EMPLOYEE HANDBOOK CATAPULT LEARNING - Effective Date: 8/1/17
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CATAPULT LEARNING
EMPLOYEE HANDBOOK
Effective Date: 8/1/17
CL17161 Improving Student Performance for Over 40 YearsTable of Contents
Welcome 4
Our Mission & Core Values 4
About this Handbook 4
At-Will Employment 5
Section 1: Hiring Practices and Pay Information 6
Post Offer Pre-Employment 6
Employee Status/Classification* 6
Job Postings 7
Promotions & Transfers 7
Work Schedule 7
Timekeeping 7
Compensation 7
Pay & Pay Deductions 8
Overtime 8
Attendance & Punctuality 9
Breaks & Meal Periods 9
Section 2: Benefits 10
Employee Benefits 10
Benefits Continuation (Cobra) 10
Educational Assistance 10
Relocation 10
Section 3: Paid Time Off & Leaves and Absences 11
Paid Time Off 11
Request For Paid Time Off 12
Vacation Time* 12
Details About Vacation Time 12
Sick Time* 13
Details About Sick Time 13
Personal Days* 14
Holidays 14
Company-Paid Leaves Of Absence 15
Unpaid Leaves Of Absence 17
Family And Medical Leave 17
Eligibility 17
Permitted Uses 17
Compensation And Benefits 18
FMLA Requests/Documentation 19
Other Important Information 19
Section 4: Staff Performance & Development 20
Performance Management 20
Classroom Observations 20
Corrective Action 20
Staff Development & Certification 20
Section 5: Workplace Information 21
Open Door Policy 21
Personal Appearance 21
Employee Files 21
Leaving The Company: Resignation 22
Return Of Property/Property Damage 22
Credit Cards 22
Employment References/Verification 23
Reinstatement* 23
2
© Catapult Learning, Inc • Employee Handbook - 2017Section 6: Professional Conduct 24
Code Of Business Ethics 24
Gifts 24
Conflict Of Interest 25
Confidential Company Information 25
Outside Employment 26
Consensual Personal Relationships 26
Employment Of Relatives 26
Staff-Student Relationships 27
Media Responses 28
Solicitation And Distribution 28
Tobacco-Free Workplace 28
Section 7: Technology 29
Cellphones & Wireless Devices 29
Computer, Internet, Intranet And Email Usage 29
Cyber Security 29
Social Media 30
Recording Devices In The Workplace 31
Section 8: Safety/Emergency Management 32
Workers Compensation And Incident Reporting 32
Crisis Communications 32
Mandatory Reporting Of Child Abuse 32
Reporting Procedure 32
Anti-Retaliation 32
Building Security 33
Emergency Closings 33
Evacuation 33
Vehicle Use And Safety 33
Workplace Monitoring & Inspections 34
Section 9: Employee Rights and Responsibilities 35
Equal Employment Opportunity 35
Sexual And Other Prohibited Harassment 35
Sexual Harassment Defined 35
Other Types Of Harassment 35
Procedure For Reporting Discrimination, Harassment Or Retaliation 36
Workplace Violence 37
Weapons In The Workplace 37
Workplace Bullying 38
Reasonable Accommodation Policy 38
Procedure For Requesting An Accommodation 38
Lactation Accommodation 39
Family Educational Rights & Privacy Act (FERPA) 39
Safe School Climate 40
School Bullying 40
Staff Involvement In Child Custody Disputes 41
Drug And Alcohol Use 41
Military Addendum 42
Employment Status And Classification 42
Bereavement Leave 42
Sick Time 42
Military Leave 43
Temporary (Two-Week) Military Leave 43
All Other (Extended) Military Leave 43
Procedures For All Military Leave 43
Continuation Of Health And Other Benefits 44
Reemployment/Reinstatement 44
Application For Reemployment/Reinstatement 45
Exceptions To Reemployment/Reinstatement 45
Benefits Upon Reemployment/Reinstatement 45
Documentation 45
Pay Transparency 45
Reporting Drug Conviction 45
Employee Acknowledgement Of Receipt Of Employee Handbook 46
3
© Catapult Learning, Inc • Employee Handbook - 2017Welcome
Dear Colleagues,
Welcome to Catapult Learning. We are excited that you have joined our team.
Catapult was founded more than 40 years ago with the singular mission of improving the lives of the students and families we serve.
Our staff of educators and professionals are committed to delivering the highest quality educational programs and fostering learning
environments in which every student has an opportunity to realize his or her full potential. Every day we play a vital role in helping at-
risk students succeed beyond their expectations.
We are the nation’s largest education provider of our kind, serving more than 250,000 students each year across 40 states and
hundreds of schools. Underpinning everything we do as a company is the importance of developing a great team. While we continue
to grow and take on new challenges, we recognize that it is our people and our values that enable us to accomplish our goals. We
could not achieve Catapult’s mission or meet our business goals without the unique talents and contributions of our staff.
I encourage you to take advantage of the many opportunities and resources available to you at Catapult. I hope your experience here
is both challenging and rewarding.
Sincerely,
Jeffrey Cohen
CEO
Our Mission & Core Values
The mission of Catapult is to create brighter futures for students, regardless of the learning barriers or other challenges they may face.
Our core values are:
Transparency Communicate clearly, openly, and directly
Decisiveness Demonstrate a bias for action
Humility Acknowledge and learn from mistakes
Accountability Embrace personal ownership
.
4
© Catapult Learning, Inc • Employee Handbook - 2017About This Handbook
This Employee Handbook (the “Handbook”) is a resource to help you understand current policies of Catapult Learning, Inc. and its
operating subsidiaries (hereafter referred to as “Catapult” or the “Company”). It is not a contract, express or implied, and does not
guarantee continued employment or particular terms and conditions of employment.
This Handbook applies to all employees and officers of the Company and supersedes all previous handbooks and inconsistent verbal or
written policy statements made or issued before this Handbook.
It is not possible to explain every Company policy, procedure, rule, practice, or benefit in this Handbook and how every policy,
procedure, rule, practice, or benefit applies to each employee. The Company reserves the right to interpret and deviate from its policies
in its sole discretion, with the exception of the Company’s at-will employment policy, which can only be modified as set forth below in
the At-Will Employment Policy.
Employees should use this Handbook as a first step toward answering questions about their job. If an employee cannot find an answer
to a question, the employee should consult with his or her manager or Human Resources or use one of the other methods outlined in
this Handbook. We encourage employee feedback and suggestions for improvements to this Handbook and the Company’s practices
and procedures.
Catapult continually evaluates its policies and procedures and, from time to time, makes improvements, changes, additions, and
deletions based on these evaluations. The most current version of this Handbook is available online on Catapult’s intranet, and the
online version updates supersede earlier hard copy versions.
This Handbook applies to employees across multiple states. The Company has prepared a state-specific supplement to this Handbook
(posted on the Company’s intranet) that provides information and policies applicable only to employees working in each state.
The Company uses it’s best efforts to comply with applicable federal, state and local laws. Nothing in this Handbook or in any other
document or policy is intended to violate any local, state or federal law. Nothing in this Handbook or in any other document or policy
is intended to limit any concerted activities by employees relating to their wages, hours or working conditions, or any other conduct
protected by Section 7 of the National Labor Relations Act. Furthermore, nothing in this Handbook prohibits an employee from
reporting concerns to, filing a charge or complaint with, making lawful disclosures to, providing documents or other information to or
participating in an investigation or hearing conducted by the Equal Employment Opportunity Commission (“EEOC”), National Labor
Relations Board (“NLRB”), Securities and Exchange Commission (“SEC”) or any other federal, state or local agency charged with the
enforcement of any laws.
At-Will Employment
Employment with Catapult is at-will, which means that employment may be terminated for any or no reason, with or without cause
or notice at any time by the employee or by the Company. Nothing in this Handbook or in any oral statement shall limit the right
to terminate at-will. This at-will employment policy is the sole and entire agreement between the employee and Catapult as to the
duration of employment and the circumstances under which employment may be terminated. No manager or supervisor has any
authority to enter into a contract of employment express or implied that changes or alters the at-will employment relationship. Only
the CEO and/or Chief Human Resources Officer have the authority to enter into an employment agreement that alters the at-will
employment relationship and any such agreement must be in writing signed by the CEO and/or Chief Human Resources Officer.
5
© Catapult Learning, Inc • Employee Handbook - 2017Section 1: Hiring Practices and Pay Information
Post Offer Pre-Employment
Offers of employment are contingent upon satisfactory references, professional certifications/licenses, and criminal background
checks. Fingerprinting may also be required in certain locations.
Employees are also required to sign a confidentiality agreement and/or a non-solicit and non-compete agreement as a condition
of employment.
Employee Status/Classification*
Catapult employees are classified in one of the following categories: full-time; part-time; temporary, seasonal, or per diem.
CATEGORIES OF EMPLOYMENT
Full-time (FT) employees are those employees who are scheduled to work at least 30 hours per week and are eligible for all
Catapult benefits.
Part-time (PT) employees are those employees who are regularly scheduled to work more than 15 hours and less than 30 hours per
week. Part-time employees may be eligible for some, but not all Catapult benefits.
Temporary employees are those employees who are employed for a specific temporary period of time. Temporary employees are not
eligible for employee benefits, unless required by law.
Seasonal employees are those employees working in summer school, or other shortened programs. Seasonal employees are not
generally eligible for employee benefits, unless required by law.
Per diem employees perform work for a specific time or event, such as a professional development presentation. Work to be
performed by a per diem employee is not regularly scheduled. Per diem employees are typically paid a flat rate or daily rate for a
specific event or task, in accordance with applicable law.
Positions are classified as either non-exempt or exempt, according to the Fair Labor Standards Act (FLSA) and applicable state law.
• Non-exempt employees are typically paid on an hourly basis and are eligible for overtime pay.
• Exempt employees are paid on a salaried basis for carrying out their position responsibilities regardless of the number of
hours worked or the amount of work produced and are not eligible for overtime pay.
Independent contractors are not employees of the Company.
* Please refer to the Military/Bypass Addendum for differences in policy and practices for military Service Contract Agreement (SCA) programs,
Milburn Schools and/or Bypass programs.
Job Postings
Catapult is dedicated to assisting employees in their efforts to reach their professional goals through internal promotion and transfer
opportunities. One of the tools Catapult makes available to employees in managing their career is internal job postings. This procedure
enables current employees to apply for any available position either before or at the same time the position is advertised outside
of the Company. There may be some circumstances in which the Company may elect to not post a position. To view internal job
opportunities please go to Catapult’s Career Corner at https://internal-catapult.icims.com/jobs/intro
6
© Catapult Learning, Inc • Employee Handbook - 2017Promotions & Transfers
Providing our employees the opportunity for career development and advancement is important to Catapult and something we
take seriously.
To foster an environment that supports talent mobility, our employees and managers should have an open line of communication
regarding internal career opportunities.
CONSIDERATION FOR PROMOTIONS & TRANSFERS
• Most open positions will be posted internally
• Employees who want to be considered for an internal opportunity should notify their manager
• Employees who want to be considered for an internal opportunity may be interviewed if they are qualified, based on the
posting’s requirements, and whether they have worked in their current role for at least 6 months
• The hiring manager should contact the employee’s current manager before an interview is conducted
• If the internal employee is selected for a promotion or transfer, the current manager and hiring manager should work together
to find a mutually agreed upon start date to ensure a smooth transition from the current role to the new role
Work Schedule
Consistent with our mission, Catapult is responsive to the needs of our customers. Therefore an employee’s work schedule depends on his
or her position, location and business needs. Your work schedule will be communicated to you by your manager and is subject to change.
School based employees, like our teachers, will be expected to work their school’s scheduled calendar. In addition, school based
employees may be required to work additional days during the school year for professional development or administrative purposes.
School based employees will be expected to attend meetings that may be scheduled before or after regular working hours.
Timekeeping
Accurately recording time worked is the responsibility of every employee. Catapult must keep an accurate record of time worked in
order to calculate employee pay and benefits, including start time, end time and meal breaks.
Overtime work for non-exempt employees must always be approved in advance. Employees should not work before or beyond their
scheduled work time without prior approval from their manager or a member of senior management. Failure to obtain approval may
result in disciplinary action. All overtime work, even if work was not approved, must still be reported as time worked.
Employees who are not at work because they are taking sick or vacation time should not perform job duties without prior approval of
their Manager or a member of senior management.
It is the employee’s responsibility to certify the accuracy of all time recorded. If corrections or modifications are made, the employee
must consult with their manager or a member of senior management. Employees should review their paychecks and promptly report
any errors to their supervisor or a member of senior management.
We have a zero tolerance for altering, falsifying, or tampering with time records, recording time for another employee, or instructing an
employee to incorrectly or falsely report time. If any employee is directed or encouraged to incorrectly report hours worked, or to alter
another employee’s time records, the employee should report the incident immediately to their manager or to human resources.
Compensation
We know that the success of our Company depends on our employees, and we are dedicated to attracting a highly qualified and
competent work force. In order to do this, Catapult has a fair and equitable compensation program that rewards and recognizes skill
and job performance.
Total compensation is a combination of numerous items, including: base salary, employee benefits, paid time off, and incentive
compensation.
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© Catapult Learning, Inc • Employee Handbook - 2017Pay & Pay Deductions
Catapult paydays are on the 10th and 26th days of each month.
• For paydays that fall on Saturday or Sunday, payment via check or direct deposit will be made the Friday prior to the payday
• If a Company holiday falls on the 10th or 26th day of the month, employees will receive their pay on the last workday before
the holiday
• Direct deposit is available with an employee’s written authorization
• The Payroll Calendar is available on the Company’s intranet
• The Company does not provide employees with pay advances or loans
The law requires that Catapult make certain deductions from every employee’s compensation. Among these are applicable federal,
state, and local income taxes. Catapult also must deduct Social Security taxes on each employee’s earnings up to the specified limit.
Depending on the state in which you are employed and the benefits you choose, additional deductions may be made.
Catapult makes every effort to ensure that employees receive the correct amount of pay in each paycheck and that employees
are paid promptly on the scheduled payday. If you believe that an incorrect deduction from your pay has been made or that your
paycheck is incorrect, please contact your manager or a member of the Human Resources team. We will investigate all concerns or
complaints without retaliation against individuals who make good faith reports of alleged violations of this policy or who cooperate in
an investigation, even if the reports do not review any wrongdoing. We comply with all applicable laws including FLSA.
Overtime
Because different Catapult offices, programs, and operational demands necessitate variations in starting and ending times, and in the
total hours that may be scheduled each day and week, please consult your supervisor or manager for the work schedule applicable to
your employment location and/or position.
When operating requirements or other needs cannot be met during regular working hours, employees may be called upon for
overtime work assignments. All overtime for non-exempt employees must be pre-approved by an employee’s supervisor or a member
of senior management.
Catapult’s workweek runs from 12:00 a.m. on Sunday to 11:59 p.m. the following Saturday.
Overtime compensation is paid to all nonexempt employees a rate of time and one half their regular base wage rate for all hours worked in
excess of 40 in a week, or as otherwise required by applicable law. Employees must accurately record all overtime hours worked.
Overtime pay is calculated based on actual hours worked. Therefore, time off taken for any reason, even if paid, will not be considered
hours worked for purposes of calculating overtime pay.
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© Catapult Learning, Inc • Employee Handbook - 2017Attendance & Punctuality
In order to provide our customers with the best experience, an employee is responsible for being on time for work, when scheduled,
and for working his/her scheduled shift consistently each day s/he is scheduled to work. Whenever possible, employees should
request prior approval from their supervisor for scheduled time off.
Employees unable to be at work must notify their supervisor or manager at least one hour before the scheduled start of their workday
(unless such advance notice is impossible as a result of severe illness, injury, or other emergency, in which case employees must notify
their supervisor or manager as soon as practicable). Please make sure you communicate with your manager if you have a need to be
away from work.
School based employees should also call their scheduled school(s) each day of their absence.
Medical absences of three (3) days or more may require a medical clearance to return to work.
Any employee who fails to come to work and fails to call his or her supervisor notifying them of the absence may be considered a
no call/no show and to have voluntarily resigned his or her job unless extenuating circumstances exist.
Breaks & Meal Periods
Catapult follows the applicable state laws as they relate to employee breaks and meal periods. Employees and their supervisor,
manager, or classroom team (for school program employees) should work together to arrange meal and rest breaks that ensure proper
coverage.
For school program employees, it is important to maintain at least one staff member in each classroom to promote safety.
All food must be consumed, stored away, or disposed of at the end of break time. Employees should not eat student’s food, share food
with students, or supply students with money to purchase food.
9
© Catapult Learning, Inc • Employee Handbook - 2017Section 2: Benefits
Employee Benefits
Catapult offers a variety of voluntary benefits, some of which are employee paid. Regular Full-Time employees working 30 hours per
week or more are eligible for Catapult’s health, prescription, vision, and dental plans, beginning on the first day of the month following
45 days of continuous active employment. For additional information regarding benefits, please contact the Benefits Service Center at
844-781-8344 or [email protected]. Plan documents, if applicable, are also available for your inspection.
The language in each benefit plan document controls the terms and conditions of each benefit. To the extent any provision
of this Handbook or any summary plan description or benefit booklet conflicts with the actual plan documents, the actual
plan documents shall control. Details of each of these benefit plans including benefit amounts, limitations, and restrictions are
summarized in the Summary Plan Description (SPD). The Company and its designated benefit-plan administrators reserve the
right to determine eligibility, interpretation and administration of issues related to benefits offered by the Company. Benefits
described in this Handbook may be changed or terminated at any time in the sole discretion of Catapult with or without notice,
and do not represent a contractual obligation on the part of Catapult.
Benefits Continuation (COBRA)
The Federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified beneficiaries the
opportunity to continue insurance coverage under Catapult’s health, dental, vision, and prescription benefit plans when a “qualifying
event” would normally result in the loss of eligibility. Some common qualifying events are resignation, termination of employment, a
reduction in an employee’s hours or a leave of absence, an employee’s divorce or legal separation, and a dependent child becoming
eligible for or no longer meeting eligibility requirements.
Please call the Benefits Service Center at 844-781-8344 for questions related to employee benefits.
Educational Assisstance
Education assistance for courses or workshops that allow a credentialed employee to maintain or update their respective credentials/
license and undergraduate/graduate studies that are related to their position. Eligible employees can qualify for a reimbursement of up
to $3,000 or $5,250 based on position. Additional terms and condition may be obtained from Human Resources.
Relocation
In certain situations, employees who relocate at Catapult’s request may be eligible for Catapult-sponsored relocation. Employees
should work with Human Resources to determine eligibility for relocation and coordinate all relocations, prior to the relocation
taking place.
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© Catapult Learning, Inc • Employee Handbook - 2017Section 3: Paid Time Off & Leaves of Absence*
Paid Time Off
Catapult provides vacation, sick leave, and personal days to employees to use when they may need to take time off of work. See
the chart below for more information. For employees who work in a location with mandatory paid sick leave, please refer to the
state supplement applicable to that location for the Company’s Sick Leave policy. To the extent anything in the state supplement is
inconsistent with this Paid Time Off policy, the Sick Leave policy in the state supplement will apply.
Less than 12-month Employees Vacation Days Sick Days1 Personal Days
Part Time Eligible Employees Working
15– 29.9 hours p/week 0 6 1
Full Time Eligible Employees Working
30 + hours p/week 0 6 2
12-month Employees Vacation Days 1 Sick Days1 Personal Days
PART TIME ELIGIBLE: Employees Working
15– 29.9 hours p/week 0 6 1
5 YEARS SERVICE: Full Time Non-Management
Employees Working 30 + hours p/week 10 6 2
5–15 YEARS SERVICE: Full Time Non-Management
Employees Working 30 + hours p/week 15 6 2
15+ YEARS SERVICE: Full Time Non-Management
Employees Working 30 + hours p/week 20 6 2
0–10 YEARS SERVICE: Full Time Management
Employees Working 30 + hours p/week 15 6 2
10+ YEARS SERVICE: Full Time Management Em-
ployees Working 30 + hours p/week 20 6 2
1
Vacation and sick time accruals will be pro-rated based on number of hours worked.
* Military/Bypass staff paid time off accruals may differ from those listed if required by Service Contract Agreement, Milburn Schools,
and/or Bypass programs.
11
© Catapult Learning, Inc • Employee Handbook - 2017Request for Paid Time Off
Employees should use the electronic timekeeping system to request paid time off and it must be approved by their supervisor.
For vacation days, personal days, and sick days being used for planned medical reasons, the request should be submitted via the
timekeeping system well in advance of the planned time off. For unplanned sick days, the request should be submitted upon return
to work.
Vacation Time*
Paid vacation leave is available to all eligible employees each fiscal year (August 1 through July 31). Newly hired employees who
are eligible to accrue vacation time must complete 90 calendar days of employment prior to being eligible to use vacation time.
Vacation can be used for a variety of reasons, including opportunities for rest, relaxation and personal pursuits, for religious holidays,
and to tend to personal matters. Unused, accrued vacation leave may not be carried over from year to year, unless required by law.
Vacation time accrues semi-monthly and accruals are pro-rated for employees working less than 40 hours in the work week.
Details About Vacation Time
• Vacation time begins to accrue upon hire and is reflected in the employee’s first pay check
• Accrued vacation can be taken after completing 90 days of employment
• Vacation leave must be used by the end of the current fiscal year, unless otherwise required by applicable law. It is an
employee’s responsibility to manage and track his or her vacation leave in conjunction with his or her manager
and Payroll
• Vacation leave does not count as hours worked when determining overtime
• Vacation leave is not accrued during any leave of absence period
• Vacation leave accrues based on position and length of service on the first day of the fiscal year
• Vacation leave is paid at the eligible employee’s base rate of pay at the time of vacation. It does not include overtime or
special forms of compensation such as incentives, bonuses, commissions or shift differentials
• Managers will review their employee’s vacation accrual and business conditions when approving a time off request
• Managers are responsible to approve or reject the vacation request using the Company’s timekeeping system. This will
help to ensure accurate vacation time balances
• Employees must receive approval for leave from their manager prior to taking vacation
• Vacation requests will be reviewed and approved based on a number of factors including business needs and
staffing requirements
• With manager approval, employees may borrow vacation time that will be accrued later in the same fiscal year.
Employees may not borrow vacation time from future years.
• Employees who leave Catapult will be paid for accrued, unused vacation time
• If your employment status changes and you are no longer eligible to accrue vacation time, any vacation time accrued but
unused at the date of change will be paid out to you
• Salaried employees must use vacation time in half-day increments and hourly employees must use vacation time in
hourly increments.
* Military/Bypass staff paid time off accruals may differ from those listed if required by Service Contract Agreement, Milburn Schools,
and/or Bypass programs.
12
© Catapult Learning, Inc • Employee Handbook - 2017Sick Time*
Sick time can be used when an employee or a close family member is ill. For employees who work in a location with mandatory
paid sick leave, the Sick Leave Policy in the state supplement for that location will apply (and not the Sick Time policy in this
Handbook). Please refer to the applicable state supplement for your location to determine the applicable policy.
Details About Sick Time
• Sick time begins to accrue upon hire and is reflected in the employee’s first pay check
• Accrued sick time can be used after the first 90 days of employment
• Sick time accumulates up to a maximum of 30 days in any fiscal year, unless otherwise required by applicable law
• Employees who have reached the maximum sick time bank are not eligible to accrue additional sick time
• Sick time may not be borrowed from future accruals
• Sick time is not paid out upon termination of employment
• Sick time does not count as hours worked when determining overtime
• Sick time is not accrued during any leave of absence period
• Sick time is not to be used as personal or vacation time
• Employees may be asked to provide their manager with a written note from their physician verifying that they are able to
return to work if they are absent for three or more consecutive days
• Catapult may request medical verification that an absence, no matter how long, was for an employee or close family
member’s illness
• Proof of a family relation may be required
• For occupational injuries, see information on Workers’ Compensation in the “Safety” section of the Employee Handbook
• You must be regularly scheduled to work 15 hours or more to accrue and be able to use sick time, unless otherwise
required by applicable law. If your hours are reduced to less than 15 hours, you will stop accruing and will no longer be
eligible to use sick time
• If your status changes from FT to PT your accrual rate will reflect your status change
* Military/Bypass staff paid time off accruals may differ from those listed if required by Service Contract Agreement, Milburn Schools,
and/or Bypass programs.
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© Catapult Learning, Inc • Employee Handbook - 2017Personal Days*
Employees who are temporary, seasonal, and per diem employees do not receive any paid personal days.
The number of hours in a personal day is based on the hours in your regular work day. For example, if your typical work day is seven
hours; your personal day is equal to seven hours.
Eligibility Personal Days
• uring the first year of employment, employees hired between August 1st and October
D
31st of a fiscal year will receive one Personal Day upon their date of hire and then an
additional Personal Day on February 1st. All FT staff hired after February 1st of a fiscal year
Full Time will not receive a Personal Day until the next fiscal year.
• hereafter, employees receive one Personal Day on August 1 and one
T
Personal Day on February 1 of each fiscal year.
• uring the first year of employment, employees hired between August 1st and October
D
31st of a fiscal year will receive one Personal Day upon their date of hire. All PT staff who
Part Time are hired after October 31st of a fiscal year will not receive a Personal Day until the next
fiscal year.
• Thereafter, employees receive one Personal Day on August 1 of each fiscal year.
* Military/Bypass staff paid time off accruals may differ from those listed if required by Service Contract
Agreement, Milburn Schools, and/or Bypass programs.
Holidays
Catapult provides up to ten (10) paid holidays each year to full-time 12-month employees. School-based employees will follow their
assigned school’s holiday calendar.
For corporate support and management positions, the following ten holidays are generally observed.
New Year’s Day Labor Day
Martin Luther King, Jr. Day Veterans Day
President’s Day Thanksgiving Day
Memorial Day Day after Thanksgiving Day
Independence Day Christmas Day
Days to be observed as Company holidays may be changed, from time to time, by Human Resources, as approved by the CEO.
Such changes will be posted on the Company’s intranet. Holidays do not count as hours worked when determining overtime.
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© Catapult Learning, Inc • Employee Handbook - 2017Company-Paid Leaves Of Absence
Catapult recognizes that employees have diverse needs for time off from work. We are proud to provide an extensive leave offering
as part of our comprehensive benefits package.
In addition, many states require employers to provide their employees with additional leaves of absence, such as pregnancy
disability leave, bone marrow donation leave and school activities leave. Please check the state supplement application to your
location for additional information and contact Human Resources with any questions.
For more specific information about leave policies, contact your supervisor or Human Resources.
Type of Leave Purpose Guidelines
Some full time employees who are eligible for FMLA leave and take
leave for a qualifying FMLA condition are eligible for salary/wage
continuation benefits. Benefit eligibility begins on the date of an
employee’s first leave for illness or injury and can be used once in any
rolling 12 month period.
Months of Continuous Service completed in an
To provide eligible employ- Eligible Position:
ees with 3 or 6 weeks of
paid time off for serious • Zero to 29 months: No paid time off benefits.
Paid FMLA Leave health conditions, the birth
or adoption of a baby, or • 30-60 months: Receive paid time off of up to three weeks’ pay at
other qualifying FMLA the employee’s base pay rate.
conditions
• More than 60 months: Receive paid time off of up to six weeks’
pay at the employee’s base pay rate.
Paid Leave runs concurrent with FMLA Leave.
Please contact Human Resources to receive more information about
paid FMLA leave and to determine eligibility.
Paid Maternity/Paternity/Adoptions Leave will be paid to some
full-time employees who are eligible for FMLA leave and who take
the leave for the birth of a newborn child or the adoption of a child
or placement of a child with the employee for foster care. Benefit
eligibility begins on the date an employee commences leave for birth
or adoption and can be used one time in any rolling 12 month period.
To provide eligible employ- These 2 weeks of paid maternity/paternity/adoption time are in
Paid Maternity/ ees with 2 weeks of paid addition to “Paid FMLA” set forth above, for those who qualify.
Paternity/Adoption time off for the birth or
Leave adoption of a baby Months of Continuous Service completed in an Eligible Position:
• 12 months: Receive paid time off of up to two weeks’ pay at the
employee’s base pay rate.
Paid Leave runs concurrent with FMLA.
Please contact Human Resources to receive
more information about paid FMLA leave and to determine eligibility.
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© Catapult Learning, Inc • Employee Handbook - 2017Type of Leave Purpose Guidelines
Immediate Family: Up to three (3) paid days off:
• spouse or domestic partner
• child
Bereavement Leave
• parent/guardian
• brother/sister
To provide paid time off to • grandparents/grandchildren
* Military/Bypass staff paid
full-time employees in the • in-laws (mother, father, son, daughter, sister, brother)
time off may differ from
unfortunate death of a family
those listed if required by
member. Additional Days: An additional two days of paid bereavement
Service Contract Agreement,
leave may be approved if circumstances warrant (travel
Milburn Schools,
requirements, etc.)
and/or Bypass programs.
Extended Family: One day off with pay:
• aunt, uncle, niece, nephew
To allow employees to fulfill
their civic responsibilities • Full-time employees may request up to a total of 10 days
by serving on a jury or as (collectively) of paid jury and witness duty leave within a
witness, when summoned or 2-year period.
subpoenaed
• If required to serve on jury or witness duty beyond the 10 days
Jury/Witness Leave Employees may request up to of paid time, you may use any vacation or personal paid time or
a total of 10 days (collectively) may request an unpaid leave of absence.
of paid jury and witness duty
leave within a 2-year period • Some state laws provide more generous paid time off benefits
measured forward from the and/or paid time off to PT employees. The Company complies
date an employee’s first jury with all applicable laws.
or witness duty leave begins
To grant a military leave of
absence for active service
Military Leave or training in the United
* Please refer to the Military/ • Catapult will continue to pay an employee’s
States Military Forces. Eligible
Bypass Addendum for regular base salary for the first 90 days of active military duty.
employees continue to earn
additional information
service credit as if they were
regarding Military Leave and
actively working and are
Military Spouse Leave.
guaranteed a job to the extent
required by law
16
© Catapult Learning, Inc • Employee Handbook - 2017Unpaid Leaves Of Absence
Type of Leave Purpose Guidelines
To provide eligible employees with
up to 12 or 26 weeks of an unpaid
Unpaid FMLA Leave job-protected leave of absence
• Please see the details FMLA guidelines below.
under FMLA guidelines.
• Personal leave requests will be approved or
denied based upon the needs of the business
To provide employees who need and the nature of the leave.
Non-Medical Personal time off from work for non FMLA
Leave of Absence eligible situations (generally for up • Health coverage will be maintained through the
to 30 calendar days). end of the month that you are active in your role.
If necessary, employees will be given the option
to continue their coverage through COBRA.
Family And Medical Leave
Catapult follows federal Family and Medical Leave Act (FMLA) and applicable state and local law requirements.
The Company will grant family and medical leave in accordance with the requirements of applicable federal and state law in effect
at the time the leave is granted. Although the federal and state laws sometimes have different names, the Company refers to these
types of leaves collectively as “FMLA Leave.” In any case, employees will be eligible for the most generous benefits available under
applicable law.
Generally, eligible employees are entitled to up to 12 or 26 weeks of unpaid leave per rolling 12-month period for covered FMLA
absences. At the conclusion of this leave, subject to some exceptions, employees generally have the right to return to the same or
an equivalent position, with equivalent pay, benefits, and working conditions.
ELIGIBILITY
Employees in locations with more than 50 employees within a 75-mile radius who have been employed by Catapult for at least
12 months and who have worked at least 1,250 hours in the 12 months prior to the start of the leave are eligible for Family and
Medical Leave.
PERMITTED USES
FMLA can be used in the following circumstances:
• For the birth of a son or daughter, and to care for a newborn child
• For the adoption of a child or the placement of a child with the employee for foster care
• To care for the employee’s spouse, son, daughter, or parent who has a serious health condition
• For the serious health condition of the employee
• For “qualifying exigency” arising from an employee’s spouse, child, or parent’s covered active duty as a member of the
National Guard, the Military Reserves or Armed Forces (“Military Exigency Leave”)
• To care for a spouse, child, parent, or next of kin who is a covered service member as defined by the FMLA
(“Military Caregiver Leave” up to 26 weeks is allowed for this type of leave)
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© Catapult Learning, Inc • Employee Handbook - 2017COMPENSATION AND BENEFITS Family and Medical Leave is not paid leave. However, employees may be eligible to receive benefits through state-sponsored programs or the Company’s sponsored wage-replacement benefit programs. Employees may also choose, and in some circumstances may be required to use, accrued vacation, sick and personal days. All payments of wage-replacement benefits and accrued paid leave will be integrated so that employees will receive no greater compensation than their regular compensation during this period. The use of paid benefits will not extend the length of a FMLA Leave. Health coverage will be maintained during the FMLA leave period, provided the employee continues to pay his or her portion of the premiums in a timely manner. In some instances, the Company may recover premiums it paid on the employee’s behalf to maintain health coverage if the employee fails to return to work following a FMLA Leave. Accrued benefits such as vacation and sick leave do not accrue while on an unpaid FMLA Leave If both spouses work for the Company and are eligible for leave under this policy, the spouses will be limited to a total of 12 workweeks off between the two of them when the leave is for the birth of a newborn child, to bond with a newborn child, the adoption of a child, the placement of a child with the employee for foster care or to care for a parent with a serious health condition. If both spouses work for the Company and are eligible for leave under this policy, the spouses will be limited to a total of 26 workweeks off between the two of them when the leave is for Military Caregiver Leave only or is for a combination of Military Caregiver Leave, Military Exigency Leave, for the birth of a newborn child, to bond with a newborn child, the adoption of a child, the placement of a child with the employee for foster care or to care for a parent with a serious health condition. Under some circumstances, employees may take FMLA Leave intermittently, which means taking leave in blocks of time, or by reducing the employee’s normal weekly or daily work schedule. An employee may take leave intermittently whenever it is medically necessary to care for a seriously ill family member, or because the employee is seriously ill and unable to work. Leave taken intermittently may be taken in increments of no less than one hour. Employees who take leave intermittently or on a reduced work schedule basis for a planned medical treatment must make a reasonable effort to schedule the leave so as not to unduly disrupt the Company’s operations. Please contact Human Resources prior to scheduling planned medical treatment. If FMLA Leave is taken intermittently or on a reduced schedule basis due to foreseeable planned medical treatment, we may require employees to transfer temporarily to an available alternative position with an equivalent pay rate and benefits, including a part- time position, to better accommodate recurring periods of leave. If employees have been approved for intermittent leave and they request leave time that is unforeseeable, they must specifically reference either the qualifying reason for leave or the need for FMLA leave at the time they call off. If an employee’s request for intermittent leave is approved, the Company may later require employees to obtain recertification of their need for leave. For example, the Company may request recertification if it receives information that casts doubt on an employee’s report that an absence qualifies for FMLA Leave. During any unpaid portion of leave, you will not accrue paid time off. 18 © Catapult Learning, Inc • Employee Handbook - 2017
FMLA REQUESTS/DOCUMENTATION
• S ubmit FMLA requests in writing to your supervisor and Human Resources at least 30 days in advance when the
leave is foreseeable, or as soon as practical thereafter via the Request for Leave form. Forms are available through your
supervisor, Catapult’s benefits website, or company Benefits Administrator.
• Submit a completed Certification of Health-Care Provider form within 15 calendar days to the Company’s Benefits
Administrator when taking FMLA for any reason other than Military Exigency Leave. For Military Caregiver Leave, an
invitational travel order or invitational travel authorization may be submitted in lieu of a Certification of Health-Care
Provider form.
• For Military Exigency Leave, submit a completed Certification of Qualifying Exigency form within 15 calendar days
(unless unusual circumstances exist to justify providing the form at a later date) and a copy of the covered service
member’s active duty orders when the employee requests leave and/or documentation (such as Rest and Recuperation
leave orders) issued by the military setting forth the dates of the service member’s leave.
• Re-certification may be required at 30-day intervals, unless a shorter timeframe is permitted.
• All requests for additional certification will be made by, and should be returned to Human Resources.
• Remit health insurance premiums as required, either through payroll deduction or personal check. Generally, notice
will be provided by Human Resources when premiums are due, but employees are ultimately responsible for ensuring
premiums are up to date.
• Keep in contact with Human Resources regarding your return to work date. Be sure to notify the Company if your leave
will end early or extend beyond the expected timeframe, or if you will require any physical restrictions or schedule
modifications upon return.
• Prior to, or on the first day back to work, an employee who takes leave due to their own serious health condition
is required to submit certification from a health care provider that he/she is able to return to work or requires
accommodation to return to work.
• Employees are expected to return to work after an approved FMLA leave has expired and/or obtain an extension of
the return to work date prior to its expiration, and are expected to contact the Benefits Administrator at the end of the
designated leave period.
• Absent extenuating circumstances, failure to comply with these notice and certification requirements may result
in a delay or denial of the leave. If an employee fails to return to work at leave’s expiration and has not obtained an
extension of the leave, the Company may presume that the employee does not plan to return to work and has voluntarily
terminated their employment.
OTHER IMPORTANT INFORMATION
An employee who fraudulently obtains Family and Medical Leave from the Company is not protected by FMLA’s job restoration or
maintenance of health benefits provisions. In addition, the Company will take all available appropriate disciplinary action against
such employee due to such fraud.
The Company takes its FMLA obligations very seriously and will not interfere, restrain or deny the exercise of any rights provided
by the FMLA. We will not terminate or discriminate against any individual for opposing any practice, or because of involvement in
any proceeding related to the FMLA. If an employee believes that his or her FMLA rights have been violated in any way, he or she
should immediately report the matter to Human Resources.
A Notice to Employees of Rights Under FMLA (WHD Publication 1420) is available on the Company’s intranet.
A number of states have family leave laws that provide leave benefits which exceed those available to employees under the FMLA.
Employees should consult the state supplement applicable to their location or contact Human Resources for additional information.
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© Catapult Learning, Inc • Employee Handbook - 2017Section 4: Staff Performance & Development
Performance Management
Performance management is the foundation of performance excellence. The process includes setting clear and specific performance
expectations for each employee and providing periodic informal and formal feedback about employee performance relative to
those goals.
Performance reviews are a part of Catapult’s Performance Management process and are used to support decisions related to training
and career development, compensation, transfers and promotions. Catapult employees will have the opportunity to participate in
periodic performance feedback discussions with their supervisors.
Classroom Observations
Classroom observations for educational staff and related service providers are conducted regularly throughout the school year.
Observation formats may vary, and also include research-based requirements, depending upon the program and employee positions.
The purpose of these observations is to assist employees in implementing the Company’s policies and procedures, improve their
classroom management and atmosphere, promote teamwork and student academic and behavioral progress, and to review employee
strengths and challenges. Staff and student goals may also be discussed and revised during this process.
Corrective Action
In order to best fulfill our mission and professional goals, Catapult employees are expected to meet certain standards of work
performance and conduct. These include, but are not limited to, those outlined in this Handbook.
Employees who do not meet these standards and expectations may be given the opportunity to work with their supervisor and/or
Human Resources to improve their performance. We aim to do this whenever possible, by using open communication and working
together to adequately address everyone’s needs with the goal of preparing the employee for a successful future at Catapult.
The nature of the corrective action used will depend upon the conduct of the employee and the relevant circumstances as determined
at the discretion of Catapult. It’s important to note that the Company reserves the right to determine which type of disciplinary action
to issue in response to any type of performance issue or rule violation, and disciplinary suspensions or immediate termination of
employment are possible outcomes even without prior disciplinary action.
Catapult also provides an Open Door Policy for employees (Section 5) to discuss concerns with their supervisor or Human Resources.
Open communication benefits everyone and employees should feel free to bring questions, suggestions and concerns directly to
their managers.
For our organization to continue to succeed, employees are expected to meet their performance expectations daily.
Staff Development & Certification
It is the responsibility of all school-based program employees to participate in staff professional development activities throughout the
year. This includes but is not limited to, scheduled staff meetings and development days, in-service meetings, de-escalation trainings,
off-site trainings, and team building exercises. These opportunities not only improve the professional abilities of staff, but also continue
to introduce new initiatives and materials into our classrooms, so Catapult programs offer students the best chance for success. Please
consult with your Director regarding staff professional development requirements for your position.
All employees are responsible for knowing what licensing, certifications, degrees, credentials and continued education are required
for their employment with Catapult, and must properly maintain and keep them current. Employees may be asked to provide Catapult
with valid proof of such documentation and any required renewals or updates.
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© Catapult Learning, Inc • Employee Handbook - 2017Section 5: Workplace Information
Open Door Policy
Catapult provides an open door policy for employees to discuss concerns with the supervisor, next level manager and Human
Resources. It is our goal to provide comfortable, harmonious working conditions for our employees. Open communication benefits
everyone, so we encourage an open and honest atmosphere in which any problem, complaint, suggestion, or question receives a
timely response from Directors and management. Employees are encouraged to offer positive and constructive criticism. No employee
will be penalized, formally or informally, for voicing a complaint with Catapult provided it is done professionally. Not every problem
can be resolved to everyone’s complete satisfaction, but only through open communication and understanding can employees
and management develop confidence in each other. This confidence is important to the operation of an efficient, satisfying, and
harmonious work environment.
Personal Appearance
Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the business image Catapult
presents to the community.
During working time or when representing Catapult, all employees are expected to present a clean, neat, and tasteful appearance.
All employees are expected to dress and groom according to the requirements of each location and/or position. Employees should
contact their supervisor or Human Resources to get specific details on any dress code.
If a supervisor or any member of Catapult management feels an employee’s personal appearance is inappropriate, that employee
may be asked to leave the workplace to properly dress and groom. Under such circumstances, non-exempt employees will not be
compensated for time away from work.
Employee Files
To better assist employees and/or their families in the event of personal emergencies, Catapult needs to maintain up-to-date contact
information for employees. Maintaining accurate information in our files also is important for recordkeeping, payroll and benefits
related purposes. Changes in name, address, telephone number, marital status, number of dependents or changes in next of kin and/
or beneficiaries should be provided to Human Resources promptly.
Employees may review the information in their employee file by scheduling an appointment with Human Resources. The review will
be conducted in the presence of an authorized manager. Generally, employees may not be allowed to view investigation records or
any letters of reference that have been prepared or collected by management, but employees will be provided with access to other
personnel records in accordance with applicable state law.
Only authorized members of management and Human Resources have access to an employee’s personnel file. However, the
Company will cooperate with, and provide access to an employee’s personnel file to, law enforcement officials or local, state or
federal agencies, in accordance with applicable law, or in response to a subpoena, in accordance with applicable law.
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© Catapult Learning, Inc • Employee Handbook - 2017Leaving The Company: Resignation
In order to avoid disruption in the services that we provide to our students and families, the Company requests that non-
management staff give a two-week notice prior to leaving their position and that management staff give a three-week notice prior
to leaving their position.
MORE ABOUT OFF-BOARDING
• Employees who resign will be paid through the last day worked, including any overtime worked, if applicable
• Employees will be paid for unused, accrued vacation leave
• Employees who were enrolled in benefits will receive information regarding continuation of benefits through COBRA.
Employees who need information should contact our Benefits Service Center at 856-372-3406.
• Medical, dental, and vision benefits end on the last day of the month in which the employee has separated employment
• All Company property should be returned to your manager before your last day including keys, parking passes, laptops,
phones, credit cards, and all other company property
• As a reminder, all employees leaving the Company must abide by any agreements that they entered into, with the
Company, including confidentiality, non-compete and/or non-solicitation agreements (where applicable)
Return Of Property/Property Damage
Employees are responsible for all Catapult property, materials, and written information issued to them or in their possession or
control, including laptop computers, tablets, phones, credit cards, ID badges/cards, and keys/keycards. Employees who are
provided such employer-owned equipment or property have an obligation and responsibility to protect such items from being lost,
damaged, or stolen.
• Employees should return all Company property prior to separation of employment
• Employees should not make copies with Company property or tamper with Company property prior to separation
of employment
• Employees should report lost or damaged Company property to his/her supervisor immediately at the time of loss
or damage
Credit Cards
Certain employees are eligible for use of a Catapult credit card. The credit card may be used only for Catapult business purposes.
Upon receipt of a copy of the monthly statement for your credit card charges, you must submit to the accounting department
original receipts for all such charges in a timely manner, no later than the last calendar day of each month, so the accounting
department can ensure there are no invalid or unauthorized charges being billed to Catapult.
Unless pre-approved by a member of senior management of Catapult, use of a Catapult credit card for any personal expenditures
or automatic recurring charges (such as cell phone service or toll passes) is not allowed. Upon separation of your employment, you
must return your Catapult credit card and submit to the accounting department original receipts for all of your credit card charges
through your separation date.
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© Catapult Learning, Inc • Employee Handbook - 2017You can also read
