a computer attached to the ALA network must do so through an approved Internet firewall. Accessing the Internet directly by modem is strictly prohibited unless the computer you are using is not connected to ALA’s network. In addition, files obtained from sources outside ALA, including disks brought from files attached to e-mail; and files provided by customers or vendors may contain dangerous computer viruses that may damage ALA’s computer network. Employees should never download files from the Internet, accept e-mail attachments from outsiders, or use disks from non-ALA sources. If you suspect that a virus has been introduced into ALA’s network, notify technology personnel immediately. Violations of this policy will be taken seriously and may result in disciplinary action, including possible termination.

9.3 Employer Information and School Property

The protection of ALA business information, property and all other ALA assets are vital to the interests and success of ALA. No ALA related information or property, including without limitation, documents, files, records, computer files, equipment, office supplies or similar materials (except in the ordinary course of performing duties on behalf of ALA) may, therefore, be removed from ALA premises or disclosed without permission from the Executive Director.

All property and supplies bought with school funds belong to ALA. This includes all items bought through fundraising efforts, student fees and donations or bought for individual school programs or any extra-curricular program.

In addition, when an employee leaves ALA, the employee must return to ALA all ALA related information and property that the employee has in his/her possession, including, but not limited to, computer equipment, keys, communication devices, supplies, files, books, and any other items owned by ALA at the time of employee’s separation of employment from ALA. This includes all items purchased with school funds. Employees will be responsible for any lost or damaged items. Violation of this policy is a serious offense and will result in appropriate disciplinary or legal action.

9.4 Internal Investigations and Searches

From time to time ALA may conduct internal investigations pertaining to security, auditing, or work-related matters. Employees are required to cooperate fully with and assist in these investigations if required to do so. Whenever necessary, at ALA’s discretion, employees’ work areas (i.e. desks, file cabinets, lockers, etc.) and personal belongings (i.e. brief cases, handbags, etc.) may be subject to a search without notice. Employees are required to cooperate. Because even a routine search for ALA property might result in the discovery of an employee’s personal possessions, all employees are encouraged to refrain from bringing into the workplace any item of personal property that they do not wish to reveal to ALA. ALA will generally try to obtain an employee’s consent before conducting a search of work areas and personal belongings, but it may not always be able to do so.

9.5 Safety

The management of ALA is committed to providing the resources and manpower necessary to develop, implement, and administer a safety program for the protection of its employees. All management personnel and employees are expected to meet their responsibilities to make the safety program effective and productive. Periodic reviews of our safety program will be conducted by management to maintain its effectiveness. All accidents, injuries, potential safety hazards, safety suggestions and health and safety related issues must be reported immediately to your administrator, to the Facilities Manager. Injuries requiring medical attention should be reported to Human Resources.

Safety Rules

1. No smoking, use of electronic cigarette, or vaping device.
2. Horseplay and fighting will not be tolerated in the workplace.
3.  Possession of unauthorized firearms, alcoholic beverages, illegal drugs, or unauthorized medically prescribed drugs will not be tolerated in the workplace. Inform your administrator if you are required to take medication during work hours. Written medical evidence stating that the medication will not adversely affect your decision making or physical ability may be required, particularly if you drive a vehicle on company business.
4.  Report all work related injuries to your administrator immediately.
5. Immediately report accidents, near accidents, and property damage to your administrator regardless of severity.
6. Operate equipment only if you are trained and authorized to do so.
7. If you do not understand your job assignment, ask your administrator for help or clarification.
8. Inspect your workstation for potential hazards and ensure that the equipment is in safe operating condition before using it. If your work creates a potential hazard then report it immediately.
9. If there is any doubt concerning the safety work method to be used, consult your administrator and follow recommended work procedures outlined for the job.
10. Maintain an orderly environment. Store all equipment in a designated place.
11. Report any smoke, fire, or unusual odors to your supervisor.
12. Use proper lifting techniques. For objects exceeding 50 pounds in weight, specific methods for safe lifting should be determined by your immediate supervisor.
13. Never attempt to catch a falling object.
14. Comply with all state and local traffic laws, signs, signals, markers, and persons designated to direct traffic. Fasten seat belts before driving any motor vehicle.
15. Know and follow departmental rules regarding first aid, emergency procedures, evacuation routes, and fire department notification.
16. Assist and cooperate with all safety investigations and inspections and assist in implementing safety procedures as requested.
17. Refrigerators and microwaves are not allowed in classrooms unless they are needed for an academic purpose. Permission needs to be obtained from the Facilities Manager.
18. Couches and/or fabric furniture are not allowed in classrooms.
19. Use common sense.

Employees who do not comply with these safety rules may be subject to disciplinary action and may be considered undesirable for continued employment with ALA.

9.6 Fee and Cash Collection

No staff member, other than specifically authorized individuals, are permitted to accept cash, checks and/or Venmo. All school events, for which money is collected, must be approved by the Finance Office. Teaching staff and individual students may be approved to accept money at school events, but are not permitted to collect money for fundraisers, field trips or for fees without prior approval from the Finance Office. All financial transactions should be coordinated through the Finance Office. Cash and/or checks should not be stored or locked in staff offices or desks. All monies must be counted by two employees and turned into the Finance Office within 24 hours of collection. Money collected on a week-end must be turned in by 8:30 am of the next school day. Contact the Finance Office for more information. Teachers and staff are not permitted to conduct personal sales or fundraising (such as Avon, bath/beauty products, etc.)

9.7 Building Security

All employees who are issued keys to the office are responsible for their safekeeping. Staff members will only be issued keys to rooms and areas for which they have direct responsibility or to which they need access to accomplish their job assignment. Employees will sign a Building Key Disbursement form upon receiving the key. If said key is lost the employee will be charged $200.00 for its replacement. Employees are not allowed to give their keys to students or a non ALA employee for any reason. This includes providing keys to students to “run errands” or “unlock/lock” doors.

All exterior doors to buildings are to be locked at all times other than designated school opening and closing times. Exterior doors MUST NOT be propped open or have the push bar engaged in the unlocked position. Any employee in violation of this procedure will be subject to disciplinary action. The last employee, or a designated employee, who leaves the school at the end of the business day assumes the responsibility to ensure that all doors are securely locked and lights turned off with the exception of the lights normally left on for security purposes.

9.8 Supplies; Expenditures; Obligating the Company

Only authorized persons may purchase supplies in the name of ALA. No employee whose regular duties do not include purchasing shall incur any expense on behalf of ALA or bind ALA by any promise or representation without written approval.

9.9 Expense Reimbursement

Expenses incurred by an employee must have prior approval by administration before being purchased. A reimbursement form will need to be filled out and include any receipts or supporting documentation. All completed purchase orders and reimbursement request forms must be turned into the Finance Office.

9.10 Parking

All Employees must fill out paperwork to receive a parking permit and display the permit in their vehicle.

9.11 Personal Property

Liability: The school does not assume any responsibility for loss, theft or damages to personal property. In order to minimize risk, the school advises employees not to carry unnecessary amounts of cash or other valuables. If employees bring personal items to work, they are expected to exercise reasonable care to safeguard them. The school is not liable for vandalism, theft or any damage to personal items or cars parked on school property. The school carries no accident insurance or other insurance coverage for any loss or injury for which the school does not have legal responsibility.

9.12 Public Image

ALA employees are judged not only by their service, but also by their appearance. It is the school’s expectation that every employee’s appearance is consistent with the high standards we set for ourselves as a school. Employees are expected to present a well-groomed, professional appearance and to practice good personal hygiene. Remember, to our students, parents and the public, employees represent ALA. The school requires their employee’s to dress appropriately in professional or business casual attire when working or meeting with parents or students. All work attire, whether traditional or casual, should be reflective of a professional, dignified appearance.

9.13 Work Attire Guidelines

Slacks, Pants, and Suit Pants

Slacks that are similar to Dockers and other makers of cotton or synthetic material pants, wool pants, pants that match a suit jacket, and nice looking dress pants are acceptable. Capri’s that hit the employee mid-calf is acceptable. Any shorter than mid-calf is considered shorts and are not allowed. No denim in any form is allowed. Inappropriate slacks or pants include any that are too informal. This includes jeans, sweatpants, exercise pants, Joggers, Bermuda shorts, shorts, bib overalls, leggings, and any spandex or other form-fitting pants. If a staff member is teaching a physical education class or dance class, they may wear an exercise pant appropriate to teaching the required curriculum. Skirts, Dresses, and Skirted Suits

Dresses, skirts, skirts with jackets, dressy two-piece knit suits or sets, and skirts that are split at or below the knee are acceptable. Dress and skirt length should be to the knee and at a length at which you can sit comfortably in public and remain modest. Short, tight skirts that ride halfway up the thigh are inappropriate for work and not allowed. Mini-skirts, sun dresses, beach dresses, and spaghetti-strap dresses are inappropriate to wear.

Shirts, Tops, Blouses, and Jackets

Shirts, dress shirts, sweaters, tops, golf-type shirts and turtlenecks are acceptable attire for work if they contribute to the appearance of a professional dress. Tops that are hemmed straight across the bottom (ie. Golf type shirt) may be left un-tucked. However, if a top is not hemmed straight across the bottom (ie. Oxford type) must be tucked in neatly. Inappropriate attire for work includes sweatshirts or t-shirts with pictures, cartoons, slogans, logos or potentially offensive words, terms or images; halter-tops; tank tops; midriff tops; tops with bare shoulders or plunging necklines including revealing cleavage. If the staff member is teaching a physical education class or dance class, they may wear an exercise or loose fitting t-shirt appropriate to teaching the required curriculum only during their classes. Appropriate means an ALA spirit shirt or plain without pictures, cartoons, slogans, logos or potentially offensive words, terms or images. A tank top or a midriff exercise top is not allowed for PE or dance classes.

Shoes and Footwear

Conservative walking shoes, dress shoes, oxfords, loafers, boots, flats, dress heels, athletic shoes and tennis shoes are acceptable for work. Sandals and flip-flops that would be naturally worn at the beach or slippers are not acceptable.

Accessories and Jewelry

Tasteful, professional ties, scarves, belts, and jewelry are encouraged. Jewelry should be worn in good taste, with no visible body piercing except on the ear lobes.

Makeup, Perfume, Tattoos’ and Cologne

A professional appearance is encouraged and excessive makeup is unprofessional. Remember that some employees and students are allergic to the chemicals in perfumes and makeup, so wear these substances with restraint and professionalism. Tattoos need to be covered at all times.

Hats and Head Covering

Hats are not appropriate in the school. Head covers that are required for religious purposes are allowed, but need to have approval from administration.

Hair and Facial Hair

Hairstyles and beards should project a professional appearance. Irregular or unnatural coloring of hair, such as pink or blue and outlandish hairstyles are not allowed. Facial hair must be neatly trimmed, well-groomed and clean.

Spirit Days

Jeans may be worn on spirit days, but must be without holes. This is not a free dress day so tops must be an ALA spirit shirt or hoodie or solid in color in red, white or navy blue. Clothing that has the school logo is encouraged.

Additional Guidelines

• Pick clothing that is comfortable yet communicates a professional appearance.
• Fitted leggings, or exercise pants, including spandex are not pants and should not be worn.
• All men’s shirts should have collars.
• Clothing must be clean, pressed or wrinkle free, and without holes or frayed areas.
• Clothing should fit appropriately. Clothes that are excessively baggy or tight are not permitted.
• Low tops showing cleavage and tight short skirts or dresses are not appropriate.
• Employees assigned to Physical Education or dance classes may wear warm-ups, but may not wear such clothing in the regular classroom unless given administrative approval.
• Employee grooming and dress may not disturb, interfere with, or distract from the educational setting.

If clothing fails to meet ALA employee standards, as determined by administration, the employee will be asked not to wear the inappropriate item again. If the problem persists, progressive disciplinary action will be applied. Any questions should be directed to administration.

Inappropriate Items

1. T-shirts 8. Spaghetti straps/revealing tops
2. Tank tops 9. Sleeveless tops
3. Denim shirts, skirts, dresses or jackets 10. Short skirts
4. Sweatshirts 11. Flip flops or slides
5. Men’s shirt tails untucked 12. Hats
6. Sweatpants/warm-ups 13. Pants with holes
7. Shorts 14. Jeans

9.14 Nepotism

ALA permits the employment of qualified relatives of employees, of the employee’s household or immediate family as long as such employment does not, in the opinion of ALA, create actual conflicts of interest.

ALA will use sound judgment in the placement of related employees in accordance with the following guidelines:

•  Individuals who are related by blood, spouse, or reside in the same household are permitted to work in the same department, provided any direct reporting is managed through another administrator.
• Related employees may have no influence over the wages, hours, benefits, career progress and other terms and conditions of the other related staff members.
•  Employees who marry while employed, or become part of the same household are treated in accordance with these guidelines. That is, if in the opinion of ALA, a conflict arises as a result of the relationship, one of the employees may be put in a different department.

9.15 Social Media

American Leadership Academy takes the use of social media seriously. Employees have a professional image to uphold and have a responsibility to portray themselves and the school in a positive manner at all times.

Texting, Facebook, Twitter, Instagram, Snapchat, TikTok and other social media sites have increased in popularity globally, and are used by many employees and the majority of students.

Employees should be aware that third parties, including the media, future employers and school administration could easily access social media profiles and view all personal information. This includes all pictures, videos, comments, posts, and posters. Inappropriate material found by third parties affects the perception of the employees and the school.

Employees will not engage in inappropriate, harassing, demeaning, threatening or offensive behaviors while participating in social media and electronic communication. Examples may include, but are not limited to, depictions or presentations of the following:

Content online that is derogatory, demeaning or threatening toward any other individual or entity as well as any acts of violence (examples: derogatory comments regarding ALA or another school; taunting comments aimed at a student or another employee of ALA or another school, and derogatory comments against race, sexual orientation and/or gender). No posts should depict or encourage unacceptable, violent or illegal activities (examples: hazing, sexual harassment/assault, discrimination, fighting, vandalism, academic dishonesty, underage drinking, and illegal drug use).

Photos, videos, comments or posters showing the personal use of alcohol, drugs and tobacco.

Photos, videos, and comments that are of a sexual nature. This includes links to websites of a pornographic nature and other inappropriate material.

Pictures, videos, comments or posters that condone drug-related activity. This includes but is not limited to images that portray the personal use of marijuana and drug paraphernalia.

Information that is sensitive or personal in nature or is proprietary to ALA, which is not public information.

Administration has the ability to impose disciplinary action on employees that could include probation or termination for an inappropriate action.