Employment Onboarding
All new employees shall participate in an onboarding program designed to introduce them to the school’s mission, policies, procedures, community expectations, and operational systems. Onboarding shall be coordinated by the Superintendent or a designated Human Resources representative and shall be required before assuming full job responsibilities.
This policy applies to all new hires, including:

• Teaching and instructional staff
• Administrative and support staff
• Part-time and temporary employees
• Contract and extracurricular personnel (e.g., coaches, club leaders)

The onboarding process shall include, but not be limited to, the following components:
a. Introduction to School Mission and Culture

• Overview of the school’s history, mission, vision, and core values
• Review of educational philosophy and expected standards of professionalism
• Introduction to key personnel and departments

b. Policy and Compliance Training

• Review of the Employee Handbook
• Explanation of employment policies (e.g., attendance, dress code, communication, confidentiality)
• Mandatory training on:
  • Child protection and mandatory reporting
  • FERPA (if applicable)
  • Anti-discrimination and harassment policies
  • Emergency and safety protocols

c. Job-Specific Orientation

• Review of job description and performance expectations
• Overview of evaluation procedures
• Introduction to curriculum and/or administrative systems relevant to the role
• Classroom management expectations (for instructional staff)

d. Operational Procedures

• Use of school communication tools (e.g., email, student information system)
• Payroll, benefits, and leave procedures
• IT access and acceptable use policies
• Security badges, keys, and building access

UPDATING PERSONNEL INFORMATION
To properly communicate employment information and administer employee benefits, LCS must maintain current and accurate records on all employees. Consequently, it’s important that you notify Human Resources whenever changes occur to any of the following personal information:

• Name
• Address
• Telephone number
• Marital status
• Change in dependent status (W-4)
• Person to notify in case of accident or illness
• Physician or hospital preference
• Insurance beneficiary
• Military status
• Death of a family member
• Jury duty assignments
• Planned resignation
• Planned retirement
• Personal injury or illness sustained while on the job
• Accommodations for temporary or permanent disability
• Leaves of absence including planned or actual absence for a medical condition that may last more than three consecutive days or involve medical treatment. Leaves of absence must be requested of the respective principal.

IDENTIFICATION BADGES/ROOM KEYS
Identification badges and room keys are issued to all employees. Badges must be worn when accompanying students off campus or representing the school during school hours. Room keys must be kept on your person at all times while in the building in case of the need for lock down. Employees are required to return issued keys when the nature of their job changes or when employment is terminated. All requests for keys must be approved by the administrator. Keys are not to be duplicated. Lost keys should be reported as soon as possible to administration.  There is a $15.00 replacement fee for damaged or lost keycards.    

Employment Offboarding
LCS wants to ensure a smooth, respectful, and compliant transition when an employee departs from Lakeway Christian Schools, whether trhough resignation, retirement, contract non-renewal, or termination. The offboarding process aims to protect the schools' interests, support departing employees, and maintain continuity and professionalism within the community. The policy applies to all full-time, part-time, and contractual employees of LCS, including faculty, administrative staff, and support personnel. 

Notice requirements    
Employees are encouraged to provide a 30 day written notice of resignation. In the case of involuntary separation, the employee will be notified in writing by their supervisor or the Superintendent. 

Final Work Responsibilites
The departing employee must work with their supervisor to ensure a smooth transition of duties. This may include documentation of processes, training a replacement, or completing final projects. Supervisors are responsible for ensuring that student-related responsibilities are transitioned without disruption. 

Exit Checklist

• HR will confirm the employee's final working date in writing. 
• A formal letter of resignation or termination will be retained in the employee's personnel file. 
• All school property will need to be returned (keys, ID badge, laptop, curriculum materials, etc)
• Removal of personal belongings
• Removal of access to school systems (email, student records, internal platforms, etc)
• Exit Interview with HR (optional but encouraged)
• Final timesheet submission (if applicable)
• Final paycheck will be processed according to state law
• Information regarding COBRA (if applicable), retirement benefits, and other post-employment options will be provided.
• IT will disable email and other system access on the employee's last working day.