ST. PETER’S LUTHERAN SCHOOL Columbus, Indiana SCHOOL...

ST. PETER’S LUTHERAN SCHOOL

Columbus, Indiana

SCHOOL MINISTRY BOARD POLICY MANUAL

REVISED: August 2007

February 2012

TABLE OF CONTENTS

Title Section

Administration……………………… 100

Students……………………………... 200

Personnel……………………………. 300

School………………………………. 400

Finance……………………………… 500

Health……………………………….. 600

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Policy 101, page 1 of 3

ST. PETER'S LUTHERAN SCHOOL THE FOUNDATIONS OF OUR SCHOOL MINISTRY Columbus, Indiana Policy 101 ADOPTED/REVISED: October, 2011

All scripture is breathed out by God and profitable for teaching, for reproof, for correction, and for training in righteousness, that the man of God may be competent, equipped for every good work. 2 Timothy 3:16-17

INTRODUCTION Having a clear direction is essential to an effective school ministry. Policy 101 communicates the foundations of our school ministry. All stake holders within the St. Peter’s Lutheran School community are expected to act in a manner consistent with this foundation. WHAT WE BELIEVE… As Lutheran Christians, we believe that:

God, the Divine Creator, has created all things including man who is the crown of His creation. God created man in His own image -- without sin. Man, through disobedience, has destroyed that image and continues in sin. God, in Christ Jesus, has rescued man from his lost state through faith and the power of the Holy Spirit. The message of God's love, in Christ Jesus, as given to us in His Holy Word (The Bible) needs to be taught

to everyone, especially those of the household of faith. Christian education is a vital aspect of God's mission that was commanded by Him to the Church through

the Great Commission. The responsibility for bringing up a child in the nurture and admonition of the Lord lies primarily with the

parents. A Christian school, in which every subject is taught from a Christian point of view, and where teaching

reflects the spirit of Christ, can be more successful in leading children to a vital Christian life than any other agency except the home.

Effective education is carried on through quality learning programs directed by qualified and dedicated teachers so that the child develops spiritually, academically, emotionally, physically, and socially.

St. Peter's Lutheran School is a mission and ministry arm of St. Peter's Lutheran Church, serving our members, members of sister congregations, and members of the community.

St. Peter’s Lutheran School confesses and teaches the doctrines of the Lutheran Church - Missouri Synod. CONGREGATION PURPOSE Our purpose as the Body of Christ at St. Peter’s is to:

Be Rooted in Christ Cultivate Loving Relationships Reflect Jesus in All We Do For the transformation of lives and the growth of God’s Kingdom

CORE VALUES As we work to carry out our Purpose, the following Core Values will serve as our fundamental working principles:

People Matter Diversity Teamwork Excellence



SCHOOL PURPOSE The purpose of St. Peter’s Lutheran School is to equip children to be responsible, productive adults in the 21st

Century, who above all else, love Jesus.

VISION STATEMENT Our vision as a School Ministry is to provide a quality Christ-centered education that also provides a strong academic foundation to prepare all students for the demands of living in the 21st

Century. Our vision is that our students will develop into responsible, Christ-centered citizens, who make good decisions and witness their faith to others. Our professional educators will be well-prepared to teach students in a digital age and have a great understanding of Christian doctrine and practice. The School Ministry Board and hired administrative staff share in the responsibility to ensure that adequate staff development is provided to help keep teachers current and professionally prepared.

Developing a spirit of trust, partnership, and collaboration with parents plays a vital role in the education of students and within our entire school community. Teachers must show love and respect for the many different family situations, accepting the various learning needs of students and appreciating that not all students will have the same talents, skills, or aptitudes. Being flexible and adapting to meet the individual needs of students is critical to the academic success and spiritual development of all students. Parents must also be cooperative and supportive of the efforts of our faculty and staff and handle all situations with Christ-like love. All stakeholders within the St. Peter’s Lutheran School Community (parents, students, faculty, and congregation) must display a positive attitude toward our School Ministry. Concerns and opportunities for improvement should be addressed in productive ways through the correct channels. All members of the school community play the role of “advocate for the school” and should share our common mission, core values, purpose, and vision. They are responsible for sharing the strengths and positive components of our School Ministry to the people of Columbus and beyond. The end desire for St. Peter’s Lutheran School is to be the best school that it can possibly be, providing students with a meaningful, quality preparation for life in a caring and passionate way, producing children who live productive Christian lives of service to the Lord and mankind. STUDENT OUTCOMES Our School Ministry has the honor, privilege, and responsibility to equip students for many different facets of life. While there are many outcomes of a quality Christian education in a Lutheran School, we have narrowed our student outcomes to three categories: Spiritual, Academic, and Character. Spiritual Upon 8th

Be Spiritually Confident grade graduation, students will:

Be Effective Christian Witnesses Actively Seek the Will of God Possess a Solid Foundation of Faith Consistently Demonstrate Positive Christian Behavior Gain a Desire to Participate in Church Services, Youth Events, and Other Aspects of Church Life Know the Bible and the Importance and Relevance of Its Teachings Be Equipped to Put Faith Into Action



Academic Upon 8th

Possess the Skills to Function Well in the 21 grade graduation, students will:

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Be Academically Responsible Century World

Possess Good Organizational and Study Skills Demonstrate the Desire to be Life-Long Learners Be Well-prepared for High School Demonstrate Problem Solving Skills Be Confident and Skilled Communicators Be Proficient in Current Applications of Technology Possess a Diversity of Experiences

Character Upon 8th

Be Secure in Their Strengths and Weaknesses grade graduation, students will:

Be Confident Possess the Skills to Choose Friends Wisely Know that It is OK to Follow What is Right, But Not Necessarily the Most Popular Things to Do See the Value of Choosing to Be a Positive Model for Others Be Self-Assured Respect Others Demonstrate High Integrity Live Healthy Lifestyles Practice “Balance” in Life Use Good Judgment and Common Sense Value Service to Others Be Passionate Toward All People



ST. PETER'S LUTHERAN SCHOOL JOB DESCRIPTION Columbus, Indiana Policy 102 ADOPTED/REVISED: October, 2011

The aim of our charge is love that issues from a pure heart and a good conscience and a sincere faith. 1 Timothy 1:15

GUIDELINES The School Ministry Board is an appointed leadership team through which the congregation puts its aims and purposes into practice. It is a deliberative board who suggests policies within the School Ministry. The School Ministry Board is responsible for promoting the aims of the congregation. School Ministry Board members are expected to make judgments and suggestions to the best interest of the constituent members. COMPOSITION

1. The School Ministry Board shall be comprised of nine (9) elected officers, school administrator(s), and one (1) teacher.

2. The School Ministry Board chairperson shall be mutually agreed upon by the board. QUALIFICATIONS

1. School Ministry Board members must be confirmed voting members of St. Peter’s Lutheran Church when they assume office.

2. School Ministry Board members must fully accept the teachings established in Scripture and further outlined in the doctrine of the Lutheran Church – Missouri Synod.

3. The school principal must provide leadership for the School Ministry Board and its meetings. 4. Teachers and other designated representatives may participate on the School Ministry Board. 5. School Ministry Board members are appointed for a term of one (1) year and may be renewed without

limitation. 6. School Ministry Board members shall assume their office on August 1.

RESPONSIBILITIES

1. Provide an educational program that fulfills the school’s purpose and meets state requirements. The School Ministry Board shall annually review the school’s mission statement and philosophy of learning statements to correlate with the church’s mission statement. Parent and staff member input will be reviewed at least every three (3) years.

2. Be responsible, according to congregation policy and procedure, for the call process (see Section 14.1 of

the Constitution and By-Laws) or engaging the school administrator(s). The School Ministry Board shall review the call process at such time a school principal is needed. The pastor and other called staff are entrusted with the responsibility for following and complying with the appropriate call process guidelines. A committee may be formed to facilitate the interview and selection process.

3. Work with and support the school administrator(s) responsible for the daily leadership and management of

all aspects of the school’s operation. The School Ministry Board shall work with and support the principal as we jointly strive to achieve excellence in our day school.



4. Be responsible, according to the congregation policy and procedure, for the call process (see Section 14.1 of the Constitution and By-Laws) or engaging the faculty and support staff to ensure excellence in Christian education.

The School Ministry Board shall review the employment process at such time additional or replacement classroom teachers or support staff are needed. The principal and other called staff are entrusted with the responsibility for following and complying with the appropriate call process guidelines. A committee may be formed to facilitate the interview and selection process.

5. Develop school policies, in accord to congregation policies and legal requirements, which will support and

advise the school administrator in the daily management and operation of the school. The School Ministry Board provides reasonable opportunities for input in the review, development, and implementation of the policies and guidelines that govern the school. The School Ministry Board entrusts the school principal with the responsibility of developing and presenting policies that will assist in school management areas. The committee may appoint committee members to review various policies and to make appropriate recommendations.

6. Be responsible, according to the congregation policy and procedure, for the financial management of the

school. With counsel from the School Ministry Board, the principal is entrusted with the responsibility for the daily fiscal management of the school accounts.

7. Provide direction and guidance for school management and improvements, along with appropriate

recommendations. The School Ministry Board, in its continuous strategic planning process, reviews the appropriate educational programming, staffing, and physical facility needs of the school. Such planning provides the guidance and direction for school improvement. Recommendations are forwarded to the appropriate staff member, committees, or boards for further evaluation and feedback. The principal is entrusted with the responsibility for the daily management and operation of the school program.

8. Provide for the promotion of the school and keep its focus related to the congregation’s mission.

The School Ministry Board, principal, staff, parents, and students are responsible for providing positive public relations to the community. Staff members, students, and parents are encouraged to be active members in the church beyond the school areas.

9. Prepare and submit a list of nominations of candidates to the appropriate board or committee for

consideration as appointed School Ministry Board members. To facilitate the process of filling open School Ministry Board positions, the School Ministry Board will provide the appropriate board or committee a list of nominations of candidates for consideration as appointed School Ministry Committee members.

10. Perform other tasks as requested by the Church Council.

The School Ministry Board will support the Church Council and perform other tasks as requested by this council.



ST. PETER'S LUTHERAN SCHOOL POLICY AND PROGRAM DEVELOPMENT Columbus, Indiana Policy 103 ADOPTED/REVISED: October, 2011

The heart of man plans his way, but the Lord establishes his steps. Proverbs 16:9

GUIDELINES The School Ministry Board is sincere in its desire to provide reasonable opportunity for input in the development of policies and programs by concerned persons and organizations before final adoption. The Principal shall have the primary responsibility for the development and presentation of programs and proposed new policies and revisions to existing policies which are necessary for the effective and efficient operation of the school; all such policies shall be submitted in policy language and form. Prior to submission to the School Ministry Board of all proposed programs and policies, the Principal shall have made a reasonable effort to seek input from persons or organizations affected by such programs and policies. POLICY and PROGRAM DEVELOPMENT PROCEDURES

1. Any person or organization may propose a new or revised policy or program by submitting such written request to the Principal and School Ministry Board for study.

2. In the event the Principal and School Ministry Board shall elect to consider the policy or program proposal, they shall follow established procedures for policy or program development.

3. In the event the Principal and School Ministry Board shall elect not to implement the policy or program proposal, they shall notify in writing the person or organization originating the policy proposal of their decision plus the right of appeal of his/her decision. Upon receipt of such notification, the person or organization may resubmit the proposal to the Executive Director for referral to the School Ministry Board.



ST. PETER'S LUTHERAN SCHOOL METHODS OF OPERATION Columbus, Indiana Policy 104 ADOPTED/REVISED: October, 2011

For we aim at what is honorable not only in the Lord’s sight, but also in the sight of man. 2 Corinthians 8:21

GUIDELINES The School Ministry Board is assigned the responsibility of assisting the school principal in developing school policies that will guide and direct the daily management and operation of the school. In doing so, the School Ministry Board recognizes that policy development and implementation may have a profound affect on the school’s constituents (students, parents, teachers, staff, congregations, and community). To that end, the School Ministry Board and school administration shall provide opportunities for public input in the development of policies; such input can be administered before during, and/or after the policy decision, as deemed appropriate by the School Ministry Board. MEETINGS

1. The School Ministry Board at its August meeting, shall determine the dates, times, and place for its regular meetings.

2. The School Ministry Board shall convene at least ten (10) times per year in regular meetings. 3. Parents or members of the congregation may submit agenda items to the school administrator(s) for

consideration. Submissions must be given to the school administrator(s) five days (5) prior to scheduled meetings.

4. Those wishing to attend a School Ministry Board meeting may do so provided they notify the school principal or School Ministry Board chairperson at least five (5) days prior to the meeting.

5. A public input session may be scheduled at the beginning of any regularly scheduled School Ministry Board meeting for the purpose of permitting the public to address a policy issue or agenda item with School Ministry Board members. Such input may be limited in number of respondents and time; School Ministry Board members may ask clarifying questions. NOTE: Public input at a School Ministry Board meeting is limited to the beginning session; no public input or discussion is permitted during the meeting.

6. Executive sessions (closed door) may be held for discussion of individual personnel due process, job performance evaluation of individual employees, interviews of prospective employees, discussion of student due process, and/or discussion of an individual student’s abilities, past performance, behavior, other needs, or any other matter determined to be confidential.

7. A copy of the minutes of the School Ministry Board meetings shall be available upon request. 8. An updated copy of the School Ministry Board Policy Manual shall be available upon request. 9. Surveys, forums, and special meetings may be used or scheduled by the School Ministry Board to provide

opportunity for public response and feedback to school-related issues. 10. Roberts Rules of Order and/or Parliamentary Procedures may be followed, but are not required.

AGENDA

1. The Principal, in cooperation with the Chairperson, shall be responsible for the preparation of the agenda for all meetings of the School Ministry Board.

2. The Principal shall make reasonable efforts to distribute the agenda and related materials to SMC members before the regularly scheduled meeting.

MINUTES Written minutes of all official action at all regular and special meetings of the School Ministry Board shall be recorded by an appointed School Ministry Board member. A copy of such minutes should be kept on file in the school office.



REMOVAL OF A BOARD MEMBER Any member of the School Ministry Board may be removed from office for failure to perform the duties of office or for being involved in conduct which gives offense to moral, spiritual, or educational welfare of the school. COMMUNICATIONS OF SCHOOL MINISTRY BOARD ACTION TO THE SCHOOL AND CHURCH COMMUNITY

1. The School Ministry Board shall follow the congregation Constitution and By-Laws regarding the Call process.

2. The school administrator(s) shall communicate significant School Ministry action to the congregation. SCHOOL MINISTRY BOARD OPERATIONS POLICY MANUAL REVISIONS The School Ministry Board will review and publish the Policy Manual on a yearly basis.



ST. PETER'S LUTHERAN SCHOOL NON-DISCRIMINATION Columbus, Indiana Policy 201 ADOPTED/REVISED: October, 2011

...But God has put the body together, giving greater honor to the parts that lacked it, so that there should be no division in the body, but that its parts should have equal concern for each other. 1 Corinthians 12: 24-25

POLICY St. Peter's Lutheran School admits students of any race, color, national and ethnic origin to all the rights, privileges, programs, and activities generally accorded or made available to students at the school. It does not discriminate on the basis of race, color, national and ethnic origin in administration of its educational policies, enrollment policies, athletic policies, and other school-administered programs.



ST. PETER'S LUTHERAN SCHOOL STUDENT ATTENDANCE Columbus, Indiana Policy 202 ADOPTED/REVISED: October, 2011

For where two or three gather in my name, there am I with them. Matthew 18:20

ATTENDANCE Regular attendance is a vital factor in any student's academic progress. The responsibility for such attendance rests with the parent. Absences are REQUIRED to be excused in writing or by phone call to the school office absence line. ABSENCES School administration records student attendance patterns throughout the school year, noting full-day and partial-day absences, as well as any late arrivals (tardy) or early departures. Such information shall be recorded on students’ official attendance records. School administration shall assume leadership for all matters relating to school attendance. As the school’s “attendance officer”, the principal is obligated to report on and follow-up on suspected cases of habitually absent, tardy, or truant students. Such administrative action will be based on the available evidence and facts for each individual case. A high absenteeism rate will result in administrative action through the school office.

ADMINISTRATIVE ACTION Students must have written or verbal permission of a parent or legal guardian to leave school. Accumulated unexcused absences or truancy will result in administrative action.

1. Level #1 – 10 Absences: Letter #1 will be mailed, reinforcing the importance of attending school regularly.

2. Level #2 – 15 Absences: Letter #2 will be mailed, reinforcing the importance of attending school regularly. A personal contact will also be made.

3. Level #3 – 18 Absences: Letter #3 will be mailed, indicating that a doctor’s note will be required for all further absences. A personal contact will also be made.

4. Level #4 – 20 Absences: Letter #4 will be mailed, indicating that a “Certificate of Incapacity” will be required. Failure to provide the certificate within six days will result in the case being referred to the County Prosecutor’s Office. A personal contact will also be made.

5. Level #5 – 25 Absences: Letter #5 will be mailed, indicating that the County Prosecutor’s Office will be contacted. A personal contact will also be made.

6. Level #6 – 30 Absences: Letter #6 will be mailed, indicating that the child has been expelled. A personal contact will also be made.

CLOSED CAMPUS 1. Students are not allowed to leave the school before regular dismissal time except in the case of illness or

emergency. Students are not permitted to leave the school grounds before school begins in the morning or during lunch.

2. Parents desiring to have their child dismissed from school prior to normal departure time for a justifiable reason are required to notify the school ahead of time by a written notification or by a phone call to the school office. No student will be released to an unidentified person.

DOCTOR'S APPOINTMENTS Doctors’ appointments during the school day are discouraged. Reasonable effort should be made to schedule doctor appointments after school.



EARLY DISMISSAL Students are expected to remain at school until dismissal time. MAKE-UP ASSIGNMENTS AND TESTS Students who are absent from school, whether such absences are excused or unexcused, are expected to independently make up any work missed during the absence. All students will be given the opportunity to make up work missed due to absence in accordance with the following guidelines:

1. The student or the parent shall contact the teacher(s) to make arrangements for making up work missed during an absence from school.

2. Teachers will provide a time schedule (days of absence plus additional time) for completion of work missed due to absence.

3. Tests missed due to an excused absence can be taken at a reasonable time mutually agreed upon by teacher and student.

TARDINESS It is the parent's responsibility to see that the student arrives at school on time; classes begin at 7:50 am. Children arriving in the classroom after the official start of the school day shall be considered tardy. Parents are required to sign-in their children when tardy. If a student accumulates five(5) tardies in a quarter, parents will be required to meet with administration.

VACATIONS Learning is not solely confined to the classroom. Absence from school for some types of vacations offers unique cultural advantages to the students. However, any absence from school may lead to an academic loss to the absentee. This loss is much greater with some students than with others, so vacation absences must be treated with attention to the needs of the individual student. During the school year there are days with no classes. Families are encouraged to use these times for vacations. However, should vacations occur during the school year, parents must assume full responsibility for the academic progress of their children. Parents should fully understand that lower grades and a lower academic standing are real possibilities in case of extended absence from school.



ST. PETER'S LUTHERAN SCHOOL DRESS CODE Columbus, Indiana Policy 203 ADOPTED/REVISED: October, 2011

Therefore, as God’s chosen people, holy and dearly loved, clothe yourselves with compassion, kindness, humility, gentleness and patience. Colossians 3: 12

INTRODUCTION The School Ministry Board and faculty believe that a dress code is desirable since the dress of pupils reflects what the school represents. Our emphasis is on neatness, good grooming, and good taste. Students are expected to avoid extremes that attract undue attention. Research has shown that appearance and good grooming improve a student's general behavior and study habits. As children attending a Christian Day School, the clothing worn should be in harmony with Christian teaching. "Whatever you do, do it to the glory of God." The style and type of student attire should be God-pleasing. The students' personal grooming should reflect respect and care for their bodies. Clothing that is both modest and sensible is required. This will help create a positive personal image and positive school image. The St. Peter’s Lutheran School dress code is established to

• teach grooming and hygiene • instill discipline and modesty • prevent disruptions • avoid safety hazards • teach respect for authority • prepare students for the future

Dress code guidelines are specific for students in grades K-4 and students in grades 5-8. The dress code may be modified on class trips and special days, subject to approval of the principal. GRADES K-4 GENERAL DRESS CODE GUIDELINES

1. The style and type of student attire should be God-pleasing. 2. The students’ personal grooming should reflect respect and care for their bodies. 3. Clothing that is both modest and sensible is required. 4. Any article of apparel or the manner in which that apparel is worn should not provide a threat to the health

or safety of the students. 5. Any article of apparel or the manner in which that apparel is worn should not cause a disruption of the

educational process. 6. Respectful dress is encouraged for chapel.

GRADES K-4 SPECIFIC DRESS CODE GUIDELINES 1. No clothing or accessories bearing pictures, drawings, or sayings (stated or implied) referring to drugs,

alcohol, tobacco, obscenities, violence, sex, or any suggestive, distasteful message will be permitted. 2. No sweatpants, pajama pants, spandex, or cutoffs will be permitted. 3. No spaghetti straps, halter-tops, or tank tops will be permitted. 4. No bare midriffs will be permitted, even when reaching. 5. No rips, tears, or holes in clothing will be permitted. 6. No headwear (i.e., hats, caps, hoods) may be worn inside the building. 7. No unnatural hair colorings or distracting hairstyles (i.e., cuts with artistic designs or messages) will be

permitted.



8. No facial make-up will be permitted. No tattoos (permanent or removable) or visible pierced body parts, except earrings.

9. No backless shoes. Footwear (i.e. shoes, sandals, boots) is required at all times. 10. The school principal in consult with the Executive Director, School Ministry Board, and teaching staff, has

the authority to ban any article of clothing or accessory that creates a disruption or is a potential health or safety hazard.

GRADES 5-8 GENERAL DRESS CODE GUIDELINES

1. The style and type of student attire should be God-pleasing. 2. The students’ personal grooming should reflect respect and care for their bodies. 3. Clothing that is both modest and sensible is required. 4. Any article of apparel or the manner in which that apparel is worn should not provide a threat to the health

or safety of the students. 5. Any article of apparel or the manner in which that apparel is worn should not cause a disruption of the

educational process. 6. Respectful dress is encouraged for chapel.

GRADES 5-8 SPECIFIC DRESS CODE GUIDELINES 1. No clothing or accessories bearing pictures, drawings, or sayings (stated or implied) referring to drugs,

alcohol, tobacco, obscenities, violence, sex, or any suggestive, distasteful message will be permitted. 2. No shorts or skorts with an inseam less than 5” will be permitted. 3. No skirt or dress length will be shorter than 5” above the bend of the back of the knee. 4. No pants, shorts, skorts, or skirts will be worn below hip line, revealing undergarments, or skin. 5. No pants will exceed standard length. 6. No sweatpants, sweat shorts, nylon athletic pants, nylon athletic shorts, pajama pants, spandex, or cutoffs

will be permitted. 7. No sleeveless or visible spaghetti strap shirts or dresses will be permitted. 8. No bare midriffs or exposed cleavage, even when reaching or being active, will be permitted. 9. No rips, tears, or holes in clothing will be permitted. 10. No headwear (i.e., hats, caps, hoods) may be worn inside the building. 11. No unnatural hair colorings or distracting hairstyles (i.e., cuts with artistic designs or messages). 12. No unnatural facial make-up. No tattoos (permanent or removable) or visible pierced body parts, except

earrings. 13. Footwear (i.e. shoes, sandals, boots) is required at all times. 14. The school principal in consult with the Executive Director, School Ministry Board, and teaching staff, has

the authority to ban any article of clothing or accessory that creates a disruption or is a potential health or safety hazard.

DRESS CODE ENFORCEMENT

1. Parents are requested to monitor what their children wear to school and should help their children develop pride in their appearance.

2. The school reserves the right to make final determination on the validity of student dress. 3. Enforcement of the dress code guidelines may vary as per grade level, nature of infraction, and number of

occurrences. Consequences for infractions may include, but are not limited to, written notice, phone call, change of clothing, and suspension.

4. The faculty shall assume responsibility for enforcing this policy, under the direction and guidance of the principal. Each teacher has the authority to approach any student whose dress is considered in violation of the dress code, regardless of student grade level.

5. The classroom teacher and/or principal may handle special circumstances on an individual basis. NOTE: This statement will be reviewed periodically by the School Ministry Board to keep it current and to consider trends that may not be covered in the current Dress Code Policy.



ST. PETER'S LUTHERAN SCHOOL STUDENT ASSISTANCE PROGRAM Columbus, Indiana SUBSTANCE ABUSE POLICY ADOPTED/REVISED: October, 2011 Policy 204

Be careful to obey all these regulations I am giving you...because you will be doing what is good and right in the eyes of the Lord your God. Deuteronomy 12:28

INTRODUCTION St. Peter's Lutheran School recognizes that substance abuse/use can have serious and lifelong consequences. In ministry to the students and families of our church community, the school seeks to provide guidance, education, assistance, and support for students affected by their own or others' drug, tobacco, and alcohol-related problems along the guidelines indicated in this policy. EDUCATION AND GUIDANCE Students shall receive background information and education in appropriate curriculum areas (science, health, religion); objectives and content shall be appropriate for the respective grade levels. Other information and educational programs may be provided for student and parents. SALE OR USE OF ALCOHOL, ILLEGAL DRUGS, or TOBACCO Students who intentionally sell, give, use, or are under the influence of illicit drugs, narcotics, alcohol, or tobacco products at school or any school sponsored activity shall be subject to guidance counseling and appropriate disciplinary action, including suspension and expulsion.



ST. PETER'S LUTHERAN SCHOOL ENROLLMENT Columbus, Indiana Policy 205 ADOPTED/REVISED: October, 2011

Therefore go and make disciples of all nations, baptizing them in the name of the Father and of the Son and of the Holy Spirit. Matthew 28:19

INTRODUCTION St. Peter's Lutheran Church operates a Christian Day School to provide for the spiritual and the secular instruction of its children and any non-member children who may be enrolled. However, so there is order to the manner in which children are enrolled in our school, the following policy has been approved. ENROLLMENT A. Enrollment Status

1. St. Peter’s Lutheran Church Member: a. The child’s natural parent, step-parent, foster parent, or legal guardian is a member of St. Peter's

Lutheran Church (as defined by the Church Constitution and Bylaws.) b. The child’s legal residence must be with the St. Peter’s Lutheran Church member.

2. Other Lutheran Congregation: A child is enrolled under other Lutheran church member status if he or she meets the respective church membership status.

3. Non-Lutheran: Any child that does not meet the criteria for St. Peter’s Lutheran Church member status or other Lutheran church member status is enrolled as a non-Lutheran student.

B. St. Peter's will admit member, other Lutheran congregation, and non-Lutheran children subject to the limitations indicated in this policy.

C. Students will not be denied re-enrollment because of church membership. D. Age Requirements

The age requirements for entrance into school follow the Code of the State of Indiana. A child must be five (5) years old on or by the state kindergarten entrance date (August 1) to enroll in the Kindergarten class of the current year. Further, a child must be six (6) years old on or by the state entrance date to enroll in the first grade class of the current year.

E. Special Education St. Peter's is not staffed or equipped to deal with children who have severe learning or emotional problems. Each child is admitted on a conditional basis, until the principal and classroom teacher have a chance to observe the child's academic achievement and behavior. A school psychologist is available for independent testing and professional recommendations regarding alternative learning environments.

STUDENT ADMISSIONS A. New Students

1. New students will be enrolled only if class size warrants additional students. 2. Special cases shall be handled on an individual basis. 3. New students shall be considered for enrollment only after the following conditions are met:

a. Kindergarten 1) Completed enrollment form. 2) Copy of birth certificate (age determination). 3) Copy of immunization and health records. 4) Satisfactory completion of entrance screening program.

b. Grades 1-8 1) Principal-Parent Conference. 2) Completed enrollment form. 3) Completed transfer of student records, if applicable. 4) Copy of immunization and health records.



5) If the student did not attend a kindergarten program, a copy of birth certificate (age determination).

6) Satisfactory completion of entrance screening program.

B. Returning Students Students may be re-enrolled at St. Peter’s Lutheran School after the following conditions are met:

1. Full payment of previous year’s unpaid educational fees. 2. Completed re-enrollment form returned to the school office as directed. 3. Copy of immunization and health records. 4. Parent attendance at a school registration forum, if applicable.

C. Probationary Enrollment All new students are enrolled under a six-week probationary basis. At any time during this six-week probationary period, school administration may choose to dismiss students who do not consistently follow the communicated school expectations.

D. “School Choice” (voucher) Enrollment Our Admission Policy will be followed with all prospective Indiana State Department of Education “School Choice” families.



ST. PETER'S LUTHERAN SCHOOL CLASSROOM PLACEMENT Columbus, Indiana Policy 206 ADOPTED/REVISED: October, 2011

It is better not to make a vow than to make one and not fulfill it. Ecclesiastes 5:5

GUIDELINES The School Ministry Board reaffirms the policy of considering parent input for classroom placement. The board has approved guidelines that enable the teaching staff to assign placement based on the educational, spiritual, and social needs of each child. The school seeks to place each student in an environment where he or she can achieve academic success and be assured of a quality Christian education. Such placement is made after careful consideration of academic ability, achievement, classroom size, gender distribution, behavior, student personality, special needs, and other factors. Our school attempts to group students in classrooms that provide a "good mix" of students in each class based on the above factors. After consideration of the parent input and recommendation of the faculty, the principal has the right to determine final student placements. PARENT INPUT Recognizing that a parent has a vested interest in the education of his or her child, parents are provided an opportunity to formally submit input for classroom placement for the succeeding school year. Formally submitting input does not guarantee a specific placement; the input will be considered within established guidelines. The principal shall publicly announce and distribute the guidelines and accept parent input through April 1 (or earlier, if announced). The school is interested in input that is made for educational reasons (citing the strengths and weaknesses of a child’s learning style). Classroom placement should not be determined by social interests (wanting to be in a class with friends) or "family history" (other family members having the respective teacher). CLASSROOM TRANSFERS The School Ministry Board and administration discourage classroom transfers. However, the School Ministry Board and administration recognize that personality, classroom climate, learning atmosphere, and special needs may necessitate a student transfer from the initial classroom placement. In the best interests of the student and teacher, the principal shall authorize the transfer after securing a consensus approval of parents and teachers, and after securing evidence that the classroom interventions and modifications have not produced positive results.



ST. PETER'S LUTHERAN SCHOOL PROMOTION AND RETENTION Columbus, Indiana Policy 207 ADOPTED/REVISED: October, 2011

Be joyful in hope, patient in affliction, faithful in prayer. Romans 12:12

DEFINITIONS Assignment: Assigns the student to the next grade level on a probationary period, not to exceed one grading period; conditions of placement are determined by the school. Promotion: Assigns the student to the succeeding grade level for the next school year. Retention: Assigns the student to the same grade level for the succeeding school year. POLICY Each teacher shall be sincerely interested in the total physical, mental, and spiritual development of every child entrusted to his/her care. To that end, he/she guides, directs and instructs each pupil with the thought that at the end of the school year the pupil may be promoted to the succeeding grade. The recommendation of promotion, assignment, or retention rests with school professional staff, with an opportunity to gather input from parents and other professional resources concerning placement cases. The school principal, upon recommendation of the teacher(s), shall make the final decision regarding placement of a student. If applicable, St. Peter’s Lutheran School shall follow the promotion/retention directives of the Indiana Department of Education concerning a student’s test results from the state-approved testing program. RETENTION GUIDELINES Retention is a serious matter which must be done only after careful study by school personnel and parents. Each student must be carefully reviewed and each retention must be decided upon its own merits. In all cases of retention, the teacher(s), parents, and principal shall work cooperatively in an attempt to place the student where he/she shall have the greatest opportunity to develop his/her potential. The following factors may be considered in possible retention cases (not in priority order):

1. Age/Size of child 2. Previous retention or promotion probation 3. Prolonged and/or excessive absenteeism 4. Report card grades 5. Standardized Test scores 6. Psychological testing 7. Siblings 8. Social and emotional maturity 9. Classroom work skills

PROCEDURAL STEPS IN THE RETENTION PROCESS

1. The teacher shall provide written evidence and documentation (examples, dates, events) which warrant consideration for retention.

2. Conferences with parents should include reasons for the recommendation and should address such matters as: academic achievement, social skills, emotional maturity, classroom work skills, and physical development.

3. Conference objectives should aim toward a mutual decision between the parent and school.



4. (End of Quarter 1): Teachers should discuss with the principal extreme learning difficulties exhibited by students and then develop a program for remediation action prior to considering retention.

5. (End of Quarter 2): The teacher, with the consultation of the principal, shall discuss the possibility of retention with the parent. With consultation of the parent, the school shall develop a program for remediation action prior to retention.

6. (End of Quarter 3): A conference shall be held with the parent and teacher (and principal) for continued review.

7. (End of Quarter 4): A final decision regarding promotion, retention, or assignment shall be determined. In the event that a parent does not agree with the final retention, classroom assignment, or promotion decision of the school, the parent is encouraged to meet with the school principal and other necessary school teachers. RETENTION GRADE LEVEL PLACEMENT A student (Grades 1-8) who is retained, effective at the beginning of the school year, will have the option of being placed in an alternate homeroom for the retention year. The principal shall make final classroom determination. “SUBJECT AREA” PROMOTION In rare instances, a student may possess extraordinary skills in one or more subject areas. If the teacher, support staff, and principal acknowledge the need for additional academic challenge or alternative classroom setting, the student may be placed in a higher level of instruction.



ST. PETER'S LUTHERAN SCHOOL STUDENT CONDUCT Columbus, Indiana Policy 208 ADOPTED/REVISED: October, 2011

In the same way, you who are younger, submit yourselves to your elders. All of you, clothe yourselves with humility toward one another, because God opposes the proud but shows favor to the humble. 1 Peter 5:5

GUIDELINES Students at St. Peter's Lutheran School are expected to act in a fashion that their behavior will reflect favorably upon the individual students and the school. Their conduct, too, is expected to show consideration for fellow students and staff, creating a harmonious and Christian atmosphere for learning. To that end, St. Peter's Lutheran School has adopted guidelines to assist administrative personnel in handling areas of inappropriate student behavior. These rules and regulations apply to all students attending school or school-sponsored activities. As needed, the administrative action may include a directive for student and/or family counseling. Students have a responsibility to report to school authorities their knowledge of other students' possession of weapons, drugs, alcohol, or other items that pose a potential danger to students. All school discipline policies are found in the school Discipline Policy Handbook.



ST. PETER'S LUTHERAN SCHOOL VIDEO POLICY Columbus, Indiana Policy 209 ADOPTED/REVISED: October, 2011

The eyes of the Lord are everywhere, keeping watch on the wicked and the good. Proverbs 15:3

INTRODUCTION. Recognizing that the use of videos/DVD’s in the classroom can contribute to the curriculum being taught, the School Ministry Board has set the following guidelines regarding the use of videos/DVD’s in the classroom. RATING OF VIDEOS/DVD’S A. Educational/Curriculum Related:

1. G rated movies may be shown to students in all grades. 2. PG rated movies may be shown, provided that parental consent has been obtained. An alternative activity

should be available for those students whose parents have disallowed the viewing of the movie. 3. PG-13 rated movies may be shown to students in grades 5-8, provided that parental consent has been

obtained AND permission has been granted by the principal. An alternative activity should be available for those students whose parents have disallowed the viewing of the movie.

4. R rating is not allowed at any grade level. B. Non-Educational/Non-Curriculum Related:

1. G rated movies may be shown to students in all grades. No other rated movies may be shown.



ST. PETER'S LUTHERAN SCHOOL SPORTS ELIGIBILITY Columbus, Indiana Policy 210 ADOPTED/REVISED: October, 2011

Whatever you do, work at it with all your heart, as working for the Lord... Colossians 3:23

INTRODUCTION Recognizing that participating in the St. Peter’s Lutheran School athletic program is a privilege reserved for those students who are making acceptable academic progress, the following rules will be applied. ELIGIBILITY

1. A yearly physical examination is required. The physical form must be completed by the physician and submitted to the school office prior to participation. The physical covers all sports for the entire year provided the examination occurred after May 1st. The form will be on file in the school office.

2. Each athlete's parent or guardian shall complete an emergency medical authorization card, giving permission for treatment by a physician or hospital when the parent(s) is not available.

3. In order to participate on a St. Peter's Lutheran School athletic team, each athlete must have satisfied all of the scholastic eligibility requirements PRIOR to participation. If a student falls below a cumulative "C" average on a mid-quarter report or for a nine-week grading period and/or receives a "F" in any class on a mid-quarter report or quarterly report, he or she becomes ineligible and will be suspended from practice and competition until the next mid-quarter report or quarterly grades are issued. Suspensions shall begin on the Monday after mid-quarter or quarter reports are distributed. Reinstatement shall begin immediately when mid-quarter or quarter cumulative grades have been determined. Reinstatement will occur IF the above grade requirements are met at the next distribution of grades. Special cases will be handled on an individual basis.

4. “Ineligibility” means exclusion from participation in practices, team bench, locker room meetings, games, and the like.

REPORTING

1. The athletic director shall report ineligibility or reinstatement of eligibility to students and their families. 2. Parents should speak directly with the appropriate teachers to discuss concerns regarding reported grades.



ST. PETER'S LUTHERAN SCHOOL TEACHER ABSENCE Columbus, Indiana Policy 301 ADOPTED/REVISED: November, 2011

Commit your work to the Lord, and your plans will be established. Proverbs 16:3

INTRODUCTION St. Peter’s Lutheran Church expects each employee to assume a responsibility and a duty to punctual and faithful attendance. Employees are expected to work each day (as assigned) unless he or she becomes too ill to perform his or her normal duties or has an excused absence related to a professional or personal nature.

The employee absence guidelines are intended to assist the church and administrators in carrying out their responsibilities of ensuring that the church operate in a manner that is honorable to God, equitable to personnel, and beneficial to all.

The Personnel Committee recognizes that employees may be absent from work due to planned and unplanned circumstances. The purposes of this policy are to provide fair, reasonable, and equitable guidelines and accountability to govern each absence. VACATION Teachers and school support staff (teacher aides, librarian, etc) do not have discretionary vacation days during the school year. Vacation leave for teachers and school support staff conforms to the school year calendar. SICK LEAVE The following general provisions apply to sick leave:

1. Sick leave is an accrued leave, that is, the leave is “earned” at the end of a month’s employment. 2. Sick leave credits are accrued by teachers (called and contract) and for school support-staff and cafeteria staff

at the rate of 1 day per month for 10 months per year (August-May) for a total accumulation of 30 days. 3. At the onset of employment, the employee will receive two sick leave days toward the accumulated total.

During the first year of employment, the number of sick leave days allowed will be prorated according to the portion of the month or year worked.

4. It is the employee’s responsibility to contact his or her supervisor as soon as possible when he or she is unable to report for work. A physician's certification is required for any illness beyond three consecutive working days.

5. Part-time teachers, school support staff, and food service employees accrue sick leave credits at the rate of 4 hours per month per calendar year for an accumulated total of 120 hours. Other part-time support staff (salary and hourly) accrues sick leave credits at the rate 4 hours per month per calendar year for an accumulated total of 144 hours.

6. Sick leave is used for personal illness or the medical-related care of an immediate family member (spouse, father, mother, grandparents, brother, sister, child, grandchild, or similar relative of spouse) or for medical or dental appointments.

7. Eligible hourly employees may use sick leave in any combination of ½-hour and full hour increments. 8. Eligible salary employees may use sick leave in 2, 4, and 8-hour increments. 9. NOTE: Teachers will be debited sick leave (2, 4, or 8-hour increments) only if a substitute teacher is

contracted for the absence. Sick leave absences where a substitute teacher is not used will not be debited to the teacher; such absences will be monitored by the school principal.



10. The first ten business days of any long-term disability will be counted towards the employee’s sick leave; one sick leave day for each business day. Each additional working day of disability shall be charged at the rate of 0.3 sick leave (3/10 of a sick day for each working day) until the disability ends or there is no sick leave remaining, whichever occurs first.

11. At the end of each calendar year, unused sick leave is accumulated and rolls into the next year. 12. Sick leave does not accrue during a disability or medical leave.

BEREAVEMENT LEAVE The following general provisions apply to bereavement leave:

1. For regular full-time and part-time employees, time off with pay will be approved in the event of a death in an employee’s immediate family (included in the immediate family are spouse, father, mother, grandparents, brother, sister, child, grandchild, or similar relative of spouse).

2. If death should occur in the employee’s immediate family, up to five days (40 hours full-time, 20 hours part-time) per immediate family member death bereavement pay will be allowed.

3. Full-time employees may be granted up to 8 hours per calendar year with pay for the attendance at the funeral of a friend or extended family relative (other than the immediate family, as defined above); such absence is subject to approval by the employee’s supervisor.

4. Part-time employees may be granted up to 4 hours per calendar year with pay for the attendance at the funeral of a friend or extended family relative (other than the immediate family, as defined above); such absence is subject to approval by the employee’s supervisor.

5. Full-time and part-time employees may use bereavement leave in any combination of ½-hour and full hour increments.

PERSONAL LEAVE The following general provisions apply to personal leave:

1. Personal leaves of absence are intended to account for personal emergencies and for the transaction of any personal business, or conduct of personal or civic affairs that the employee cannot perform outside the regular workday; such personal leaves may be planned or unplanned.

2. Full time employees are allowed up to 16 hours absence with pay for personal business each calendar year, subject to prior notification and approval of the employee’s supervisor.

3. Part-time employees are eligible for 8 hours absence each calendar year at the regular work rate. 4. An employee must be with St. Peter’s Lutheran Church for 60 calendar days to qualify for such paid time off. 5. At the onset of employment, the personal leave will be prorated according to the portion of the year worked

(until January 1). 6. Eligible hourly employees may use personal leave in any combination of ½-hour and full hour increments. 7. Eligible salary employees may use personal leave in 2, 4, and 8-hour increments. 8. NOTE: Teachers will be debited personal leave (2, 4, or 8-hour increments) only if a substitute teacher is

contracted for the absence. Personal leave absences where a substitute teacher is not used will not be debited to the teacher; such absences will be monitored by the school principal.

9. Personal leave does not accumulate over a period of time. Any unused personal leave not used cannot be carried over to the following year nor will pay be granted in lieu of personal leave.

10. In the event of a disability or medical leave, the personal leave will be prorated to the amount of time the employee was credited for each working day prior to the extended absence.



JURY DUTY The following general provisions apply to jury duty:

1. Upon notification of the possibility of serving on jury duty, the employee shall first contact his or her supervisor before agreeing to jury duty. Employees will be granted a leave of absence with pay to serve on jury duty, as required by law. If an employee is called to serve on jury duty at a time that would unreasonably interfere with normal business operations, the church or school may request that the required service be rescheduled for a later date that would be more convenient for the church or school.

2. Employees must forward the jury duty pay to the St. Peter’s general fund if a replacement or substitute worker is contracted as a result of the employee absence. If no substitute or replacement worker is necessary, the employee may keep the jury duty pay.

3. Upon completion of jury duty, a Verification of Attendance Form must be presented to the church. Employees who are excused from jury duty for the day, or are excused early, should report to work when it is practical to do so.

MILITARY LEAVE The following general provisions apply to military leave:

1. Upon notification of the possibility of serving on military duty, the employee shall contact his or her supervisor. The church complies with applicable state and federal law concerning leaves for active and reserve military service.

2. Employees who are obligated to serve in any U.S. military reserve organization will be given the necessary time off. The time required for annual training (generally 15 days) will not be counted as vacation time. An individual must take vacation days or time without pay to perform military duty in the event that duty exceeds 15 days allowed for annual training.

3. Salary: During military leave, St. Peter’s Lutheran Church will pay the difference between military gross pay and the employee’s regular gross pay if the employee’s regular gross pay is larger than the military gross pay. The employee does not need to refund any salary amount if the military gross pay is higher than the employee’s regular gross pay.

4. In the event of mobilization, St. Peter’s Lutheran Church will continue to pay the individual activated until the military pay is being received at which time the St. Peter’s pay will cease. All monies paid in salary by St. Peter’s Lutheran Church will then be returned to the church.

WORKERS COMPENSATION LEAVE The church complies with applicable state and federal law concerning leaves for work-related illness or injury. To comply with workers compensation laws, the employee shall report any work-related injury to his or her supervisor within 24 hours of the injury. FAMILY AND MEDICAL LEAVE The Family and Medical Leave Act (FMLA) provides a means for employees to balance their work and family responsibilities by taking unpaid leave for certain reasons.

To be eligible for FMLA leave, the worker must have worked for St. Peter’s Lutheran Church and School for at least 12 months before the leave and worked at least 1,250 hours during the 12 months immediately before the FMLA leave begins.

The FMLA provides an entitlement of up to 12 weeks of job-protected, unpaid leave during any 12-month period for the following reasons:

• Birth and care of the employee’s child, or placement for adoption or foster care of a child with the employee; • Care of an immediate family member (spouse, child, or parent) who has a serious health condition; or • Care of the employee’s own serious health condition.

The church will continue health care coverage for the employee while he or she is on a FMLA leave; the employee is responsible for his or her eligible retirement and disability premiums and full payment of any eligible dependent health



care premiums during the FMLA leave. In applying for FMLA leave, the employee must use all available personal or vacation leave before the unpaid FMLA leave is in effect; the employee, at his or her discretion, may apply sick leave in lieu of FMLA unpaid leave.

Employees may take the FMLA leave in blocks of time less than the full 12 weeks on an intermittent basis or reduced leave when medically necessary.

Employees on FMLA leave are entitled to reinstatement to the same or equivalent position (defined as one with equivalent pay, benefits, responsibilities, etc). when they return to work. The employee is not entitled to accrue benefits during periods of unpaid FMLA leave.

The employee is responsible for consulting with the Concordia Health Plan and Concordia Disability Plan for current rules and regulations.

DISABILITY LEAVE For employees covered by the Concordia Disability and Survivor Plan (CDSP) who become disabled as defined in such plan, St. Peter’s Lutheran Church will:

1. Pay full salary until such time as CDSP benefits begin (CDSP payments begin after 14 calendar days of disability). The first ten business days of any long-term disability will be counted towards the employee’s sick leave; one sick leave day for each business day.

2. After 14 calendar days of disability, pay 30% of salary for a period of up to nine months (CDSP pays 70%). During this time, each additional working day of disability shall be charged at the rate of 0.3 sick leave (3/10 of a sick day for each working day) until the disability ends or there is no sick leave remaining, whichever occurs first.

3. Once all accumulated sick leave is applied, an employee on disability shall not be charged with a negative balance of sick leave. NOTE: As such, an employee may return to work after a disability with no accumulated sick leave.

4. St. Peter’s Lutheran Church shall continue to pay the 30% salary until the disability ends or up to the nine months limit (whichever occurs first), regardless of the amount of the respective employee’s accumulated sick leave.

5. During the disability, St. Peter’s Lutheran Church will provide its respective salary portion on the regular pay period cycle. The Concordia Disability Plan provides its disability payment directly to the employee on a monthly basis. As such, the employee may need to adjust his or her personal budget accordingly.

6. Sick leave does not accrue during the disability leave. 7. Personal leave and vacation leave will be prorated to the amount of time the employee was credited for each

working day prior to the disability.

MATERNITY LEAVE For employees covered by the Concordia Disability and Survivor Plan (CDSP). The plan defines a maternity leave as a disability leave, and as such, the disability guidelines apply (including applicable sick leave).

1. A pregnant woman may remain on the job as long as she wishes, providing she has her doctor’s written approval indicating continued employment doesn’t jeopardize her health or the health of her baby.

2. A pregnant employee shall inform her supervisor of her expected date of absence, not later than the beginning of the fourth month of pregnancy. At that time, she will give notice in writing to her supervisor of (1) the expected date of childbirth, (2) whether the employee plans to continue to perform her duties during the pregnancy, and (3) the date she expects to commence her leave. NOTE: Notice of intent to return to or not to return to work following the birth of a child shall not affect the pregnant employee’s salary remuneration during the disability.

3. In the event of a “natural” birth, the pregnant employee shall receive full salary until such time as the CDSP benefits begin (CDSP payments begin after 14 days of disability). After 14 days, St. Peter’s Lutheran Church will pay 30% of salary for a period not to exceed four weeks (CDSP pays 70%). Sick leave shall be charged according to the disability guidelines.



4. In the event of a “caesarean” birth, the pregnant employee shall receive full salary until such time as the CDSP benefits begin (CDSP payments begin after 14 days of disability). After 14 days, St. Peter’s Lutheran Church will pay 30% of salary for a period not to exceed six weeks (CDSP pays 70%. Sick leave shall be charged according to the disability guidelines.

5. In the event of a disability that requires additional time off prior to or after the birth of the child, the CDSP guidelines apply (see above). Sick leave shall be charged according to the disability guidelines.

6. In the event that the pregnant employee desires to request additional time off prior to or after the birth of the child that is not covered by the disability leave, then the employee must apply all available personal or vacation leave before requesting the additional leaves of absence. If no personal leave or vacation leave is available, then the employee must forfeit the respective wage for each additional day of absence.

LEAVES OF ABSENCE NOT COVERED ABOVE The following general provisions apply to leaves of absence not covered above:

1. Requests for leaves of absence not covered above must state the reason for the leave, as well as the desired beginning and ending dates. Requests for other leaves of absence may be approved based on the facts and circumstances surrounding each individual request.

2. For other leaves of absence of five (5) or fewer days, the employee shall seek approval from his or her supervisor. For other leaves of absence of more than five (5) days, the employee must submit the request in writing for consideration by the Personnel Committee in consultation with the appropriate board. Employees who return to work at the end of such an extended leave of absence will normally be returned to their former job classification if an opening exists. If there is no such opening, they will be considered for a comparable position if one is available.

3. The following guidelines will apply to other leaves of absence: a. Non-Teachers: Employees must apply all available personal or vacation leave before requesting

additional leaves of absence. If no personal leave or vacation leave is available, then the employee must forfeit the respective wage for each additional day of absence.

b. Teachers: A teacher may be absent with pay for other leaves of absence if he or she reimburses the school for the respective substitute teacher fee for the first two (2) additional absence days in a calendar year. Any leave of absence request beyond the two (2) days during the calendar year shall require approval by the Board of Christian Education and will be considered as a leave of absence without pay. Each teacher leave of absence without pay will result in a reduction of 1/260th

c. Unpaid Time Off: Employees must apply all available personal or vacation leave before requesting time off without pay.

of the teacher's gross salary. Such reimbursement shall be automatically deducted from the next paycheck.

GENERAL PROVISIONS The following general provisions apply to all leaves of absence:

1. A request for an extension of a leave of absence must be made in writing prior to the expiration date of the original leave, and when appropriate, must be accompanied by a physician's written statement that certifies the need for the extension.

2. Failure to return to work on the first workday following the expiration of an approved leave of absence may be considered a voluntary termination.

3. Coverage under the church's group employee benefit plans will be continued on the following basis: a. The church will continue to contribute premiums as if the employee were actively at work for the first

30 working days of an approved leave of absence. b. Employees will be required to pay the entire premium for continued coverage during the portion of an

approved leave of absence in excess of 30 days. c. Employees must make arrangements with the church to pre-pay their share of group employee benefit

premiums before going on leave of absence. 4. Employees will not accrue length of continuous service for the portion of a leave of absence in excess of thirty

(30) days. Upon return to work, the employee will be reinstated for continuous service benefits at the point of the absence leave.



5. Employees on leave of absence will be subject to lay off on the same basis as employees who are actively at work.

6. Employees on leave of absence must communicate with the church on a regular basis, at least once each month, regarding their status and anticipated return to work date.

7. Employees on leave of absence who seek or accept other employment without the church's prior written approval may be subject to disciplinary action, up to and including possible termination.

8. Employees who falsify the reason for their leave of absence may be subject to disciplinary action, up to and including possible termination.



ST. PETER'S LUTHERAN SCHOOL SALARY Columbus, Indiana Policy 302 ADOPTED/REVISED: November, 2011

As each has received a gift, use it to serve one another, as good stewards of God’s varied grace. I Peter 4:10

SALARY SCHEDULE A salary schedule has been developed to guide the determination of worker salaries. Salaries are effective February 1 – January 31 annually. PAY SCHEDULE

1. Paychecks are issued biweekly on Friday. Exempt employees will receive their annual salary over 26 or 27 (as it occurs) pay periods.

2. If a holiday occurs on a Friday payday, the check will be issued the preceding workday. 3. When checks are distributed earlier in the week (due to holiday or other reasons), employees are asked to

wait and cash the check on Friday (or later) … and automatic deposits are not available until Friday. 4. The church offers automatic payroll deposit to local banks, credit unions, and savings and loan institutions

that offer this service. 5. Paychecks and direct deposit records may be distributed during the workday or mailed to the employee's home

by the Authorized personnel. If distributed to the staff mailbox, the employee (or employee’s spouse, after consultation with the Authorized personnel) is responsible for receiving the paycheck or direct deposit record.

ADVANCES Salary advances may be permitted under extreme circumstances; must be approved by the Executive Director or authorized personnel. FINAL PAY CHECK

1. An employee’s final pay check shall be released upon return of all building keys and other congregational property which may have been entrusted to the care of the employee.

2. If an exempt employee’s last day of work does not fall on the last day of a pay period, the employee’s final pay check shall be prorated, dividing the number of business days worked by the total number of business days within the final pay period.

3. If a non-exempt employee’s last day of work does not fall on the last day of a pay period, the employee’s final paycheck shall reflect the hours worked during the pay period.

WAGE AND SALARY STRUCTURE REVIEWS

1. The wage and salary structure for employees of the church is proposed by the Personnel Committee and presented to the appropriate boards for approval. Indiana District, LCMS guidelines and other factors are considered during the wage and salary structure reviews.

2. Individual wage and salary reviews will occur each year for every employee. Salary increases may or may not result from such salary reviews. Employee salary reviews may be held in conjunction with performance reviews.



FICA ADJUSTMENT A non-rostered exempt employee’s (full-time or part-time) total cash salary, retirement and disability, and FICA benefits will equal the total cash salary and retirement and disability of a rostered exempt employee in the same position (respective to marital status, experience, and education). In essence, the total compensation (minus health benefits) will be equal for a rostered and non-rostered exempt employee with identical qualifications in the same position. PAYROLL DEDUCTIONS

1. Non-called employees must have various deductions taken from their pay. These deductions will include federal and state income taxes and social security and Medicare taxes. The Internal Revenue Service and each state department of revenue publish withholding tables annually based on personal earnings and the number of exemptions claimed by each employee to satisfy income tax withholding requirements. The employee, by use of the W-4 Form, states the number of exemptions claimed and any additional dollars wished withheld beyond the amount indicated in the tax withholding tables. The amounts withheld for social security and Medicare taxes are at a fixed percentage of earnings.

2. If desired, called workers may request federal, state, and county tax withholding from each paycheck and any additional dollars wished withheld beyond the amount indicated in the tax withholding tables.

GARNISHMENT Garnishments are court ordered repayments of financial obligations by an individual. When so ordered, the church must deduct the amount from the employee’s pay and remit it to the designated entity. OTHER PAYROLL DEDUCTIONS Other payroll deductions are strictly voluntary and must be requested in writing by the employee. By providing these deductions, the church provides their employees with the opportunity to save dollars for their future and to experience current tax savings not permitted through non-payroll deducted savings plans. Voluntary deductions may include: All-Cause Accident Insurance through the Worker Benefit Plans, Church Extension Fund Payroll Savings, and Tax-Sheltered Annuities (TSA). OVERTIME COMPENSATION

1. When specifically requested by the supervisor (or, in the case of an emergency), overtime compensation will be paid to non-exempt employees for all hours worked in excess of 40 hours in a regular work week. The overtime rate of pay is one and one-half times the regular hourly rate of pay.

2. Overtime is earned when an employee reports actual time worked of more than 40 hours in one week. Sick leave, vacation leave, personal leave, and other leaves of absence cannot be applied to the number of hours worked when calculating overtime.

3. Exempt employees are not eligible for overtime pay. 4. Overtime will not be routinely authorized. 5. State law offers no opportunity for compensation time in lieu of overtime pay.

HOLIDAY COMPENSATION Workers that are required to work on a holiday shall be compensated at one and one-half times the regular hourly rate of pay.

FLEXIBLE SCHEDULES

1. With the approval of the employee’s supervisor, an employee may work a “flexible” schedule in which the hours and days of work may vary during the week or month.

2. The actual hours worked in a flexible schedule should appear on the time sheet.



COMPENSATION TIME 1. Compensation time is offered through the flexible scheduling provision. 2. State law offers no opportunity for compensation time in lieu of overtime pay.

SUBSTITUTE TEACHER The School Ministry Board shall consider local guidelines in approving an equitable daily stipend for a substitute teacher. In addition, the principal shall calculate partial day substitute teacher stipends based on the full-day stipend. LONG-TERM SUBSTITUTE TEACHER As possible, the principal shall contract one substitute teacher to serve for the duration of an extended teacher absence. If two or more substitute teachers are employed during the absence, the principal shall use discretion in contracting the substitute teachers for consecutive days. Recognizing that a long-term substitute teacher assumes additional planning, organization, and classroom responsibility, he/she shall be remunerated as follows:

a. A long-term substitute teacher shall be defined as a substitute classroom teacher that has been contracted for six (6) or more consecutive school days in a single position.

b. The long-term substitute teacher shall receive remuneration for each required school day he or she is in attendance.

c. Stipend payments: 1-5 days 100% of substitute teacher stipend

6-10 days 150% of substitute teacher stipend 11+ days 200% of substitute teacher stipend



ST. PETER'S LUTHERAN SCHOOL TEACHER RECOGNITION Columbus, Indiana Policy 303 ADOPTED/REVISED: November, 2011

His master said to him, ‘Well done, good and faithful servant. You have been faithful over a little; I will set you overmuch. Enter into the joy of your master. Matthew 25:23

ANNIVERSARY AND RETIREMENT RECOGNITION

1. Anniversary and retirement celebrations are for the purpose of demonstrating appreciation to those employees with a specific number of years of service to the church ministries. These guidelines will help promote consistency and harmony for the proper recognition of faithful service.

2. The School Ministry Board is organizing and planning the respective anniversary or retirement celebration within the School Ministry.

LUTHERAN CHURCH MISSOURI SYNOD RECOGNITION 1. The Indiana District, LCMS recognizes full time called church workers for 15, 25, and 35 years of service in

ministry to LCMS churches and schools; eligibility is determined by the district and synodical offices. The recognition usually takes place at the respective district pastor or teacher conference.

2. St. Peter’s Lutheran Church and School, too, will recognize the respective full-time called church workers for 15, 25, and 35 years of service in ministry to LCMS churches and schools. Called church workers will be recognized in church services. Date of church service to be determined by recognition committee and the Senior Pastor.

Recognition 15 years Certificate of appreciation (district office) and gift ($150) 25 years Engraved plaque (district office), reception*, and gift** 35 years Engraved plaque (district office) and gift**

* The anniversary reception will be canceled if a previous anniversary reception was held in honor of the respective staff member within the previous five years. ** If 5 or more years of service at St. Peter’s Lutheran Church and School, the employee receives a gift of $500 for the celebration. If less than 5 years at St. Peter’s Lutheran Church and School, the employee receives a gift of $250 for the anniversary celebration.

ST. PETER’S LUTHERAN CHURCH AND SCHOOL RECOGNITION 1. All staff members shall be recognized during their first year of service and for 5-year increments of consecutive

years of service to St. Peter’s Lutheran Church and School under the following guidelines: 2. Staff members will be recognized in church services to be determined by recognition committee and the senior

pastor.

Recognition 1 year Framed certificate and gift ($25) 5 years Framed certificate and gift ($50) 10 years Gift (Ex: engraved pen/pencil set) and gift ($100) 15 years Gift (Ex: engraved brass or crystal apple) and gift ($150) 20 years Framed certificate (with matting) and gift ($200) 25 years Engraved plaque, gift ($500), and reception* 30 years Framed certificate and gift ($250) 35 years Engraved gift and gift ($250)



40 years Engraved plaque and gift ($250) 45 years Framed certificate and gift ($250) 50 years Engraved plaque gift ($500) * The anniversary reception will be canceled if a previous anniversary reception was held in honor of the respective staff member within the previous five years.

RETIREMENT RECOGNITION

1. St. Peter's Lutheran Church and School will recognize and honor any full-time or part-time staff member that retires from our church ministry.

2. The retiring staff member will be recognized in church services; date of church service to be determined by recognition committee and the Senior Pastor.

Recognition Engraved plaque, gift*, and reception or church dinner

* If 10 or more years of service at St. Peter's Lutheran Church and School, the employee receives a gift of four week’s salary upon retirement. If less than 10 years and more than or equal to 5 years of service at St. Peter's Lutheran Church and School, the employee receives a gift of two week’s salary upon retirement. If less than 5 years at St. Peter's Lutheran Church and School, the employee receives a gift of one week’s salary upon retirement.



ST. PETER'S LUTHERAN SCHOOL TEACHER EMPLOYMENT Columbus, Indiana Policy 304 ADOPTED/REVISED: November, 2011

Whatever you do, work heartily, as for the Lord and not for men. Colossians 3:23

CALLED WORKERS Called workers are those pastors, teachers, and others who are academically trained and certified by the Lutheran Church-Missouri Synod, who are listed on the Synodical professional church workers’ roster, and who have been called according to the by-laws of St. Peter’s Lutheran Church. They are on full-time call for twelve months each year; work related duties and responsibilities vary during the year. CALLED WORKERS TRANSFERRING TO ST. PETER’S LUTHERAN CHURCH AND SCHOOL At times, called workers transfer to our employment from other churches and schools. In such cases, it is our desire to provide the salary and benefits for the new worker such that no lapse in salary or benefit occurs during the transfer. To that end, St. Peter's Lutheran Church and School will attempt to negotiate a mutually agreed upon effective employment date to provide the appropriate compensation for the new worker. NON-CALLED/CONTRACTED/EMPLOYMENT AT WILL As a non-rostered or contracted employee of the St. Peter’s Lutheran Church, the employment relationship is one of mutual consent. The employment relationship is terminable at the will of the employee or St. Peter’s Lutheran Church; that is, either the employee or St. Peter’s Lutheran Church may end this relationship. EQUAL OPPORTUNITY EMPLOYMENT

1. St. Peter’s Lutheran Church is in full agreement with the intent of the Civil Rights Laws. It is our firm belief that the basis of employee selection for hiring, promotion, transfer, training, job assignment, hours of work, rate of pay, and working conditions should be according to ability, not age, race, color, national origin, ancestry, sex, handicap, or any other factors not considered pertinent to performance.

2. Because we are a church body, certain positions demand extensive understanding of and commitment to the teachings of The Lutheran Church—Missouri Synod. For such situations it is necessary for us to seek out individuals with specific religious training and synodical recognition. To the extent allowed by State Law, the church may give preference in hiring of persons who are members in good standing of a Lutheran Church--Missouri Synod congregation.

3. The position of pastor at St. Peter’s Lutheran Church is required to be held by ordained ministers of The Lutheran Church—Missouri Synod. Based on religious belief, only males are ordained ministers in The Lutheran Church—Missouri Synod. Therefore, for those positions, females necessarily will not be considered for employment.

IMMIGRATION REFORM AND CONTROL ACT OF 1986

1. The church is committed to full compliance with the federal immigration laws and will not knowingly hire or continue to employ anyone who does not have the legal right to work in the United States.

2. As an ongoing condition of employment, the employee is required to provide documentation verifying his or her identity and legal authority to work in the United States that includes the completion of Form I-9, Employment Eligibility Verification.



EMPLOYMENT CLASSIFICATION There are three classifications of employees as follows:

1. Full-Time: Any employee who works more than thirty (30) hours a week and more than five (5) months per year.

2. Part-Time: Any employee who works more than twenty (20) hours a week and less than or equal to thirty (30) hours a week and more than five (5) months per year.

3. Other: Any employee employed equal to or less than twenty (20) hours per week or less than five (5) months per year.

Eligibility for health care benefits and retirement and disability benefits are determined by the Concordia Health Plans.

Note: Any long-term employee that begins employment in the last five months of the calendar year shall be classified as either a full time or part time employee.

ABSENCES Employees should contact their supervisor as soon as it's determined that they will be unable to report to work as scheduled. In the case of an absence due to illness, calling the supervisor at home the night before or before the scheduled start of the workday allows adequate time to arrange a replacement. In the case of tardiness, an employee (or someone else) should contact the supervisor as soon as it is determined that the employee will be late. TARDINESS A tardy or absence is considered "excused" only when the employee calls ahead of time and the tardy or absence is for a compelling reason. If contact or a call cannot be made ahead of time due to physical limitations, earliest contact is required. The supervisor shall determine what constitutes a compelling reason for an absence or tardiness. A tardy or absence for a non-compelling reason, and failing to call the supervisor according to church policy, will be considered "unexcused".

1. A consistent pattern of absence or tardiness, whether excused or unexcused, may lead to disciplinary action, up to and including termination.

2. An employee who fails to call in or report to work for three consecutive days may be considered to have abandoned his/her job and may be terminated.

TERMINATION

1. The employment relationship between the church and its employees (excluding rostered and contracted employees) is of an at-will nature. This means that the employee is hired for an indefinite period of time. Thus, the employee is free to leave at any time he or she believes it is in his or her best interest. Similarly, the church may terminate the employment relationship whenever it deems appropriate with just cause.

2. All employment separations initiated by the employee shall be classified as a retirement or resignation. In initiating a separation, the employee shall provide written notice of the separation and for whether the separation is a retirement or resignation. Such notice should also include the effective date of termination of employment, address where the employee can be reached in the future, and be signed and dated by the employee.

3. A two-week notice of an employee's intent to leave employment is generally desired, but not required. TEACHER RETIREMENT In case of a teacher retirement at the end of a school year, the effective date of retirement shall not exceed four weeks beyond the last day of the school year.



TEACHER RESIGNATION In case of a teacher resignation at the end of a school year, the effective date of resignation shall not exceed four weeks beyond the last day of the school year. CALLED WORKER ACCEPTING A CALL

1. The acceptance of a call by a rostered employee will result in a resignation of employment at St. Peter's Lutheran Church and School; the desired date of resignation by the employee must be given at this time. In such cases, it is our desire to provide the salary and benefits for the resigning worker such that no lapse in salary or benefits occurs during the transfer to the new church or school. To that end, St. Peter's Lutheran Church and School will negotiate with the receiving church or school a mutually agreed upon effective employment transfer date to provide the appropriate compensation for the resigning worker.

2. In the case of a teacher accepting a call, the transfer date shall be negotiated not to exceed the midpoint of the last day of school for St. Peter’s Lutheran School and the first day of school at the receiving school.

INVOLUNTARY TERMINATION The employer initiates involuntary termination. An employee may be involuntarily terminated when the church determines that continued employment will not be to the benefit of the employee or church. Since the employment relationship of employees (excluding rostered and contracted employees) and the church is of an at-will nature, an employee can be dismissed without advanced notice. (See Discharge, section 4.235) LAYOFF When conditions dictate that the church must reduce staff through a layoff, the needs of the church will determine which employees shall be laid off. Layoffs will be communicated to the affected employee at the earliest reasonable time to allow for productive transition. DISCHARGE

1. Discharge is an immediate termination from employment initiated by the church. Normally it is for a serious or flagrant offense involving willful misconduct that violates standards outlined in this personnel manual, church’s constitution and bylaws; bylaws of LCMS; or the laws of the state or federal government.

2. The Employment-At-Will provisions defined in Section 2.130 in this manual establish the right of the employer or employee to terminate the relationship at any time and for any reason subject to any pertinent state laws and for other than an unlawful discriminatory reason.

SALARY AND BENEFITS TERMINATION The salary remuneration and benefits provided to the employee remain intact until either the church or employee terminates the conditions, at which time the salary and benefits cease on the day of the employment termination. EXIT INTERVIEW

1. An exit interview with the employee conducted by a member of the appropriate church board or board’s designee may be held shortly after resignation or termination. This opportunity will be used to clarify, as necessary, the circumstances for leaving and to review any accrued benefits to be paid, check-out procedures, and final pay details.

2. The exit interview may also be used to receive honest feedback from the employee related to job description, team ministry, and overall work climate.



PROGRESSIVE DISCIPLINARY SYSTEM Employees that violate the policies and procedures of this personnel manual are subject to disciplinary action (the disciplinary action is dependent on the nature of the offense). In cases where violations persist, it is hoped that the progressive procedures as outlined below will assist the employee in developing as a supportive employee. Continued violation of policies will result in levels of oral and written notification to the employee of unacceptable action, and the violations can lead to ineligibility for the employee’s wage increases, probation, suspension, or termination. The procedures below are intended to be a guide. Depending on the infraction, progress steps may be repeated or not utilized. Verbal and written warnings may be repeated or the immediate termination step could be taken.

Progressive Disciplinary Procedure: 1. Verbal Warning: For minor violations (other than those infractions that can result in immediate

termination), the employee will first be verbally counseled about the problem with the intent of clearing up any misunderstanding and establishing the behavior expected in the future. This oral warning will be documented and placed in the employee’s personnel file by the employee’s supervisor noting that the discussion took place, the date, the nature of the warning, and the length of a probation period* that will be given to him or her to fully correct the violation. A copy of the documented oral warning will be given to the employee. An employee may receive one or more documented verbal warnings before progressing to step two.

2. Personnel Memo: If the verbal warning(s) does not produce the desired behavior or compliance, the employee will receive a personnel memo. The personnel memo is a tool to help the church communicate more effectively with the employee. It is used to advise, warn, or otherwise notify the employee of performance or conduct that is not acceptable. The personnel memo will inform the employee of the reason and the length of a probation period* that will be given to him or her to fully correct the violation. If the employee receives a personnel memo about unacceptable performance or conduct, he or she is encouraged to take advantage of the opportunity to improve in order to avoid the need for further disciplinary action. The employee will be asked to sign the memo indicating that he or she has seen the memo; this memo will be placed in the employee’s personnel file. If the employee does not agree with the content, he or she may so indicate. A copy of the personnel memo will be given to the employee. An employee may receive one or more personnel memos before progressing to step three.

3. If steps one and two do not produce the desired behavior or compliance, the employee is subject to termination. Without improvement, this most drastic step must be taken.

4. An employee that fully complies with the oral warning or personnel memo within the allotted probationary period shall revert to the beginning of the progressive disciplinary system.

* Probation period: normally 90 days, but may be altered due to the nature of the offense and accumulated violations. It is important to note that the severity of the offense may not warrant following the usual sequence of reminder-warning-reprimand-penalty, and that the disciplinary action taken may begin at any level. A reprimand, for example, could be given for a flagrant first offense, and the employee’s immediate dismissal could result without prior warning or suspension in the case of major acts of misconduct or serious dereliction of duty.



GRIEVANCE PROCEDURE Should an issue arise regarding the work situation of an individual employee or the work situation between employees, the procedure below will be followed in an effort to arrive at a conclusion that is satisfactory to both the church and the employee(s).

Procedure:

1. The employee is to bring the matter to his or her supervisor's attention. A full discussion and understanding of the matter by both the employee and supervisor is essential at this step.

2. If the grievance is not resolved in step one, the employee is to discuss the matter with the Director of Operations. If needed, a meeting of the respective employee(s), their supervisor(s), and Director of Operations will be convened to address the issue.

3. If the grievance is still not resolved, the employee shall put the grievance in written form and send it to the Chairman of the Personnel Committee who will convene a meeting with the respective employee(s), their supervisor(s), and others as appropriate to address the grievance. The Personnel Committee may consult with the appropriate board to determine a final resolution.

The above procedures are intended to be a guide. Depending on the nature of the grievance, preliminary steps may not be utilized.



ST. PETER'S LUTHERAN SCHOOL CERTIFICATION Columbus, Indiana Policy 305 ADOPTED/REVISED: November, 2011

Do your best to present yourself to God as one approved, a worker who has no need to be ashamed, rightly handling the word of truth. 2 Timothy 2:15

POLICY All professional school personnel are required to hold a state certificate for the position of their employment, as prescribed by the Indiana Department of Education. GUIDELINES

1. Each teacher holding a renewal license shall maintain and comply with the respective re-certification requirements.

2. A teacher shall maintain state certification for his or her respective grade level and curriculum area. Other professional staff members shall maintain certification for their respective area of employment.

3. The teacher shall present a copy of the proper state certification to the school administrator for inclusion in the respective teacher's personnel record by the beginning of each school year.

4. A teacher who does not comply with the annual state certification guidelines may be compensated at substitute teacher rate of pay or may be terminated.

5. If teachers do not meet licensure requirements for specific grade levels or content areas, they may apply for an Emergency Permit, in accordance with state guidelines.

CONTINUING EDUCATION CLASSES

1. An employee may receive reimbursement for a portion of the tuition and textbook fees related to credit-level continuing education classes, subject to the approval of his or her supervisor. In determining the approval, the supervisor shall consider the nature of the class and any resulting absence from work due to class attendance.

2. If approved, any reimbursement is contingent on satisfactory completion of the class (minimum transcript grade of “C”)

3. For licensure renewal classes and other non-degree seeking classes, the reimbursement is calculated at a 75% rate per class up to a maximum of $1,000 per year; such reimbursement is allocated on the balance after applying any scholarship or grant assistance. For employees enrolled in an advance degree program, the reimbursement is calculated at a 75% rate per class up to a maximum of $2,000 per year; such reimbursement is allocated on the balance after applying any scholarship or grant assistance.

LUTHERAN TEACHER DIPLOMA The School Ministry Board recognizes and appreciates the LCMS religious education program offered to teachers through the LCMS college and university system. As a Lutheran school, we value the education and training of teachers who can teach and espouse the Lutheran doctrine.



ST. PETER'S LUTHERAN SCHOOL PROFESSIONAL GROWTH Columbus, Indiana Policy 306 ADOPTED/REVISED: November, 2011

In the same way, let your light shine before others, so that they may see your good works and give glory to your Father who is in heaven. Matthew 5:16

INTRODUCTION Effective teachers must staff St. Peter’s Lutheran School in order to provide all students with a quality Christian education program. Such school personnel can remain effective only if they engage in ongoing professional growth activities which meet their needs, the needs of the students, and the needs of the instructional programs. To that end, the School Ministry Board and administration seeks to improve the performance level of classroom instruction, to identify and implement effective teaching techniques and procedures, and to improve the overall quality of teacher performance in the classroom. The preparation of school personnel is a continuous process beginning with a pre-service preparation and extending throughout the professional's career. New knowledge and understandings, new generations, and new expectations all make ongoing education an essential component of an overall professional growth plan. POLICY This policy requires all professional teachers to continue to participate in professional growth as identified in their Professional Growth Plan. Examples of professional growth include attendance or participation in conferences or workshops, continuing education courses, school visits, in-service programs, curriculum development, district and synodical church and school-related activities, area educational activities, reading and examination of educational materials and literature, professional organizations, and others. Spiritual growth activities are available through church and school ministries.

CONFERENCES 1. Teachers are expected to attend at least one professional conference per year. 2. Each teacher shall provide evidence of conference or workshop attendance or satisfactory completion of a

continuing education course to the principal. Such information shall be included in the respective teacher’s personnel record.

GUIDELINES

1. In support of employee participation in professional growth activities, the church budget includes funds for conferences, workshops, and professional resources. In addition, the budget includes funds for partial reimbursement of tuition and textbook fees related to continuing education classes. The budget resources will be allocated proportionately as funding allows.

2. An employee may participate in work-related conferences, workshops, training sessions, church or school visitations, or other professional growth experiences, subject to the approval of his or her supervisor. Any participation that results in recurring absences from work of five (5) or more consecutive workdays or more than (10) workdays in a calendar year must be approved by the respective church or school board. The employee will be reimbursed for all approved professional growth-related expenses, upon submission of accurate and receipted expense reports through the appropriate supervisor.



3. An employee may participate in district, synod, state, or local work-related organizations, subject to the approval of his or her supervisor. Any participation that results in recurring absences from work of five (5) or more consecutive workdays or more than (10) workdays in a calendar year must be approved by the respective church or school board. Employee expense and reimbursements for district, synod, or other non-St. Peter’s groups should be submitted to the respective organization.

ADVANCED DEGREES It is the desire of the School Ministry Board and administration that each teacher continue his or her professional growth development up to and including attainment of an advanced degree in education.



ST. PETER'S LUTHERAN SCHOOL TEACHER BENEFITS Columbus, Indiana Policy 307 ADOPTED/REVISED: November, 2011

But seek first the kingdom of God and his righteousness, and all these things will be added to you. Matthew 6:33

GROUP BENEFIT PLANS Because of its Christian concern for its employees, St. Peter’s Lutheran Church provides benefit programs in order to help its employees with expenses related to illness, injury, or death, as well as to provide retirement income. WORKER BENEFIT PLANS

Eligibility Eligibility requirements for health, retirement, and disability benefits are determined by the Worker Benefit Plans. All full-time employees are eligible for enrollment in the Worker Benefit Plans on the first day of the month after the date of employment. No change in enrollment status can be made within the first 12 months of employment. For information and details about the benefits of these Plans, booklets are available either in the church office or can be requested by calling the Concordia Plans office at 1-888-WBP-PLAN (1-888-927-7526) or www.wbp.org. NOTE: Generally speaking, job share employees are classified as part-time employees and are not eligible for all benefit programs; see specific eligibility requirements. Concordia Health Plan The Concordia Health Plan provides coverage for medical, prescription, dental, and mental health benefits and a discount program for hearing and vision care benefits. For information and details about the benefits of these Plans, booklets are available either in the church office or can be requested by calling the Concordia Plans office at 1-888-WBP-PLAN (1-888-927-7526) or www.wbp.org. St. Peter’s Lutheran Church participates in the “worker choice” program of the Concordia Health Plan, a PPO (preferred provider organization) program, managed through Blue Cross Blue Shield. Each option has a different premium and deductible and each option is funded differently by the church and worker. Workers are given health care options which differ relative to premium costs and deductibles. Please consult with the Human Resource department for a cost analysis. Concordia Health Plan (CHP) Eligibility

1. Any employee employed 30 hours or more and more than 5 months per year is eligible for CHP coverage. 2. Any employee employed less than 30 hours or employed 5 months or less is ineligible to participate.

Concordia Retirement Plan (CRP) Concordia Disability & Survivor Plan (CDSP) The Worker Benefit Plans include an employer-sponsored retirement and disability program. The Concordia Retirement Plan provides retirement benefits. The Concordia Disability and Survivor Plan provides disability income and death benefits. For information and details about the benefits of these Plans, booklets are available either in the church office or can be requested by calling the Concordia Plans office at 1-888-WBP-PLAN (1-888-927-7526) or www.wbp.org. The church pays 100% of the cost for the Concordia Retirement Plan and Concordia Disability and Survivor Plan.



Concordia Retirement Plan (CRP) Eligibility Concordia Disability & Survivor Plan (CDSP) Eligibility

1. Any employee employed more than 20 hours per week and more than 5 months per year is eligible to participate.

2. Any employee employed 20 hours or less or employed 5 months or less is ineligible to participate. Enrollment Employees will be asked to fill out an Enrollment Form and Beneficiary Form, and these forms will be forwarded to the Concordia Plans office for processing. The Concordia Plans office will mail a letter confirming enrollment as well as booklets and other informational materials. Enrollment Changes The employee is responsible for consulting with the Concordia Health Plan and Concordia Disability Plan for current rules and regulations regarding any changes to health care coverage, beneficiary designation, or other modifications, and he or she is responsible for follow-through and final resolution of the proposed changes. St. Peter’s Lutheran Church desires to maintain a balance of providing appropriate care for the worker and his/her family as well as being a good steward of our financial resources. As such, immediate changes in health care enrollment for a worker and his/her family shall be limited to “life-altering” events (birth, adoption, death, marriage, divorce) ; other requests for a change in enrollment status should be made by October 1 to be effective January 1 of the following year. Termination of Benefits The church’s coverage for the employee and the employee’s dependents through the Concordia Plans will discontinue effective at the end of the month in which termination of regular full-time or regular part-time employment occurs. Information about extension of coverage on an individual basis will be mailed to the employee by the Concordia Plans office.

WORKERS COMPENSATION INSURANCE

1. St. Peter’s Lutheran Church maintains Workers Compensation coverage. 2. The church complies with applicable state and federal law concerning leaves for work-related illness or injury.

To comply with workers compensation laws, the employee shall report any work-related injury to his or her supervisor within 24 hours of the injury.

UNEMPLOYMENT COMPENSATION, FEDERAL AND STATE If the employee decides to leave the employment of the church or if the employee is involuntarily terminated, the employee is not eligible for either state or federal unemployment claims. This is due to the church being exempt from federal unemployment tax and being either exempt or opting not to participate in the state unemployment tax program. CAFETERIA PLAN St. Peter’s Lutheran Church offers a pre-tax savings plan for co-payments on dependent health care premiums. To be eligible for the cafeteria plan, the worker must have a spouse and/or children enrolled in the Concordia Health Plan. The cafeteria plan is an IRS-regulated program and it is administered through an automatic payroll deduction. FLEXIBLE SPENDING ACCOUNT (FSA) St. Peter’s Lutheran Church offers a pre-tax savings plan for eligible health care expenses (ie, office visit co-payments, co-insurance, deductibles, prescriptions, and more) . To be eligible for the flexible spending account, the worker must be enrolled in the Concordia Health Plan. The flexible spending account is an IRS-regulated program and it is administered through an automatic payroll deduction.



HOUSING ALLOWANCE Professional church workers who are listed on the Synod’s roster and are in ministry are eligible to be compensated with a housing allowance. A housing allowance neither increases or decreases the cost to the congregation; it is a part of the worker’s compensation that has been designated as housing allowance. The housing allowance is an IRS-regulated program and eligible workers must comply with the respective guidelines.



ST. PETER'S LUTHERAN SCHOOL JOB SHARE Columbus, Indiana Policy 308 ADOPTED/REVISED: November, 2011

Two are better than one, because they have a good reward for their toil. For if they fall one will lift up his fellow. But woe to him who is alone when he falls and has not another to lift him up! Ecclesiastes 4:9

GUIDELINES The School Ministry Board and administration discourage job share arrangements. If a job share arrangement is allowed, the following guidelines apply:

1. St. Peter’s Lutheran Church and School will consider job share proposals. The decision related to the job share program may be based on position, work schedule, personnel, and the overall benefit to our ministry.

2. Salary compensation and work schedules shall be determined by supervising staff member and respective ministry board.

3. Generally speaking, job share employees are classified as part-time employees and are not eligible for all benefit programs.



ST. PETER'S LUTHERAN SCHOOL REDUCTION IN FORCE Columbus, Indiana Policy 309 ADOPTED/REVISED: November, 2011

For I know the plans I have for you,” declares the LORD, “plans to prosper you and not to harm you, plans to give you hope and a future. Jeremiah 29:11

RATIONALE A reduction in force may be necessary any given year due to the following circumstances:

1. Ministry Changes 2. Declining Enrollment / Membership 3. Budget Considerations

PROCEDURE

1. Documentation of the need for a reduction in force (RIF) shall be directed and reviewed by School Ministry Board, Principal, and Executive Director. This documentation must clearly define the basis on which a RIF is being considered and must be shared with all staff members involved.

2. The Principal, in consultation with the School Ministry Board and Executive Director, will determine the most probable position(s) for elimination, and ultimately the individual(s) affected.

3. Preference will be given to workers in the following order: A. Teacher Qualifications and Licensure with Specific Needs and/or Positions B. Teacher Performance

Teacher performance will be rated using the following criteria:

1) Shared Philosophy a) Mission b) People Matter c) Excellence d) Teamwork e) Diversity f) Attitude

2) Various Tie-Breakers a) Colloquay>LCMS>Christian b) Member>Non-member c) Extra-curriculars>No Extra-curriculars d) Experience>No Experience e) Phd>MA/MS>BA/BS f) Professional Organizations>No Professional Organizations

APPEALS The Church Council will serve as the appeals committee for staff members who wish to contest the intent to “reduce them from the force.” Only the following issues will be discussed at the hearing:

What criteria and preferences were applied? Were the criteria and preferences properly applied?

Appeals must be filed with the Congregational Chairman within fourteen (14) days of the announced RIF. A mutually agreed upon hearing shall convene within fourteen (14) days of the filed appeal. A final written determination regarding the RIF must be distributed to involved staff members within seven (7) days of the hearing.



RECALL

1. Those “RIF’d” in “good standing” may be given the first opportunity for employment if another job opens at St. Peter’s Lutheran School within two years of the initial RIF, provided that the teacher meets all criteria for employment (i.e. licensure.) Those desiring to be recalled may also be required to complete an interview process.

2. Those “RIF’d” more than two years of the initial RIF, must go through the complete hiring/Calling process. INSURANCE COVERAGE Faculty and staff who are dismissed because of the RIF procedure are entitled to continued health insurance benefits until the end of the calendar month (of the reduction) plus thirty (30) days. If a called worker opts to take another call, in order to insure a continuation of benefits, St. Peter’s Lutheran Church will offer the accepting congregation or previous employee the opportunity to purchase Concordia Plan Services for a period not to exceed 3 month.



ST. PETER'S LUTHERAN SCHOOL ACCREDITATION Columbus, Indiana Policy 401 ADOPTED/REVISED: November, 2011

Let the favor of the Lord our God be upon us, and establish the work of our hands upon us; yes, establish the work of our hands! Psalm 90:17

ACCREDITATION AGENCIES Our School Ministry recognizes the value of the accreditation process. As such, St. Peter’s Lutheran School maintains accreditation through the following agencies:

1. Indiana Department of Education for grades K-8 (2011) 2. National Lutheran School Accreditation (2011) 3. AdvancED Accreditation (2011)

THE BENEFITS OF ACCREDITATION The primary benefits of the accreditation process are the self-evaluation and improvement of the school. The accreditation process encourages the school to:

1. Provide a long range school improvement plan 2. Compare and evaluate its quality to a set of standards which measure the academic nature of education 3. Evaluate its physical facilities to ensure effective, safe teaching 4. Review the resources needed to provide a quality education program 5. Examine the school's teaching staff, administrator, and support staff to ensure that they are qualified in their

professions, training, and experience 6. Provide a school that meets or exceeds a set of standards intended to provide a guideline for a quality

education 7. Provide evidence of accountability and the wise use of resources available to the school



ST. PETER'S LUTHERAN SCHOOL COPYRIGHT Columbus, Indiana Policy 402 ADOPTED/REVISED: November, 2011

You shall not steal. Exodus 20:15

GUIDELINES The following copyright guidelines shall be followed by all employees and students of St. Peter’s Lutheran School:

1. It is the intent of St. Peter's Lutheran School to delineate, enforce, and abide by the provisions of the current copyright laws as they affect church and school personnel.

2. Copyrighted materials, whether they be printed, audiovisual, or computer software, may not be duplicated without first receiving written permission from the copyright holder or complying with copyright guidelines.

3. The school does not sanction illegal use or duplication in any form. Employees who willfully violate the school's copyright position do so at their own risk and assume all liability and responsibility.

4. Unlawful copies of copyrighted materials may not be produced or used on church or school equipment. 5. The principal is responsible for establishing practices which will enforce this policy at the school level.



ST. PETER'S LUTHERAN SCHOOL CURRICULUM Columbus, Indiana Policy 403 ADOPTED/REVISED: November, 2011

Train a child in the way he should go; even when he is old he will not depart from it. Proverbs 22:6

GUIDELINES As a school accredited by the State of Indiana, St. Peter’s follows all state curriculum guidelines as a minimum set of standards. The Christian Faith is actively integrated throughout the curriculum. A detailed curriculum guide is available upon request.



ST. PETER'S LUTHERAN SCHOOL CURRICULUM DEVELOPMENT Columbus, Indiana Policy 404 ADOPTED/REVISED: November, 2011

Let the wise hear and increase in learning, and the one who understands obtain guidance. Proverbs 1:5

GUIDELINES The curriculum reflects the mission and vision of the school, as well as the Indiana State Academic Standards, clearly identifying specific learner outcomes. The principal shall provide guidance and direction for the development of the curriculum, including the written documentation for the curriculum guides. A written curriculum guide serves as a foundation for program development, and ultimately, a plan of action in curricular areas. The curriculum is designed by and for the school community it serves, with input from teachers, administrators, parents, and students. Curriculum guides are used for the following purposes:

1. To provide a focus for each subject area with clearly defined goals. 2. To serve as the basis for planning the scope and sequence of curriculum content in keeping with student

needs, individual abilities, and class interests. 3. To act as a foundation for selecting, planning, pacing, and evaluating instructional activities. 4. To establish a focus for developing student competencies and basic skills. 5. To serve as a criterion for selecting, developing, and evaluating instructional materials. 6. To identify topics for student projects and research.

The principal shall develop guidelines for updating, revising, and accessing curriculum guides to correspond with respective curriculum adoption dates.



ST. PETER'S LUTHERAN SCHOOL DISCIPLINE Columbus, Indiana Policy 405 ADOPTED/REVISED: November, 2011

For the moment all discipline seems painful rather than pleasant, but later it yields the peaceful fruit of righteousness to those who have been trained by it. Hebrews 12:11

GENERAL CONDUCT The conduct of each student should be exemplary of the Christian training received in our Christian Day School and in our Christian homes. May it be said of each student that "he/she increased in favor with God and man." To this end we urge all children to pray diligently for God's guidance and to be conscious of the fact that Jesus is right at their side at all times. Students have the responsibility of avoiding any behavior that is detrimental to their own or other students' achievement of educational goals. Students must cooperate in maintaining reasonable orderliness in the school and in the classroom, take reasonable care of books and other instructional aids, and encourage a climate where learning is cherished. Inattentiveness, class disturbances, nuisances, etc., will be dealt with by the teacher in an understanding, loving, but firm manner according to the discipline policy. While representing St. Peter's in other settings (Central, bus pick-up and transfer points, sports events, etc.) it is imperative and expected that good behavior and conduct be practiced at all times. The following three Scriptural references help shape our Discipline Policy:

Train a child in the way he should go, and when he is old he will not turn from it. Proverbs 22:6 My son, do not despise the Lord’s discipline and do not resent his rebuke, because the Lord disciplines

those he loves, as a father the son he delights in. Proverbs 3:11-12 No discipline seems pleasant at the time, but painful. Later on, however, it produces a harvest of

righteousness and peace for those who have been trained by it. Hebrews 12:11 Given these three Scriptural references, the primary goals of our Discipline Policy are:

1. Teach students to lead Christ-centered lives. 2. Respond to the love shown to them through the death and resurrection of Jesus with loving actions to others. 3. Encourage order and structure that facilitates and enhances a positive learning environment. 4. Provide a safe environment at school.

Guiding Disciplinary Principles:

1. Students will be treated with love and respect. 2. A proper balance of Law and Gospel will be implemented. The Law shows children their sin and is

intended to curb and guide their actions. The Gospel proclaims forgiveness through the death and resurrection of Jesus. The Law condemns while the Gospel saves.

3. Teachers and/or administration will communicate disciplinary action to parents, promoting cooperation and support between school and home.

The importance of our principles on discipline cannot be over-emphasized. Our staff and Board of Christian Education expect the full cooperation of parents regarding the matter of corrective discipline in our Christian Day School. Parents are requested to sign the Discipline Policy Agreement Form, ensuring that parents understand and support our Discipline Policy.



DISCIPLINE POLICY HANDBOOK Given the aforementioned information, specific student behavior expectations have been structured to align with the St. Peter’s Core Values of People Matter, Diversity, Teamwork, and Excellence. Our Discipline Policy Handbook describes various specific discipline policies in greater detail. The Discipline Policy Handbook shall be readily available for all parents to view.



ST. PETER'S LUTHERAN SCHOOL FIELD TRIPS Columbus, Indiana Policy 406 ADOPTED/REVISED: November, 2011

For the protection of wisdom is like the protection of money, and the advantage of knowledge is that wisdom preserves the life of him who has it. Ecclesiastes 7:12

GENERAL GUIDELINES The following general guidelines shall be followed:

1. Field trips may be conducted at various times throughout the year. These will be under the supervision of the classroom teacher.

2. Level 1 Child Protection Program certified parents may be asked to help plan or supervise the activity. Parents who are not Level 1 Child Protection Program certified may not attend field trips.

3. Parental consent forms must be completed by the parent and returned to school before the child may participate in a field trip. These forms are in the school office and will be sent home by the teacher prior to the field trip. Parents are responsible for any admission costs, lunch costs, and transportation fees.

4. Parents who chaperone field trips may not bring other children in their family along on the field trip. Chaperones are expected to give their full attention to the supervision of the students in the respective class attending the field trip.

5. Children should wear clothing appropriate for the occasion, and should conduct themselves in such a way that manifests their Christian background. Their behavior should be a positive example to their Lord, their school, and themselves.

6. The privilege of participating in a field trip may be denied for lack of a consent form or poor behavior. The teacher and/or the principal reserve the right to withhold the privilege of participating in a field trip from any student, with just cause.

7. Parents may take their children home from field trips (and only their children) provided they have supplied written notification to the classroom teacher.

TEACHER GUIDELINES The following teacher guidelines shall be followed:

1. The following forms shall be completed at least two weeks prior to the field trip: a. Field Trip Authorization Form b. Bus Transportation Authorization Form c. Parent Consent Form

2. Payment for field trip activities shall be secured prior to the field trip whenever possible. 3. The following people shall be notified prior to the field trip, allowing ample time to adjust accordingly:

a. SPLS Cafeteria b. Central Middle School (7/8th

c. Specials Teachers Grade)

4. Teachers shall inform and/or remind parents of the field trip well in advance of the field trip. 5. Chaperone expectations shall be clearly communicated prior to the field trip. 6. Required student medication shall be secured on the day of the trip. A plan for distribution shall also be in

place.



CLASS TRIPS Sixth grade students enjoy an outdoor education experience in a camp setting. Seventh grade students travel to Cincinnati for an overnight experience that includes the Creation Museum and the Aquarium. The eighth grade students annually travel to Gettysburg, PA and Washington D.C. in late May. These trips are contingent on good behavior during the course of the year on the part of the students. All students are expected to participate in these educational experiences. Students not attending the trip due to disciplinary reasons or parental objection will be expected to be in school during the trip. The cost of these trips is not included in tuition. Moneys for these trips may be raised through various activities and are assisted by parents. Students participating in these trips are also typically asked to bring in additional money, depending on the overall cost of the trip.

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ST. PETER'S LUTHERAN SCHOOL FUNDRAISING and SOLICITATION Columbus, Indiana Policy 407 ADOPTED/REVISED: December, 2011

Every man shall give as he is able, according to the blessing of the Lord your God that he has given you. Deuteronomy 16:17

GUIDELINES St. Peter’s Lutheran School recognizes that the primary function of the school is to promote knowledge and learning for students. Any interference with this function should not be in any manner substantial or significant. St. Peter's Lutheran Church (and supporting congregations) and families of St. Peter's Lutheran School have committed themselves through the budgetary process to provide the necessary resources, equipment, and supplies to operate a Christian day school. The funding for the school comes from congregation budgets, registration fees, and tuition fees. Third source funding (grants, donations, fundraising) provides additional resources that supplement the educational program. To that end, the following policy to maintain a proper balance between the educational functional of the school and its search for alternative funding has been approved. DEFINITIONS Fundraiser: Any activity in which students are requested to solicit money for sale of goods, merchandise, tickets, etc in support of our school educational program. Solicitation: Any solicitation, promotion, or sponsorship by groups not directly related to the school's educational program via verbal, audio, or written communication with students. FUNDRAISING

1. It is the intent of this policy to prohibit students from selling goods or merchandise door-to-door in the community. Any activity that promotes or encourages individual student sales on behalf of the school or any school-related program is prohibited.

2. Fundraising activities to support the educational programs of St. Peter's Lutheran School shall be limited to the Parent Teacher League (PTL) and 8th grade classrooms, subject to approval as outlined below. No other school group or classroom shall conduct a method of raising money support without the sponsorship of the PTL.

3. The PTL may solicit funds through various projects during the year, with all proceeds designated for school-related projects.

4. Fundraisers for 8th grade students may only be used to offset the end-of-year class trip; all activities subject to approval by the principal.

5. The Athletic Department and Music Department may sponsor tournaments and music programs which may generate a "profit" (by definition, these are not considered "fundraisers"), subject to approval of the principal.

SOLICITATION

1. No person shall solicit a student or staff member on school property for purposes of attempting to sell goods or services for profit.

2. The principal may make available materials, registration information, and schedules in an appropriate manner (by announcement or duplication and distribution). The announcement of community activities or distribution of materials shall not interfere with the educational program.



ST. PETER'S LUTHERAN SCHOOL HOMEWORK Columbus, Indiana Policy 408 ADOPTED/REVISED: December, 2011

In all toil there is profit, but mere talk tends only to poverty. Proverbs 14: 23

GUIDELINES It is the goal of St. Peter's Lutheran School to nurture the educational growth of its students. Homework, as it contributes to this development, is an important facet of the program of our schools. Students, parents, teachers, and principal share the responsibility for ensuring meaningful, purposeful, relevant, and appropriate homework which contribute to the child's understanding, skill development, and sense of responsibility. Homework can and should be assigned, as needed, to accomplish the following objectives:

1. Help students learn responsibility, good study habits, and time organization. 2. Reinforce, review, and provide practice and application of learning gained in the classroom. 3. Promote home/school cooperation and communication for the student's educational growth. 4. Provide assessment of student progress.

Each classroom will have a current policy for homework. The classroom guidelines shall consider:

1. Age-appropriate daily homework time limits 2. Planning and coordination of assignments 3. Process for informing students (and parents) on homework performance and progress 4. Procedure for completing incomplete work due to absence 5. Classroom homework policies shall not exceed the “Missing Homework Consequences” information printed

below: a. Penalties will not exceed a 50% reduction for one day late. b. Homework two or more days late may be counted as a zero (0). Additionally, recess time may be

removed from students who have difficulty completing homework assignments on time. c. Parents will be notified through a referral, phone call, or email every day that their children miss

homework assignments. If a referral is sent home, the referral is to be returned the next day with a parent signature.

d. Children are given opportunities to complete many of their assignments in school. In cases where a child seems to bring home a large amount of work, parents should arrange to discuss this condition with the classroom teacher.

HOMEWORK AMOUNT Typically, homework should not exceed fifteen (15) minutes per grade level. For example, a kindergarten student should typically not have more than fifteen (15) minutes of homework and an seventh grade student should typically not have more than two hours of homework. Please, this is only a guide and may vary from day to day and from student to student.



MAKE-UP WORK Students will be provided the opportunity to complete, for credit, homework assignments, class projects, or tests that were administered during the time of any absence, under the following conditions:

1. The request for advance work, make-up work, or tests is the responsibility of the student or parent. 2. When possible and/or appropriate, the student is encouraged to complete the work in advance of the

absence. 3. For absences of two or more consecutive days resulting from illness, the parent/guardian may request

homework assignments during the absence on a daily basis. As possible and/or appropriate, the teacher shall comply with the request.

4. Following the absence, the student will be given a make-up period equal to the number of school days absent plus two (2) additional school days to submit homework and tests for credit.

5. Students are not required to take a test or complete a class project on the day of their return to the classroom following an absence. The test or project is due for credit on any succeeding day of the make-up period, at the discretion of the teacher.

6. A student shall not receive credit for any incomplete work or test at the end of the make-up time period, resulting in a "zero" for that assignment or test.

7. Special cases shall be handled on an individual basis.


Policy 409, Page 1 of 3

ST. PETER'S LUTHERAN SCHOOL HARASSMENT Columbus, Indiana Policy 409 ADOPTED/REVISED: December, 2011

Good sense wins favor, but the way of the treacherous is their ruin. Proverbs 13:15

GUIDELINES It is the policy of St. Peter’s Lutheran School to maintain a learning and working environment that is free from harassment. The school is committed to an environment in which all individuals are treated with respect and dignity; each individual has the right to an atmosphere that promotes equality and is free from discriminatory and harassment practices. It shall be a violation of this policy for any member of the School Ministry Board, faculty, staff, volunteer, or student to harass another person through conduct or communications of a nature as defined below. St. Peter’s Lutheran will treat allegations of harassment seriously and will review and investigate such allegations in a prompt, confidential, and thorough manner. A charge of harassment shall not, in and of itself, create the presumption of wrongdoing. However, substantiated acts of harassment will result in disciplinary action being brought against the alleged harasser. DEFINITIONS

1. Harassment occurs when an individual is subjected to treatment or a school environment that is hostile or intimidating because of the individual’s race, creed, color, national origin, physical disability, or gender. Any such behavior by an adult toward a student is always considered to be unwelcome. It includes, but is not limited to:

a. Verbal: Derogatory comments and jokes with intent to harass; threatening or obscene words spoken to another person.

b. Physical: Unwanted physical touching, contact, assault, deliberate impeding or blocking movements or any intimidating interference with normal work or movement.

c. Visual: Publicly displaying or making obscene gestures with the intent to harass; derogatory, demeaning, or inflammatory posters, cartoons, written words, or drawings.

d. Sexual: Includes unwelcome sexual advances, unwelcome requests for sexual favors, and other unwelcome verbal or physical contact of a sexual nature.

2. “Staff member” includes any person employed by the St. Peter’s Lutheran Church and School 3. “School activities” includes classes, recess and break time, before and after-school time that the student is

under school supervision, extra and co-curricular activities sponsored by the school, regardless of where the harassment may occur.

4. “Policy administrator” is the school principal, unless the complaint involves the principal. If so, the policy administrator is the Director of School Ministries.

5. If either the “complainant” or the “alleged harasser” is a student, the respective parent(s) is included. RESPONSIBILITIES It is the responsibility of St. Peter’s Lutheran School to: 1. Make all faculty, staff, students and parents aware of this policy and the commitment of the school toward its

strict enforcement. 2. Remain watchful for conditions that create or may lead to a hostile or offensive school environment. 3. Establish practices and curricular activities that are designed to create a school environment free from

discrimination, intimidation, or harassment. 4. Work in partnership with parents and students to provide a system of communication and support for positive

behavior, valuing differences, and promoting sensitivity to others.



It is the responsibility of each teacher to: 1. Establish practices designed to create a classroom environment free from discrimination, intimidation, or

harassment. 2. Remain watchful for conditions that create or may lead to a hostile or offensive school or classroom

environment. 3. Use professional judgment in listening and responding to any student or staff member allegations on harassment

or misconduct. 4. Monitor persistent cases of student discrimination or harassment and be fully informed of their progress; report

such cases to an administrative staff member. 5. Work in partnership with parents and students to provide a system of communication and support for positive

behavior, valuing differences, and promoting sensitivity to others. 6. Conduct him or herself in a manner that contributes to a positive school environment. 7. Avoid any activity that may be considered discriminatory, intimidating, or harassing. 8. Consider immediately informing anyone harassing him or her that the behavior is offensive and unwelcome. 9. If informed he or she is perceived as engaging in discriminatory, intimidating, harassing, or unwelcome conduct,

to discontinue that conduct immediately. It is the responsibility of each parent to: 1. Work in partnership with the school and teachers to provide a system of communication and support for positive

behavior, valuing differences, and promoting sensitivity to others. 2. Remain watchful for conditions that create or may lead to a hostile or offensive school or classroom

environment. 3. Use parental judgment in listening to, responding to, and follow-through of any student or staff member

allegations on harassment or misconduct. 4. Report to the teacher all persistent incidents of student discrimination or harassment. It is the responsibility of each student to: 1. Conduct himself or herself in a manner that contributes to a positive school environment. 2. Avoid any activity that may be considered discriminatory, intimidating, or harassing. 3. Consider immediately informing anyone harassing him or her that the behavior is offensive and unwelcome. 4. Report to a teacher all persistent incidents of personal or other student discrimination or harassment. 5. Work in partnership with teachers and students to provide a system of communication and support for positive

behavior, valuing differences, and promoting sensitivity to others. 6. If informed he or she is perceived as engaging in discriminatory, intimidating, harassing, or unwelcome conduct,

to discontinue that conduct immediately. CONFIDENTIALITY The right to confidentiality, both of the complainant and of the alleged harasser, will be respected consistent with the school’s legal obligations, and with the necessity to investigate allegations of misconduct and to take corrective action when the misconduct is substantiated. REPORTING

1. Reporting harassment will not reflect upon the individual’s status, nor will it affect future employment, grades, or work assignments.

2. Any individual who knowingly and intentionally makes a false harassment complaint or statement shall be subject to disciplinary action.



CONSEQUENCES 1. A substantiated charge against a student shall subject such person to disciplinary action that may include

suspension or expulsion from school attendance. 2. A substantiated charge against a staff member shall subject such person to disciplinary action that may

include suspension or discharge consistent with the procedures established by St. Peter’s Lutheran Church and School.

3. A substantiated charge against a School Ministry Board member or volunteer shall subject such person to disciplinary action that may include forfeiture of position and/or church discipline.

4. In all cases, a substantiated charge of harassment may result in criminal and/or civil charges being brought against the alleged harasser.

RETALIATION Any individual who retaliates against any person who reports alleged harassment or who testifies, assists, or participates in the investigation of a complaint will be disciplined. Retaliation includes, but is not limited to, any form of intimidation, reprisal, or harassment. PROCEDURES

1. Students or staff who believe they have been subjected to harassment or parents/guardians who believe that a student has been subjected to harassment should report the incident(s) to the policy administrator. Students may report the incident to any adult or staff member with whom he/she feels comfortable discussing the situation; the adult shall then report the incident to the policy administrator.

2. To the extent possible, complaints will be treated in a confidential manner, provided that the ability of the school or policy administrator to investigate or take corrective action is not adversely affected.

3. Upon receipt of the complaint, the policy administrator will inform the alleged harasser that the offensive behavior must stop; other administrative action may be enforced. The policy administrator shall notify the Executive Director of the initial complaint.

4. If the complaint is not satisfactorily resolved, the complainant must provide a written report of the incident; such report is filed for evidence. Upon receipt of the written complaint, the policy administrator shall notify the Executive Director of the alleged harassment.

5. Upon receipt of the written complaint, the policy administrator shall initiate and oversee a prompt, thorough, and objective investigation into the complaint. Both the complainant and the alleged harasser shall have the right to present witnesses and other evidence. During the investigation the policy administrator shall comply with the due process rights for the alleged harasser and complainant.

6. The policy administrator shall notify both the complainant and the alleged harasser when the investigation is completed. At such time, the policy administrator shall notify both the complainant and the alleged harasser of the findings of the investigation. The findings shall include the disposition of the complaint, the rationale for the decision, and the recommended course of action.

7. If the policy administrator finds that harassment may have occurred, he shall determine the disciplinary consequences of such harassment. Such disciplinary action may include referral to law enforcement officials where appropriate.

8. Both the complainant and the alleged harasser shall have the right of appeal to the policy administrator’s findings by filing a written notice of appeal to the Executive Director. The Executive Director Chairman shall, upon receipt of the appeal notice, review the prior proceedings and the action taken. The Executive Director may, within his/her discretion, conduct further investigation. The Executive Director may, upon such review, make a determination and shall have the right to:

a. Affirm the action reviewed, or b. Reverse the action reviewed, and/or c. Modify the action taken, and/or d. Modify the disciplinary action imposed.

9. The Executive Director’s written decision shall advise the complainant of the right to appeal the decision by filing a civil action.



ST. PETER’S LUTHERAN SCHOOL BULLYING Columbus, Indiana Policy 410 ADOPTED/REVISED: December, 2011

Judge not, and you will not be judged; condemn not, and you will not be condemned; forgive, and you will be forgiven; give, and it will be given to you. Good measure, pressed down, shaken together, running over, will be put into your lap. For with the measure you use it will be measured back to you. Luke 6: 37-38

GUIDELINES St. Peter’s Lutheran School is committed to providing a learning and working environment that is free from bullying. The atmosphere at St. Peter’s should be such that all individuals and groups are treated with respect and dignity. It shall be a violation of this policy for a St. Peter’s staff member, volunteer, parent, or student to bully another person physically, verbally, or relationally. St. Peter’s will take preventative steps to discourage bullying from occurring. The school will treat allegations of bullying seriously and will review and investigate such allegations in a prompt, confidential, and thorough manner. A charge of bullying shall not, in and of itself, create the presumption of wrongdoing. However, substantiated acts of bullying will result in disciplinary action being brought against the alleged bullyer. DEFINITIONS

1. The State of Indiana defines bullying as overt, repeated acts or gestures, including: verbal or written communications transmitted; physical acts committed; or any other behaviors committed by a student or group of students against another student with the intent to harass, ridicule, humiliate, intimidate, or harm the other student.

2. “Staff member” includes any person employed by St. Peter’s. 3. “St. Peter’s family” includes anyone associated with St. Peter’s, including students, parents, staff members,

volunteers, extended family members, and other interested parties. 4. “School activities” includes classes, recess and break time, before and after-school time that the student is

under school supervision, extra and co-curricular activities sponsored by the school, regardless of the location.

RESPONSIBILITIES All faculty, staff, students and parents will be issued the most current version of this policy within the first thirty days of the new school year. Members of the St. Peter’s family are expected to:

1. Conduct themselves in ways that contribute to the positive environment at St. Peter’s. 2. Avoid activities that may be considered bullying as defined by the State of Indiana. 3. Immediately inform people engaged in bullying activity that their behavior is offensive and unwelcome at

St. Peter’s. 4. Report all incidents of bullying, regardless of the age or position of the alleged bullyer, to people in

positions of authority at St. Peter’s. 5. Partner with others to provide a system of communication and support for positive behavior, valuing

differences and promoting sensitivity to others. 6. Immediately stop behavior that is determined or perceived to be bullying.



PREVENTATIVE ACTION 1. Teachers will establish classroom practices and integrate elements into the curriculum, including Core 252

Essentials, intentionally designed to create an environment free from bullying. 2. Staff members will monitor situations and conditions where bullying is more likely to occur, including

lunch breaks, recess, and classroom exchanges. 3. Staff members will monitor persistent cases of alleged bullying, maintaining confidentiality and sensitivity

toward the situation. 4. All members of the St. Peter’s family will be encouraged to accept and embrace diversity, demonstrating

sensitivity to others. 5. Teachers will visually display reminders of St. Peter’s commitment to maintaining a bully-free

environment (i.e. banners, signs, posters, etc.). 6. The policy administrator in conjunction with the School Ministry Committee will develop and implement a

bullying prevention plan. 7. The policy administrator will effectively communicate the bullying policy and prevention plan.

RESPONSIVE ACTION

1. Those who believe they have been subjected to bullying should report the incident to the policy administrator. Students may report the incident to any adult or staff member with whom they feel comfortable discussing the situation. The adult shall document and report the incident to the policy administrator.

2. Staff members shall investigate allegations of bullying promptly and thoroughly, maintaining strict confidentiality. The policy administrator shall be informed of all bullying investigations and may be included in the process if necessary.

3. Staff members shall determine and/or substantiate allegations of bullying by interviewing bystanders as appropriate.

4. Upon determining and/or substantiating bullying behaviors as defined by the State of Indiana, the policy administrator will inform the person conducting the bullying that the behavior is offensive and unwelcome at St. Peter’s and must stop immediately. The policy administrator shall document the incident and determine an appropriate consequence, following the guidelines printed in the Discipline Policy Handbook. Repeat offenders may be subject to suspension and/or expulsion.

5. The policy administrator shall notify the complainant, the alleged bullyer, and their parents (if applicable) when the investigation is complete, informing all individuals involved of the findings of the investigation and the recommended course of action.

RETALIATION Retaliation against any person who reports alleged bullying behaviors or assists with an investigation will not be tolerated. Retaliation includes, but is not limited to, any form of intimidation, reprisal, or harassment. FALSE ALLEGATIONS False allegations intentionally levied against another individual will not be tolerated. BULLYING PREVENTION PLAN

1. Review this policy on a yearly basis. 2. Develop surveys for students, parents, and staff; distribute the surveys and collect data on a yearly basis. 3. Provide training for staff. 4. Share bullying prevention resources with adults and students.



ST. PETER'S LUTHERAN SCHOOL CLASS SIZE and INSTRUCTIONAL RATIOS Columbus, Indiana Policy 411 ADOPTED/REVISED: December, 2011

I will instruct you and teach you in the way you should go; I will counsel you with my eye upon you. Psalm 32:8

GENERAL GUIDELINES The School Ministry Board strives to keep individual class size, teacher load, and instructional ratios at reasonable levels. Such levels will generally be influenced by the needs of the students and educational programs, financial conditions of the school, building facilities available, equipment required and available, availability of qualified teachers and other support staff, changes in enrollment and attendance, and other factors as determined to be appropriate by the board. Current educational research and local public school policies shall be examined for additional input. Any determination to add or shift staff may require planning and coordination through the School Ministry Board, Principal, and Executive Director. CLASS SIZE GUIDELINES To facilitate appropriate student placement and respective staffing, the Principal shall gather input from the teachers in consideration of class size and instructional ratios that may be considered inappropriate or unreasonable.

1. In the determination of class size, the Principal shall give consideration to the unique student abilities, disabilities, social circumstances, appropriate assignments of teachers and support staff, teacher recommendations, and regulations established by law.

2. In addition to above considerations, individual class size will be determined on a direct proportion to the available classroom space.

3. When possible, grade and classroom configuration should reflect projected student enrollment trends. Special consideration should be given to the total number of classrooms teachers required to accommodate the class configurations.

4. The class size guidelines are not intended to be rigid ratios. Final class size determination may be adjusted as financial considerations, enrollment, and physical space allow.

Recommended maximum number

of students per classroom (with teacher only):

Kindergarten 20 Grade 1 22 Grade 2 22 Grade 3 22 Grade 4 25 Grade 5 25 Grade 6 25 Grade 7 25 Grade 8 25



SUPPORT STAFF GUIDELINES (TEACHER AIDES) 1. Such determination of all support staffing positions shall be made based on the projected enrollment statistics on

June 15 of each year. The instructional ratio guidelines allow an opportunity for advanced staffing planning and salary adjustments based on projected enrollment statistics. An adjustment to the instructional ratio may occur at the beginning of the new calendar year, provided adequate funding and space is secured.

2. The primary areas of responsibility of the support staff are to provide one-on-one or small group instruction, and other clerical or supervision duties; the Principal shall determine the respective areas of responsibility for each support staff member.

3. The Principal shall determine the amount of time the support staff is assigned to an individual classroom, after consultation with the classroom teachers and consideration of the class size and the needs of individual students.

4. The support staff guidelines are not intended to be rigid ratios; rather, they are designed to reflect conventional class sizes. Staffing may be adjusted as financial considerations and physical space allow:

Recommended for support staff

when class size meets or exceeds:

Kindergarten 16 Grade 1 23 Grade 2 23 Grade 3 23 Grade 4 26 Grade 5 26 Grade 6 26 Grade 7 26 Grade 8 26



ST. PETER'S LUTHERAN SCHOOL SAFE SCHOOLS EMERGENCY PLANNING Columbus, Indiana Policy 412 ADOPTED/REVISED: December, 2011

Be strong and courageous. Do not fear or be in dread of them, for it is the Lord your God who goes with you. He will not leave you or forsake you. Deuteronomy 31:6

RATIONALE A variety of emergency situations can occur in a school setting. These include natural disasters, as well as violent and criminal acts. Security measures are important and can provide significant protection, but no school can be an armed camp or a prison. As public institutions in a democratic society, schools must remain open to the community that supports them. This openness makes them vulnerable. While schools cannot prevent all emergencies, they can at least be prepared to respond quickly and efficiently, and appropriately when they do occur in order to contain the damage and to ensure the safety of as many students and staff members as possible. An effective response depends on having appropriate emergency procedures in place before a crisis occurs. The purpose of an effective intervention plan is to:

1. Prevent a crisis 2. Respond to the crisis 3. Contain the crisis 4. Help to avoid a future crisis.

These plans should address each of these, as well as contain emergency numbers and information. An emergency procedure shall be established for all schools and should be practiced each semester. Evacuation sites, parent-receiving sites, shelter-in-place sites, and emergency information sites for the public and the media shall be established. Such plans shall be reviewed annually and revised as necessary. Regardless of the crisis, it is important that students be supervised at all times and that every effort be made to avoid the crisis area or areas affected by such situations. Administrators and teachers shall be informed as soon as possible and an assessment of the situation shall be made to determine if emergency personnel should be called to the scene. LOCKDOWN Lockdown procedures may be necessary to protect students and staff from an inside or outside threat. The school principal will determine if the threat warrants a lockdown. There are three levels of lockdown:

1. Level 1: Building Lockdown – A Threat is Outside the Building 2. Level 2: Classroom Lockdown – A Threat is Inside the Building 3. Level 3: Classroom Lockdown and Cover – An Extreme Threat is Inside and/or Outside the Building

In the event that a lockdown becomes necessary, students and staff will follow the stated procedure in the Crisis Management Plan Handbook. ANNUAL REVIEW 1. The school Crisis Management Plan shall be reviewed annually or as the facility changes. 2. All emergency equipment should be checked and replaced or repaired as needed on an annual basis. 3. The principal shall appoint members of the school’s Crisis Team to assist with special responsibilities referred to

in the emergency plans.



STUDENT AND STAFF FAMILIARIZATION WITH THE EMERGENCY PLAN Staff members shall be introduced to the Crisis Management Plan through meetings that include all professional and support staff. Copies of the plan should be distributed to all employees. Students and parents will be informed of the Crisis Management Plan through classroom presentations, the school newsletter, and regular drills. Drills will be planned that encompass the aspects of the Crisis Management Plan. Handicapped students and their parents will receive special attention in familiarization with the plan. Advisors will be responsible for developing individualized evacuation plans for handicapped students.



ST. PETER'S LUTHERAN SCHOOL EVANGELISM Columbus, Indiana Policy 413 ADOPTED/REVISED: February, 2012

Go therefore and make disciples of all nations, baptizing them in the name of the Father and of the Son and of the Holy Spirit, teaching them to observe all that I have commanded you. And behold, I am with you always, to the end of the age. Matthew 28: 19-20

St. Peter’s Lutheran School opened its doors in 1863 with the clearly defined purpose of teaching the love of Jesus to the children of the congregation. Teaching about Jesus still remains our primary focus as a school ministry; however the scope of our student body now extends beyond our own congregation. With guidance from the Holy Spirit, our administration, School Ministry Board, and faculty are committed to providing opportunities for families to grow in their relationship with our Savior.

1. Administration, School Ministry Board, and faculty will openly extend invitations to families who do not know Jesus to spend time visiting our school.

2. Administration will make an effort to recruit families in our community who do not know Jesus. 3. As prospective families without church homes are interviewed by administration prior to enrollment, an

open invitation to consider attending church at St. Peter’s will be extended. 4. Those who do not know Jesus or do not have a church home will be afforded the same tuition payment

opportunities as members of St. Peter’s Lutheran Church for a period of two years, at which time their tuition payment plan will be reevaluated.

5. Once enrolled in our school, the names of families without a church home will be given to our church’s Connections Director, adding them to the “Prospect” list of member candidates.

6. The Connections Director, or other appropriate church or school staff, will make a personal contact with prospective families, clearly outlining the steps toward membership.

7. A St. Peter’s pastor will make a personal contact with all prospective families, inviting them to enter into a relationship with Jesus.

8. During home visits or parent/teacher conferences, teachers will encourage families without a church home to consider attending St. Peter’s Lutheran Church.

9. Administration, School Ministry Board, and faculty will not make those wrestling with Christianity feel guilty about not attending church. They will continue to be invitational, not judgmental.

10. School Ministry staff will follow up with all families without church homes throughout the school year, continuing to extend the invitation to worship at St. Peter’s.



ST. PETER'S LUTHERAN SCHOOL TUITION Columbus, Indiana Policy 501 ADOPTED/REVISED: December, 2011

“Bring the whole tithe into the storehouse, that there may be food in my house. Test me in this,” says the Lord Almighty, “and see if I will not throw open the floodgates of heaven and pour out so much blessing that you will not have room enough for it.” Malachi 3:10

GENERAL PROVISIONS St. Peter’s Lutheran School has been a part of the ministry of St. Peter’s Lutheran Church since 1863. As an agency of the congregation, the philosophy of school funding must flow out of and be consistent with the mission, philosophies, and policies for funding which guide the congregation. Several sources of funding for St. Peter’s Lutheran School are important. All funds for the operational expenses of the school come from contributions from church members, tuition fees, and third source funding. FUNDING GUIDELINES

1. Members of St. Peter's Lutheran Church recognize the vital importance of Christian Education in the lives of their children and therefore support the work of the school as part of the total parish program. The combined costs of teachers' salaries, textbooks, materials, supplies, and equipment, etc., is a considerable investment on the part of the church and represents a strong commitment to Christian education.

2. Our school relies on the tithes and offerings of the congregation for a majority of its financial support. Such support expresses the commitment of the congregation to assist parents in the Christian education of their children. The financial support of the congregation is consistent with the congregation’s commitment to nurture and educate children now and in the future.

3. Care must be exercised to ensure that the portion of the congregational resources required to maintain a quality school does not jeopardize or curtail other important ministries of the congregation.

4. The portion of funding allocated from the general fund of the congregation should be high enough to express congregational ownership and low enough for an overall balanced ministry.

5. Tuition assessments are regarded as a secondary source of support for St. Peter’s Lutheran School, but essential to the support of the overall mission and ministry.

PARTNERSHIP PLAN To generate sufficient revenue to fund the School Ministry, the Partnership Plan was implemented in 2010. Families who are members of St. Peter’s Lutheran Church may choose the following options:

1. Pay the full tuition (per pupil cost.) 2. Pay the amount indicated on the Scaled Tuition chart. 3. Tithe through church offerings, and pay no additional dollars in tuition.

When determining income brackets, Adjusted Gross Income should be used. Proof of income through paycheck stubs or tax returns is not required. Families are expected to be truthful when completing financial information. In most situations, community members, those families who are not members of St. Peter’s Lutheran Church, are required to pay the full tuition if they have membership at other congregations. Some exceptions may apply. Specific guidelines are printed in Policy 502. Community members who do not have membership at other congregations will be charged the Scaled Tuition rate, plus an upcharge of 25%. Specific guidelines are printed in Policy 502.



Families may pay one of three ways: 1. Pay in full by August 1. 2. Pay monthly through automatic withdrawal. 3. Pay monthly through a billing statement.

NON-PAYMENT OF FEES In Christian love and stewardship, St. Peter’s Lutheran School must act to collect fees from families who have not fulfilled the financial obligation to our Christian education program. A student's name may be removed from the roster of students and he or she may not be allowed in the school for repeated failure by parents to provide the required tuition. Special family situations will be considered on an individual basis. RE-ENROLLMENT: No student shall begin a new school year at St. Peter's Lutheran School until all previous fees have been paid in full. Special family situations will be considered on an individual basis.



ST. PETER'S LUTHERAN SCHOOL FINANCIAL ASSISTANCE Columbus, Indiana Policy 502 ADOPTED/REVISED: December, 2011

This service that you perform is not only supplying the needs of God’s people but is overflowing in many expressions of thanks to God. 2 Corinthians 9:12

FINANCIAL AID FOR MEMBERS OF ST. PETER’S LUTHERAN CHURCH Financial aid is provided for all families who attend St. Peter’s Lutheran Church. The amount of financial aid awarded is a set amount, built into the Scaled Tuition amounts outlined in the Partnership Plan. FINANCIAL AID FOR COMMUNITY MEMBERS The primary focus of our School Ministry is to teach and share the love of Christ. As such, it is important that we openly extend an invitation to community members (families who do not have membership at St. Peter’s Lutheran Church) who do not have a church home to join our School Ministry. Since full tuition may prevent community members from joining our School Ministry, financial aid must be made available to those families who demonstrate financial need. Financial aid guidelines for community members include:

1. The Scaled Tuition amounts of the Partnership Plan would be applied to determine the amount of financial aid awarded. A 20% upcharge would also be applied.

2. Families must partner with our School Ministry. 3. Families must volunteer within the School Ministry in some capacity. 4. After one year, families must take steps to become a member of St. Peter’s Lutheran Church, including

signing an “Intent to Join Pledge.” 5. Significant steps toward completing the membership process must be made within two years of enrolling in

the school. 6. Failure to comply with these guidelines will result in the removal of financial aid. 7. Financial aid may be available to members of other congregations. At a minimum a 25% upcharge would

be applied to the Scaled Tuition amounts of the Partnership Plan. FREE AND REDUCED HOT LUNCH AND BREAKFAST Our Hot Lunch Program complies with all federal and state guidelines and requirements. Therefore, every school family may apply for free or reduced hot lunch prices. Eligibility guidelines are distributed to all school families before the start of each school year. Families who qualify for free or reduced hot lunch will automatically qualify for free breakfast. FIELD TRIPS Most field trip fees are included in the school budget. 6th grade outdoor education, the 7th grade trip to Cincinnati, and the 8th

grade trip to Washington D.C., however, are not included in the school budget. As such, additional fees must be collected from families. Financial aid to attend these field trips will be awarded to those families demonstrating financial need.

SCHOOL CHOICE VOUCHERS St. Peter’s Lutheran School participates in the Indiana Department of Education School Choice voucher program. Families must comply with all School Choice requirements to be eligible to receive vouchers. Since the voucher amount is less than the full tuition amount, families who qualify for vouchers are required to pay the appropriate Scaled Tuition amount of the Partnership Plan.



ST. PETER'S LUTHERAN SCHOOL WELLNESS Columbus, Indiana Policy 601 ADOPTED/REVISED: February, 2012

Do you not know that your body is a temple of the Holy Spirit, who is in you, whom you have received from God? You are not your own; you were bought at a price. Therefore honor God with your body. 1 Corinthians 6:19-20

NUTRITION EDUCATION AND WELLNESS PROMOTION

1. Health topics shall be integrated within the comprehensive education curriculum and taught at every grade level according to the Indiana Standards.

2. Staff will cooperate with other agencies and community groups to provide opportunities for student projects related to nutrition.

3. Staff shall be encouraged to model healthy eating and physical activity as an important way to honor God with their bodies.

4. Nutrition education activities should be incorporated into the school health program. 5. Nutrition education will be provided to parents through handouts, presentations, newsletters, etc. 6. Healthy nutrition choices shall be encouraged in the school cafeteria.

STANDARDS FOR USDA SCHOOL MEALS

1. Students shall have convenient access to hand washing/sanitization stations. 2. All cooked foods offered as part of a meal will be boiled, baked, or steamed. 3. Students will be provided the opportunity on a regular basis to provide input on food choices in the

cafeteria. 4. Students will be provided at least twenty (20) minutes of uninterrupted time to eat lunch. 5. Appropriate supervision shall be provided in the cafeteria and rules for safe behavior shall be consistently

enforced. 6. Professional development opportunities shall be provided for the cafeteria food service team. 7. Water shall be provided to drink in addition to milk.

VENDING MACHINES

1. Water and juice shall be provided for purchase in cafeteria vending machines. 2. Students shall not be allowed to purchase soda from the soda machine during the school day. 3. Candy and other unhealthy snacks shall not be sold in vending machines on school property.

PHYSICAL ACTIVITIES AND PHYSICAL EDUCATION

1. All students at St. Peter’s Lutheran School shall be provided physical education instruction in accordance with the time allotments outlined by the Indiana Department of Education.

2. Physical education classes will be taught by highly qualified teachers in the state of Indiana. 3. Physical education classes will have appropriate student/teacher ratios. 4. Adequate space and equipment shall be provided for our physical education program, ensuring that the

physical needs of our students are challenged in a safe learning environment. 5. Students shall not be removed from physical education classes for other content area instruction or

punishment, including the completion of missing homework assignments. 6. Academic activities shall not take the place of physical education classes. 7. Regular classrooms shall incorporate, where possible, appropriate, short breaks that include physical

movement. 8. K-6 students shall be allowed at least one activity recess per day. K-6 students shall not be kept in at every

recess, except for extreme measure of disciplinary action.



ST. PETER'S LUTHERAN SCHOOL IMMUNIZATION Columbus, Indiana Policy 602 ADOPTED/REVISED: February, 2012

Finally, be strong in the Lord and in his mighty power. Put on the full armor of God so that you can take your stand against the devil’s schemes. For our struggle is not against flesh and blood, but against rulers, against the authorities, against the powers of the dark world and against the spiritual forces of evil in the heavenly realms. Ephesians 6:10-12

GENERAL PROVISIONS All students should be properly immunized against whooping cough, poliomyelitis, measles, diphtheria, rubella (German measles), tetanus, and mumps. Every child who enters kindergarten or grade 1 shall be immunized against hepatitis B, and chicken pox. All parents shall furnish, no later than the first day of school after enrollment, a written statement of the child's immunization accompanied by a physician's certificate or other documentation. Students whose parents do not provide the required documentation by the opening day of school may be admitted to school provided the documentation is received within twenty (20) days. If the student remains unimmunized at the close of the twenty (20) day period, the educational services will be denied to the student, unless the parents have filed a religious objection or submitted a physician's statement that the needed immunizations are contra-indicated. Information concerning meningococcal disease (meningitis) and its vaccine shall be provided to students and parents at the beginning of the school year. The information must include information concerning the causes, symptoms and spread of meningococcal diseases and places where parents may obtain additional information and vaccinations for their children. The School Nurse shall consult with the State Department of Education and the State Board of Health to develop necessary information and needed materials. Exemptions to the immunization requirements shall be granted, in accordance with State law, only for medical, religious, or other reasons allowed by the State. The parent of each female student who is entering grade six (6) shall be provided with information prescribed by the State Department of Health concerning cervical cancer and the human papillomavirus (HPV) infection and that an immunization against the HPV infections is available. Within twenty (20) days after the first day of school, the parent shall provide a written statement as prescribed by the State Department of Health regarding the HPV information. REQUIRED IMMUNIZATIONS

1. Kindergarten a. Five (5) doses of diphtheria-tetanus-acellular pertussis (DTaP), diphtheria-tetanus-pertussis

(DTP), or pediatric diphtheria-tetanus vaccine (DT) (Four (4) doses are acceptable if the 4th dose was administered on or after the 4th birthday and at least six (6) months after the 3rd dose).

b. Four (4) doses of any combination of IPV or OPV. The 4th dose must be administered on or after the 4th birthday, and at least six (6) months after the previous dose. (Three (3) doses of all OPV or all IPV are acceptable if the 3rd dose was administered on or after the 4th birthday, and at least six (6) months after the 2nd dose).

c. Three (3) doses of Hepatitis B vaccine (3rd dose must be given on or after twenty-four (24) weeks of age and no earlier than sixteen (16) weeks after the 1st dose).

d. Two (2) doses of measles (rubeola) vaccine on or after the first birthday. e. Two (2) doses of mumps vaccine on or after the first birthday. f. One (1) dose if rubella (German measles) vaccine on or after the first birthday.



g. Two (2) doses of varicella (chickenpox) vaccine on or after the first birthday and separated by three (3) months or physician written documentation of history of chickenpox disease, including month and year of disease.

2. Grade 1 a. Five (5) doses of diphtheria-tetanus-acellular pertussis (DTaP), diphtheria-tetanus-pertussis

(DTP), or pediatric diphtheria-tetanus vaccine (DT) (four (4) doses are acceptable if the 4th dose was administered on or after the 4th birthday and at least six (6) months after the 3rd dose).

b. Four (4) doses of any combination of IPV or OPV by age 4-6 (three (3) doses all OPV or all IPV are acceptable if the 3rd dose was administered on or after the 4th birthday).

c. Three (3) doses of Hepatitis B vaccine (3rd dose must be on or after twenty-four (24) weeks of age).

d. Two (2) doses of measles (rubeola) vaccine on or after the first birthday. e. Two (2) doses of mumps vaccine on or after the first birthday. f. One (1) dose of rubella (German measles) vaccine on or after the first birthday. g. One (1) dose of varicella (chickenpox) vaccine on or after the first birthday or physician written

documentation of history of chickenpox disease, including month and year of disease. 3. Grades 2-5

a. Five (5) doses of diphtheria-tetanus-acellular pertussis (DTaP), diphtheria-tetanus-pertussis (DTP), or pediatric diphtheria-tetanus vaccine (DT) (four (4) doses are acceptable if the 4th dose was administered on or after the 4th birthday and at least six (6) months after the 3rd dose).

b. Four (4) doses of any combination of IPV or OPV by age 4-6 (three (3) doses all OPV or all IPV are acceptable if the 3rd dose was administered on or after the 4th birthday).

c. Three (3) doses of Hepatitis B vaccine (3rd dose must be on or after twenty-four (24) weeks of age.)

d. Two (2) doses of measles (rubeola) vaccine on or after the first birthday. e. Two (2) doses of mumps vaccine on or after the first birthday. f. One (1) dose of rubella (German measles) vaccine on or after the first birthday. g. One dose of varicella (chickenpox) vaccine on or after the first birthday or written history of

disease. Parental history of chickenpox disease is acceptable proof of immunity. A signed written statement from the parent/ guardian indicating month and year of disease is sufficient.

4. Grades 6-8 a. Five doses of diphtheria-tetanus-acellular pertussis (DTaP), diphtheria-tetanus-pertussis (DTP), or

pediatric diphtheria-tetanus vaccine (DT) (four (4) doses are acceptable if the 4th dose was administered on or after the 4th birthday and at least six (6) months after the 3rd dose).

b. Four (4) doses of any combination of IPV or OPV by age 4-6 (three (3) doses if all OPV or all IPV are acceptable if the 3rd dose was administered on or after the 4th birthday).

c. Three (3) doses of Hepatitis B vaccine (3rd dose must be on or after twenty-four (24) weeks of age).

d. Two (2) doses of measles (rubeola) vaccine on or after the first birthday. e. Two (2) doses of mumps vaccine on or after the first birthday. f. One (dose) of rubella (German Measles) vaccine on or after the first birthday. g. Two (2) doses of varicella (chickenpox) vaccine on or after the first birthday separated by age-

appropriate interval or written history of disease. Parental history of chickenpox disease is acceptable proof of immunity. A signed written statement from the parent/guardian indicating month and year of disease is sufficient.

h. One (1) dose of tetanus-diphtheria-acellular pertussis vaccine (TDaP) given on or after ten (10) years of age.

i. One (1) dose of meningococcal conjugate vaccine (MCV4).



EXEMPTIONS 1. A written statement from any licensed physician that an immunization is medically contraindicated for a

specified period of time and the reasons for the medical contraindications will exempt a student from the specific immunization requirements for the period of time specified in the physician’s statement.

2. A student shall be exempted from mandatory immunization if the parent objects in a written signed statement upon the grounds that the proposed immunization interferes with the free exercise of religious rights.

3. The physician’s or parent’s statement is to be kept by the school as a part of the student’s immunization record.

PROVISIONAL ADMISSION TO SCHOOL

1. Water and juice shall be provided for purchase in cafeteria vending machines. 2. Students shall not be allowed to purchase soda from the soda machine during the school day. 3. Candy and other unhealthy snacks shall not be sold in vending machines on school property.

DOCUMENTS ACCEPTABLE AS EVIDENCE OF IMMUNIZATION 1. All students at St. Peter’s Lutheran School shall be provided physical education instruction in accordance

with the time allotments outlined by the Indiana Department of Education. 2. Physical education classes will be taught by highly qualified teachers in the state of Indiana. 3. Physical education classes will have appropriate student/teacher ratios. 4. Adequate space and equipment shall be provided for our physical education program, ensuring that the

physical needs of our students are challenged in a safe learning environment. 5. Students shall not be removed from physical education classes for other content area instruction or

punishment, including the completion of missing homework assignments. 6. Academic activities shall not take the place of physical education classes. 7. Regular classrooms shall incorporate, where possible, appropriate, short breaks that include physical

movement. 8. K-6 students shall be allowed at least one activity recess per day. K-6 students shall not be kept in at every

recess, except for extreme measure of disciplinary action. REQUIRED RECORDS

1. Immunization records shall be confidentially maintained by the School Nurse. 2. If a student transfers to a new school, immunization records shall be promptly sent to the new school. 3. The School Nurse will complete all required reports by the Indiana Department of Health and/or Education. 4. All immunization records shall be available for inspection by authorized representatives of the State

Department of Health.



ST. PETER'S LUTHERAN SCHOOL COMMUNICABLE DISEASES Columbus, Indiana Policy 603 ADOPTED/REVISED: February, 2012

Praise the Lord, O my soul, and forget not all his benefits who forgives all your sings and heals all your diseases. Psalm 103:2-3

CONTROL OF CASUAL-CONTACT, COMMUNICABLE DISEASES Controlling the spread of communicable disease through normal school contact is essential to the well-being of the entire school community. For purposes of this policy, “casual-contact, communicable disease” shall include diphtheria, scarlet fever and other strep infections, whooping cough, mumps, measles, rubella, and/or others designated by the Indiana Department of Public Health.

1. St. Peter’s Lutheran School shall follow all state statutes and Health Department regulations that pertain to immunization and other means for controlling communicable diseases spread through normal interaction in the school setting.

2. The School Nurse and principal may removed from the classroom or isolate in the school any student who appears to be ill or has been exposed to a communicable disease. The teacher may act independently if the School Nurse and principal are not in the building when the decision needs to be made.

3. Instruction in the detection of common communicable diseases shall be provided for teachers. 4. Parents/guardians shall be responsible for the removal of students from the school property when necessary

due to communicable disease. 5. An action plan shall be developed and implemented for students who return from extended absences, due to

communicable diseases. 6. The School Nurse shall complete and file all reports required by the State Department of Health.

CONTROL OF NONCASUAL-CONTACT COMMUNICABLE DISEASES St. Peter’s Lutheran School seeks to provide a safe educational environment for students and staff. Students or staff who contract communicable disease through noncasual-contact shall have their status at St. Peter’s examined by appropriately licensed medical personnel. The rights of both the affected individuals and other staff and students will be acknowledged and respected. For purposed of this policy, “noncasual-contact communicable disease” shall include Acquired Immune Deficiency Syndrome (AIDS), AIDS Related Complex (ARC), persons infected with human immunodeficiency (HIV), Hepatitis B, and other like diseases that may be specified by the State Board of Health.

1. St. Peter’s Lutheran School shall follow all state statutes and Health Department regulations that pertain to immunization, hygienic management, and other means for controlling noncasual-contact communicable diseases.

2. Students and staff are encouraged to remain in school until there is definitive evidence to warrant exclusion.

3. The County Health Officer and School Nurse, in consultation with the principal, shall determine if evidence warrants exclusion.

4. St. Peter’s Lutheran School shall provide an alternative education program for students removed from school as a result of noncasual communicable diseases. The Teacher Assistance Team, resource teachers, classroom teachers, and School Counselor shall meet to develop and implement the alternative education program.

5. The rights of affected students and staff shall be protected in accordance with Federal and State laws on privacy and confidentiality. Sick leave guidelines outlined in the Personnel Manual shall be followed for staff exclusions.

6. Students and staff should maintain normal contact with affected students or staff whose continued presence in the school has been determined in the process.



ST. PETER'S LUTHERAN SCHOOL BLOODBORN PATHOGENS Columbus, Indiana Policy 604 ADOPTED/REVISED: February, 2012

Since we have these promises, dear friends, let us purify ourselves from everything that contaminates the body and spirit, perfecting holiness out of reverence for God. 2 Corinthians 7:1

CONTROL OF BLOOD-BORNE PATHOGENS St. Peter’s Lutheran School seeks to protect those staff members and students who may be exposed to blood pathogens and other potentially infectious materials.

1. Staff shall be provided with proper training in universal precautions against exposure and/or contamination of blood-borne pathogens, including the provision of appropriate protective supplies and equipment.

2. All incidents of blood-borne pathogen exposure shall be reported and evaluated, providing follow-up to all incidents as needed.

3. An exposure control plan shall be developed and implemented when necessary.

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ST. PETER'S LUTHERAN SCHOOL MEDICATION ADMINISTRATION Columbus, Indiana Policy 605 ADOPTED/REVISED: February, 2012

A cheerful heart is good medicine, but a crushed spirit dries up the bones. Proverbs 17:22

OVER THE COUNTER MEDICATION

1. All over the counter medication must be administered by the School Nurse or school office staff. 2. The Over the Counter Medication Permission Form must be completed and provided to the school office,

giving permission for the School Nurse or school office staff to administer necessary medicine. 3. Over the counter medication must be brought to school in its original container. 4. All medicine shall be safely and appropriately managed by the School Nurse. 5. Students may not have medication in their personal possession at any time, including cough drops.

PRESCRIPTION MEDICATION

1. All over prescribed medication must be administered by the School Nurse or school office staff. 2. The Prescription Medication Permission Form must be completed and provided to the school office, giving

permission for the School Nurse or school office staff to administer necessary medicine. 3. Prescribed medication must be brought to school in its original pharmacy issued container with the label

attached. 4. Prescribed medication may not be brought home by students.



ST. PETER'S LUTHERAN SCHOOL HEAD LICE Columbus, Indiana Policy 606 ADOPTED/REVISED: February, 2012

Since we have these promises, dear friends, let us purify ourselves from everything that contaminates body and spirit, perfecting holiness out of reverence for God. 2 Corinthians 7:1

HEAD LICE POLICY Considering the best interest of students and staff, an effective head lice policy is necessary. As with any challenging situation, students infected with head lice will be treated with dignity and respect. Parents, too, will be shown care and concern, understanding the potentially frustrating nature of this condition.

1. Students with live lice will not be allowed to be in classrooms. 2. Parents/guardians will be required to take their children home when their children are infected with live lice. 3. The following morning, parents/guardians shall bring their children to the School Nurse immediately upon

arrival to conduct a thorough search for additional live lice or nits. If live lice are found, parents/guardians will be required to take their children home. If only nits are found, the School Nurse and parents will remove all nits before the children will be allowed to enter classrooms.

4. Parents/guardians shall continue to bring their children to the School Nurse immediately upon arrival until such time that the School Nurse believes that the lice have been completely irradiated.

5. The School Nurse shall provide instruction to families on how to remove live lice and nits. 6. If families cannot afford lice treatment kits, St. Peter’s Lutheran School will provide treatment kits at no

cost. 7. Educational plans shall be provided for students missing school due to head lice. 8. The normal student absence homework makeup policy shall be followed.

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