As an employee, you are expected to observe basic rules for good conduct. Most of these are common sense rules of fair play. As a member of the school team, it is important that you understand these rules and that termination can be the consequence of non-compliance to them. Ignorance of these rules and school policy is no excuse. The following list of unacceptable actions is not all-inclusive; there may be other circumstances for which an employee may be disciplined, up to and including immediate termination. Some reasons for disciplinary action include, but are not limited to the following:

• Failure to comply with LCS policies.
• Excessive absences or tardiness.
• Poor job performance.
• Violation of safety rules.
• Wasting time or leaving your work area without permission for non-job-related reasons.
• Use of abusive or profane language.
• Damaging, defacing, misusing, or mishandling equipment or property.
• Soliciting for tips, gifts, funds, or sale of unauthorized merchandise or services.
• Consistent failure to follow instructions.
• Divulging confidential information.
• Conduct not in conformance with biblical principles.
• Permitting another employee to record your time (hourly employees).
• Convicted of criminal charges.
• Exhibiting behaviors inappropriate as models and examples for the students enrolled at LCS.
• Hourly employees continuing to work at job related duties after clocked out. Employees cannot under any circumstances volunteer their time to LCS on functions that they are under contract to LCS to perform.

Immediate termination of an employee is always an option the administrator [or Board] may choose when discipline is needed. The procedure for dismissal is the following:

1. A warning in conference with the immediate supervisor will be given.
2. Adequate time will be given to correct the problem.
3. A follow-up evaluation conference will be performed.
4. If inadequate improvement is apparent, immediate dismissal is in order.
5. In cases where the conduct is particularly egregious, the Superintendent in conjunction with the Executive Director may call for immediate dismissal on the spot.

The procedure for appealing a dismissal is:

1. A written request of the dismissed employee will be submitted to the Superintendent and Executive Director through the administration.
2. A meeting will be scheduled for the employee to discuss the dismissal with the Board.
3. The Board will have the final decision on the matter.

Employment at LCS is at-will, meaning that either the employee or the school may terminate employment at any time, with or without cause or prior notice. Nothing in this policy alters that relationship or constitutes a contract of employment.

In keeping with biblical principles, LCS encourages a spirit of reconciliation and forgiveness. When possible, concerns will be addressed with grace, accountability, and the goal of restoring the individual to right relationship with Christ and the school community.