For all employees who have been offered and have signed an employment agreement, the terms of employment are governed by the employment agreement and supplemented by the policies and procedures of this handbook, as specified by the employment agreement. In any conflict between the terms of the employment agreement and the policies of this handbook, the terms of the employment agreement will prevail.
Employees who are offered and sign employment agreements with the school should be aware that these agreements are ordinarily for a one-year term and expire at the end of the agreement period unless a new agreement is offered. Geneva does not confer tenure and there should be no expectation of continued employment for any future term. There is no requirement on the part of the school to offer an agreement to the employee in the following years, and both parties are free to negotiate and pursue future employment on an annual basis. The School reserves the right to make individual decisions about employment offers on an annual basis.
In general terms and for both the employee and School, the Administration strives to make decisions regarding renewal of agreements around or about the start of the third quarter. The School reserves the right to defer a decision for renewal of an agreement to a later date pending successful performance or other appropriate action or conditions based on the circumstances. There is no time limit for when the school can review an agreement and make a decision regarding an offer of a new agreement. Should an employee not be offered a new agreement prior to the current agreement’s expiration, employment with the School will end on the agreement’s expiration date.
A variety of other circumstances—such as increasing, decreasing, or shifting enrollment demand, changing of curriculum or programs, etc.—may impact the timing and renewal or non-renewal of agreements. Individual employees may be notified of these circumstances if relevant to the timing, deferral, or declination of a renewal offer.
All employees must pass an annual criminal background check to be considered for or to maintain employment with the school.
An employee shall notify his or her principal or immediate supervisor within three calendar days of any arrest, indictment, conviction, no contest or guilty plea, or other adjudication of the employee for any felony, any offense involving moral turpitude, and any of the other offenses as indicated below:
- Crimes involving school property or funds;
- Crimes involving attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle any person to hold or obtain a position as an educator;
- Crimes that occur wholly or in part on school property or at a school-sponsored activity; or
- Crimes involving moral turpitude, which include: • Dishonesty; fraud; deceit; theft; misrepresentation;
- Deliberate violence;
- Base, vile, or depraved acts that are intended to arouse or gratify the sexual desire of the actor;
- Felony possession or conspiracy to possess, or any misdemeanor or felony transfer, sale, distribution, or conspiracy to transfer, sell, or distribute any controlled substance defined in Chapter 481 of the Health and Safety Code;
- Felony driving while intoxicated (DWI); or
- Acts constituting abuse or neglect under the Texas Family Code.