Employment Practices


Employee Relations

It is the policy of this school to practice equal opportunity without regard to an individual’s race, color, national origin, sex, or age in application of a policy, practice, rule, or regulation. Functioning as a nonprofit religious organization, we can and do discriminate on the basis of religion as permitted under Federal VII of the Civil Rights Act of 1964.

Employment Procedures

Employment at Danville Christian Academy begins with an application. Once an opening occurs, applications are reviewed by the Headmaster, references will be checked, and the applicant may be called for an interview by the Headmaster. The Headmaster may accept or review more applications for the vacant position if necessary. Once a candidate has been hired, the Headmaster will notify the DCA Board of the applicant that was selected at the next regular scheduled board meeting.

Certification Requirements

All DCA teachers are required to hold a college degree in the area in which they are to teach. Public school certification is preferred when possible. Non-public school certified personnel must develop and maintain a professional portfolio for the benefit of the school’s Southern Association of Colleges and Schools Accreditation.

Job Descriptions

The Headmaster of Danville Christian Academy shall be responsible for the development and maintenance of job descriptions for each position in the school. Each job description shall be approved by the DCA Board and detail the parameters of the position, as well as specific responsibilities and functions.

Assignment of Personnel

The Headmaster of Danville Christian Academy shall be responsible for the assignment of personnel based upon various needs of the school to ensure effective and efficient school operations. These needs shall include, but not limited to, space, class size, teacher qualifications, teacher performance, academic qualifications, and/or number of students enrolled.

Bloodborne Pathogens Exposure Control Plan

In accordance with the OSHA Bloodborne Pathogens Standard, 29 CFR 1910.1030, Danville Christian Academy has developed an Emergency Medical Services Bloodborne Pathogens Exposure Control Plan. The purpose of the exposure control plan is to: 1) Eliminate or minimize employee occupational exposure to blood or certain other body fluids; and 2) Comply with OSHA Bloodborne Standard.
Danville Christian Academy shall ensure that each employee with an initial assignment where occupational exposure may occur has information and training. Additional training shall be provided to employees when there are any changes of tasks or procedures affecting the employee's occupational exposure. Confidential records on exposures will be kept in the school’s main office. These records must be maintained for at least the duration of employment plus 30 years.

Criminal History Background Checks

All employees initially hired by DCA, who may have access to minors, must submit to fingerprinting for the purpose of obtaining state or national criminal history record information before employment. The applicant will be responsible for making arrangements with the Division of Criminal Investigation to have their fingerprints taken. Fingerprinting shall be completed within five business days from the date of hire.

The Headmaster of Danville Christian Academy is designated as the person to receive and maintain all information related to criminal history checks on applicants and employees. All information obtained by DCA pursuant to the criminal history check shall remain confidential. The school shall not divulge the information obtained from the criminal history check unless required to do so by any federal or state agency.

In the event the headmaster receives criminal history information on an applicant which disqualifies the applicant for employment with DCA, he/she shall notify the applicant personally or in writing of their disqualification. If the Board dismisses or accepts the resignation of a person holding certification, the Board shall notify the Professional Teaching Standards Board of the dismissal or resignation, if the dismissal or resignation was based in whole or in part, on the person's conviction of a felony.

The school may dismiss any person who has been convicted of a felony as defined by State Statute. The school may deny employment to any person seeking employment who has been convicted of a felony and may dismiss an employee who has misrepresented his/her criminal history. DCA may deny employment to any person convicted of any criminal act involving drugs, alcohol, weapons, and/or violence.

Any person employed by the school shall be deemed to be a temporary employee and shall not supervise students until the criminal history information is received by the Headmaster.

Grievances

The grievance procedure shall provide for the equitable settlement of disputes in a Biblical and timely manner, without the fear of reprisals. Earnest efforts shall be made, by all parties, to resolve disputes at the lowest level and according to Matthew 18:15-17.

Level I
A meeting shall be held between the grievant and the supervisor. Every effort will be made to resolve the grievance by consensus. The outcome of this meeting shall be:

a. Resolution of the grievance; or
b. Withdrawal of the grievance by the grievant.
c. Elevate to Level II of grievance procedure.

Level II
The grievant and/or Headmaster shall present a written grievance to the Executive Committee of The DCA Board of Directors. A hearing shall be held to resolve the grievance. The decision shall be rendered by the action of the Board at the next scheduled Board meeting following the hearing. Copies of hearing documentation and the written decision shall be given to all parties involved and kept in the grievance file.

Termination and Nonrenewal

Termination of employment will result for any employee found to be guilty of any of the following:

• Sexual misconduct of any sort
• Failure to maintain a safe environment for students
• Immoral conduct
• Insubordination
• Inability to perform at satisfactory level based on the DCA Evaluation Plan
• Behaviors that are detrimental to the overall mission of DCA
• Breech of Contract

Termination and nonrenewal of contracts shall be the responsibility of the Headmaster who, at the first meeting following the actions, shall notify the Board of same. Such notification shall be recorded in the board minutes.

Any employee considered a potential threat to the safety and welfare any student or staff will be placed on paid leave immediately pending an investigation by the DCA Headmaster.

Staff Safety

It is important that every employee be aware that threats of violence at this school will not be tolerated. All threats, jokes, or innuendos pertaining to violence will be investigated. Violence in the workplace not only includes the use of weapons but also shoving, harassing, and hitting. The administrator is to be notified immediately of any violent acts.

Employee Harassment Policy

Danville Christian Academy is committed to maintaining a Christ-centered work environment in which all individuals treat each other with dignity and respect and which is free from all forms of intimidation, exploitation and harassment, including sexual harassment. This school is prepared to take action to prevent and correct any violations of this policy. Anyone who violates this policy will be subject to discipline, up to and including termination.

DEFINITION OF SEXUAL HARASSMENT
“Sexual harassment” means unwelcome sexual advances, requests for sexual favors, and other verbal, visual, or physical conduct of a sexual nature, made by someone from or in the work or education setting, under any of the following conditions:

1. Submission to the conduct is explicitly or implicitly made a term or condition of an individual’s employment.
2. Submission to, or rejection of, the conduct by the individual is used as the basis of employment decisions affecting the individual.
3. The conduct has the purpose or effect of having a negative impact upon the individual’s work performance, or of creating an intimidating, hostile, or offensive work environment.
4, Submission to, or rejection of, the conduct by the individual is used as the basis for any decision affecting the individual regarding benefits and services, honors, programs, or activities available at or through this school.

EXAMPLES OF SEXUAL HARASSMENT
Unwelcome sexual conduct of this type can include a wide range of verbal, visual or physical conduct of a sexual nature. Among the types of conduct which would violate this policy are the following:

• Unwanted sexual advances or propositions;
• Offering employment benefits in exchange for sexual favors;
• Making or threatening reprisals after a negative response to sexual advances;
• Visual conduct such as leering, making sexual gestures, displaying sexually suggestive objects or pictures, cartoons or posters;
• Verbal conduct such as making or using derogatory comments, epithets, slurs and jokes;
• Verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading words used to describe an individual, obscene letters, notes or invitation; and
• Physical conduct such as touching, assaulting, impeding or blocking movements.

WHAT TO DO IF YOU EXPERIENCE OR OBSERVE SEXUAL HARASSMENT
Employees who feel that they have been subjected to conduct of a harassing nature are encouraged to promptly report the matter to one of the school officials designated below.

Employees who observe conduct of a sexually harassing nature are also encouraged to report the matter to one of the school officials designated below.

All complaints will be promptly investigated.

WHERE TO REPORT SEXUAL HARASSMENT
The following individuals are specifically authorized to receive complaints and respond to questions regarding sexual harassment:

Tim Godbey, Headmaster
Any member of the DCA Board Member (Names are listed in the school directory.)

CONFIDENTIALITY
Every effort will be made to protect the privacy of the parties involved in any complaint. However, Danville Christian Academy reserves the right to fully investigate every complaint, and to notify a student’s parent/guardian and appropriate government officials as the circumstances warrant.

PROTECTION AGAINST RETALIATION
It is against the school’s policy to discriminate or retaliate against any person who has filed a complaint concerning sexual harassment or has testified, assisted or participated in any manner in any investigation, proceeding or hearing concerning sexual harassment.

PROCEDURE FOR INVESTIGATION AND CORRECTIVE ACTION
When one of the school officials designated in this policy receives a complaint, he or she shall immediately inform the Headmaster. The Headmaster will direct an investigation. If the investigation confirms the allegations, prompt corrective actions shall be taken. The individual who suffered the harassing conduct shall be informed of the corrective action taken. In addition, any employee found to be responsible for sexual harassment in violation of this policy will be subject to appropriate disciplinary action up to and including termination. The severity of the disciplinary action will be based upon the circumstances of the infraction.

Drug Free Workplace Policy

Danville Christian Academy is committed to providing a campus environment free of the use of tobacco, alcohol and the illegal use of drugs. The unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance or the unlawful possession and use of alcohol are harmful and prohibited in and on property controlled by Danville Christian Academy. No employee or student is to report to work, class, or any school activity while under the influence of illegal drugs or alcohol. An employee or student who violates this policy is subject to disciplinary action, up to and including termination or expulsion as provided in state and federal law.