DISCIPLINE, CORRECTION AND RULES OF CONDUCT

Rules of conduct are necessary for
the safe and orderly operation of any business. In order to maintain the safety
and welfare of our employees and students, we expect employees to know and
observe the standards of job performance and good conduct. The objectives of
corrective discipline are to inform employees of deficiencies in performance or
conduct and to maintain the integrity of services.  The focus is on change and
improvement and the expectations and discussions are positive in nature.

When performance or conduct do not meet job standards, an administrator will
prepare a Corrective Plan of Action and meet with the employee to discuss the
situation. The site director will ensure that the employee has a clear
understanding of MDS/EDS standards and rules and what employee deficiencies
exist. A subsequent meeting will then be scheduled with the employee to discuss
employee progress. Depending upon the severity of the circumstances, however, immediate
discipline up to and including termination of employment may be imposed.

Not every situation, which may
give rise to discipline, can be listed in the rules of conduct below. Other
conduct, which MDS determines to be detrimental to the safety or welfare of our
employees or students, may also result in disciplinary action.

Job Performance:

Employees may be disciplined for
poor job performance including but not limited to:

below
average work quality, lack of cooperation or poor attitude, not working
together as part of the campus team, negligence, poor attendance, tardiness or
abuse of break privileges, leaving the premises while on duty, or failure to
follow established health, safety or security rules and procedures. Hurting
(physically or emotionally) or humiliating a child in any manner whatsoever
will result in immediate termination.

Conduct:

Depending upon the
circumstances, employees may be subject to discipline for conduct which is
detrimental to the interests of MDS, the children, other employees or the
parents, including but not limited to:
insubordination, dishonesty, falsification of records, theft, misuse or
destruction of MDS property or property of a facility that houses a MDS/EDS
facility, violation of conflict of interests, safety or work rules, including
failure to report a work related injury or accident to the site director or
supervisor, unauthorized disclosure of confidential information, interference
with the work performance of another, fighting or harassment of another person,
being under the influence of, using or possessing alcohol or illegal substances
on school controlled premises (this includes inability to perform assigned
duties safely as a result of the substance), gambling on school premises,
sleeping or loitering at the site, leaving assigned work area without
authorization, having visitors who have not checked in at the director's
office, possession of firearms or other dangerous weapons on school premises,
conviction of, or arrest pending trial for a crime that indicates unfitness for
the job, or raises a threat to the safety or well being of the school, its
employees, students, parents or property, poor attendance, failure to report to
work or call in to the site director, refusal or failure to cooperate with an
MDS/EDS investigation.

Because it is not possible to
anticipate and plan for all situations, the above list is not intended to be
exhaustive. Other work related misconduct or poor performance might result in
disciplinary action up to and including termination.

Discretion:

Employees shall exercise
discretion and tact in regard to matters of official business.  They may not communicate to any person
information known to them, which have not been made public, except in the
course of their duties or by authorization of the administration, nor may they
at any time use such information for private advantage. All documents, records,
and files of any kind generated in the course of the performance of the duties
of an employee are business records and the property of MDS/EDS, and may not be
removed from MDS/EDS. All such records shall be turned over promptly to
appropriate management officials upon request.

Marin Day Schools believes that
it is in the best interest of both children and faculty that appropriate
teacher-child relationships be maintained. Faculty may not enter into
relationships with parents or family members of children in their care that may
impair their effectiveness in working with the children. In an effort to
prevent any conflict of interest, baby-sitting by faculty for children in their
care is strongly discouraged.

Solicitation:

MDS/EDS faculty is expected to
devote full attention to the children in our care. Therefore, we do not allow
the solicitation or distribution of literature or products during work time.
Exceptions may be made with the approval of the managing directors for
literature related to appropriate community outreach programs. This policy
applies to employees of Marin Day Schools and to any individuals who may
attempt to sell or distribute products or literature.

Attendance:

The intent of attendance guidelines
is to emphasize the critical importance of consistency of care in the childcare
environment. Faculty absences require special adjustments to cover the absent
employee. Therefore, it is each faculty member’s responsibility to
maintain a satisfactory attendance record.

Attendance is a condition of
employment. Poor attendance may constitute poor job performance and eventual
grounds for discipline. MDS/EDS expects employees to report to work on time,
observe the limits for break and lunch periods, and not leave work early
without prior approval from the site director.

Poor attendance may be
determined by patterns and trends as well as total absences.  Examples of pattern absences
include:  Mondays and Fridays, any
regularly recurring day or week of the month, on the day before or after a
holiday or vacation, or one or two days a month serially.

Employees  must notify the site director as
far in advance as possible for any anticipated tardiness or absence. Employees
should not alter their own schedules (even for one day) without prior
consent of the site director. Employees may be disciplined, up to and including
discharge, for failure to maintain generally good standards of attendance and
punctuality.

A faculty member
who fails to report to work for three consecutive days and has failed to follow
proper procedures for notifying the site director, will be considered to have
voluntarily resigned his/her position.

Appearance:

Marin Day Schools views and treats
early childhood educators as professionals. We expect faculty to present
themselves in a manner that is clean, comfortable and ensures safety in the
performance of responsibilities. If you are uncertain as to the appropriateness
of your apparel, please speak with your site director. We also request that
faculty dress in a professional manner for parent meetings and parties that are
held on school premises or school controlled property.