Policies and Procedures

New/Revised Polices and Procedures

COVID-19- Updated 2022-2023

In the case that an employee is required to quarantine because they have COVID-19, have COVID-19 symptoms or have been in close contact with someone who has COVID-19 or COVID-19 symptoms, the employee will be required to use PTO (paid time off) days (or receive leave without pay if sufficient PTO is not available) to cover the time off. 

May 2021 - Employee Performance Improvement Plan and Request for Termination Process (New)

An updated Employee Performance Improvement Plan Form is now available one the Coaching and PIPS page. The new form now has three levels of action: Level I Warning, Level II Warning and Level II Term Warning. A separate Request for Termination Form has been added to the employee performance improvement process and is also available on the Coaching and PIPS page.

April 2021 - Social Media Guidelines (New)

Click here to read the Social Media Guidelines.

01/14/2021 - Nepotism (Revised Employee Handbook Language)

The employment of relatives can cause various problems including but not limited to charges of favoritism, conflicts of interest, family discord and scheduling conflicts that may work to the disadvantage of both Texans Can Academies and its employees.  Therefore, the following principles must be followed when hiring, promoting or transferring any employee.

• A Texans Can employee may not be in a supervisor/subordinate relationship with a related employee.

• A Texans Can employee cannot work or be placed in the same chain of command as a related employee. 

• A Texans Can employee may not evaluate or participate in the evaluation of a related employee or review a related employee’s work in any manner.

• A Texans Can employee may not participate in any decision regarding the salary, hours, career progress, benefits or other terms and conditions of employment of a relative employee.

• The relationship between related Texans Can employees may not create an actual or perceived conflict of interest. 

For the purposes of this policy the term “relative” shall include relationships by blood, marriage or legal action. Examples include spouse, mother, father, son, daughter, sister, brother, mother-in-law, father-in-law, sister-in-law, brother-in-law, son-in-law, daughter-in-law, stepparent, stepchild, aunt, uncle, nephew, niece, grandparent, grandson or cousin. The term also includes domestic partners (a person with whom the employee’s life is interdependent and who shares a common residence) and a daughter or son of an employee’s domestic partner.

Should relationships addressed within this policy be identified with either candidates for employment or current employees, the matter should be immediately reported to the Chief Human Resources Officer.  Employees who marry while employed or become part of the same household are treated in accordance with these guidelines. Human Resources will make the final decision regarding the employment or placement of relatives. No relative may be offered employment prior to receiving approval from the Human Resources Department.