EMPLOYEE DEVELOPMENT

Career Planning:

To help employees take an active
role in planning their career development, we encourage employees to seek the
guidance and counsel of the site director or one of the administrative staff.

Education Support:

MDS/EDS encourages
employees to actively pursue educational opportunities to either maintain
currency of their chosen discipline or develop new skills for a future position
with MDS/EDS. To the extent possible, MDS/EDS will accommodate class schedules
within the context of the workday toward these ends. Time off for education
must be requested and approved in advance and will be unpaid. We also encourage
employees to participate in periodic professional association seminars and will
support their attendance with proper notice and advance planning. MDS/EDS may
normally provide two paid professional days per year to attend a professional
conference or other similar event.

Tuition Reimbursement:

MDS/EDS employees will be
reimbursed for pre-approved classes up to $150 per year. The site director must
approve the class prior to enrollment and it must be a class that will directly
affect the employee’s position at MDS. Ask the site director for the
appropriate form. Tuition reimbursement is distributed at the completion of
coursework when

documentation
is received.

Salary Scale Advancement:

An employee who enrolls in ECE
courses during the contract year that move the employee to a new level on the
MDS Salary Scale will be compensated at the completion of the course work. When
the course is completed an employee can submit transcripts to the Site Director
and the difference between the employee old rate and new rate will be
calculated for the time spent in school and paid to the employee at that time.

Job Reassignment:

The changing requirements and
needs of the business community, our students and their parents may necessitate
flexibility in our ability to staff appropriately. As a result, we reserve the
right to assign employees to other campuses, duties and schedules than
originally assigned. We will attempt to make the best possible match of people
and business needs in each situation.
Some of the criteria used for selecting employees to address a unique
need will include MDS/EDS operational need, and the skills, experience,
performance history and length of service of individual employees.

Work Communication:

We believe that open, honest,
two-way communication in the work place among colleagues is one of the most
important elements of our collective success. By maintaining these open
channels of communication, we hope to be able to continue our current successes
and realize new ones.

MDS/EDS supports an open door
policy based on a deep respect for individuals and believes that everyone
should have the opportunity to discuss any matter of professional or personal
importance to them with someone besides their immediate supervisor. This offers
everyone the opportunity to discuss ideas or problems with an appropriate
person in the organization including an administrator.

Resolution of  Differences and Grievance
Procedure:

MDS/EDS is
genuinely interested in the personal welfare of all of its employees. To this
end, we take great effort to be considerate and fair. However, in reality,
disagreements or misunderstandings are sometimes inevitable.

We feel that resolution of the
periodic disagreement or misunderstanding is the joint responsibility of the
parties involved.  If a joint
satisfactory resolution, consistent with MDS/EDS policy, cannot be arrived at,
employees are encouraged to discuss the issue with their site director or an
administrator.

If a faculty member has a worry,
concern or complaint, we want to address the problem immediately and
directly.  It is our goal to have
all faculty feel very comfortable in talking to
supervisors.  If a faculty member
believes that another member of the faculty has not treated them in the right
manner we request that they follow this procedure.

1.
If the problem is simple or minor, it may be in your
best interests to attempt to discuss the issue with the person(s) directly
involved.

2.
If the situation does not get resolved through direct
contact, an appointment should be scheduled with the site administrator to
review the problem and explain what steps you have taken to attempt to work
things out.

3.
If the meeting with the site administrator does not
solve the problem, the next step is to schedule an appointment with one of the
managing directors to discuss the unresolved issues. If a resolution is not
made of the problem at that time, the managing director, if necessary, will
arrange for a meeting with all three managing directors.

4.
The three managing directors have the final authority
regarding all staff differences and disputes.