ESS Substitute New Hire Packet Digital - Leander ISD

ESS Leander ISD
Substitute Staff
NEW HIRE ORIENTATION
2021 – 2022
General
Information
for Substitutes
WELCOME
Welcome to the ESS family! Our shared passion for education is what makes you a great fit for
ESS, and we look forward to you joining us in our mission of supporting student achievement. As
educators, ours is one of the most important jobs in the world – ensuring our students receive a high
quality education every day and our school districts get the support they need to succeed. To assist
you in your new role, we have provided the following packet that includes everything you should
need to begin your important work as a member of ESS.
Thank you for choosing ESS. Together, we know that we can make Every Day Count!
CONTENTS
General Information for Substitutes.......................................................................................................... 2
Welcome.................................................................................................................................................... 3
Pay Rates.................................................................................................................................................... 4
School Information................................................................................................................................... 5
General Contact Information and Social Media................................................................................... 7
Accessing ESS Resources and Online Forms Tip Sheets..................................................................... 8
Employee Perks.............................................................................................................................................. 9
Referral Program...................................................................................................................................... 10
Employee of the Month............................................................................................................................11
Impact Award........................................................................................................................................... 12
Raffles........................................................................................................................................................ 13
Perks at Work............................................................................................................................................ 14
Tips and Reminders................................................................................................................................. 15
Payroll and Benefits..................................................................................................................................... 17
Pay Date Schedule................................................................................................................................... 18
Payroll Portal Registration....................................................................................................................... 19
401(k) Enrollment..................................................................................................................................... 20
Enrolling for Benefits............................................................................................................................... 21
Injury of Accident Reporting Procedures............................................................................................. 23
Tip Sheets and Guides................................................................................................................................ 24
Oasis Prism Employee Payroll Portal Tip Sheets................................................................................. 25
Absence Management Tip Sheets........................................................................................................ 29
willsub+ Tip Sheets.................................................................................................................................. 35
WS+ Apps Tip Sheets.............................................................................................................................. 43
Substitute Employee Handbook............................................................................................................ 55
2021–2022 Benefits Guide...................................................................................................................... 99
Substitute Teacher Training Guide...................................................................................................... 134
PAY RATES
A substitute teacher will be paid the following rates:
Substitute Full Special Half 2 Hour Early Long

Positions Day Education Day Release Day Term
Certified Teacher $ 95.00 $105.00 $ 47.50 $ 71.25 $120.00
Teacher $ 90.00 $100.00 $ 45.00 $ 67.50 —
Certified Para/ $ 95.00 $100.00 $ 47.50 $ 71.25 —

Instructional Aide
Para/Instructional Aide $ 90.00 $ 95.00 $ 45.00 $ 67.50 —
Substitute Full Special Half 2 Hour Early

Positions Day Education Day Release Day
RN $140.00 $200.00 $ 70.00 $105.00
LVN $ 95.00 $130.00 $ 47.50 $71.25

SCHOOL INFORMATION
LISD Administration
Athletics
Admin Annex
Administration Bldg A
Administration Bldg B
Administration Bldg C
Parents As Teachers
PTA Clothes Closet
Technology
Bible Stadium
Gupton Stadium
Child Nutrition Services

Custodial
Maintenance/Grounds
Document Center
Warehouse
Internal Audit
Facility Rentals
Transportation Center
Monroe Stadium
City Key
Austin
Cedar Park
Leander
Campus Key Georgetown
Elementary Schools
Round Rock
Middle Schools
High Schools
Outside City Limits
Alternative Schools
March 2017
HOW TO CREATE AN LISD
NETWORK ACCOUNT
Information Technology Services

ITS will proactively support our clients to connect, educate, and empower our community for
lifelong success.
LISD Network Accounts should be created within 24-48 hours of your new employee orientation
during the school year and typically ready for you to setup on your first day of employment.
Network Login
1. Click on the Staff link from the home page of the Leander ISD website, LeanderISD.org
2. Click on Password Management under Online Tools.
You can access this portal from any device with an Internet connection and browser.
3. Username: firstname_lastname
Password: FYYYYMMDDl
4. F=First initial(upper case) YYYYMMDD-year, month, day of birth l=last initial(lower case)
5. Answer Challenge Response Questions > Click Submit
6. Click on Change Password > Read instructions > Complete form (old/new passwords) >
Click Submit
Email
ESS staff use Gmail for district email. Access email after changing your network password. The
login name will be your email address and the password will be the same as the network password.
7. Launch a Chrome web browser.
8. Enter Username: firstname.lastname@leanderisd.org and Password: (–see NEW password
setup above)
9. Click on the shortcut for Gmail on the Google Search Page or type: gmail.google.com in
the address bar of the browser window.
Note: A shortcut for email is on the district website under STAFF.
Tech Support
• Visit the LISD Technology Support website for information and tips for staff and students.
https://sites.google.com/leanderisd.org/its-clientservices/home
Email Login or Password Problems
• Please contact the Leander ISD Technology Services Help Desk
Monday–Friday 7:00 AM – 5:00 PM | help.desk@LeanderISD.org
CONTACT INFORMATION
ESS Live Support

• Phone: 800.641.0140
• Website: ESS.com
• Email: HRSouth@ESS.com
Absence Management Automated Number for Assignments

• Phone: 800.942.3767
willsub+ Contact Information

• Email: willsubPlus@ESS.com
Oasis Contact Information

• Phone: 800.822.8704
Monday–Friday 8:00-8:00 EST.
Social Media
Don’t forget to follow and like our pages. We provide tips, incentives, monthly raffles, employee of
the month, etc.
National
Instagram Facebook Twitter LinkedIn

ess_education @ESSEducationStaffing @ESSEducation ess-education
Local Team Contact Information

• Maggie Oretego | Account Manager | MOrtego@ESS.com | 737.243.0502
• Delaney Jenkins | Applicant Specialist | DJenkins@ESS.com | 512.667.0216
Local Team Social Media

• ESS Leander Facebook: @ESS Leander ISD
• ESS Texas Instagram: @ess_texas
ACCESSING ESS RESOURCES
For a variety of helpful online forms, information, and resources, visit the ESS Resources portal and sign in
with your district email and chosen password. For more information about registering and creating your ESS
Resources account, please see below.
1. G
o to ESS.com and click
Resources.
lick ESS Employee

2. C
Substitute (please
1
note: this page will
be removed soon as
we have combined all
services into a single
portal. If you don’t see
this option, please skip
to step 3).
3. If you haven’t yet

registered, click the 2
New User? Register
link and follow the
instructions. The
updated portal uses your
district email address
and you will create
your own password.
Check your email for the
activation link.
4. O
nce you have a
registered email
4
account, you can log
into the portal using the
Login button.
5. T
he Resources portal
features content 3
organized by
Information, Company
Programs, and Tools.
You will find links for
Absence Management
and willsub+, training
guides, and employee
information.
Employee
Perks
REFERRAL PROGRAM
Earn up to $2,700 per year through our referral program!

With a wide variety of substitute and permanent opportunities at school districts throughout the US,
we’re always looking for motivated individuals who want to work in education. For instructions and
more information, visit Refer.ESS.com.
ESS Referral Program Overview

• R
eferrals must be submitted at Refer.ESS.com before the candidate submits an application.
• Referrers must be an employee of ESS at the time of referral submission and bonus payout.
• All referred candidates must be entirely new to the ESS application process and must not be
part of a district-wide transition to ESS’ services (also known as district originals).
• Substitute candidates must apply, get hired, and work eight of their first 30 calendar days
without disciplinary action.
• Permanent candidates must apply, get hired, and complete two consecutive months in a
permanent position without disciplinary action.
• ESS employees will receive $75 for each successful referral, earning a maximum of $2,700 per
calendar year. Bonuses are paid out quarterly, added to employee paychecks.
• Regulations are subject to change.
gets hired and meets the minimum requirements!
Refer a friend. Earn $75

Attention ESS ESS Referral Program
Employees Overview
• Referrals must be submitted at Refer.ESS.com
Earn up to $2,700 per year before the candidate submits an application.
through our referral program! • Referrers must be an employee of ESS at the time
With a wide variety of substitute of referral submission and bonus payout.
and permanent opportunities at
• All referred candidates must be entirely new to
school districts throughout the US,
the ESS application process and must not be part
we’re always looking for motivated
EMPLOYEE OF THE MONTH
Each month, we recognize several ESS employees in acknowledgement of their exemplary

performance and attitude. We honor those who embody our standard for excellence and whose
efforts have inspired and supported the achievement of others.
Employee Qualifications: All daily, long-term, and building-based substitutes, as well as permanent
employees who work within an ESS partner school district are eligible for this award. Corporate
employees of ESS are not eligible. To qualify, the employee must:
• Show commitment to quality
• Go above and beyond job responsibilities
• Serve as a role model to others
• Demonstrate a positive attitude toward job responsibilities, co-workers, and students
• Work at least four days per month
• Have no pending disciplinary action
How to Submit Your Nomination

Visit Recognition.ESS.com to complete our online nomination form.
Questions? Email us at EmployeeMonth@ESS.com.
NOMINATE YOUR
FAVORITE ESS
EMPLOYEE TODAY!
Employee of the
Month Program
Do you know an ESS employee
who deserves recognition?
Please share your story through our
How to Submit
Employee of the Month Nomination Your Nomination
form! We select several exemplary
Visit Recognition.ESS.com
employees each month to recognize to complete our online
on our blog and social media pages. nomination form.
Honorees also receive a certificate of
appreciation, an American Express Questions?
gift card, and an ESS thermos. Email EmployeeMonth@ESS.com
Furthermore, all employee of the

month nominees are automatically Thank you for your
IMPACT AWARD
The ESS Impact Award is the highest honor the company bestows on an employee. Employees are
selected from nominations by ESS administrators, superintendents, principals or other school staff
for going above and beyond in their roles to support students, teachers, principals, and other school
staff throughout the school year.
The ESS Impact Award was created in 2014 to recognize employees based on their exemplary
record of service. More specifically, judges made their decision based off the following criteria:
• Total number of days worked in a one-year period
• Feedback from the school district(s) that the employee serves
• Proven commitment to going above and beyond what is expected of their role
RAFFLES
Each month, we’re giving away more than $1,000 worth of prizes to some lucky employees who
meet or exceed certain work frequency and performance qualifications. We want to reward our most
dedicated people with an opportunity to win something big!
If you work 5+ days this month, you’ll automatically earn an entry into our random drawing. Daily,
long-term, building-based, and virtual substitutes are all eligible, as well as permanent placements!
PERKS AT WORK
Start Saving with
One of the unique advantages that comes with working for ESS is our employee discount program,
Perks at Work. Join for free and begin using the web-based platform to save money on a variety of
every day and big-ticket items.
In addition to discounted prices, when you make purchases through this program, you’ll receive
WOWPoints that can be applied to future purchases – helping you save even more. Plus, when you
register, you can invite up to five friends or family members to join in the savings with you!
Register today to start saving!

1. Go to PerksatWork.com/Register
2. Under Work Email, type in your personal email address that you have on file with us.
3. One of theYour
Under unique advantages start
Company, that comes with
typing working
“ESS” andforchoose
ESS is ourESS
employee discount
from the program,that
dropdown Perksappears.
at Work. Join for free and begin using the web-based platform to save money on a variety of every day and
4. big-ticket items. will appear asking for your Employee ID — type in the number that’s located
A new field
under the barcode on your employee ID card (a 5 or 6 digit code that begins with “T” or “M”).
In addition to discounted prices, when you make purchases through this program, you’ll receive WOWPoints that
5. can
Click Create
be applied to My purchasesand
Account
future begin
– helping tosave
you save!
even more. Plus, when you register, you can invite up to
five friends or family members to join in the savings with you!
Perks at Work features savings on:
RECREATION HEALTH TRAVEL AUTO FAMILY ELECTRONICS HOME APPAREL

Movie Tickets Gyms Vacations Employee Childcare Cell Phones Home Depot Nordstrom
Theme Parks Fitness Gear Flights Auto Buying Eldercare Computers Lowe’s Macy’s
Sporting Events Program Sears
Meal Services Car Rentals Pet Supplies Tablets Kohl’s
Broadway Eyewear Hotels Insurance Baby Supplies TVs Walmart Target
Restaurants Vitamins Cruises Maintenance Activities Cameras Costco Gap
Register today and start saving!

1. Go to PerksatWork.com/Register 4. A new field will appear asking for your Employee ID – type
2. Under Work Email, type in your personal in the number that’s located under the bar code of your
email address that you have on file with us employee ID card (a 5 or 6 digit code that begins with
‘T’ or ‘M’)
3. Under Your Company, start typing “ESS” and choose
ESS from the dropdown that appears 5. Click Create My Account and begin to save!
TIPS AND REMINDERS FOR
SUBSTITUTE TEACHERS
The following list of tips and reminders will assist you in having an enjoyable and
successful experience as a substitute teacher.
Pre-Assignment
• In the event you are unable to report to your scheduled assignment, you must call ESS and the
school.
• Always dress professionally, wearing clean and neat attire.
• Review the school’s emergency evacuation and classroom lockdown procedures.
• Arrive at your assigned school early enough to report to the main office in order to receive
the information necessary for the day and to prepare for your assignment.
• Upon arrival, all substitutes must wear identification badges and bring copies of their
credentials.
• Introduce yourself to the school’s secretary, principal (if available), and teachers in nearby
classrooms to your assignment.
• Review and adhere to the regular teacher’s lesson plan and activities prepared for you. Check
with the main office or ask another grade-level teacher or supervisor for assistance if there are
no lesson plans or activities prepared.
In-Assignment
• Welcome students as they enter the classroom in a professional, caring manner. Treat them
with respect.
• Immediately print your name and title (Mr., Mrs., Ms.) on the board.
• Speak clearly and project your voice so all students can hear and understand you.
• Be confident when giving directions to students and during instruction.
• Take attendance in every class.
• Clearly set expectations and procedures at the beginning of each class.
• Circulate through the classroom to maintain control and assist students.
• Supervise students at all times.
• In the event of an emergency that requires you to leave the classroom, notify the main office
and wait for another teacher to supervise your class.
• Students should never be left unattended.
• Maintain classroom control at all times. Remain professional and keep emotional control.
Never use inappropriate language, even during frustrating and stressful situations.
• Never confront or threaten a student in front of other students. Isolate the student and
address the issue individually.
TIPS AND REMINDERS CONTINUED
• Never call students an inappropriate name or tell them to “shut up.” Remain professional at all
times.
• Telling inappropriate stories, gossip, or jokes; socializing with students during and/or after
school hours; sharing personal information; or using inappropriate language in the school
and classroom is strictly prohibited.
• Follow the district’s and school’s policies on the acceptable use of cell phones, school
computers, and Internet/Intranet. Do not use your cell phone in the classroom or use the
school computers for personal business.
• There should be no touching of students by substitute teachers, however, there may be
unique situations when dealing with younger students i.e., grades Pre-K to 2nd, when
substitute teachers may provide “limited physical assistance.”
Post-Assignment
• Leave a brief note for the regular teacher or complete the school’s substitute checklist if
available.
• Leave the classroom in the same or better condition than you found it.
• Return all teaching materials that were provided to you. Return the classroom keys to the main
office.
• Sign out at the main office or designated location and adhere to the established sign-out
procedures.
Full training guide is available and the end of this packet

Payroll
and Benefits
PAY DATE SCHEDULE
Pay Period # Period Worked Pay Date

1 June 27 – July 3, 2021 Friday, July 16, 2021
2 July 4 – July 10, 2021 Friday, July 23, 2021
3 July 11 – July 17, 2021 Friday, July 30, 2021
4 July 18 – July 24, 2021 Friday, August 6, 2021
5 July 25 – July 31, 2021 Friday, August 13, 2021
6 August 1 – August 7, 2021 Friday, August 20, 2021
7 August 8 – August 14, 2021 Friday, August 27, 2021
8 August 15 – August 21, 2021 Friday, September 3, 2021
9 August 22 – August 28, 2021 Friday, September 10, 2021
10 August 29 – September 4, 2021 Friday, September 17, 2021
11 September 5 – September 11, 2021 Friday, September 24, 2021
12 September 12 – September 18, 2021 Friday, October 1, 2021
13 September 19 – September 25, 2021 Friday, October 8, 2021
14 September 26 – October 2, 2021 Friday, October 15, 2021
15 October 3 – October 9, 2021 Friday, October 22, 2021
16 October 10 – October 16, 2021 Friday, October 29, 2021
17 October 17 – October 23, 2021 Friday, November 5, 2021
18 October 24 – October 30, 2021 Friday, November 12, 2021
19 October 31 – November 6, 2021 Friday, November 19, 2021
20 November 7 – November 13, 2021 Friday, November 26, 2021
21 November 14 – November 20, 2021 Friday, December 3, 2021
22 November 21 – November 27, 2021 Friday, December 10, 2021
23 November 28 – December 4, 2021 Friday, December 17, 2021
24 December 5 – December 11, 2021 Friday, December 24, 2021
25 December 12 – December 18, 2021 Friday, December 31, 2021
26 December 19 – December 25, 2021 Friday, January 7, 2022
27 December 26 – January 1, 2022 Friday, January 14, 2022
28 January 2 – January 8, 2022 Friday, January 21, 2022
29 January 9 – January 15, 2022 Friday, January 28, 2022
30 January 16 – January 22, 2022 Friday, February 4, 2022
31 January 23 – January 29, 2022 Friday, February 11, 2022
32 January 30 – February 5, 2022 Friday, February 18, 2022
33 February 6 – February 12, 2022 Friday, February 25, 2022
34 February 13 – February 19, 2022 Friday, March 4, 2022
35 February 20 – February 26, 2022 Friday, March 11, 2022
36 February 27 – March 5, 2022 Friday, March 18, 2022
37 March 6 – March 12, 2022 Friday, March 25, 2022
38 March 13 – March 19, 2022 Friday, April 1, 2022
39 March 20 – March 26, 2022 Friday, April 8, 2022
40 March 27 – April 2, 2022 Friday, April 15, 2022
41 April 3 – April 9, 2022 Friday, April 22, 2022
42 April 10 – April 16, 2022 Friday, April 29, 2022
43 April 17 – April 23, 2022 Friday, May 6, 2022
44 April 24 – April 30, 2022 Friday, May 13, 2022
45 May 1 – May 7, 2022 Friday, May 20, 2022
46 May 8 – May 14, 2022 Friday, May 27, 2022
47 May 15 – May 21, 2022 Friday, June 3, 2022
48 May 22 – May 28, 2022 Friday, June 10, 2022
49 May 29 – June 4, 2022 Friday, June 17, 2022
50 June 5 – June 11, 2022 Friday, June 24, 2022
51 June 12 – June 18, 2022 Friday, July 1, 2022
52 June 19 – June 25, 2022 Friday, July 8, 2022
OASIS
Payroll Portal Registration — Oasis

Lastly, we are pleased to introduce you to our payroll provider Oasis. Please follow the directions
below to set up your Oasis account, which will provide you with 24 hour access to your pay stubs, as
well as many other payroll conveniences right at your fingertips! This is a quick, user-friendly way to
manage all of your payroll needs in one central location.
To create your login for your Oasis – Prism Self Service Portal account, please visit the following
website and follow the prompts below:
https://essphr-ep.oasisassistant.com/#/auth/login
• Once on the page, please click on “Register” link to begin your new registration.
• You will then be prompted to complete your personal information in the New User
Registration area that appears for you.
• Take this time to verify and update your personal and tax information
Your tax information is defaulted to list as status “single” with “0” withholdings. You will need to
update this information the first time you sign in or it will be listed as your tax information for payroll
purposes.
401(K) ENROLLMENT
Overview
We work with Transamerica, a company that’s been helping people feel better about their futures
for over 80 years. And they believe in going beyond numbers. Considering all that can affect
personal finances, Transamerica supports you in developing healthy physical and financial habits
so you can add more years to your life, and more life to your years.
Enroll Online
• Go to your plan website: Transamerica.com/portal/home
• Click the red Log In button
• Click “Create and Account”
• Follow the secure steps to create your account
• Sign in to your account to see the “My Profile” menu on the top of the screen
• Click on “My Profile”, and then select “Personal Information”
• From this page, you can verify your personal information, address, and enter phone
numbers for activity alerts
Enroll Over the Phone
• Call 800.401.8726
• Follow the prompts to set up a voice password. This voice biometrics password can save
time and provide an additional layer of security — you’ll be asked for it every time you call
us
• We recommend you choose a self-selected security question for all over-the-phon account
access
Eligibility
• You must be at least 21 years of age
• You must complete 1 year(s) of service
Entry Date(s)
• Your entry date is January 1, April 1, July 1, and October 1
BENEFITS
Enrolling for Benefits

Employees can choose from four different methods to enroll: Call the Enrollment Center, enroll
Online through the Employee Portal, Schedule an appointment with our Convenient Appointment
Scheduler, or Receive a Call from benefits counselor.
You must complete your enrollment within 30 days from the date of your first paycheck to receive
benefits.
Option 1: ONLINE
Visit: http://www.aflacatwork.com/ess
Username: Your Employee Identification Number or your Social Security Number
Password: The last 4 digits of your Social Security Number plus the two-digit year of your birth.
(For example, if the last 4 digits your SSN are 1122 and you were born in 1968, your PIN would be
112268)

Option 2: PHONE
Call: 1-877.308.5994
(Monday – Friday, 10 a.m. – 8 p.m. EST & Saturday, 10 a.m. – 2 p.m. EST)
Option 3: SCHEDULE AN APPOINTMENT

Visit: https://booknow.appointment-plus.com/y3pkbkmx/
Your time is valuable, select a time that fits your needs by scheduling an appointment with a
benefits counselor.
Option 4: RECEIVE A CALL

(Monday – Friday, 10 am – 8 pm EST and Saturday, 10 am – 2 pm EST)
A benefits counselor will contact you to remind you when it is time to enroll.
All employees MUST speak with a benefits counselor or go online to elect or waive benefits. If you
do not participate, you will not be eligible to receive benefits until the next open enrollment period.
Core Benefits
ESS offers an employee benefits package consisting of the following insurance plans with
Nationwide:
• Medical Insurance – 2 Basic Advantage Plans - Plans include Minimum Essential Coverage
(MEC)
• Dental Insurance
• Vision Insurance
BENEFITS CONTINUED
Voluntary Benefits
In addition to the core benefits package, you will have the option to purchase the following voluntary
benefits through Aflac:
• Term Life Plan with Accidental Death Benefit
• Short Term Disability
• Critical Illness Insurance
• Accident Insurance
• Whole Life Insurance
Also available on ESS.com/Resources.

INJURY OR ACCIDENT
REPORTING PROCEDURES
Please follow the instructions below if an ESS employee gets injured while on the job.
Procedure for Reporting Work-Related Injuries or Accidents

Every work-related injury or accident should be reported IMMEDIATELY to the ESS Human Resources
Department.
Located in AL, CT, DE, FL, GA, IN, MD, NC, NJ, PA, RI, SC, TN, VA
1. Please have the individual call 844-482-9200 to report the injury or accident.
2. Please have the individual complete the Employee First Report of Injury or Accident Form
included in this packet.
3. Send completed form to ESS Human Resources Department by email or fax:
• Email: SafetyEast@ESS.com
• Fax: 856.375.8167
Located in AR, MS, MO, OK, TX

1. Please have the individual call 800-541-6377 ext. 6797 to report the injury or accident.
• Email: SafetySouth@ESS.com
• Fax: 870.565.1011
Located in CA, OR, NM, UT

1. Please have the individual call 503-208-7454 to report the injury or accident.
• Email: SafetyWest@ESS.com
• Fax: 971.239.0637
Receipt of the documentation will prompt an immediate investigation by ESS, which not only assists
in determining the cause of the injury or accident but may help in the prevention of future injuries or
accidents.
Tip Sheets
and Guides
OASIS PRISM EMPLOYEE
PAYROLL PORTAL
REGISTERING AND
LOGGING IN TIP SHEETS
REGISTERING AND
LOGGING IN
o to https://essphr-ep.
1. G
oasisassistant.com/.
2. Click Register.
omplete the New User

3. C
Registration form by filling
in the required information
and creating a username/
password. Then click
Register.
a. The username is not case

4
sensitive.
b. The password must be at

least eight (8) characters
long and contain an 2
uppercase letter, a
lowercase letter, and a 5
number. Protect your
login information - don’t
save your password
where someone else 3
could access it.
4. Y
ou should be automatically
directed back to the login
screen. You can now log
in with the username and
password you created.
5. If you forget your login

information at any time,
use the Forgot Username or
Forgot Password options on
the login screen.
3a
3b
DASHBOARD
1. W
hen you log in you’ll be
taken to your dashboard
where you can access
all of your checks and
information. You can access
recent pay statements,
benefits information,
events, and new messages
on the main page of the
dashboard. Additionally,
you can view more action
items located in the left-
hand column.
2. S
ide Menu — Clicking on
any of these menu items 1
will give you a variety of
options.
2 3
3. P
ay Menu — Go here to view
details of your paycheck
and download copies of pay
statements.
DASHBOARD
4. W
hen you click on the items 4
on the side menu, each one
will give you a drop-down
menu with specific items
from that category.
a. Address — NOTE: If you

are moving to another
state please advise your
HR manager as this may
impact your taxes. 4a
b. Pay — Access your pay
statements and direct
deposit information.
NOTE: New accounts may
take up to 10 days to be
activated
c. Taxes — Where you can

locate your W2 /Update
Tax Withholding
NOTE: Always review and
update your tax forms if
your address changes.
4b
4c
ABSENCE MANAGEMENT
SUBSTITUTE TIP SHEETS
SEARCHING & ACCEPTING
ASSIGNMENTS
To access your Absence Management account, visit AesopOnline.com and sign in with the User ID and PIN
provided to you. From your homepage, you are able to view and accept available assignments. Please reference
the below screenshots for some pointers.
1. You
are able to view all 1 2 3
available assignments
right from your
homepage.
2. Available assignments
are highlighted green.
3. B
y clicking a single date
on the calendar, you are
able to view positions,
review assignment
details, and enter non-
work days.
4. A
ccept or reject
assignments
with a single click!
5. O
nce you click the
4
Accept button for an
assignment, a black
drop-down bar will
appear with your 5
confirmation number.
You have not secured an
assignment until you’ve
received a confirmation
number.
SETTING YOUR
PREFERRED SCHOOL
provided to you. From your Preferences tab, you are able to set up and update your list of schools at which you
prefer to work. This is a great way to customize your view of the available jobs that show up on your homepage.
1. In your Preferences tab, 1 2 4

click Schools in the left
sidebar.
2. C
hoose to set up your list
in one of two ways.
3. C
hecking off the highest
level will check all
schools below. You may
also check and uncheck
individual schools.
4. W
hen finished updating
your list, make sure to
save your changes.
3
SEARCHING & ACCEPTING
ASSIGNMENTS
provided to you. You can view your scheduled assignments from the calendars on your homepage, or you can
click the Scheduled Jobs tab for a full list view, making it easy to keep track of your schedule!
1. Your scheduled
assignments are 1 2
highlighted in blue on
the calendar.
lick on the Scheduled

2. C
Jobs tab to view a full
list of your scheduled
assignments.
3. Any
available notes or
attachments are shown
here.
4. If
you need to remove
yourself from an
assignment, click the red
Cancel button.
3 4
SCHEDULING NON-WORK DAYS
provided to you. You can schedule “non-work days” to let ESS know that you’re unavailable to work on certain
dates. We will review your non-work days prior to contacting you for available assignments.
1
1. Your scheduled non-work
days are shaded dark
gray on your calendar.
rom the Non-Work Days

2. F
tab, you can create, edit,
and remove non-work
days. 2
3. Click, Add Non-Work
Day to add a non-work
day.
3
4. E
asily remove non-work
days with a single-click, 4
Remove.
CANCELING A SCHEDULED
ASSIGNMENT
provided to you. While you are able to cancel scheduled assignments right from your account, we urge you not
to cancel assignments with less than 12 hours before start-time unless you have extenuating circumstances!
Please note that each district determines the cut-off time after which substitutes are no longer able to cancel an
assignment through the system. If you need to cancel an assignment and the system is not allowing you to do
so, or if you need to call out of a multi-day assignment which has already begun, you must contact us directly at
877.983.2244 or HumanResources@ESS.com.
1. O
n the interactive
calendar
of your homepage,
click the date of the
1
assignment you
want to cancel.
2
2. A
n information box
will appear displaying
the details of your
assignment.
lick the red Cancel Job

3. C
button.
4. A
confirmation window
will appear. Click Yes to
confirm that you want 3
to remove yourself
from the assignment.
Once confirmed, the
assignment will be
removed from your
schedule and released
to the greater substitute
population in Absence
Management.
WILLSUB+
TIP SHEETS
BECOMING AN ESS SUBSTITUTE:
HOW TO APPLY
Thank you for your interest in becoming a substitute with ESS – we’d love to have you join our team of
dedicated education professionals. Our streamlined application process helps us collect the information and
documentation we need to get you working in our partner schools as quickly as possible!
1
o to ESS.com and click
1. G
Apply. Enter the district or
county where you want to
work. Click Apply Now.
2. Y
ou’ll see a list of available
positions; select the position
you’d like to apply for and
click Apply.
3. E
nter your email address,
then enter the verification
code sent to your email
and proceed to create your
account.
2
BECOMING AN ESS SUBSTITUTE:
HOW TO APPLY
4. O
nce your account is 4
created, you must agree to
the Position Requirements.
Then you can review your
Personal Information,
sign off on the Clearances
required for your desired
position, and submit your
Education and Employment
History. Once these steps
are completed, you’ll
be able to submit your
application. ESS will review
and follow-up with any
additional needs.
you receive a Job Offer

5. If
email from us, you can
accept the job offer, and
then you’ll be directed to
log in to your account and
complete the pre-hire forms.
5
6. After successfully
completing the pre-hire
forms, ESS will do a final
review and send a welcome
letter if you are hired!
We look forward to working

with you!
SEARCH FOR AND ACCEPT
JOBS WITH WILLSUB+
Finding and accepting Jobs in willsub+ is a breeze! This guide will show you how to search for and accept jobs,
so you can easily manage your schedule as a substitute in willsub+! Additionally, you can access a video on how
to search for and accept jobs by clicking here.
1. Log in to your account by

going to www.willsubplus.com,
entering your login credentials
(email and password), and
clicking “Log In”. 1
2. Your homepage will show you
the following information. Click
the “Available Jobs” tab to see
a list of upcoming jobs where
your talent is needed!
3. Tiles will display any ongoing

or upcoming jobs you’ve
already accepted. “Ongoing”
means the job’s start date has
already passed. “Upcoming”
means the job’s start date is in
the future.
4. Clicking “Available Jobs”

will show you a list of jobs for
which you are qualified and
available. Note: These settings
are determined by both the
qualifications required to 2
substitute for a certain position
type (example: subbing in
a long-term teaching job
requires a teaching certification,
while subbing in a short-term
paraprofessional job requires a
high school diploma) and the
availability and preferences you
set in the system (example: you
have entered non-work days
for every Wednesday due to
another commitment).
3
JOBS WITH WILLSUB+
se this toggle to switch between viewing “Daily” (Short-Term) and “Long-Term” jobs. You will only see jobs for which
5. U
you are qualified to fill.
• Daily (Short-Term) jobs are typically 1-9 days in duration and usually require fewer qualifications to fill.
• L
ong-Term jobs are typically 10+ consecutive days (this varies by state/district) in the same job and require more
qualifications, such as specific subject-area certifications.
6. Click the “More Filters” button to see additional filtering options for the list of available jobs.
7. “ Date” and “Time” will display the date(s) and start/end times for the job. If the schedule of the job varies from day-to-
day (example: Monday is 7am-3pm and Tuesday is 7am-11am), you will see “Hours Vary” in this column. You can see a
detailed schedule by clicking the times or by clicking the “Accept” button.
8. “School” will show the school(s) and district where you will need to report for the job.
9. “Position” will show the position and title of the job, as well as the absent employee’s name.
10. The “Accept/Decline” buttons will allow you to interact with the job.
• “Accept” will display details for the job and allow you to accept.
• “Decline” will open an option for you to discard the job and remove it from your available jobs list.
6 5
7 8 9
10
JOBS WITH WILLSUB+
11. A
ccepting a job is easy! 12
If you see a job you’d like
to accept, simply click
the “Accept” button. A
window will appear with 14
detailed information
about the job. You’ll
have a chance to review
the detailed schedule,
notes, attachments, etc. If
everything looks good, just
click “Accept” and the job
is yours.
12. T
his section shows the
position, title, and name of
the absent employee, as
well as the school(s) where 13
you need to report. 15
13. T
his section will show you
a detailed schedule for
each day/week of the job.
14. If the job is longer than

one week, you will be
able to use the forward/
back arrows to view the 16
schedule for each week of
the job.
licking “Accept” will

15. C
assign you as the sub for
this job and you will see
the job appear on your
“My Jobs” tab. Clicking
“Close” will return you to
the list of available jobs.
16. A
fter accepting a job,
you’ll be taken back to
the list of available jobs.
The job you accepted will
no longer appear in the
“Available Jobs” tab, and
you should now see it on
your “My Jobs” tab.
TIMESHEET SUBMISSIONS
ESS is using a system called willsub+ to track your time worked. Here are some important notes regarding
this system.
If you already have a willsub+ login, go to signin.willsubplus.com. If you don’t have a login, go to
signin.willsubplus.com/create-forgot-password to set your password.
1. Notifications
– willsub+ will send you notifications based on your job schedule. Notifications are sent
through email and the WS+Jobs app (available on Google Play or the Apple App Store).
a. U
pcoming Job – This notification is sent one hour before your start time for the day as a reminder.
b. S
ubmit Time – This notification is sent one hour after your job ends as a reminder to log in to willsub+
and submit your time worked.
2. Timesheet
Submission – ESS and our school district partners require you to submit your time worked
through willsub+. All time submitted is reviewed and verified by school district partners and by ESS.
a. Y
ou will be able to submit time 15 minutes after your assignment ends for the day. To submit time, log
in to willsubplus.com – you will see a screen listing any pending timesheets. Review your times and then
click Submit to submit your time worked.
b. Y
ou must submit your time worked for the current week by the end of each week. You can submit
timesheets individually at the end of each day, or you can submit multiple timesheets at the end of each
week.
2a
Substitute Teacher
Substitute Teacher
TIMESHEET SUBMISSIONS
3. You can view any timesheets that have been submitted in the past by clicking Submitted
4. Your scheduled time will pre-populate; make updates if needed, then click Submit
5. If you were not able to show up for the assignment, you can check this box and provide a reason.
* Please note – all time submitted will be reviewed and verified by ESS and our school district partners.
Substitute Teacher
Substitute Teacher
4
USING THE WS+ APPS
TIP SHEETS
USING THE WS+ JOBS APP
Finding and accepting jobs in willsub+ gets even easier with the WS+Jobs app! This guide will show you how to
use the app to search for and accept jobs, manage your preferences, and create non-work days so you can easily
manage your schedule as a substitute in willsub+. Additionally, you can access a video on using the WS+Jobs
app by clicking here.
1. Search for “WS+Jobs” on your device’s app store and download the WS+Jobs app.
2. L
og in to your account by opening the WS+Jobs app, entering your login credentials (email and password), and clicking
“Log In”.
3. Y
our homepage will show you the following information. You can use the tabs at the bottom of the app to switch between
different screens. Click the “Jobs” tab to see a list of available jobs where your talent is needed!
ou can switch between a Jobs Summary and a Daily Schedule view to easily see where you need to report and what you
4. Y
need to do for your accepted jobs on each day.
SEP 20
Mon Sept 20 – Thurs Sept 23, 2021
SEP 21
SEP 22
SEP 23
3
5. Tapping on a job will display

the details for that job
where you’ll be able to get
directions to the location
and view more information.
6. Clicking the “Jobs” tab will

display a list of jobs that 5
are available to you. You
can use the filters above
the list of available jobs
to show jobs based on
your preferred date range,
position types, locations,
weekdays, etc.
7. The “History” tab will show

you a list of completed or
cancelled jobs.
8. The “Notifications” tab

will show you a list of any
notifications you’ve received,
such as being assigned to a
job or being notified that the
start time has changed.
7 8
he “Settings” tab will

9. T
allow you to manage your
preferences and schedule
in the system.
10. “Schools” and “Positions” 10

will allow you to set
locations or positions as
favorites or excluded.
Favorites will show first in
your list of available jobs,
while excluded locations
or positions will not show
in your list of available
positions.
11. “Non-Working Days” will

allow you to enter any
days you are unavailable to
work. You can enter one-
time or recurring events
easily to make sure you are
only seeing jobs when you
are available to work!
Thanks for using willsub+ and

the WS+Jobs app. If you have
any questions, don’t hesitate 11
to contact us!
WS+JOBS APP
ESS is using a system called willsub+ to track your time worked. There are several ways to log your time via
willsub+. In this tip sheet, we will explore how to fulfill this task via the WS+Jobs app.
1. Download the willsub+ app from the Apple or Google store by searching for “WS+Jobs.”
2. O
nce the app is installed, you can log in with the email address you have on file with ESS and your
password. If you don’t know your password, select Forgot Password. You will have 10 minutes to reset
it through the email sent to you.
1 2
WS+JOBS APP
3. O
nce you’ve logged in, you will see several tabs along the bottom. In the first tab, My Schedule, you
can click into your scheduled jobs to view the details – the location of the job, address, date, and time.
4. T
he My Schedule tab and the Notifications tab show jobs that you need to sign in and out of. To do
this through the app, you must turn on location settings.
4
WS+JOBS APP
5. C
lick on the reminder to sign in for the job. You will only be able to sign in 10 – 30 minutes prior to your
assignment’s start time, depending on the school’s settings. You must be within the GPS area of the
school to sign in.
6. You will see a message confirming your successful sign in.
6
WS+JOBS APP
7. If the district is setup with the Timesheets feature, you will be able to enter your time through the
Timesheets tab. Select the job you’re looking to enter a timesheet for, then click Submit Time.
8. E
nter your time in and out, then click Submit. If you did not show up for the scheduled job, select the
slider next to I did not show for the assignment.
7 8
USING THE WS+
ABSENCES APP
Creating Absences in willsub+ is a breeze, and it gets even easier with the WS+Absences app! This guide will
show you how to use the app to create absences, view your absence history, and check available balances.
1. Search for WS+Absences

in the app store you use
to download apps to your 3 4
device. Download the app.
2. Open the WS+Absences

app, enter your credentials
(email and password), and
tap Log In.
3. Use the tabs at the bottom

of your homepage to switch
between different screens.
From the Absences screen,
tap Create to begin the
process of creating an
absence request.
4. Select the date(s) for your

absence, then tap Next.
3
USING THE WS+
ABSENCES APP
5. S
elect the reason for your
5 6
absence. If you select
Multiple Absence Reasons
(e.g., you are out one day
for sick and one day for
personal), you’ll be able to
specify the reason for each
portion of your absence
during the next step. Tap
Next to continue.
6. R
eview your absence details
and make any necessary
adjustments. Tap Delete
to remove a portion of
the request. Tap Clone to
copy the times and reason
of an absence and apply
them to another date. Tap
Next to add any notes
or attachments for the
administrator or substitute.
When finished, tap Next.
USING THE WS+
ABSENCES APP
7. Choose whether a substitute

is needed for your absence,
then tap Next – and you’re
done!
8. To view a list of your past

absences, tap History at the
bottom of your screen.
7 8
USING THE WS+
ABSENCES APP
9. If your district is tracking 10

absence balances in WS+,
you can tap Balance from
the bottom of your screen
to view your used and
available balance.
10. Tap a specific request

reason to see details on
the balance.
We hope you find this app to be helpful! Let us know if you have any questions or need
assistance by emailing SupportEast@ESS.com or by calling 877.983.2244 – we’re happy to
help however we can!
Employee Handbook
SUBSTITUTES
A Letter from the CEO
It’s with great pleasure that I welcome you to the ESS family of companies!
As a member of our staff, you are a part of a company that is proud of its accomplishments –ones
that have made it an outstanding national provider of educational staffing. ESS, as an employer, is
committed to providing an environment that is conducive to carrying out our mission. Whether you
have just joined our staff or have been with ESS for a while, we are confident that you will find our
organization to be a dynamic and rewarding place in which to work, and we look forward to a
productive and successful association. We consider the employees of ESS to be one of its most
valuable resources.
For our valued employees, we strive to administer our policies, as well as our benefit and
compensation programs, in a manner that is competitive, fair and understandable. This Handbook
intends to communicate terms and conditions of employment that apply to each of us as we carry
out our important responsibilities. The policies, benefits, and services detailed herein reflect a
concern not only for the well-being but also for the personal growth and development of all our
employees. This handbook has been written to serve as the guide for the employer/employee
relationship.
While this Handbook provides important information relative to all aspects of your employment at
ESS, it cannot be used as the basis for all decisions. To that end, I encourage you to consult with
your Supervisor or any member of our Human Resources staff should you need any additional
guidance.
Buddy Helton
CEO
ESS EMPLOYEE HANDBOOK 2

Table of Contents
Employment Policies ....................................................................................................... 6
At-Will Employment-Employment Relations ............................................................................. 6
Recruitment for Diversity ........................................................................................................... 6
Employment Eligibility ............................................................................................................... 7
Anti-harassment and anti-discrimination Policy and Complaint Procedure ........................... 7
Harassment & Discrimination Overview.................................................................................... 7
Workplace Bullying .................................................................................................................... 7
Sexual Harassment..................................................................................................................... 8
Individuals and Conduct Covered ............................................................................................. 9
Complaint Process ..................................................................................................................... 9
Americans with Disabilities Act (ADA) and the ADA Amendments Act (ADAAA) ................ 10
Gender Equity Notice ............................................................................................................... 10
Electronic Communication and Internet Use .......................................................................... 11
Right to Monitor ........................................................................................................................ 12
Social Media Participation and Conduct off the Job .............................................................. 12
Using Social Media at Work ..................................................................................................... 12
Security Access ........................................................................................................................ 14
Work- Space .............................................................................................................................. 14
Use of School Property ............................................................................................................ 14
Solicitations, Distributions and Posting of Materials ............................................................. 15
Separation of Employment....................................................................................................... 15
Return of Company Property ................................................................................................... 16
Rehire ........................................................................................................................................ 16
Employee Personnel Files ....................................................................................................... 17
Personnel Data Changes .......................................................................................................... 17
Workplace Expectations ................................................................................................ 17
Confidentiality........................................................................................................................... 17
Photography/Video Recording................................................................................................. 18
Professionalism ........................................................................................................................ 18
Standards of Conduct and Behavior ....................................................................................... 18
Physical Contact ....................................................................................................................... 18
Student Supervision ................................................................................................................. 20

Use of Audio-Visual Equipment in the Classroom (Films, Movies, and Television) ............. 20
Classroom Discussions ........................................................................................................... 20
Planning/Prep Periods.............................................................................................................. 20
Conflicts of Interest .................................................................................................................. 21
Political Activities ..................................................................................................................... 21
Religion in the Public Schools ................................................................................................. 21
Employment of Relatives ......................................................................................................... 22
Personal Cell Phone Use.......................................................................................................... 22
Photo ID Badges ....................................................................................................................... 22
Employment and Substitute Assignments .............................................................................. 22
Cancelling Assignments .......................................................................................................... 23
No Call/ No Show Policy ........................................................................................................... 23
Tardiness .................................................................................................................................. 24
Daily Substitute Assignments ................................................................................................. 24
Half-Day VS. Full-Day Assignments ........................................................................................ 24
Placement Errors ...................................................................................................................... 25
Attire and Grooming ................................................................................................................. 25
Transportation .......................................................................................................................... 25
Disciplinary/Corrective Action ................................................................................................. 25
Insubordination ........................................................................................................................ 27
Job Abandonment .................................................................................................................... 28
Training ..................................................................................................................................... 28
Compensation & Benefits ............................................................................................. 28
Employment Classifications .................................................................................................... 28
Payment of Wages .................................................................................................................... 29
Pay Deductions......................................................................................................................... 29
Time Keeping ............................................................................................................................ 29
Meal/Rest Periods ..................................................................................................................... 30
PTO/Sick Pay ............................................................................................................................ 30
Jury Duty ................................................................................................................................... 31
Family and Medical Leave Act (FMLA) .................................................................................... 31
General Provisions ................................................................................................................... 31
Eligibility ................................................................................................................................... 31

Type of Leave Covered............................................................................................................. 31
Amount of Leave ...................................................................................................................... 34
Employee Status and Benefits During Leave.......................................................................... 34
Employee Status After Leave ................................................................................................... 34
Use of Paid and Unpaid Leave ................................................................................................. 34
Intermittent Leave or a Reduced Work Schedule ................................................................... 35
Recertification........................................................................................................................... 35
Procedure for Requesting FMLA Leave .................................................................................. 35
Designation of FMLA Leave ..................................................................................................... 35
Intent to Return to Work from FMLA Leave ............................................................................ 36
Military Leave of Absence ........................................................................................................ 36
Personal Leave of Absence ..................................................................................................... 36
Same-Sex Marriages, Civil Unions and Domestic Partners ................................................... 36
Voluntary Employee Benefits .................................................................................................. 38
COBRA ...................................................................................................................................... 38
401(k) Plan ................................................................................................................................ 39
Lactation/Breastfeeding ........................................................................................................... 39
Workplace Safety............................................................................................................ 39
Drug-Free Workplace ............................................................................................................... 39
Smoke-Free Workplace ............................................................................................................ 39
Weapons-Free Workplace ........................................................................................................ 40
Criminal History ........................................................................................................................ 40
Violence in the Workplace........................................................................................................ 41
Safety ........................................................................................................................................ 42
Workers’ Compensation Benefits ............................................................................................ 42
Reporting Workplace Accidents/Injuries................................................................................. 42
Unemployment Insurance ........................................................................................................ 43
Employment Verification .......................................................................................................... 43
Disclaimer ................................................................................................................................. 43

Employment Policies
At-Will Employment-Employment Relations

I understand and agree that nothing in the Employee Handbook creates, or is intended to create, a
promise or representation of continued employment and that employment at ESS (“ESS”) is
employment at will, which may be terminated at the will of either ESS or myself. Furthermore, I
acknowledge that this handbook is neither a contract of employment nor a legal document.
Accordingly, either I or ESS can terminate the relationship at will, with or without cause, at any time,
so long as there is not violation of applicable federal or state law.
The policies and rules described in this Handbook are effective as of the date of the issuance of this
Handbook and your acknowledgement of the receipt of the same. This Handbook, as well as its
attachment and all subsequent revisions, supersedes and/or replace all policies, regulations,
Handbooks, and Handbooks issued previously.
Please understand that ESS also reserves the right, in its sole discretion, to amend, modify, change,
cancel, terminate or withdraw any or all of policies, regulations, benefits, sections and provisions of
this Handbook at any time, unilaterally, with or without prior notice, in its sole discretion.
No representative of ESS has the authority to enter into any agreement for employment for any
specified period of time, to guarantee any particular position for any specified period of time, or to
make any promises with respect to compensation, promotional opportunities, or any other term or
condition of employment
ESS operates in several states within the US. State, local, and federal employment laws change with
some frequency, either as a result of a judicial decision or new legislation or regulations. Our
Handbook may not always reflect the very latest requirements. Should the policies in this Handbook
conflict with state, local or federal laws, the state, local or federal laws will supersede our policy. Any
questions should be directed to our Human Resources Department.
Recruitment for Diversity

ESS is committed to employing a diverse staff. Employment decisions by ESS are based on job-
related qualifications and experience in accordance with legal obligations. ESS will continue to
recruit and hire from a diverse pool of qualified applicants. ESS makes this possible by asking each
employee to complete an Equal Employment Opportunity form and other forms as required to
comply with various rules and regulations.
ESS provides equal employment opportunities (EEO) to all employees and applicants for
employment without regard to race, color, religion, gender, sexual orientation, gender identity,
national origin, age, disability, genetic information, marital status, amnesty or status as a covered
veteran in accordance with applicable federal, state and local laws. ESS complies with applicable
state and local laws governing nondiscrimination in employment in every location in which ESS has
facilities. This policy applies to all terms and conditions of employment, including hiring, placement,
promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Employment Eligibility
ESS employs only United States citizens and aliens who are authorized to work in the United States
and does not unlawfully discriminate based on citizenship or national origin. In order to comply with
the Immigration Reform and Control Act of 1986, each employee, as a condition of employment,
must complete the Employment Eligibility Verification Form I-9 and present documentation
establishing identity and employment eligibility within three (3) business days of being hired. Former
employees who are rehired must also complete the form if they have not completed an I-9 with ESS
within the year, or if their previous I-9 is no longer retained or valid. ESS participates in E-Verify as
required by state law.
Anti-harassment and Anti-discrimination Policy and Complaint Procedure

ESS is committed to a work environment in which all individuals are treated with respect and dignity.
Everyone has the right to work in a professional atmosphere that promotes equal employment
opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, ESS
expects that all relationships among persons in the office will be business-like and free of bias,
prejudice and harassment.
Harassment and Discrimination Overview

By definition, harassment is “aggressive pressure or intimidation.” Therefore, there are a variety of
behaviors expressed and situations created that can be considered harassment. Harassment can be
tied to race, color, religion, gender, sexual orientation, national origin, age, genetic information,
disability or veteran status.
Discrimination is defined as “the unjust or prejudicial treatment of different categories of people or

things, especially on the grounds of race, age, or sex. “
ESS expressly prohibits any form of unlawful employee harassment or discrimination based on any
of the aforementioned categories. Improper interference with the ability of ESS employees to
perform their expected job duties is prohibited and will not be tolerated and may result in disciplinary
action up to termination.
ESS encourages reporting of all perceived incidents of discrimination or harassment. It is the policy
of ESS to promptly and thoroughly investigate such reports. ESS prohibits retaliation against any
individual who reports discrimination or harassment or who participates in an investigation of such
reports.
Workplace Bullying
ESS defines bullying as “repeated inappropriate behavior, either direct or indirect, whether verbal,
physical or otherwise, conducted by one or more persons against another or others, at the place of
work and/or in the course of employment.” Such behavior violates ESS Code of Conduct, which
clearly states that all employees will be treated with dignity and respect.

The purpose of this policy is to communicate to all employees, including managers and executives,
that ESS will not tolerate bullying behavior. Employees found in violation of this policy will be
disciplined up to and including termination.
Bullying may be intentional or unintentional. However, it must be noted that where an allegation of
bullying is made, the intention of the alleged bully is irrelevant and will not be given consideration
when meting out discipline. As in sexual harassment, it is the effect of the behavior upon the
individual that is important. ESS considers the following types of behavior examples of bullying:
• Verbal bullying: Slandering, ridiculing or maligning a person or his/her family; persistent
name calling that is hurtful, insulting or humiliating; using a person as the butt of jokes;
abusive and offensive remarks.
• Physical bullying: Pushing, shoving, kicking, poking, tripping, assault or threat of physical
assault; damage to a person’s work area or property.
• Gesture bullying: Nonverbal threatening gestures or glances that convey threatening
messages.
• Exclusion: Socially or physically excluding or disregarding a person in work-related
activities.
Sexual Harassment
Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For
the purposes of this policy, sexual harassment is defined, as in the Equal Employment Opportunity
Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other
verbal or physical conduct of a sexual nature when:
a) Submission to such conduct is made (either explicitly or implicitly) a term or condition of an
individual's employment.
b) Submission to or rejection of such conduct by an individual is used as the basis for
employment decisions affecting such individual; or
c) Such conduct has the purpose or effect of unreasonably interfering with an individual's work
performance or creating an intimidating, hostile or offensive working environment.
Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve
individuals of the same or different gender. Depending on the circumstances, these behaviors may
include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal
abuse of a sexual nature; commentary about an individual's body, sexual prowess or sexual
deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the
workplace of sexually suggestive objects or pictures; and other physical, verbal or visual conduct of
a sexual nature.
Harassment based on any other protected characteristic is also strictly prohibited. Under this policy,
harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion
toward an individual because of his/her race, color, religion, gender, sexual orientation, national

origin, age, disability, marital status, citizenship, genetic information or any other characteristic
protected by law or that of his/her relatives, friends or associates, and that:
a) Has the purpose or effect of creating an intimidating, hostile or offensive work environment.
b) Has the purpose or effect of unreasonably interfering with an individual's work performance;
or
c) Otherwise adversely affects an individual's employment opportunities.
Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or

hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or
aversion toward an individual or group and that is placed on the employer's premises or circulated in
the workplace, on company time or using company equipment via e-mail, phone (including voice
messages), text messages, tweets, blogs, social networking posts or other means.
Individuals and Conduct Covered

These policies apply to all applicants and employees, whether related to conduct engaged in by
fellow employees or someone not directly connected to ESS (e.g., an outside vendor, consultant or
customer).
Conduct prohibited by these policies is unacceptable in the workplace and in any work-related
setting outside the workplace, such as during business trips, business meetings and business-
related social events.
Complaint Process
Individuals who believe they have been the victims of conduct prohibited by this policy statement or
who believe they have witnessed such conduct should discuss their concerns with their immediate
manager, Human Resources or any member of management.
When possible, ESS encourages individuals who believe they are being subjected to such conduct
to promptly advise the offender that his or her behavior is unwelcome and request that it be
discontinued. Often this action alone will resolve the problem. ESS recognizes, however, that an
individual may prefer to pursue the matter through complaint procedures.
ESS encourages the prompt reporting of complaints or concerns so that rapid and constructive
action can be taken before relationships become irreparably strained. Therefore, although no fixed
reporting period has been established, early reporting and intervention have proven to be the most
effective method of resolving actual or perceived incidents of harassment.
Any reported allegations of harassment, discrimination or retaliation will be investigated promptly.

The investigation may include individual interviews with the parties involved and, where necessary,
with individuals who may have observed the alleged conduct or may have other relevant knowledge.
Confidentiality will be maintained throughout the investigatory process to the extent consistent with
adequate investigation and appropriate corrective action.

Retaliation against an individual for reporting harassment or discrimination, or for participating in an
investigation of a claim of harassment or discrimination, is a serious violation of this policy and, like
harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be
reported immediately and will be promptly investigated and addressed.
Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately.
If a party to a complaint does not agree with its resolution, that party may appeal to the Senior Vice
President of HR, or the CEO.
False and malicious complaints of harassment, discrimination or retaliation may be the subject of
appropriate disciplinary action.
Americans with Disabilities Act (ADA) and the ADA Amendments Act (ADAAA)
The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act
(ADAAA) are federal laws that prohibit employers with 15 or more employees from discriminating
against applicants and individuals with disabilities and that, when needed, provide reasonable
accommodations to applicants and employees who are qualified for a job, with or without reasonable
accommodations, so that they may perform the essential job duties of the position.
It is the policy of ESS to comply with all federal and state laws concerning the employment of
persons with disabilities and to act in accordance with regulations and guidance issued by the Equal
Employment Opportunity Commission (EEOC). Furthermore, it is our company policy not to
discriminate against qualified individuals with disabilities regarding application procedures, hiring,
advancement, discharge, compensation, training or other terms, conditions and privileges of
employment.
ESS will reasonably accommodate qualified individuals with a disability so that they can perform the
essential functions of a job unless doing so:
a) Causes a direct threat to these individuals or others in the workplace,
b) The threat cannot be eliminated by reasonable accommodation, and/or
c) If the accommodation creates an undue hardship to ESS.
Please contact the Human Resources department with any questions or requests for
accommodation.
Gender Equity Notice

ESS is committed to gender equality. Federal and state laws prohibit employers from discriminating
against an individual with respect to his/her pay, compensation, benefits, or terms, conditions or
privileges of employment because of the individual’s sex.
• Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on,
among other things, an individual’s sex. Title VII claims must be filed with the United States
Equal Employment Opportunity Commission (EEOC) before they can be brought in court.

Remedies under Title VII may include an order restraining unlawful discrimination, back pay,
and compensatory and punitive damages.
• The Equal Pay Act of 1963 (EPA) prohibits discrimination in compensation based on sex.
EPA claims can be filed either with the EEOC or directly with the court. Remedies under the
EPA may include the amount of the salary or wages due from the employer, plus an
additional equal amount as liquidated damages.
Please be mindful that in order for a disparity in compensation based on sex to be actionable under
the EPA, it must be for equal work on jobs the performance of which requires equal skill, effort, and
responsibility, and which are performed under similar working conditions.
Electronic Communication and Internet Use

ESS expects employees to use the following guidelines pertaining to the appropriate and
professional use of Internet, company systems, company-provided cell phones and e-mail. Please
refer to IT Policy listed in the Resources tab in ESS HRIS for full policy details:
• Internet, company-provided equipment (e.g., cell phone, laptops, and computers), services
and systems may not be used for transmitting, retrieving or storing any communications of a
defamatory, discriminatory, harassing or pornographic nature.
• Employees are expected to maintain professionalism in their communications and actions in
the course of performing their assigned role with ESS. The following actions are considered
inappropriate and are subject to disciplinary action: using disparaging, abusive, profane or
offensive language; creating, viewing or displaying materials that might negatively reflect
upon customers or a member of the public, or be contrary to customer’s best interests; and
engaging in any illegal activities, including piracy, extortion, blackmail, copyright
infringement, and unauthorized access of any computers and company-provided equipment
such as cell phones and laptops.
• Employees should comply with all copyright laws and should not copy, retrieve, modify or
forward copyrighted materials, except with permission or as a single copy to reference only.
• Employees are prohibited from sending or receiving files that are not related to work.
• Suspicious e-mails, pop-ups or downloads should not be opened by employees. Contact IT
Support with any questions or concerns to reduce the release of viruses or to contain viruses
immediately at ITSupport@ESS.com.
• Internal and external e-mails are considered business records and may be subject to
discovery in the event of litigation. Be aware of this possibility when sending e-mail within
and outside ESS.

Right to Monitor
All company-supplied technology and company-related work records belong to ESS and not to the
employee. ESS routinely monitors use of company-supplied technology. Inappropriate or illegal use
or communications may be subject to disciplinary action up to and including termination of
employment.
Social Media Participation and Conduct off the Job

ESS has a duty to protect itself, using its own judgement, from unauthorized disclosure of
information and from comments that may be detrimental to ESS and our school districts. This social
media participation policy includes rules and guidelines for social networking authorized by ESS, as
well as personal social networking. The policy applies to all employees of ESS.
Social media includes all means of communicating or posting information or content of any sort on
the internet, including to the employee’s own or someone else’s web log or blog, journal or diary,
personal web site, social networking or affinity web site, web bulletin board or chat room, whether or
not associated or affiliated with ESS, as well as any other form of electronic communication,
including, but not limited to, video or wiki postings, sites such as Facebook, Instagram and Twitter,
personal blogs, or other similar forms of online journals, diaries, or personal newsletter not affiliated
with ESS (referred to collectively as “Social Media or Social Networking”).
The same principles and guidelines found in ESS policy apply to an employee’s activities online.
Ultimately, the employee is solely responsible for what he or she posts online. An employee’s
conduct that adversely affects his or her job performance, the performance of fellow employees or
otherwise adversely affect employees, customers, suppliers, or ESS’ legitimate business interests
may result in disciplinary action up to and including termination.
ESS respects the right of employees to write blogs and use Social Networking sites. ESS does not
want to discourage employees from self-publishing and self-expression and does not discriminate
against employees who use these media for personal interests, affiliations or other lawful purposes.
Employees must carefully read these guidelines as well as other Company policies including, but not
limited to, Confidentiality Policy, Electronic Communication and Internet Use, and Anti-Harassment
Policy, and ensure their postings are consistent with these policies. Inappropriate postings that may
include discriminatory remarks, harassment, and threats of violence or similar inappropriate or
unlawful conduct will not be tolerated and may subject the employee to disciplinary action up to and
including termination.
Using Social Media at Work

Employees are expected to refrain from using social media while on work time or on Company
provided equipment unless it is work-related as authorized by the employee’s manager. Employees
are not to use ESS email addresses to register on social networks, blogs or other online tools
utilized for personal use.
No employees are authorized to modify content for the any of ESS’ websites located on
www.ESS.com, and/or the social networking entries located on ESS’ websites. All employees must

identify themselves as employees of ESS when posting comments or responses on the social
networking sites.
Guidelines
a. Employees are expected to be fair and courteous to fellow employees, vendors and/or Client
school districts, keeping in mind that the employee is requested to resolve work-related
complaints by speaking directly with his or her co-workers or manager than by posting
complaints to a social media outlet. Nevertheless, if employee decides to post complaints or
criticism, they are to avoid using statements, photographs, video or audio that reasonably
could be viewed as obscene, threatening or intimidating, or that disparages clients or
vendors, or that might constitute harassment or bullying. Examples of such conduct might
include offensive posts that could contribute to a hostile work environment based on race,
sex, disability, religion, or any other status protected by law or Company policy.
b. Employees must always be honest and accurate when posting information or news, and if a
mistake is made, it must be corrected quickly. Employees must be open about any previous
posts they have altered. Remember that the internet archives almost everything; therefore,
even deleted postings can be searched. Employees must never post any information or
rumors that they know to be false about ESS, fellow employees, clients, vendors, or
competitors.
c. Employees must be careful to maintain the confidentiality of Company trade secrets,
copyright, and private or confidential information. Trade secrets may include information
regarding the development of systems, processes, products, know-how and technology. Do
not post internal reports, policies, procedures, financial information or other internal
business-related confidential communications.
d. It is illegal to communicate or give a “tip” on inside information to others so that they may buy
or sell stocks or securities. Such online conduct may also violate the Insider Trading Policy.
e. Employees must not create a link from their blog, website, or other social networking site to a
Company website without identifying themselves as a Company employee and securing prior
authorization from ESS.
f. An Employee must never represent themselves as a spokesperson for ESS without prior,
written authorization. If ESS is a subject within the content an employee is creating, he or
she must be clear and open about the fact that he or she is an employee and that their views
do not represent those of ESS, fellow employees, clients, vendors, or people working on
behalf of ESS. If an employee publishes a blog or post online related to the work they do or
subjects associated with ESS, it must be made clear that they are not speaking on behalf of
ESS. It is best to include a disclaimer such as “The postings on this site are my own and do
not necessarily reflect the views of ESS”.
g. Be careful not to post or use a picture or likeness of a manager, co-worker, vendor or client
without that individual’s express advance permission, unless the picture or recording of
someone is in furtherance of an activity protected by the NLRA.

h. Employees are cautioned that they should have no expectation of privacy while using the
internet. Employees’ postings can be reviewed by anyone, including ESS. ESS reserves
the right to monitor comments or discussions about ESS, its employees, clients, and the
industry, including products and competitors, posted on the Internet by anyone, including
employees and non-employees. ESS may use blog-search tools and software to monitor
forums such as blogs and other types of personal journals, diaries, personal and business
discussion forums, and Social Networking sites.
i. ESS reserves the right to use content management tools to monitor, review or block content
on Company blogs that violate Company blogging rules and guidelines.
j. ESS requests and strongly urges employees to report any violations or possible or perceived
violations to managers or Human Resources. Violations include discussions of client school
districts, and any discussion of proprietary information and any unlawful activity related to
blogging or social networking.
k. ESS prohibits taking negative action against any employee for reporting a possible deviation
from this policy or for cooperating in an investigation. Any employee who retaliates against
employee for reporting a possible deviation from this policy or for cooperating in an
investigation will be subject to disciplinary action, up to and including termination.
l. Employees engaging in use of social media, social networking and blogging activities are
subject to all of ESS policies and procedures, including this Social Media Policy. Violations
of this policy or any other ESS policies may result in disciplinary action, up to and
including termination of employment.
Security Access
Employees, in the course of their job performance, may be assigned badges, equipment, keys, and
passwords. Desks, file cabinets, computers, computer products, voicemail, email, written and
software materials are district property and must be appropriately used according to district policies.
Upon completion of an assignment, all property is to be returned to the district and district access will
be removed.
Workspace
Employees are responsible for maintaining the workspace assigned to them whether it be a
classroom, resource room, desk, or other location assigned by ESS or the District. A clean, orderly
workspace provides an environment conducive to working efficiently. Employees should keep in
mind that their workspace is part of a professional environment that portrays ESS’ overall dedication
to providing quality service to its clients. Therefore, your workspace should be clean, organized and
free of items not required to perform your job.
Use of School Property

Substitute Employees are responsible for school equipment, supplies, books, furniture, and
apparatus under their care and use. Substitute Employees shall immediately report any property that
is damaged, lost, stolen, or vandalized to the main office of the school. No substitute employee shall

perform personal services for themselves or for others for pay or profit during work time and/or using
District property or facilities
Solicitations, Distributions, and Posting of Materials

ESS prohibits the solicitation, distribution and posting of materials on or at company property by any
employee or nonemployee, except as may be permitted by this policy. The sole exceptions to this
policy are charitable and community activities supported by ESS’ management and company-
sponsored programs related to ESS’ services. Nothing in this section prohibits employees from
discussing terms and conditions of employment.
Provisions:
• Non-employees may not solicit employees or distribute literature of any kind on company
premises at any time.
• Employees may only admit non-employees to work areas with management approval or as
part of a company-sponsored program. These visits should not disrupt workflow. An
employee must always accompany the non-employee. Former employees are not permitted
onto company property except for official company business.
• Employees may not solicit other employees during work times, except in connection with a
company-approved or sponsored event.
• Employees may not distribute literature of any kind during work times or in any work area at
any time, except in connection with a company-sponsored event
Separation of Employment
Separation of employment within an organization can occur for several different reasons.
• Resignation: Although we hope your employment with us will be a mutually rewarding
experience, we understand that varying circumstances cause employees to voluntarily resign
employment. Resigning employees are required to provide two weeks’ notice, in writing to
facilitate a smooth transition out of the organization. Any employee providing less notice than
requested, the employer may deem the individual to be ineligible for rehire depending on the
circumstances regarding the notice given.
• Job abandonment: Employees who fail to report to work or contact their manager for three
(3) consecutive workdays shall be considered to have abandoned the job without notice,
effective at the end of their normal shift on the third day. The manager shall notify the Human
Resource department at the expiration of the third workday and initiate the paperwork to
terminate the employee.
Employees who are separated due to job abandonment are ineligible for rehire.
• Termination: Employees of ESS are employed on an at-will basis, and ESS retains the right
to terminate an employee at any time. It is not possible to list all the forms of behavior that
are considered unacceptable in the workplace. The following are examples of infractions of
rules of conduct that are strictly prohibited and are grounds for immediate dismissal:

o Theft or possession of company or client property
o Falsification of timekeeping records, IDs, documents or false statements or
misrepresentations during the application process
o Working under the influence of alcohol or illegal drugs
o Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the
workplace, while on duty, or while operating employer-owned vehicles or equipment
o Fighting or threatening violence in the workplace
o Physical contact with a student
o Negligence or improper conduct leading to damage of client-owned or company-
owned property or endangerment of others
o Insubordination or other disrespectful conduct
o Sleeping on the job or completing personal tasks while on the job
o Violation of safety or health rules
o Sexual or other unlawful or unwelcome harassment
o Possession of dangerous or unauthorized materials, such as explosives or firearms
o Excessive absenteeism or any absence without notice
o Failure to follow all policies and procedures listed in this handbook
o Unauthorized absence from work area during the workday
o Refusal to participate in a Company sponsored investigation or requested drug-test
o Conduct which ESS believes reflects adversely on the employee or ESS
Return of Company Property

The separating employee must return all company property at the time of separation, including cell
phones, keys, PCs and identification cards.
Rehire
Former employees who left ESS in good standing and were classified as eligible for rehire may be
considered for reemployment. An application must be submitted to the Human Resource
department, and the applicant must meet all minimum qualifications and requirements of the
position, including any qualifying exam, when required.
An applicant or employee who is terminated for violating policy or who resigned in lieu of termination
from employment due to a policy violation will be ineligible for rehire.

Employee Personnel Files
Employee files are maintained by the Human Resources department electronically and are
considered confidential. Managers may only have access to personnel file information on a need-to-
know basis.
Personnel file access by current and former employees will generally be permitted within three days
of a written request unless otherwise required under state law. Personnel files are to be reviewed in
the Human Resources department. Personnel files may not be taken outside the department.
Representatives of government or law enforcement agencies, in the course of their duties, may be
allowed access to file information.
Note: Please be advised that company policy may be subject to state requirements, including
potential requirements to provide copies of personnel files.
Personnel Data Changes

ESS strives to maintain accurate personnel data and employee status information. The payroll
department is dependent upon employees to report timely and accurate status information to the
Human Resources Department. Employees are responsible for reporting changes such as personal
mailing addresses, telephone numbers, email addresses, names of dependents, emergency
contacts, educational accomplishments, and other such status changes. Status reports should
always be current and accurate. Please contact the Employee Engagement Department to notify
them of any changes.
Workplace Expectations
Confidentiality
Our school districts and other parties with whom we do business entrust ESS with important
information relating to their businesses. It is our policy that all information considered confidential will
not be disclosed to external parties or to employees without a “need to know.” If an employee
questions whether certain information is considered confidential, he/she should first check with
his/her immediate manager.
This policy is always intended to alert employees to the need for discretion and is not intended to
inhibit normal business communications. Such information, regardless of whether the information is
defined or labeled as confidential, must be treated as confidential and must not be disclosed to any
other person, without consent from the actual employee.
Confidential information includes, but is not limited to, health or medical records, student records,
disciplinary matters, company policies and procedures, etc. If you have any questions regarding
what information is confidential or how to handle information which you obtained, please contact
Human Resources.

As an ESS employee all questions or concerns should be directed to ESS Management solely. It is
never appropriate to reach out directly to any School District Employee.
Photography/Video Recording
Due to privacy concerns, personally owned recording devices are not to be used to create video or
audio recordings or to take pictures or “selfies” while on duty or working with students. Such devices
include, but are not limited to, personal cell phones, cameras, and tablets.
Professionalism
Employees must recognize that they are representatives of ESS and are expected to always present
themselves and ESS in a positive and professional manner. This includes, but is not limited to, ESS
workplace, visiting of school districts, during school district meetings, and while attending
professional organization or industry conventions and meetings. Examples of inappropriate behavior
include but are not limited to: the use of profanity, discussion of adult activities, disparaging remarks
regarding ESS while in ESS of students, clients, teachers, district administrators, parents, and
substitutes. If an employee does not maintain this professionalism, it is the discretion of
management to investigate and apply disciplinary action as appropriate including termination of
employment.
Standards of Conduct and Behavior

Standards of conduct and behavior have been established so that employees know what ESS
expects of them. These standards outline conduct expected and conduct which may result in
disciplinary action. ESS reserves the right to act based on what it deems to be appropriate in any
given situation. These standards are not all-inclusive and other conduct that is not listed may result
in disciplinary action, up to and including termination of employment. Action may be taken as a
result of either improper conduct or a lack of performance. Improper conduct applies to a problem
that is a result of behavior. A lack of performance is the result of a failure to meet expected job
performance.
These standards do not form a contract of employment nor should employees have any
expectations that such standards form a contract. Employment with ESS is at will and can be
terminated for any reason at any time, with or without cause or for no cause. The decision as to what
action will be taken rests with Company management and is made on a case-by-case basis. ESS
reserves the right to change, alter, or abolish these guidelines at any time without prior notice. The
following is a non- exhaustive listing of the types of employee conduct that may result in disciplinary
action up to and including termination.
Student Contact
ESS believes it is imperative to reinforce the long-standing policy on “Physical Contact” with
students by substitute employees. This policy was developed not only to ensure a safe classroom
and school environment for students but also to protect ESS substitute employees.
Specifically, the ESS Policy, “Physical Contact” with students, reminds substitutes that their role is
different than the regular classroom teacher and support staff. The student’s perception of what may
be considered “innocent physical contact” (e.g., pat on the shoulder, arm, head, handshake, etc.)

may make the student feel uncomfortable or offended. ESS substitutes must always be aware and
respect the student’s physical space and perception – and for the most part, they must refrain from
physical contact.
A major component of the ESS Training Program for substitute teachers and paraprofessionals
emphasizes the importance of addressing “Limited Physical Assistance” contact with students.
Below are some specific guidelines to assist ESS substitutes with this critical and sensitive topic:
• Physical contact is a common concern when working with younger children (e.g., Pre-K – 3),
who may attempt to demonstrate some form of physical connection (e.g., hugging) with
substitute teachers and paraprofessionals. This may be considered an acceptable pattern of
behavior with the regular classroom teacher and paraprofessional. However, substitutes
must avoid this type of action, which may be perceived as inappropriate and make the
student feel uncomfortable.
• No ESS substitute employee shall physically touch a student in any manner (e.g., slap,
punch, pinch, stroke, push, grab, hug, kiss, fondle, etc.) or touch any student in a private
area of his/her body.
• ESS employees should use strong verbal directives to manage inappropriate student
behaviors and refrain from physical contact with students.
• ESS employees must immediately request assistance from regular classroom teachers,
school administrators, or other school support staff for physically disruptive students.
• ESS employees who have observed or suspect that improper student physical contact has
occurred must immediately report these incidents to ESS and the school’s administration.
ESS realizes there may be unique situations that require “Limited Physical Assistance” for
younger students and students with special needs. In these situations, the following guidelines will
assist you in performing your responsibilities as a substitute teacher or paraprofessional:
• If you are assigned to a preschool program with two and three-year-old students, you may be
required to change diapers, assist with toileting, and perform other bathroom-related
responsibilities. You should always request assistance from another staff member and be
aware of any perception of inappropriate behavior while performing these duties.
• You may want to leave bathroom responsibilities to the assigned regular classroom aides
and provide any necessary support.
• If a student attempts to hug you, avoid hugging them back.
• Younger students may need assistance with dressing appropriately to leave school at the
end of the day. Specifically, they may need help with tying shoes, zipping coats, putting on
hats and gloves, etc. You may provide limited physical assistance to ensure students are
appropriately dressed before leaving school.
• Paraprofessionals may be required to provide limited physical assistance for students with
special needs, as defined in their IEP/504 Plan. Always be mindful of the student’s personal
space to avoid physical contact issues.

• Never touch any student in an inappropriate manner.
• Limited physical contact may be necessary, only under clearly and formally identified
circumstances for special support or safety of designated students. Physical interaction
techniques may be appropriate for crisis, redirection, and toileting purposes when directed by
the school administration or other school personnel.
Should an allegation of physical contact between and employee and student be brought to ESS’
attention, the employee shall automatically be suspended without pay during the course of the
investigation. If a state investigation is initiated ESS is unable to reactivate employee until official
clearance.
Student Supervision
Under no circumstances should a substitute employee leave student(s) unattended in any classroom
without appropriate, certified supervision. Substitute employees are responsible for all students
under their care and are legally held accountable for the welfare of these students. Substitute
employees should be aware that allowing students to leave a classroom unsupervised immediately
creates a situation where the substitute’s liability for inappropriate behavior or injury is increased.
Use of Audio-Visual Equipment in the Classroom (Films, Movies, and Television)

The use of educational films and television in the classroom can be a valuable tool for instruction.
However, the following guidelines should be followed:
• Substitute employees are not allowed to show films, videos, movies, or any other type of
program, including YouTube videos or social media videos, unless it is part of a standards
aligned lesson plan which the classroom teacher has prepared for you on your behalf.
• Under no circumstances should you show any films, videos, movies or other type of
programs, including YouTube videos or social media videos, to students if not explicitly
provided to you by the District.
Classroom Discussions
Substitute employees are expected to exercise reasonable and prudent judgment in all classroom
discussions. Discussions shall be current, relevant, and significant to the instructional program, and
topics shall be appropriate for and within the range of the knowledge, understanding, age and
maturity of students.
Planning/Prep Periods
Substitute employees are expected to follow the daily schedule of the district employee they are
filling in for, which may include a prep or planning period. A substitute may be asked to
cover/perform other duties and responsibilities as needed by the school administration during the
day, and likewise are required to assist in any capacity asked during the assignment, which may
include working in another classroom during the conference or planning period. A substitute
employee may not leave their assignment early if their last period of the day is a prep/planning
period.

Conflicts of Interest
Situations of actual or potential conflict of interest are to be avoided by all employees of ESS.
Personal involvement with a student, customer, vendor, co-worker, or subordinate that impairs an
employee’s ability to exercise good judgment on behalf of ESS creates an actual or potential conflict
of interest.
An employee involved in the type of relationships/situations described in this policy should

immediately and fully disclose the relevant circumstances to the Director of Human Resources for a
determination as to whether a potential or actual conflict exists. If an actual or potential conflict is
determined, ESS may take whatever corrective action appears appropriate according to the
circumstances. Failure to disclose facts shall constitute ground for disciplinary action including
possible termination.
Employees must avoid any relationship or activity that might impair, or even appear to impair, their
ability to make objective and fair decisions when performing their jobs. At times, an employee may
be faced with situations in which business actions taken on behalf of ESS may conflict with the
employee’s own personal interests. Company property, information or business opportunities may
not be used for personal gain.
If an employee of ESS is also a parent or guardian of a student in a partnering school district,

ESS will follow district policy in regards to an employee working as a substitute in their
child’s classroom and/or school and whether it qualifies as a conflict of interest.
Political Activities
Substitute employees shall not promote, organize, or engage in political activities or discussions
while performing their duties or during the workday. Promoting or engaging in political activities shall
include, but not be limited to, the following:
• Encouraging students to adopt or support a political position, party, or candidate; or
• Using school property or materials to advance the support of a political position, party, or
candidate; or
• Self-promoting or campaigning for yourself for any elected position whether it is related or
non-related to the school, district, or any other organization.
Religion in the Public Schools

ESS strongly supports the separation of religion and government. To support diversity, do not share
your personal religious beliefs with students or staff. Substitute employees must maintain a posture
of "neutrality" regarding religion in the classroom and in other activities and areas of the school and
are prohibited from advancing their own religious beliefs in schools.

Employment of Relatives
ESS wants to ensure that employment practices do not create situations such as conflicts of interest
or favoritism. This extends to practices that involve employee hiring, promotion and transfer. Close
relatives, partners, those in a dating relationship or members of the same household are not
permitted to be in positions that have a reporting responsibility to each other. Close relatives are
defined as husband, wife, domestic partner, father, mother, father-in-law, mother-in law, grandfather,
grandmother, son, son-in-law, daughter, daughter-in law, uncle, aunt, nephew, niece, brother, sister,
brother-in-law, sister-in-law, step relatives, cousins and domestic partner relatives.
If employees begin a dating relationship or become relatives, partners or members of the same
household and if one party is in a supervisory position, that person is required to inform
management and Human Resources of the relationship.
ESS reserves the right to apply this policy to situations where there is a conflict or the potential for
conflict because of the relationship between employees, even if there is no direct-reporting
relationship or authority involved.
Personal Cell Phone Use

Substitute employees who use electronic devices or tend to personal matters on duty are taking time
and attention away from their basic responsibilities and duty to students. Personal cell phone use of
any kind during an assignment is strictly prohibited. This includes accessing your phone during prep
periods, lunch time, breaks, in the teacher’s lounge, checking for available jobs, checking the time,
internet use, social media, email (school, business, or personal), etc. Do not leave the classroom for
personal telephone calls under any circumstances. If an employee is seen during an assignment
using their phone during school hours, disciplinary actions up to and including termination of
employment may occur.
Photo ID Badges
Photo ID Badges are issued to every substitute employee of ESS. Substitutes must always wear or
display this badge when on any school campus. If the ID badge is lost or stolen, please report this to
the Employee Engagement Department immediately by phone at (877) 983-2244.
Employment and Substitute Assignments

Applicants will not be employed by ESS until all required documents have been satisfactorily
completed, signed and provided to ESS, and the Employee’s information is entered into ESS’
absence management and payroll systems.
An employee’s official start date with ESS is the first day of their first paid assignment with ESS.
Employees are expected to work as frequently as they can. An active employee should be working
at least four times per month. Failure to meet these expectations may be considered voluntary
resignation due to job abandonment. If an employee is unable to meet ESS’ expectations for activity,
the Employee must notify ESS regarding the date they are able to return to normal working
expectations.

Once an employee file is made inactive for any reason, they may not work again until they have
gone through the re-employment procedures, which may include the fingerprinting process. Inactive
substitute employees wishing to return in subsequent school years will need to reapply and will be
responsible to pay any fees incurred for re-fingerprinting. Please note that being re-hired is based on
an employee’s performance history. Any disciplinary reports or negative incident reports may hinder
eligibility for reemployment.
Employees are required to provide enough notice to ESS if unable to work their assigned work
hours. Employees also can designate days within the absence management system as non-
workdays to show their unavailability. If an employee is unable to fill an assignment which they have
accepted in the absence management system, the employee must notify ESS immediately via
Employee Engagement Dept. Failure to notify ESS will be grounds for discipline, including
termination, and any wages paid to the employee for an assignment which was not worked will be
deemed theft and, if necessary, prosecuted accordingly.
When an employee has received a substitute teaching or other assignment, their continuing
employment status with ESS at that time may provide the employee reasonable assurance of further
placements and employment during the following academic period(s) after the summer recess and
other school district recess periods are over.
Cancelling Assignments
You are permitted to cancel an assignment through the absence management system up to 12
hours before the scheduled start time of the job. (Example: If school starts at 8:00 AM – you can
cancel until 8:00 pm the day prior.) If you pass this time and need to cancel, you must contact ESS
directly at (877) 983-2244. You must also notify the school of your inability to fulfill the assignment.
If you are scheduled for a multi-day assignment and need to cancel a single date or multiple dates,
you must call ESS as you will not be able to complete this via absence management yourself.
Please understand, that if your assignment still appears in your employee profile after following any
of the above steps, the assignment has not been cancelled and you may be held accountable.
Any assignment cancellations requested less than 12 hours for the following day will be considered
a “Last Minute Cancellation.” If a last-minute cancellation occurs, you will be prohibited from viewing
and accepting available jobs for that date. If ESS determines that there is a pattern of last-minute
cancellations by you, ESS reserves the right to impose further disciplinary actions, up to and
including suspension without pay and termination of employment.
Please note that although cancellations are permitted, they are highly discouraged and may result in
disqualification from accepting further assignments for that date or school.
No Call/ No Show Policy

Employees who do not notify ESS of an assignment cancellation are considered a no call/no show.
Due to the serious nature of not reporting to work, a no call/no show will result in an automatic
Written Warning. Any further no call/no show will result in termination.

Tardiness
Unless approved by ESS, Employees are expected to be at work on time. If you realize you are
going to arrive late to your assignment, you must notify ESS and your assigned school of your
expected tardiness. Substitute employees are expected to be on duty the same length of time as the
regular district employee. Many experienced substitute employees advise arriving to school a few
minutes prior to the start of your assignment in order to successfully find parking, sign in, locate the
classroom, review the lesson plans, prepare the room and instructional materials, and otherwise
prepare for a successful day of work.
If you accept an assignment after the scheduled reporting time you must arrive to the location no
later than 30 minutes after you accepted the job. Employees that arrive later than 30 minutes from
the time he/she accepts the assignment can be cancelled from the substitute assignment that day
and will not receive compensation from the site. Employees that are in a multi-day assignment who
arrive later than the specified time can be cancelled from the assignment that day and/or the
remaining consecutive days and will not receive compensation from the site. ESS recognizes that
situations arise which hinder punctuality; regardless, excessive tardiness is prohibited, and may be
subject to disciplinary action. Likewise, Employees who need to leave an assignment early, for
illness or otherwise, should inform a supervisor before departure. Unauthorized departures may
result in disciplinary action.
A phone call, email, text or other notification does not excuse your lateness, and may result in
disqualification from accepting further assignments for that date or school.
Daily Substitute Assignments

Assignments may change based on the needs of the individual school or district that the employee is
assigned. An employee is not guaranteed a specific subject area or grade level. When an employee
arrives for an assignment, the school needs may have changed, and they may be asked to accept
assignments outside of their background or educational training, or to cover classes during the
district employee’s planning period. Flexibility with assignments is a requirement for employment.
Employees should not work in any assignment without a job confirmation number issued from ESS’
absence management system. Employees are not paid for non-attendance days due to emergency
school closings, scheduled closings, or holidays, even if an absence is mistakenly put into the
system. (See section titled Inclement Weather for additional information.)
Half Day VS. Full Day Assignments

Half day/full day designations are made at the time of the assignment and are based off of the
information in the absence management system for a particular job. It will not be based on the time
an employee signs/scans in or out. An assignment that is 4.25 hours (4 hours and 15 minutes) or
less will constitute a half day assignment, while an assignment over 4.25 hours (4 hours and 16
minutes) shall constitute a full day substitute assignment. If you are called to substitute for a full day

assignment and the assignment changes while you are performing your duties, you must call
Employee Engagement to update the absence management system.
Placement Errors
If an error is made in placement which results in the Employee arriving to an assignment where they
are no longer needed, the Employee should call ESS immediately for further instructions. The
following options may be available to the Employee:
• Expedited placement into another assignment, if available, regardless of position or pay in
the same or different district.
• Decline available assignments and leave the site immediately after notifying ESS with no
compensation.
Attire and Grooming

Employees are expected to maintain a high standard of professional appearance that reflects the
credible image of ESS. The dress code for schools is business casual. No mode of attire that
distracts from or disrupts classroom and school decorum shall be considered proper for school wear.
Employees working within school districts should refer to the specific professional appearance
policies established by the school district(s) where they are assigned to work. Employees are
expected to keep their attire and person neat, clean, and well-kept at all times. In addition,
employees should not wear sleeveless shirts, t-shirts, tank tops, midriff tops, halter tops, jeans,
leggings, ripped or torn clothing, miniskirts, sneakers, flip flops, sandals, or clothing that is revealing.
Principals and other administrative supervisors shall be delegated the authority and bear the
responsibility for ensuring compliance with the provisions of this policy and shall be expected to
report their concerns on professional appearance in conformance with this policy to ESS. An
employee who is inappropriately dressed in the opinion of the principal/supervisor, may be sent
home and required to return to work in acceptable attire. The employee shall not be paid for time
away from work. Any employee who disregards the provisions of ESS’ employee dress code policy
shall be subject to disciplinary action.
Transportation
Transportation to and from ESS and job-related locations are the responsibility of the employee.
Employees are to use their personal vehicle and it is their responsibility to have a valid driver’s
license, registration, and insurance. Transportation of students in personal vehicles, unless required
by the job and authorized by ESS, is strictly forbidden and may result in criminal charges and
termination.
Disciplinary/Corrective Action
Every employee has the duty and the responsibility to be aware of and abide by existing rules and
policies. Employees also have the responsibility to perform his/her duties to the best of his/her ability
and to the standards as set forth in his/her job description or as otherwise established.

ESS supports the use of progressive discipline to address issues such as poor work performance or
misconduct. Our progressive discipline policy is designed to provide a corrective action process to
improve and prevent a recurrence of undesirable behavior and/or performance issues. Our
progressive discipline policy has been designed consistent with HR best practices and employment
laws.
Outlined below are the steps of our progressive discipline policy and procedure. ESS reserves the
right to combine or skip steps in this process depending on the facts of each situation and the nature
of the offense. The level of disciplinary intervention may also vary. Some of the factors that will be
considered are whether the offense is repeated despite coaching, counseling and/or training; the
employee's work record; and the impact the conduct and performance issues have on the
organization.
The following outlines ESS’ progressive discipline process:

• Verbal warning: The Compliance Manager verbally counsels an employee about an issue of
concern, and a written record of the discussion is placed in ESS’ online incident portal for
future reference. Notice may be provided via phone or email.
• Written warning: Written warnings are used for behavior or violations that the Compliance
Manager considers serious or in situations when a verbal warning has not helped change
unacceptable behavior. Written warnings are placed in ESS’ online incident portal.
Employees should recognize the grave nature of the written warning. Notice may be
provided by email or mail.
• Unpaid Suspension: Employee will be unable to view or accept assignments while an
investigation is being completed, or the Compliance Manager is waiting to hear back from
the employee.
• Termination: An employee’s status with ESS will be determined upon completion of an
investigation. The employee will receive official notification of termination from ESS by mail
and email.
ESS created an online system to receive employee performance feedback from client school
districts. District administrators are required to submit an incident report in those instances when the
performance of an employee is less than satisfactory. Incident reports are reviewed with the
Employee via email, letter, or phone for the purpose of coaching, mentoring, refining, and
redirecting. Once contacted, it is the Employee’s responsibility to contact the Compliance Manager
for additional information as soon as possible but no more than 48 hours of notification. Employees
may be temporarily “inactivated” after an incident is reported until an investigation of the incident is
completed. Multiple exclusions may result in dismissal, as may a single substantiated incident
involving serious misconduct.
ESS may give an employee an opportunity to correct or improve upon an identified problem. Should
the employee fail to correct the identified deficiencies and maintain standards set by ESS, ESS may
enforce further action up to and including termination of employment. ESS reserves the right to

determine the appropriate level of discipline for any inappropriate conduct, including oral and written
warnings, suspension with or without pay, demotion and discharge.
Examples of performance issues requiring disciplinary action include, but are not limited to:
• No Call/ No Show: Failure to cancel an assignment/show up for assignment.
• Tardiness: Failure to arrive and sign into your assignment by your scheduled start time or
leaving your assignment early without advanced, written approval from the school district
• Last Minute Cancellation: Cancelling within 24 hours of your assignment start date.
• Failure to follow lesson plans, employee’s school schedule, instructions, or assigned work
given to you by ESS/ School District Employee.
• Unnecessary shouting or yelling at students, or disruptions to classrooms around you, rough
housing, horseplay, wrestling, or other unprofessional misconduct towards or with students.
• Using scheduled work time to complete personal tasks such as homework, phone calls, texts
or emails, etc.
• Failure to follow all policies and procedures listed in this handbook
• Reporting for work, or working while unfit for duty, which includes inappropriate mental
and/or physical condition and physical appearance.
• Employees are expected to remain alert and actively engaged with students and staff while
working on an assignment. Sleeping, dozing off, closing your eyes, resting your eyes, or
putting your head down are examples of sleeping and will result in termination of your
employment.
• Unnecessary Physical Contact with a student.
• Leaving students/classroom unattended or in the care of an unqualified person.
• Not allowing a student to go to the nurse or use the rest room upon request.
• Poor classroom management and ability to maintain discipline in the classroom.
ESS reserves the right to determine the appropriate level of discipline for any inappropriate conduct,
including oral and written warnings, suspension with or without pay, demotion and discharge. If
warranted, termination may occur on the employee’s first offense.
Insubordination
Insubordination is the refusal of a directive from managerial personnel or the use of obscene or
otherwise objectionable language to such personnel in a threatening manner. Insubordination
undermines the discipline and authority needed in the workplace for the successful operation of the
business and the ultimate benefit of clients and employees. Insubordination will not be tolerated and
may result in termination.
School Administrators have the discretion to move any substitute employee to a position that he/she
feels has a greater need that will result in a higher success in learning for the students. Substitute

employees are expected to fulfill all extra duties that have been assigned to the regular district
employee, which may include bus duty, lunch, recess, and hall duty, or other special assignments.
Failure to follow a school administrators’ directive is considered insubordination as well and can
result in one of the following:
• Removal from schools’ substitute pool, and/or
• Removal from school site
• Removal from district’s substitute pool.
Job Abandonment
If an employee is scheduled to work multiple day assignments and fails to show up for the
assignments or notify ESS of the absences for three consecutive days, it will be assumed that the
employee has voluntarily resigned their employment with ESS. Voluntary resignation of employment
may impact the employee’s eligibility for unemployment benefits.
Training
ESS believes in providing training and/or orientation to all employees for their positions, in addition
to annual recertification training on such topics as sexual harassment, diversity, etc. This training will
be mandatory and is expected to be completed within the allotted time frame. Any and all training
required by a State to become or remain eligible to be a substitute at a school district is expected to
be completed by employee at employee’s expense and time.
Compensation & Benefits
Employment Classifications
Each employee, depending on job duties, work schedules, and hours of service, is classified into an
employment category. These categories and the primary physical location of where the work is
performed determine the application of certain policy provisions. Days and hours of service are set
by ESS’ needs and may change as and when the need arises.
If you have questions about how your position with ESS has been classified or if you believe that
your job has been classified incorrectly, please contact the Human Resources Department
immediately.
Exempt/Non-Exempt under the Fair Labor Standards Act (FLSA)

All employees are designated as either non-exempt or exempt under state and federal wage and
hour laws. The following is intended to help employees understand employment classifications and
employees’ employment status, and benefit eligibility. These classifications do not guarantee
employment for any specified period of time. The right to terminate the employment-at-will
relationship at any time is retained by both the employee and ESS.

Non-exempt employees are employees whose work is covered by the Fair Labor Standards Act
(FLSA). Employees working jobs that are classified as non-exempt are NOT exempt from the law’s
requirements concerning minimum wage and overtime.
Exempt employees are employees whose jobs have been classified as EXEMPT under the FLSA.
Non-exempt employees are eligible for overtime pay, while exempt employees are not eligible for
overtime pay.
Payment of Wages
ESS pays employees weekly on Fridays, two weeks in arrears. A pay date schedule is available to
all employees within ESS’ Human Resources Information System (HRIS) system. If a pay day falls
on a federal holiday, employees will receive their paycheck on the preceding workday.
Employees may be paid by pay card or through direct deposit of funds to either a savings or
checking account at the financial institution of their choice (where allowable by state law).
Pay Deductions
The law requires that ESS make certain deductions from every employee’s compensation. Among
these are applicable federal, state, and local income taxes, as well as social security taxes on each
employee’s earnings up to a specified limit. ESS also offers voluntary benefits beyond those
required by law. Eligible employees may voluntarily authorize deductions from their paychecks to
cover the costs of participation in these programs.
Changes to tax deductions or exemption status can be made by completing a new W-4 form and
submitting to Human Resources. Forms must be submitted before 10 am the Monday before pay
day to be included in the upcoming payroll.
It is the responsibility of the employee to immediately bring payroll discrepancy concerns to the
attention the Human Resources department. All concerns will be addressed in a timely manner.
Time Keeping
Employees are required to sign or scan in at the main office of the school by the scheduled start time
of their assignment as it appears on your assignment, but no more than five (5) minutes prior to their
scheduled start time. Likewise, employees are required to sign or scan out at the end of their
scheduled workday but no more than five (5) minutes past their scheduled end work time. You are
expected to remain at the school site for the entire length of the assignment; this includes planning
periods unless you are otherwise directed by the main office. Under no circumstances are you
permitted to leave a school campus for lunch, breaks, or any other reason unless authorized by
school administration.
Time clocks are located throughout most districts at every school. If there is no time clock or the
employee is unable to clock in, employees are required to sign in and sign out each day that they
worked. Time clocks or sign-in sheets are necessary for security, payroll, and billing reasons, and

must be utilized each workday. Sign-in sheets will be made available in the main office of each
school in which an employee works. If no sign-in sheet is available, the employee should request
one from the school secretary. If this is not possible, the employee should contact Employee
Engagement at (877) 983-2244 for further direction. Failure to clock in and clock out will prevent
payment of wages for that day. In such an event, the employee will not be paid until such time as
the employee provides independent proof that the employee worked the entire assignment in the
designated school and classroom.
Repeated failure to comply with the listed requirements concerning time keeping and work schedule
may result in a delay and/or nonpayment of wages, and may subject the employee to discipline,
including termination.
Meal/Rest Periods
You are required to work the schedule of the school district where you accept an assignment. This
schedule may require that you take an unpaid lunch break. If such break is required by the district
schedule, then you are required to take a lunch break which shall be deducted from hours worked.
Some districts require that ESS automatically deduct a lunch period from your schedule. In these
districts, if the district requires you to work through lunch or your lunch is shortened to less than 20
minutes, it is your responsibility to notify ESS on the same day of this additional time by contacting
Employee Engagement at (877) 983-2244.
Employees who work an hourly position in certain school districts which lasts six or more hours must
take a half hour lunch. This half hour lunch will be automatically deducted from your pay – do not
clock in or out for lunch! If the district requires you to work through lunch or your lunch is shortened
to less than 20 minutes, it is your responsibility to notify ESS on the same day of this additional time
by contacting Employee Engagement at (877) 983-2244.
Unless explicitly authorized by ESS to do so, no employee is authorized to work prior to their
assigned start time, beyond the end time of the employee’s scheduled shift, or work during their
scheduled lunch break, without prior approval from ESS. If a school district wants an employee to
work beyond their normal schedule and hours, the school district will make a request directly to ESS
for approval. The employee shall take no action concerning their schedule until ESS notifies the
employee of its decision.
Failure to comply with the foregoing requirements concerning time keeping and work schedule will
cause delay and/or nonpayment of wages and may subject the employee to discipline, including
termination.
PTO/Sick Pay
This sick pay policy is subject to modification to comply with any federal, state or local mandated
sick leave policies.
Employees are not eligible for paid PTO or Vacation time.

Jury Duty
Employees serving jury duty will only receive compensation should state or local law require a
minimum payment from ESS. Employees must present ESS’ human resources department the
summons to appear for jury duty.
Family and Medical Leave Act (FMLA)

The FMLA entitles eligible employees to take unpaid, job-protected leave for specified family and
medical reasons with continuation of group health insurance coverage under the same terms and
conditions as if the employee had not taken leave. This policy provides a general description of
employee’s FMLA rights. In the event of any conflict between this policy and the applicable law,
employees will be afforded all rights required by law.
If you have any questions, concerns or disputes with this policy, you must contact the Human
Resources department in writing.
General Provisions
Under this policy, ESS will grant to eligible employees up to 12 weeks (or up to 26 weeks of military
caregiver leave to care for a covered service member with a serious injury or illness) during a 12-
month period. The leave may be paid, unpaid or a combination of paid and unpaid leave, depending
on the circumstances of the leave and as specified in this policy.
Eligibility
To qualify to for leave under this policy, the employee must meet the following conditions:
• The employee must have worked for ESS for 12 months or 52 weeks (which does not need
to be consecutive). Time worked as a temporary employee or seasonal worker would be
included into time worked. For eligibility purposes, an employee will be considered to have
been employed for an entire week even if the employee was on the payroll for only part of a
week or if the employee is on leave during the week.
• The employee must have worked at least 1,250 hours during the 12-month period
immediately before the date when the leave is requested to commence. The FLSA does not
include time spent on paid or unpaid leave as hours worked. Consequently, these hours of
leave should not be counted in determining the 1,250 hours eligibility test for an employee
under FMLA.
• The employee must work in a work site where 50 or more employees are employed by ESS
within 75 miles of that office or work site. The distance is to be calculated by using available
transportation by the most direct route.
Type of Leave Covered

To qualify as FMLA leave under this policy, the employee must be taking leave for one of the
reasons listed below:
• The birth of a child or placement of a child for adoption or foster care and in order to care for
that child

• To care for a spouse, child or parent with a serious health condition (Under the FMLA, a
“spouse” means a husband or wife as defined under the law in the state where the employee
resides, including same-sex marriages in states that legally recognize such civil unions).
• The serious health condition of the employee (described below):
o An employee may take leave because of a serious health condition that makes the
employee unable to perform the functions of the employee's position.
o A serious health condition is defined as a condition that requires inpatient care at a
hospital, hospice or residential medical care facility, including any period of
incapacity or any subsequent treatment in connection with such inpatient care or as a
condition that requires continuing care by a licensed health care provider.
o This policy covers illnesses of a serious and long-term nature, resulting in recurring
or lengthy absences. Generally, a chronic or long-term health condition that would
result in a period of
three consecutive days of incapacity with the first visit to the health care provider
within seven days of the onset of the incapacity, and a second visit within 30 days of
the incapacity would be considered a serious health condition. For chronic conditions
requiring periodic health care visits for treatment, such visits must take place at least
twice a year.
o Employees with questions about what illnesses are covered under this FMLA policy
or under ESS’ sick leave policy are encouraged to consult with the Human
Resources department.
o If an employee takes paid sick leave for a condition that progresses into a serious
health condition and the employee requests unpaid leave as provided under this
policy, ESS may designate all or some portion of related leave taken as leave under
this policy, to the extent that the earlier leave meets the necessary qualifications.
• Qualifying exigency leave for families of members of the National Guard or Reserves or of a
regular component of the Armed Forces when the covered military member is on covered
active duty or called to covered active duty.
o An employee whose spouse, son, daughter or parent has been notified of an
impending call or order to covered active military duty or who is already on covered
active duty may take up to 12 weeks of leave for reasons related to or affected by the
family member’s call-up or service. The qualifying exigency must be one of the
following: a) short-notice deployment, b) military events and activities, c) child care
and school activities, d) financial and legal arrangements, e) counseling, f) rest and
recuperation, g) post-deployment activities, and h) additional activities that arise out
of active duty, provided that the employer and employee agree, including agreement
on timing and duration of the leave.

o Covered active duty means:
In the case of a member of a regular component of the Armed Forces, duty
during the deployment of the member with the Armed Forces to a foreign
country.
In the case of a member of a reserve component of the Armed Forces, duty
during the deployment of the member with the Armed Forces to a foreign
country under a call or order to active duty under a provision of law referred
to in Title 10 U.S.C. §101(a)(13)(B).
The leave may commence as soon as the individual receives the call-up
notice. (Son or daughter for this type of FMLA leave is defined the same as
for child for other types of FMLA leave except that the person does not have
to be a minor.) This type of leave would be counted toward the employee’s
12-week maximum of FMLA leave in a 12-month period.
• Military caregiver leave (also known as covered service member leave) is to care for an
injured or ill service member or veteran.
o An employee whose son, daughter, parent or next of kin is a covered service
member may take up to 26 weeks in a single 12-month period to take care of that
service member.
o Next of kin is defined as the closest blood relative of the injured or recovering
service member.
o The term covered service member means:
A member of the Armed Forces (including a member of the National Guard or
Reserves) who is undergoing medical treatment, recuperation or therapy or is
otherwise in outpatient status, or is otherwise on the temporary disability
retired list, for a serious injury or illness.
A veteran who is undergoing medical treatment, recuperation or therapy for a
serious injury or illness and who was a member of the Armed Forces
(including a member of the National Guard or Reserves) at any time during
the period of five years preceding the date on which the veteran undergoes
that medical treatment, recuperation or therapy.
o The term serious injury or illness means:
In the case of a member of the Armed Forces (including a member of the
National Guard or Reserves), an injury or illness that was incurred by the
member in line of duty on active duty in the Armed Forces (or that existed
before the beginning of the member’s active duty and was aggravated by
service while on active duty in the Armed Forces) and that may render the
member medically unfit to perform the duties of the member’s office, grade,
rank or rating.

In the case of a veteran who was a member of the Armed Forces (including a
member of the National Guard or Reserves) at any time during a period when
the person was a covered service member, a qualifying (as defined by the
Secretary of Labor) injury or illness that was incurred by the member in line
of duty on an active duty in the Armed Forces (or that existed before the
beginning of the member’s active duty and was aggravated by service in line
of duty on active duty in the Armed Forces) and that manifested itself before
or after the member became a veteran.
Amount of Leave
An eligible employee may take up to 12 weeks for the first five FMLA circumstances above (under
heading “Type of Leave Covered”) under this policy during any 12-month period. ESS will measure
the 12-month period as a rolling 12-month period measured backward from the date an employee
uses any leave under this policy. Each time an employee takes leave, ESS will compute the amount
of leave the employee has taken under this policy in the last 12 months and subtract it from the 12
weeks of available leave, and the balance remaining is the amount of time the employee is entitled
to take at that time.
An eligible employee can take up to 26 weeks for the FMLA military caregiver leave circumstance
above during a single 12-month period. For this military caregiver leave, ESS will measure the 12-
month period as a rolling 12-month period measured forward. FMLA leave already taken for other
FMLA circumstances will be deducted from the total of 26 weeks available.
If both parents work for ESS and each chooses to take leave for the birth of a child, adoption or
placement of a child in foster care, or to care for a parent (but not a parent "in-law") with a serious
health condition, each parent can only take a combined total of 12 weeks of leave. If a both parents
work for ESS and each chooses to take leave to care for a covered injured or ill service member,
each parent may only take a combined total of 26 weeks of leave.
Employee Status and Benefits During Leave

While an employee is on leave, ESS will continue the employee's health benefits during the leave
period at the same level and under the same conditions as if the employee had continued to work.
Employee Status After Leave

An employee who takes leave under this policy may be asked to provide a fitness for duty (FFD)
clearance from the health care provider.
Use of Paid and Unpaid Leave

All paid vacation, personal and sick leave runs concurrently with FMLA leave.
Disability leave for the birth of a child and for an employee's serious health condition, including
workers' compensation leave (to the extent that it qualifies), will be designated as FMLA leave and
will run concurrently with FMLA.

Intermittent Leave or a Reduced Work Schedule
The employee may take FMLA leave in 12 consecutive weeks, may use the leave intermittently (take
a day periodically when needed over the year) or, under certain circumstances, may use the leave to
reduce the workweek or workday, resulting in a reduced-hour schedule. In all cases, the leave may
not exceed a total of 12 workweeks (or 26 workweeks to care for an injured or ill service member
over a 12-month period).
ESS will require certification from the employee for the following circumstances:
• Certification for the Employee’s Serious Health Condition
• Certification for the Family Member’s Serious Health Condition
• Certification of Qualifying Exigency for Military Family Leave
• Certification for Serious Injury or Illness of Covered Service Member for Military Family
Leave
For each of the aforementioned circumstances, the employee must respond to such a request within
15 days of the request or provide a reasonable explanation for the delay. Failure to provide
certification may result in a denial of continuation of leave.
Recertification
ESS may request recertification for the serious health condition of the employee or the employee’s
family member when circumstances have changed significantly, or if the employer receives
information casting doubt on the reason given for the absence, or if the employee seeks an
extension of his or her leave. Otherwise, ESS may request recertification for the serious health
condition of the employee or the employee’s family member every six months in connection with an
FMLA absence.
Procedure for Requesting FMLA Leave

All employees requesting FMLA leave must provide the Human Resources department with verbal
or written notice of the need for the leave. Within five business days after the employee has provided
this notice, the Human Resources department will provide the employee with the DOL Notice of
Eligibility and Rights.
When the need for the leave is foreseeable, the employee must provide the employer with at least
30 days' notice. When an employee becomes aware of a need for FMLA leave less than 30 days in
advance, the employee must provide notice of the need for the leave either the same day or the next
business day. When the need for FMLA leave is not foreseeable, the employee must comply with
ESS’ usual and customary notice and procedural requirements for requesting leave.
Designation of FMLA Leave

Within five business days after the employee has submitted the appropriate certification form, the
Human Resources department will provide the employee with a written response to the employee’s
request for FMLA leave.

Intent to Return to Work from FMLA Leave
ESS may require an employee on FMLA leave to report periodically on the employee’s status and
intent to return to work.
Military Leave of Absence

ESS is committed to protecting the job rights of employees absent on military leave. In accordance
with federal and state law, it is ESS’ policy that no employee or prospective employee will be
subjected to any form of discrimination on the basis of that person's membership in or obligation to
perform service for any of the Uniformed Services of the United States. Specifically, no person will
be denied employment, reemployment, promotion or other benefit of employment on the basis of
such membership. Furthermore, no person will be subjected to retaliation or adverse employment
action because such person has exercised his or her rights under applicable law or company policy.
If any employee believes that he or she has been subjected to discrimination in violation of company
policy, the employee should immediately contact Human Resources.
Employees taking part in a variety of military duties are eligible for benefits under this policy. Such
military duties include leaves of absence taken by members of the uniformed services, including
Reservists and National Guard members, for training, periods of active military service and funeral
honors duty, as well as time spent being examined to determine fitness to perform such service.
Subject to certain exceptions under the applicable laws, these benefits are generally limited to five
years of leave of absence.
Employees requesting leave for military duty should contact the Human Resources Department to
request leave as soon as they are aware of the need for leave. For request forms and detailed
information on eligibility, employee rights while on leave and job restoration upon completion of
leave, please contact Human Resources.
Personal Leave of Absence

Employees who require time off may request a personal leave of absence without pay for up to a
maximum of 30 days. An extension may be approved in limited circumstances.
All regular employees employed for a minimum of 90 days are eligible to apply for an unpaid
personal leave of absence. Job performance, absenteeism and departmental requirements will all be
taken into consideration before a request is approved.
Please contact the Human Resources Department for more information on request procedures.
The employee must return to work on the scheduled return date or be considered to have voluntarily
resigned from his or her employment. Extensions of leave will only be considered on a case-by-case
basis.
Same-Sex Marriages, Civil Unions and Domestic Partners

Some employee benefits may extend to persons in addition to ESS employee. Eligibility is
contingent on a variety of factors defined below:

• Same-sex marriages/Civil Unions are persons who:
o Are at least 18 years of age and of the same biological gender.
o Have participated in a legally recognized marriage or civil union ceremony in a state
which legally allows and recognizes same-sex marriages/civil unions.
• Domestic partners are persons who:
o Are at least 18 years of age and may be of the same or opposite gender.
o Are not legally married to any person and are not related in any way that would
prohibit marriage in ESS’ state of operation.
o Share permanent residence.
• Domestic partners must have two of the following:
o Joint lease, mortgage or deed.
o Joint ownership of a vehicle.
o Joint ownership of a checking account or credit account.
o Designation of the domestic partner as beneficiary for the employee’s life insurance
or retirement benefits.
o Shared household expenses.
Employees may be asked to show documentation of domestic partner status to prove eligibility for
benefits. The following terms apply:
• Children of domestic partners are eligible for benefits under the same conditions as are the
children of employees’ legal spouses.
• Enrollment of domestic partners and eligible dependent children is subject to the same rules
as enrollment of other dependents.
• Domestic partners and their enrolled dependents receive the same or equivalent benefits as
spouses, and their enrolled dependents receive group continuation health coverage through
COBRA and/or individual conversion.
• An employee may terminate a domestic partnership by notifying the Human Resource
Department in writing of the termination of the domestic partnership within 30 days of its
termination.
The tax consequences of a domestic partnership are the responsibility of the employee. The value of
benefits provided to an employee’s domestic partner (and to the domestic partner’s eligible children,
if any) is considered part of the employee’s taxable income, unless the employee’s domestic partner
qualifies as a dependent under Section 152 of the Internal Revenue Code.
Questions regarding this policy should be directed to Human Resources.

Voluntary Employee Benefits
Pursuant to the federal Patient Protection and Affordable Care Act (ACA), ESS offers a medical plan
to provide minimum essential coverage (MEC plan) to all employees. This plan is optional and
voluntary for the employee to join and the employee is responsible for 100% of the employee
contribution (Note: While ESS can only offer healthcare coverage, ESS cannot force employee to
participate.) Employees are eligible to enroll in benefits in the 30 days following their first paycheck.
Additionally, ESS offers several voluntary limited medical indemnity plans to all employees, both full
time and part time. These limited medical indemnity plans are optional and voluntary for the
employee and the employee is responsible for 100% of the cost of their plan. In addition, these
plans may be combined with the MEC plan to expand coverage. ESS does not provide any
monetary contribution to assist with the cost of the limited benefit plan.
Voluntary dental, vision, life and accidental death & dismemberment (AD&D) coverage is also
available to employees. Deductions for all of these benefits will be deducted from employee’s
paychecks. Employees will have the option to arrange for a secondary method of payment to ensure
continuation of coverage.
For a copy of summary plan descriptions and further benefit details, please see the benefit
enrollment information in ESS’ employee portal.
COBRA
The Consolidated Omnibus Reconciliation Act, commonly known as COBRA, requires ESS to offer
employees and their families the opportunity for a temporary extension of current health coverage
(“continuation coverage”) at ESS’ group rate in certain instances when coverage would otherwise
end.
An employee will be permitted to continue his/her group medical coverage when his/her insurance
would otherwise terminate due to instances such as a reduction in work hours or termination of
employment (other than for reasons of gross misconduct). An employee’s spouse and dependent
children will also be permitted to purchase continued coverage when they lose eligibility for coverage
in instances such a divorce or legal separation, loss of dependent child status, the death of the
employee, the termination of the employee’s employment (for reasons other than gross misconduct),
the reduction of the employee’s work hours, or the employee’s becoming entitled to Medicare.
The period for which continuation coverage may be purchased varies according to the reason for the
termination of coverage, and can be either 18, 29, or 36 months or as governed by federal laws. The
cost of continuation coverage must be paid by the employee, spouse, or dependent and will be at
the group rate plus an administrative fee or as governed by federal laws.
At the time an employee and/or his or her covered dependents lose coverage under ESS health
plan, whether or not continuation coverage is elected, the employee and/or dependents are entitled
to receive a certification for the period of coverage by a Company plan and any waiting period that
may have been imposed. This certificate of “creditable coverage” may be used to reduce any

preexisting condition exclusion when the employee and/or dependent is next covered by a group
health plan, assuming that there has not been a gap in coverage at the time continuation coverage
ceases. This certificate shall be provided upon request, at any time within 24 months following the
date ESS coverage ceases, whether continuation coverage was elected.
401(k) Plan
ESS offers a voluntary pretax salary reduction plan in which regular full-time and regular part-time
employees who are 21 years of age or older, may elect to participate after (1) year of employment.
ESS may match the contributions you make to the plan during the year. The match amount is
discretionary and will be determined during each plan year. Employees can enroll or cancel
elections at any time.
Lactation/Breastfeeding
For up to one year after a child’s birth, any employee who is breastfeeding her child will be provided
reasonable break times as needed to express breast milk for her baby. ESS will designate a room at
the office for this purpose. Refrigerators are available onsite for storage. Employees storing milk in
the refrigerator assume all responsibility for the safety of the milk and the risk of harm for any
reason, including improper storage or refrigeration and tampering. Nursing mothers wishing to use
this room must request/reserve the room by contacting the Human Resources Department.
Employees who work off-site or in other locations will be accommodated with a private area as
necessary.
Breaks of more than 20 minutes in length will be unpaid, and the employee should indicate this
break period on her time record. In cases where state-specific lactation laws conflict with our policy,
state law will take precedence.
Workplace Safety
Drug-Free Workplace
ESS has a longstanding commitment to provide a safe and productive work environment. Alcohol
and drug abuse pose a threat to the health and safety of employees and to the security of our
equipment and facilities. For these reasons, ESS is committed to the elimination of drug and/or
alcohol use and abuse in the workplace.
This policy outlines the practice and procedure designed to correct instances of identified alcohol
and/or drug use in the workplace. This policy applies to all employees and all applicants for
employment of ESS. The Human Resource department is responsible for policy administration.
Smoke-Free Workplace
It is the policy of ESS to prohibit smoking and the use of tobacco products on all company premises
in order to provide and maintain a safe and healthy work environment for all employees. “Smoking”
means inhaling, exhaling, burning or carrying any lighted, heated or smoldering cigar, cigarette or

pipe of any kind. “Tobacco Products” mean all forms of tobacco, including but not limited to
cigarettes, cigars, pipes, water pipes (hookah), electronic cigarettes, and smokeless tobacco
products.
The smoke-free workplace policy applies to:

• All areas of company buildings.
• All company-sponsored off-site conferences and meetings.
• All vehicles owned or leased by ESS.
• All visitors (customers and vendors) to ESS premises.
• All contractors and consultants and/or their employees working on ESS premises.
• All employees, temporary employees and student interns.
Smoking is permitted in designated smoking areas outside of the office building and the building
parking lots only. Employees who violate the smoking policy will be subject to disciplinary action up
to and including termination.
Weapons-Free Workplace
ESS prohibits the possession or use of dangerous weapons on Company property, or at any location
where an employee may be performing work or service for ESS. These locations include but are not
limited to: school buildings and school property (any buildings, sidewalks, walkways, driveways,
parking lots, athletic fields, school buses or other vehicles, bus depots or garages, etc.). This policy
is always in effect while you are performing work for ESS, regardless of location. If an employee has
a license to carry a concealed weapon, this license does not supersede ESS Policy. Any employee
found to be in violation of this policy will be subject to prompt disciplinary action, up to and including
termination. All ESS employees are subject to this provision, including contract and temporary
employees, visitors, and customers on ESS property. “Dangerous weapons” include, but are not
limited to, firearms, explosives, knives, and other weapons that might be considered dangerous or
that could cause harm. Employees are responsible for making sure that any item possessed by the
employee is not prohibited by this policy.
ESS may at any time, at its discretion, search all vehicles, packages, containers, briefcases, purses,
lockers, desks, enclosures, and persons entering its property or the property of its clients, for the
purpose of determining whether any weapon has been brought onto its property or premises in
violation of this policy. Employees who fail or refuse to promptly permit a search under this policy will
be subject to discipline up to and including termination. Anyone with questions or concerns specific
to this policy should contact the HR Department.
Criminal History
ESS attempts to ensure a safe and secure work environment for all employees. Additionally, as a
service-oriented company, our reputation is extremely important in the retention of current business
and the development of new business opportunities. Therefore, as a condition of employment,

employees may be required to undergo a background check and are required to report in writing any
criminal charges and disorderly persons offenses filed against them to the Director of Human
Resources for ESS within forty-eight (48) hours of being charged.
Failure to report or failure to comply with regulatory instructions and/or requests for court
documentation or additional information may result in disciplinary action, up to and including
termination. In addition, as a result of such charges and/or convictions, employees may be
disqualified from employment.
ESS also reserves the right to conduct a background check for current employees upon suspicion or
cause for illegal activity or failure to report criminal charges.
Violence in the Workplace

All employees, customers, vendors and business associates must always be treated with courtesy
and respect. Employees are expected to refrain from conduct that may be dangerous to others.
Conduct that threatens, intimidates or coerces another employee, customer, vendor or business
associate will not be tolerated. ESS’ resources may not be used to threaten, stalk or harass anyone
at the workplace or outside the workplace. ESS treats threats coming from an abusive personal
relationship as it does other forms of violence.
Indirect or direct threats of violence, incidents of actual violence and suspicious individuals or
activities should be reported as soon as possible to your manager, Human Resources or any
member of senior management. When reporting a threat or incident of violence, the employee
should be as specific and detailed as possible. Employees should not place themselves in peril, nor
should they attempt to intercede during an incident.
Employees should promptly inform the Human Resources department of any protective or
restraining order that they have obtained that lists the workplace as a protected area. Employees are
encouraged to report safety concerns with regards to intimate partner violence. ESS will not retaliate
against employees making good-faith reports. ESS is committed to supporting victims of intimate
partner violence by providing referrals to ESS’ Employee Assistance Program (EAP) and community
resources and providing time off for reasons related to intimate partner violence.
ESS will promptly and thoroughly investigate all reports of threats of violence or incidents of actual
violence and of suspicious individuals or activities. The identity of the individual making a report will
be protected as much as possible. ESS will not retaliate against employees making good-faith
reports of violence, threats or suspicious individuals or activities. In effort to maintain workplace
safety and the integrity of its investigation, ESS may suspend employees suspected of workplace
violence or threats of violence, either with or without pay, pending investigation.
Anyone found to be responsible for threats of or actual violence or other conduct that is in violation
of these guidelines will be subject to prompt disciplinary action up to and including termination of
employment.

ESS encourages employees to bring their disputes to the attention of their managers or Human
Resources before the situation escalates. ESS will not discipline employees for raising such
concerns.
Safety
It is the responsibility of each employee to conduct all tasks in a safe and efficient manner complying
with all local, state and federal safety and health regulations and program standards, and with any
special safety concerns for use in a particular area or with a client.
Management requires that every person in the organization assumes the responsibility of individual
and organizational safety. Failure to follow company safety and health guidelines or engaging in
conduct that places the employee, client or company property at risk can lead to employee
disciplinary action and/or termination.
The Safety Committee shall have the responsibility to develop and the authority to implement the
safety program in the interest of a safer work environment.
Workers’ Compensation Benefits

ESS is covered under statutory state workers' compensation laws. Employees who sustain work-
related injuries must immediately notify Human Resources for further instructions.
Reporting Workplace Accidents/Injuries

Work-related injuries and/or illnesses are covered under ESS’ worker’s compensation insurance
policy. In the event of a medical emergency, dial 911 and contact the Human Resources Department
as soon as possible. Employees will be directed to call our Workers’ Compensation Administrator to
document each work accident or occupational exposure. Receipt of the documentation will prompt
an immediate investigation by ESS which not only assists in determining the cause of the accident or
exposure but is also important in the prevention of future accidents. A ‘First Report of Injury’ form will
be filed and sent to Human Resources.
If the employee requires non-emergent medical treatment, the employee will be directed by the
Administrator to a medical facility within our Worker’s compensation network (when allowable by
state law). If the treating physician determines the injured employee is not able to work, the
employee shall obtain from the physician an “off work order.” A copy of the order is required to be
faxed or emailed to the Worker’s Compensation Administrator upon receipt.
If the employee is released to return to work without restrictions, the employee shall obtain from the
treating physician a written release to return to work without restrictions.
If an employee is FMLA eligible and needs to be out of work for a workplace injury, FMLA and
Worker’s Compensation Leave will run concurrently. If an employee meets the eligibility
requirements for FMLA during a Worker’s Compensation Leave, Human Resources will designate
the leave as FMLA as of the first day of eligibility.

If an employee is involved in an accident resulting in medical treatment or, in ESS’ sole judgment,
there is reasonable cause to believe the employee may be under the influence of drugs and/or
alcohol, or may otherwise be suffering the effects of drug and/or alcohol abuse, ESS reserves the
right to require any employee to submit to a drug/alcohol test without notice. We encourage anyone
who abuses alcohol, drugs, non-prescription inhalants and/or other controlled or dangerous
substances to seek help in overcoming their problem.
Any ESS employee that observes unsafe behavior by another ESS employee must report the same
to Human Resources. The ultimate goal of this policy is to keep a safe, productive, drug-free
workplace.
Unemployment Insurance
All employees are eligible to apply for unemployment insurance through the applicable state office
(or its website). Final determination of benefits eligibility is made by the Department of Labor of the
applicable state, not ESS.
Employment Verification
Employment verification information requests should be made in writing with a written authorization
and release, signed by the individual who is the subject of the request. Responses to such requests
will confirm only dates of employment, wage rates, and position(s) held. We do not provide referral
or recommendation letters.
All substitute positions for ESS are non-contracted, variable hour employees. ESS cannot guarantee
a definite assignment or an exact number of assignments to employees as they have no set hours of
work. It is also difficult to give employees any estimate of how often they will be called. It will depend
a great deal on factors such as the Employee’s preparation and qualifications compared to ESS’
daily need, general overall needs of ESS, time of year, and success of each substitute when
assigned. ESS is not able to forecast wage or income verification for future assignments and/or
future employee availability.
Disclaimer
Neither this handbook nor any other company document confers any contractual right, either
express or implied, to remain in ESS’ employ. Nor does it guarantee any fixed terms and conditions
of your employment. Your employment is “at will.” This means that your employment is not for
any specific time and may be terminated at the will of ESS, with or without cause, and without
prior notice by ESS, or you may resign for any reason at any time. No supervisor or other
representative of ESS (except the CEO) has the authority to enter into any agreement for
employment for any specified period or to make any agreement contrary to the above.
The procedures, practices, policies and benefits described here may be modified or discontinued at
any time. We will try to inform you of any changes as they occur.

This handbook and the information in it should be treated as confidential. No portion of this
handbook should be disclosed to others, except ESS employees and others affiliated with whose
knowledge of the information is required in the normal course of business.
Some subjects described in this handbook are covered in detail in official policy documents. Refer to
these documents for specific information as this handbook briefly summarizes those guidelines and
benefits. Please note that the terms of the written insurance policies are controlling and override any
statements made in this or other documents.

May 27, 2021 at 8:00 A.M. through June 18,
2021 at 8:00 P.M. EST for
Current Policy Holders
Effective will
Date ofenroll starting in April
July 1, 2021
ESS is pleased to offer you a competitive Flexible Benefits Program. The 2021
Benefit Booklet gives you an opportunity to review and understand the Flexible
Benefits plan options. This booklet summarizes the options available to you and
your eligible dependents, along with the actions you need to take to elect these
benefits. You should reference the Summary Plan Descriptions (SPD's) for each
Flexible Benefits plan option. Please ask one of our enrollment specialists.
Needing access to health care when you need it? Are you planning or expecting
the birth or adoption of a child? Getting married soon? How would you replace
some of your income if you are out of work due to a personal illness or injury?
These are just some of life's changes that could affect the health care and financial
needs of you and your family. These are questions you may want to consider when
reviewing and electing your Flexible Benefits plan options during this Open
Enrollment and as you experience qualifying life events (QLE's).
Talk to our benefits counselors directly at (866) 951-0934 with any questions on the
2021 Flexible Benefits Program. Please first read the Benefit Guide booklet to
understand the options available to you and reference it as a guide in making the
choices that best meet your needs. Choosing the right benefits today can make a
real difference toward building a secure future for you and your family tomorrow.
Table of Conents
TheBenefit Guide Book is an overview of ! Watch the Open Enrollment videos

to to learn more about the products
benefits being offered through ESS. If you have
specific questions about any of the benefits and Benefit Options being offered at :
offered please call a Benefit Counselor. https://app.airbo.com/ard/ess-
staffing-virtual-benefits-fair
CONTENTS
Enrollment Center Contact .......................... 2
Employee Checklist...................................... 3
Open Enrollment & Your Responsibility....... 4
Enrollment Eligibility..................................... 5
NEW Airbo - Virtual Benefits Fair Link ......... 6
Health Care Options..................................... 7
Dental and Vision......................................... 16
Disability & Accident..................................... 19
Critical Illness............................................... 22
Life Insurance............................................... 24
Identity Protection......................................... 25
Enrollment Center Contact........................... 28
Terms & Conditions...................................... 29
Quick Reference Phone Numbers............... 31
FAQ's........................................................... 32
Consumer Rx Discount Drug Card............ 33

Enrollment Center Contact
At Allstate Benefits Enrollment

Services we want to make
Contact the Enrollment Center at: sure you have the opportunity
1-866-951-0934 to enroll in your Voluntary
Benefits program.
Our call center is equipped, for

Enrollment Center Dates: a limited time, to handle all
We are available to take your calls from -
your enrollment needs.
May 27th - June 18

Note: For best results, please
Enrollment Center Times: have a copy of the Benefit
Literature used during the
enrollment.
8am - 8pm EST, Monday - Friday
Allstate Benefits is the marketing name used by American Heritage Life Insurance Company (Home Office, Jacksonville, FL), a subsidiary of
The Allstate Corporation. ©2017 Allstate Insurance Company. allstatebenefits.com.
ABJ33508X
2
Employee Checklist
 Review this Benefit Booklet for valuable information for each option,
descriptions of required medical underwriting requirements, and Terms and
Conditions.
 Ensure you have date of hire and the date you received your 1st paycheck.
 If Applying for Dependent Coverage: Have your dependent's information

such as: SSN, Date of Birth, and address if different than yours.
 Talk to one of the off-site Enrollment Specialists at (866) 951-0934
IMPORTANT
Current Policy Holders: If you have no changes there is no need to
schedule to enroll. Your coverage will continue at the same rates.
If you need to make changes to your coverage please use our
appointment scheduler to book an appointment that is best for you.
Book at: https://abenroll.as.me/ESS
Additional Information
This booklet summarizes the benefits you can elect through the ESS Flexible
Benefits Program. A more detailed explanation of benefit provisions is
provided in each Benefit Summary Plan Description. Every attempt has been
made to ensure that the information in this booklet is accurate.
The ESS Flexible Benefits Program is governed by legal documentation and

both Non-Insurance and Insurance Product Contracts. In the event of conflict
between this booklet and the official plan descriptions and / or contracts, the
terms of the official plan descriptions and contracts prevail.
The Flexible Benefits Program is governed by current tax law and is subject to,
and operated in accordance with, regulations of the Internal Revenue Service
(IRS). If changes in the Flexible Benefits Program are necessary, updates will
be made to comply with applicable regulations.
3
Open Enrollment and Your Responsibility
Book an Appointment That is Convenient For You!
Ready, Set, Enroll! It's time to make your 2021 Flexible Benefits elections. Open
Enrollment (OE) starts *May 27, 2021 at 8:00 a.m. EST and ends June 18, 2021 at
8:00 p.m. EST. Make an appointment using our appointment scheduler. Simply click
on the link or enter into your web browser: https://abenroll.as.me/ESS
Your Responsibilities as an Active Employee

1. Read and review the plan materials in this document.
2. Make your elections with an off-site Enrollment Specialist at (866) 951-0934 no later than June
18, 2021 by 8:00 p.m. E.S.T. The enrollment center will also be reaching out to you during this
time. You can also book an appointment at https://abenroll.as.me/ESS for a time that is good
for your schedule.
3. New Employees hired after May1st will be offered the plans and policies listed in this 2021
Benefit Guide Booklet.
During OE, as an eligible Active Employee, you may:

• Enroll in Flexible Benefits coverage
• Change your Plan Option or vendor
• Enroll eligible dependents
• Drop covered dependents
• Decrease/increase coverage tier
• Discontinue your Flexible Benefits plan option(s)
IMPORTANT NOTES: The elections made during OE will be the coverage you
will have for the entire 2021 plan year, unless you have a qualifying life event
(QLE) that allows a change to your coverage.
FOR NEW EMPLOYEES

You have to elect benefits within the first 30 days of receiving your 1st paycheck for
guaranteed enrollment. Coverages will be effective on the FIRST DAY of the MONTH
following enrollment when you enroll within the first three weeks of the month.
Example:
Enroll before June 25th for a July 1, effective date of coverage.
Enroll after June 25th for a August 1, effective date of coverage.
4
Enrollment Eligibility
ALL EMPLOYEES Dependents Eligible for Coverage
! !
Eligible dependents include your:
• Those employees with a job • Legal Spouse or Legal Domestic
classification title of Partner
Permanent Regular • Dependent children who are under
Employee who works a age 26.
minimum of 30 hours a week
are qualified to participate in • Dependent children who are
all plans. disabled prior to age 26 and
incapable of self-sustaining
• Deemed eligible by Federal employment by reason of mental
incapacity or physical disability.
or State law.
• If you are uncertain whether • Dependent children are defined as
you're eligible, contact: you or your spouse's natural or
legally adopted children. To verify
• ICARE at 800.491.8771 eligibility of newly added
dependents, you must provide
• ABEnroll at 866.951.0934 supporting documentation (ie: birth
certificate, marriage certificate), if
requested.
FYI
FOR YOUR
INFORMATION
ACH/Credit Card Transaction & Administration Fees

Only $1.25 credit card and/or ACH fee will be charged per total deduction this year, no longer will it be added
to premium in policies. If you have one policy or ten policies you will only be changed $1.25 total per pay.
Customer Service just got better- Introducing ICARE

We have added another layer of customer service with ICARE. If you don't know who to ask or who to call
give ICARE your customer service team a call at 800-491-8771.
ICARE is your personal navigator / liaison for assisting with questions on paperwork, claim forms and more
from the benefits you selected. Need assistance call 800-491-8771
5
You’re invited to the
Virtual Benefit Fair!
We’re excited to introduce the ESS Virtual
Benefit Fair! Powered by Airbo, the Virtual
Benefit Fair is a quick and easy way for you to
learn about the wonderful benefits ESS offers
and for instructions on how to enroll!
POWERED BY
When
Site will be up an running on May 27th
Where
Go to https://app.airbo.com/ard/ess-staffing-virtual-benefits-fair to participate.
Create an account to save your progress and come back to reference this information
as needed.
Prizes!
Answer the questions on the bottom of the tiles to be earn points towards prizes!
Make sure you create an account to be eligible. 4 $25 Amazon cards will be given
away each week this entire year. 52 chances to win after finishing the virtual benefits
fair.
Invite your spouse

Does your spouse help make benefits decisions? Click on the tile where you can share
with your spouse or partner all benefits.
6 Airbo works on mobile, tablet and desktop.

Your ESS 2021 Flexible Benefit Options
YOUR ESS 2021

FLEXIBLE
BENEFIT OPTIONS
7
Healthcare Options
Make the most of

Open Enrollment
Be sure to review your health plan

options during this years Open
Enrollment. It's important to
take the opportunity to consider
choosing a plan that best fits you
and your family's needs.
• Bronze & Silver Plans

• Basic Plan
• Standard Plan YOUR PLAN CHOICES
• Preferred Plan
Bronze & Silver Plans

ESS Offers medical coverage to employees working 40 or more hours per week. The plan provides
comprehensive coverage for healthcare services due to accidents or illnesses as well as prescription drugs
after the applicable copay / or deductible. The plan also provides 100% coverage for preventive services
without a copay or having to satisfy the deductible. Monthly rates starting at $487.89 per month.
Recommended:
Basic, Standard and Preferred Plans
This plan includes all benefits of the Virtual Care plan along with Group Limited indemnity plans
underwritten by Beazley Insurance Company, Inc. Limited indemnity insurance pays a fixed dollar
amount each date, up to a maximum of days per year, when you receive covered services due to an
accident or illness. Rates starting at $13.22 per week.
All three plans have unlimited doctor visits via Virtual or Tele-Health,
and an affordable Behavioral Health and Pharmacy Program.
8
9
10
11
Exclusions
Exclusions persons with no special medical training or skill
The following exclusions apply to the benefits offered under this Plan: 20. Claims from any provider other than a healthcare provider as defined in
l. Office visits, physical examinations, immunizations, and tests when the Plan Document unless explicitly permitted in the schedule of benefits
required solely for the following: 21. Investigatory or experimental treatment, services, or supplies unless
a. Sports, specifically covered under Approved
b. Camp, Clinical Trials
c. Employment, 22. Services or supplies which are primarily educational
d. Travel, 23. Claims due to attempted suicide or intentionally self-inflicted injury while
e. Insurance, sane or insane, unless the claim results from a medical condition such as
f. Marriage, depression
g. Legal proceedings 24. Claims resulting from, or which arise due to the attempt or commission
2. Routine foot care for treatment of the following: of, an illegal act. Claims by victims of domestic violence will not be
a. Flat feet, subject to this exclusion
b. Corns, 25. Claims with respect to any treatment or procedure to change one's
c. Bunions, physical anatomy to those of the opposite sex and any other treatment
d. Calluses, or study related to sex change
e. Toenails, 26. Claims from a medical service provider who is related by blood, marriage,
f. Fallen arches, or legal adoption to a participant
g. Weak feet, 27. Any claims for fertility or infertility treatment
h. Chronic foot strain 28. Claims for weight control, weight reduction, or surgical treatment for
3. Denta I procedures obesity or morbid obesity, unless explicitly provided in the schedule of
4. Any other medica I service, treatment, or procedure not covered under this benefits
Plan 29. Claims for disability resulting from reversal of sterilization
5. Any other expense, bill, charge, or monetary obligation not covered under 30. Claims for the completion of forms, or failure to keep scheduled
this Plan, including but not limited to all non-medical service expenses, appointments
bills, charges, and monetary obligations. Unless the medical service is 31. Recreational or diversiona I therapy
explicitly provided by this Appendix A or otherwise explicitly provided 32. Personal hygiene or convenience items, including but not limited to air
in this Plan Document, this Plan does not cover the medical service or conditioning, humidifiers, hot tubs, whirlpools, or exercise equipment,
any related expense, bill, charge, or monetary obligation to the medical irrespective of the recommendations or prescriptions of a medical
service service provider
6. Claims unrelated to treatment of medical care or treatment 33. Claims due to participation in a dangerous activity, including but not
7. Cosmetic surgery unless authorized as medically necessary. Such limited to sky-diving, motorcycle or automobile racing, bungee jumping,
authorization is based on the following causes for cosmetic surgery: rock climbing, rappelling, or hang gliding
accidental injury, correction of congenital deformity within six (6) years 34. Claims that arise primarily due to medical tourism
of birth, or as a treatment of a diseased condition 35. Supportive devices of the foot
8. Any treatment with respect to treatment of teeth or periodontium, 36. Treatments for sexual dysfunction
any treatment of periodontal or periapical disease involving teeth 37. Aquatic or massage therapy
surrounding tissue, or structure. Exceptions to this exclusion include 38. Biofeedback training
only malignant tumors or benefits specifically noted in the schedule of 39. Skilled nursing facilities
benefits to the Plan Document 40. Durable medical equipment and prosthetics
9. Any claim related to an injury arising out of or in the course of any 41. Hospice care, private duty nursing, or long-term care
employment for wage or profit 42. Residential facility - for charges from a residential halfway house or
l0. Claims which would otherwise be covered by a Worker's Compensation home, or any facility which is not a health care institution licensed for the
policy for which a participant is entitled to benefit primary purpose of treatment of an illness or injury
11. Any claim arising from service received outside of the United States, 43. Claims for temporomandibular joint syndrome
except for the reasonable cost of claims billed by the Veterans 44. Claims for biotech or specialty prescriptions
Administration or Department of Defense for benefits covered under this 45. Any claim which is not explicitly covered in the schedule of benefits
Plan and not incurred during or from service in the Armed Forces of the 46. Genetic testing unless explicitly covered in the schedule of benefits
United States 47. Organ transplants
12. Claims for which a participant is not legally required to pay or claims 48. Claims for cosmetic surgery, not related to mastectomy reconstruction
which would not have been made if this Plan had not existed to produce a symmetrical appearance or prosthesis, or physical
13. Claims for services which are not medically necessary as determined by complications which result from such procedures.
this Plan or the excess of any claim above reasonable and customary 49. Chiropractic care
rates when a PPO network has not been contracted 50. Radiation and chemotherapy
14. Charges which are or could be reimbursed by any public health program 51. Dialysis
irrespective of whether such coverage has been elected by a participant 52. Acupuncture
l5. Claims due to an act of war, declared or undeclared, not including acts of 53. Alternative medicine/homeopathy
terrorism 54. Children dental and vision
16. Claims for eyeglasses, contacts, hearing aids (or examinations for the 55. Neonatal intensive care (NICU)
fitting thereof) or radial keratotomy 56. Rehabilitative therapies
17. Elective, voluntary abortions, except in the case of rape, incest, or 57. PCP surgery
congenital deformities of the fetus as determined through pre-natal 58. Routine eye care (Adult)
testing, or when the Ii fe of the mother would be threatened if the fetus 59. Non-emergency care when traveling outside the U.S.
were carried to term 60. Routine well-baby care of newborn infant while inpatient.
18. Travel, unless specifically provided in the schedule of benefits 61. Pregnancy Benefits, including office visits and childbirth/delivery
19. Custodial care for primarily personal, not medical, needs provided by professional and facility services (Bronze only)
"The purpose of this list of exclusions is solely to provide additional clarity regarding treatments, procedures, products, services, or any other items which are not covered
under this plan. Accordingly, no exclusion shall be interpreted by negative implication, or otherwise, as evidence of the existence of coverage under this plan."
LP B&S-2-5-21
12
Basic, Standard & Preferred Plan Benefits
Basic Standard Preferred

Self Funded Minimum Essential Coverage Benfits
Covers 100% of the preventive health services group health plans are required to
Preventive/Wellness Care cover at no cost under federal law
(For a full list, visit www.healthcare.gov/coverage/preventive-care-benefits/)
Telemedicine Care Benefits Acute Care: $0 cost unlimited visits
Provided by 1800MD-24/7/365 unlimited Dematology visits: $0 unlimited visits
access to certified physicians via phone, Wellness coaching: $0 unlimited visits
video and secure email. (weight, alcohol and stress management)
CALL 800-530-8666 Behavioral health: $0 first two visits
Pharmacy Benefits ACA Formulary that covers all categories required by law, plus additional
services:
Provided by Sheild PBM Servcies. Call • Wholesale Mail-order pricing.
877-659-6101 • Wholesale diabetic testing supplies.
• Prescription Assistance Program (PAP) processing for high cost mediations.
Call Shield PBM to go over the lowest cost in receiving your prescription
medications.
Group Limited Indemnity (GLI) Insurance2
$200 per day $300 per day
Hospital Confinement
365 days per year 365 days per year
Hospital ICU Confinement
30 days per year 30 days per Year
Hospital Admission
1 day per year 1 day per year
$500 per day $1,000 per day
Inpatient Surgery
Outpatient Major Surgery
Outpatient Minor Surgery
Anesthesia
Physician Office/Urgent Care
Emergency Room – Sickness No Coverage
Outpatient Diagnostic Lab
Outpatient X-Ray
Outpatient Major Diagnostic $100 per day $100 per day
Testing 3 days per year 3 days per year
Wellness Ages 18+ years $150 per day $150 per day
Ages 6 days to 18 years $100 per day $100 per day
Skilled Nursing Care Facility
Accident Rider
For Urgent or OP Surgical Care $150 per day $300 per day
For Emergency Room $500 per day $750 per day
For Hospital Confinement $750 per day $1,000 per day
First Health PPO Network3 No Coverage Included Included
Weekly Rates4
Employee Only $13.22 $26.61 $31.91
Employee + Spouse $20.19 $49.08 $62.26
Employee + Child(ren) $17.94 $41.37 $50.91
Employee + Family $24.92 $59.03 $73.94
Virtual Care and Claim Free Basic Care benefits are not offered or underwritten by Beazley.
GLI insurance is underwritten by Beazley Insurance Company, Inc., 30 Batterson Park Road, Farmington, Connecticut, 06032. Beazley is rated A by
A.M. Best. Beazley is licensed in all 50 states and the District of Columbia.
First Health PPO is not insurance; it is not offered or underwritten by Beazley.
Standard and Preferred plan rates include fees for Virtual and Basic Care services, Beazley GLI premium and fees for access to First Health PPO
network.
13
For MEC Members Only
A PBM dedicated to working with you

to provide the best pharmaceutical
options available at he lowest out of (877) 659 6101
pocket cost. www.ShieldPBM.com
support@ShieldPBM.com
Summary of Pharmacy Benefits

For Basic, Standard & Preferred Plans
1) LOCAL RETAIL PHARMACY: Use when you 4) SPECIALTY PHARMACY: Complex meds
need your medications immediately made simple
• Present your benefit card and valid prescription • Prior Authorization (PA): Expensive Complex
at any US retail pharmacy. $0 cost for qualifying Medications need prior approval BEFORE picking
medications. up at a retail pharmacy. If you’re prescribed a
• All drugs available for INITIAL 30-day fill. complex drug, you may use our online PA form,
• 90-day retail option available but higher co-pays call us or send an email. We will review and
will apply. provide the best options for your well-being.
• After INITIAL retail fill, CHRONIC meds roll-over • 50% coinsurance to a maximum of $250.
automatically to mail-order (most cost effective
5) PAP: Prescription Assistance Program for
and preferred option with lower copay).
members needing financial help
• Meds over $500 require prior authorization. • For specific questions and information, call one
• An out-of-pocket co-pay will be required. of our account managers for assistance.
• If a drug qualifies, we file paperwork on your
2) MAIL-ORDER: Convenient cost-saving option
behalf to verify eligibility.
• 90-day supply. Many medications are less than
your co-pay – starting at $13.95. • As an “Exception Medication” an exception form
will be completed and reviewed by your plan
• Standard shipping is ALWAYS free/Overnight
administrator and an account manager.
available for a fee.
• Controlled substances not eligible for mail-order • In most cases, there will be no out-of-pocket-
are exempt and can be picked up at a retail store. costs to you.
• Auto-refills and reminders/Medication reviews/ 6) DIABETIC SUPPLIES: Choose from quarterly

Licensed pharmacist available for questions. testing programs or purchase as needed
• Quarterly testing supplies – up to three (3) test
3) INTERNATIONAL MAIL-ORDER PHARMACY:
strips per day at no charge.
Branded meds with minimal co-pay
• An account manager will notify you if your drug is • Quarterly shipments will be automatically mailed.
available and coordinate all paperwork. • Receive a free Prodigy AutoCode® glucose meter
• No shipping charges. with your first order.
• All orders are dispensed in licensed pharmacies,

by licensed pharmacists, safely and securely.
Visit ShieldPBM.com or call our dedicated support team today (877) 659 6101
14
Beazley GLI Benefit Descriptions
Hospital Confinement Benefit: Pays out a benefit if an Insured is confined and receiving treatment in a hospital due to sickness
or injury for a period of 23 or more continuous hours on the advice of a Physician. Hospital confinement for mental or nervous
disorders and substance abuse treated as any other hospital confinement (no benefits provided for rehabilitation or outpatient
treatment).
Hospital Intensive Care Unit Confinement Benefit: Pays out a benefit if an Insured incurs charges for and is confined to a
Hospital Intensive Care Unit - a designated area of a hospital that is restricted to patients who are critically ill or injured and who
require intensive and comprehensive care, that is equipped with special lifesaving equipment, and that is under constant and
continuous observation by specially trained nursing staff.
Hospital Admission Benefit: Pays out a benefit if an Insured is admitted and confined to a hospital due to sickness or injury.
Note: Admission benefit for birth of a healthy child covers mother only. Benefit is payable for newborn if admitted to ICU.
Inpatient Surgery Benefit: Pays out a benefit if an Insured incurs charges for inpatient surgery due to sickness or injury.
Outpatient Major Surgery Benefit: Pays out a benefit if an Insured incurs charges for outpatient surgery due to sickness or
injury in a Hospital, Outpatient Surgical Center or other similar medical facility for surgery. The surgery must be an eligible CPT
code. Outpatient Major Surgery does not include the CPT codes for which Outpatient Minor Surgery benefits are payable.
Outpatient Minor Surgery Benefit: Pays out a benefit if an Insured incurs charges for outpatient surgery due to sickness or
injury in a Hospital, Outpatient Surgical Center or similar medical facility. The surgery must be an eligible CPT code.
Anesthesia Benefit: Pays out a benefit if an Insured incurs charges for and receives general anesthesia administered by an
anesthesiologist or a Certified Registered Nurse Anesthetist (CRNA) during a surgical procedure for which an Inpatient Surgery or
Outpatient Major Surgery benefit is payable.
Physician Office/Urgent Care Facility Benefit: Pays out a benefit when an Insured incurs charges for and receives services
rendered by a Physician at a Physician’s office or urgent care facility.
Emergency Room - Sickness Benefit: Pays out a benefit when an Insured incurs charges for and receives treatment rendered in
an Emergency Room due to sickness.
Outpatient Diagnostic Lab Benefit: Pays out a benefit when an Insured incurs charges for and undergoes any type of outpatient
diagnostic laboratory testing that is ordered by a Physician and performed on an outpatient basis in a Hospital, Physician's office,
Urgent Care Facility, Emergency Room or other appropriately licensed stand-alone healthcare facility that provides diagnostic
services.
Outpatient X-Ray Benefit: Pays out a benefit when an Insured incurs charges for and undergoes outpatient X-rays that are
ordered by a Physician and performed on an outpatient basis in a Hospital, Physician's office, Urgent Care Facility, Emergency
Room or other appropriately licensed stand-alone healthcare facility that provides diagnostic services.
Outpatient Major Diagnostic Testing Benefit: Pays out a benefit when an Insured incurs charges for and undergoes an
outpatient major diagnostic test that is ordered by a Physician and performed on an outpatient basis in a Hospital, Physician's
Office, Urgent Care Facility, Emergency Room or other appropriately licensed stand-alone healthcare facility that provides
diagnostic services. Outpatient Major Diagnostic tests include an MRI, an MRA, a CT scan, or a PET scan.
Wellness Benefit: Pays out a benefit if an Insured incurs charges for a Physician's office visit for wellness. Wellness for
Dependent Children ages 6 days to 18 years includes: Physician office visits for routine physical exams, including health
screenings and preventive care, and routine immunizations. Wellness care for an Insured age 18 and older includes: Prostate
cancer screenings, colorectal screenings, pap smears, mammograms and Physician office visits for routine physical exams.
Skilled Nursing Care Facility Benefit: Pays out a benefit if an Insured is confined to and incurs charges for confinement in a
Skilled Nursing Care Facility due to sickness or injury (within 14 days following a Hospital Confinement of at least 3 days). A
Skilled Nursing Care Facility is a place where an Insured goes to recover from a sickness or accident that operates 24-hours a
day, is supervised by a Physician, has a 24-hour nursing staff, and keeps written daily records for each patient.
Accident Benefit Rider: Pays out a benefit if an Insured receives care for an injury resulting directly from an accident, as defined
in the Policy/Certificate of Insurance.
Accident: An external event occurring by chance or unintentionally, independent of any sickness.
Please see the Certificate for a full description of benefits and all terms, conditions, limitations and exclusions.
Insurance is underwritten by Beazley Insurance Company, Inc., 30 Batterson Park Road, Farmington, Connecticut, 06032. Beazley is rated A by A.M. Best.
Beazley is licensed in all 50 states and the District of Columbia. CA License #2868-8. The Group Limited Indemnity policy is offered under Policy Form Series
AHGLIMM001. Coverage is not available in all states. Benefits may vary by state. Premium will vary based on the plan chosen. A waiting period for late entrants
may apply. This policy is renewable at the option of Beazley. Refer to the Master Policy and Certificate for all terms, conditions, exclusions and limitations.
Beazley uses the services of a third party administrator.
15
Dental & Vision
• $1,500 Low Option Annual Benefit

• $3,000 Medium Option Annual Benefit
• $5,000 Preferred Option Annual Benefit (Greatest Value)
• No Waiting Periods for Preventative and Basic
• 80% Coverage for Basic
• No deductible for Preventative Services
• One Annual Deductible, not per procedure.
16
Dental
$15
$1500 Annual, $3000 Annual & $5,000
Administered by Loomis Company
• $50 annual for Basic and Major Services (per person)

• Deductible
• NO deductible for Preventive Services
• Routine Exam (1 in 6 months) • Fluoride for Children 19 and under (1 in 12 months)

• Bitewing X-rays (1 in 6 months) • Periodontal Maintenance procedures following periodontal
• Space Maintainers for children under 19. surgery.
• Simple Extractions • Full Mouth/Panoramic X-ray (1 in 3 years.

• Sealants (ages 6 through 16) • Amalgam or resin fillings
• Inlays (1 in 10 years per tooth) • Replace Inlays (1 in 10 years per tooth)

• Onlays (1 in 10 years per tooth) • Replace Onlays (1 in 10 years)
• Crowns (1 in 10 years per tooth • Replace Crowns (1 in 10 years)
• Laminates (1 in 10 years per tooth) • Replace Laminates (1 in 10 years)
• Root canal treatment • Repair or Recement Inlays
• Periodontal surgery • Repair or Recement Onlays
• Repair, Reline or Recement Dentures • Repair or Recement Crowns
• Repair or Recement Bridges
Provider Lookup: https://www.dentemax.com/findadentist
17
Vision
Administered by:
VSP Individual Vision Plans

VSP* Individual Vision Plans give you access to the services and products you need to care for your eyes. You’'ll
enjoy comprehensive vision coverage and access to the personalized care you deserve all at low out-of-pocket costs.
And, as a member, you’ll get an annual average savings of more than $200 on eye care and eyewear.1
1Comparison based on national average for comprehensive eye exams and most commonly purchased brands. This number represents typical
savings for VSP members when they see a VSP network doctor.
$10 Exam / $10 Materials per Covered Person per Office Visit
Benefit Frequency
Exam: Every 12 months
Lenses Every 12 months
Frame Every 12 months
Benefit Participating Provider Non Participating Provider
Well Vision Exam Covered after $10 Exam Copay Up to $45 after $10 Exam Copay
Contact Lens Exam 15% Savings on a contact lens exam
Lenses Participating Provider Non Participating Provider
Single Vision Covered after $25 materials Copay Up to $30.00 after $25 Materials Copay
Lined Bi Focal Covered after $25 materials Copay Up to $50.00 after $25 Materials Copay
Lined TriFocal Covered after $25 materials Copay Up to $65.00 after $25 Materials Copay
Lenticular Covered after $25 materials Copay Up to $100.00 after $25 Materials Copay
Impact-Resistant (polycarbonate) Fully covered with no Copay up to age 18 Up to $70.00 allowance every 12 months Up
Lenses for children to $105.00 allowance every 12 months N/A
Frames $150 allowance every 12 months
Elective Contact Lenses* Necessary $150 allowance every 12 months
Contact Lenses*
Discount Savings
• Average 20-25% savings on other lens enhancements.

• 20% off additional glasses and sunglasses, including lens enhancements, from any VSP doctor within 12 months of the patient's
last WellVision Exam.
• Extra $20 to $40 on featured frame brands. Brands and promotions subject to change.
• Laser Vision Correction- Average 15% savings on the regular price or 5% savings on the promotional price from the contracted
facilities.
**Contact Lenses are provided in lieu of all other lens once

every 12 months and frames once every 24 months.
Provider Lookup: https://www.vsp.com/eye-doctor

18
Disability Insurance & Accident Protection
A disability can be expensive, especially without the support of a

regular paycheck. Premiums Start at $2.73 Per Pay.
Disability insurance from Allstate Benefits pays cash benefit to help protect an
eligible individual's finances from a covered sickness or off-the-job injury. Insured
who experience a total disability, partial disability, even a disability from donating
an organ can get the help they need to alleviate daily living expenses.
Even when we live well, accidents happen. We never know when or where
they will occur. Premiums Start at $3.28 Per Pay.
Accident insurance from Allstate Benefits pays a cash benefit to the insured for a
covered accident or injury and can help pay expenses such as copays, deductibles
and treatment. Accident coverage can help pick up where other insurance leaves
off. Coverage may also include:
• Coverage available for the insured or the entire family

• Benefits are paid directly to the insured unless assigned to someone else
• Premiums are affordable
19
Allstate Benefits - Group Voluntary Disability Income
Group Voluntary Disability Income

Product Illustration
Benefit Period: 6 Months Accident Elimination Period: 14 days
Portability: No Sick Elimination Period: 14 days
Mental and Nervous Disorders Covered: No Premium Mode: Weekly
Rate Class: Preferred Plus
Additional Riders: None
Issue Ages
Monthly Benefit 18-49 50-59 60-64 65-69 70 +

$400.00 $2.73 $3.64 $4.89 $5.26 $5.78
$500.00 $3.41 $4.55 $6.11 $6.57 $7.23
Accident Insurance
Today, active lifestyles in or out of the home may result in bumps, bruises and sometimes breaks. Getting the right
treatment can be vital to recovery, but it can also be expensive. And if an accident keeps you away from work during
recovery, the financial worries can grow quickly.
Most major medical insurance plans only pay a portion of the bills. Our coverage can help pick up where other insurance leaves off and
provide cash to help cover the expenses.
With Accident insurance from Allstate Benefits, you can gain the advantage of financial support, thanks to the cash benefits paid
directly to you. You also gain the financial empowerment to seek the treatment needed to be on the mend.
Here’s How It Works

Our coverage pays you cash benefits that correspond with hospital and intensive care confinement. Your plan may also include
coverage for a variety of occurrences, such as: dismemberment; dislocation or fracture; ambulance services; physical therapy and more.
The cash benefits can be used to help pay for deductibles, treatment, rent and more.
Meeting Your Needs
• Guaranteed Issue, meaning no medical questions to answer

• Benefits are paid directly to you unless otherwise assigned
• Pays in addition to other insurance coverage
• Coverage also available for your dependents
• Premiums are affordable and can be conveniently payroll deducted
• Coverage may be continued; refer to your certificate for details
This rate insert is part of the approved brochure for ESS Staffing and is not to be used on its own.
This material is valid as long as information remains current, but in no event later than 03/12/2023. Allstate Benefits is the marketing name used by
American Heritage Life Insurance Company (Home Office, Jacksonville, FL), a subsidiary of The Allstate Corporation. ©2020 Allstate Insurance Company.
www.allstate.com or allstatebenefits.com
GVDI-Insert-73148
20
Allstate Group Voluntary Accident
Group Voluntary Accident (GVAP6) Offered to the employees of:

24-Hour Accident Insurance from Allstate Benefits ESS Staffing
BENEFIT AMOUNTS
Benefits are paid once per accident unless otherwise noted here or in the brochure
•• PLAN 1 PREMIUMS
MODE EE EE+SP EE+CH F
Weekly $3.28 $5.67 $7 02 $9 06
Accident Treatment & Urgent Care Rider Issue ages: 18 and over if actively at work
Ambulance Ground $200
Air
• EE = Employee
$600
Accident Physician's Treatment $100 • EE+ SP= Employee+ Spouse
X-ray $200
Urgent Care $100 • EE+ CH = Employee+ Child(ren)
Dislocation Fracture Rider 1 $4,000
• F = Family
Emergency Room Services Rider $200
Outpatient Physician's Benefit Rider (pays daily) $25 00
Accidental Death', Disrnernberrnent 1 ·'and Functional INJURY BENEFIT SCHEDULE
Loss 1 - Rider $40,000
Benefit amounts for coverage and one occurrence are shown below.
Cornman Carrier (rare-paying passenger) $100,000
BENEFIT ENHANCEMENT RIDER PLAN 1
Accident Follow-Up Treatment (pays daily) $100
COM ij<Jfi,TE DISLOCATION PLAN 1
Lacerations $100
Burns < 15% body surracc $200 Hip joi.·!t $4,000
159-b or more $1,000 Knee or ankle joint A, bone or bones of the foot A $1,600
Skin Graft(% of Burns Benefit) 50% Wrist jo,nt $1,400
Brain lniurv Diai:znosis $600 $1,200
Elbow jo:nt
Computed Tomography (CT) Scan and
Magnetic Resonance Imaging(MRI) (pays once/year) $100 Should,,, joint $800
Paralysis (pays once) Paraplegia $15,000 Bone or bones of the hand A, collarbone $600
Quadriplegia $30,000 Two or more fingers or toes $280
Corna with Respiratory Assistance $20,000 $120
One finger or toe
Open Abdominal or Thoracic Surgery $2,000
Tendon, Ligament, Rotator Cuff Surgery $1,000 COMP'-L:lNE, SIMPLE OR CLOSED FRACTURE PLAN 1
or Knee Cartilage Surgery Exploralory $300 Hip, thigh(femur), pelvis ++ $4,000
Ruptured Spinal Disc Surgery $1,000 Skull + $3,800
Eye Surgery $200
Arrn, cetween shoulder and elbow(shaft),
General Anesthesia $200
Blood and Plasma $600 shoulcler blade(scapula), leg(tibia or fibula) $2,200
Appliance $250.00 Ankle, knee cap(patella), forearm(radius or ulna),
Medical Supplies $10.00 collarbone (clavicle) $1,600
Medicine $10.00 $1,400
1 device Foot••, hand or wrist ++
Prosthesis $1,000
2 or more devices $2,000 Lower jaw ++ $800
Physical, Occupational or Speech Therapy (pays daily) $60 Two or more ribs, fingers or toes, bones of face or nose $600
Rehabilitation Unit (pays daily) $200 One rib, finger or toe, coccyx $280
Non-Local Transportation $500 PLAN 1
LOSS
Family Member Lodging (pays daily) $200
Post-Accident Transportation (pays once/year) $400 Life, hearing, speech, or both eyes, hands, arms, feet,
Broken Tooth $200 or legs, or one hand or arrn and one foot or leg $40,000
Residence/Vehicle Modification $1,000 One eye, hand, arrn, foot, or leg $20,000
Pain Management (Epidural lnjc•clion) $100 $4,000
One or more entire toes or fingers
Miscellaneous Outpatient Surgery $200
1
*Each benefit pays the amount shown. U p to amount shown; see Injury Benefit Schedule on"
reverse.
Knee joint (except patella). Bone or bones of the foot (except toes). Bone or bones of the hand
(except fingers). Pelvis (except coccyx). Skull (except bones of face or nose). Foot (except toes). Hand or wrist
(except fingers). Lower jaw (except alveolar process).
FOR HOME OFFICE USE ONLY GVAP6
Opt 1 - 2.0U Base 2.0U D/F 2.0U AUC 2.0U ERS 2.0U ADD 2.0U BER 1.0U OPT w/ sick 24 Hour ABQ
V09.30.2019 Rate Insert Creation Date: 10/25/2019
ABJ29986 - I nscrl - 48611

Allstate Critical Illness Insurance
We can't predict the future, but we can plan for it. Critical Illness Insurance from
Allstate Benefits pays a lump-sum cash benefit when the insured or an eligible
family member is diagnosed with a covered critical illness.
Wellness Benefit - Pays a yearly benefit when one of the 19 screening exams is
preformed.
• Coverage available for the insured or the entire family.

• Premiums Start at $1.34 per pay.
• Benefits are paid directly to the insured unless assigned to someone else.
• Premiums are affordable.
22
Critical Illness Insurance
Critical Illness Insurance (GVCIP4) Offered to the employees of:

from Allstate Benefits ESS Staffing
BENEFIT AMOUNTS
Percentages below are based on the Basic Benefit Amount chosen by your employer.
†
Covered dependents receive 50% of your benefit amount. ISSUE AGE PREMIUMS
INITIAL CRITICAL ILLNESS BENEFITS† PLAN 1 PLAN 2 PLAN 1 - WEEKLY PREMIUMS
Heart Attack (100%) $10,000 $20,000 AGE EE+CH F EE+CH F
Stroke (100%) $10,000 $20,000 Non-T oba c c o T oba c c o
18-29 $1.34 $2.35 $1.56 $2.67
End Stage Renal Failure (100%) $10,000 $20,000
30-39 $2.42 $4.01 $3.14 $5.09
Major Organ Transplant (100%) $10,000 $20,000
40-49 $4.48 $7.20 $6.46 $10.16
Coronary Artery Bypass Surgery (25%) $2,500 $5,000 50-59 $7.53 $11.89 $11.28 $17.51
Waiver of Premium (employee only) Yes Yes 60-64 $9.93 $15.56 $14.93 $23.06
CANCER CRITICAL ILLNESS BENEFITS† PLAN 1 PLAN 2 65+ $15.01 $23.29 $22.41 $34.39
Invasive Cancer (100%) $10,000 $20,000 PLAN 2 - WEEKLY PREMIUMS
Carcinoma In Situ (25%) $2,500 $5,000 AGE EE+CH F EE+CH F
REOCCURRENCE OF CRITICAL ILLNESS BENEFITS† PLAN 1 PLAN 2 Non-T oba c c o T oba c c o
Initial Critical Illness 18-29 $2.01 $3.35 $2.44 $4.00
(same amount as Initial Critical Illness Benefit) Yes Yes 30-39 $4.06 $6.47 $5.51 $8.64
40-49 $8.02 $12.50 $11.97 $18.42
Cancer Critical Illness
50-59 $13.89 $21.42 $21.38 $32.65
(same amount as Cancer Critical Illness Benefit) Yes Yes
60-64 $18.53 $28.45 $28.52 $43.44
RIDER BENEFITS PLAN 1 PLAN 2 65+ $28.47 $43.48 $43.27 $65.68
Skin Cancer Rider $250 $250
EE + CH = Employee + Child(ren); F = Family
Lifestyle Enhancement Rider $25 $25 See additional premiums on reverse
Second Evaluation, Transportation and Lodging Rider
Second Evaluation $1,000 $1,000
1
Non-Local Transportation Air Fare $500 $500
(per trip or mile3) Personal Vehicle $0.50 $0.50
Outpatient Lodging2 (daily) $100 $100
Family Member Lodging 2 (daily) $100 $100
and Transportation 1 (per trip or mile3) Air Fare $500 $500
Personal Vehicle $0.50 $0.50
Supplemental Critical Illness Rider†
Advanced Alzheimer’s Disease (100%) $10,000 $20,000
Advanced Parkinson’s Disease (100%) $10,000 $20,000
Benign Brain Tumor (100%) $10,000 $20,000
Coma (100%) $10,000 $20,000
Complete Loss of Hearing (100%) $10,000 $20,000
Complete Loss of Sight (100%) $10,000 $20,000
Complete Loss of Speech (100%) $10,000 $20,000
Paralysis (100%) $10,000 $20,000
Fixed Wellness Rider (per year) $50 $50
1
Limit of $5,000 in a calendar year. 2Limit of $1,000 in a calendar year. 3Maximum of 1,000 miles.
For use in enrollments sitused in: PA. This rate insert is part of the approved brochure for ESS Staffing. It is not to be
used on its own. This material is valid as long as information remains current, but in no event later than March 11,
2023. Allstate Benefits is the marketing name used by American Heritage Life Insurance Company (Home Office,
Jacksonville, FL), a subsidiary of The Allstate Corporation. ©2020 Allstate Insurance Company. www.allstate.com or
allstatebenefits.com.
FOR HOME OFFICE USE ONLY - GVCIP4

Opt 1 - Pre-Ex; 1.0U Base; CCILB: RCIB; RCCIB; SCI W/O; SCR; 2U FWR; LER; 2ndETL Opt 2 - Pre-Ex; 2.0U Base;
CCILB: RCIB; RCCIB; SCI W/O; SCR; 2U FWR; LER; 2ndETL ABQ V 02.28.2020 Proposal Creation Date:
3/11/2020
23
Life Insurance
A death not only leaves behind loved ones, but may also leave
significant financial obligations.
Premiums start at $2.oo per pay.
• Life insurance from Allstate Benefits provides a lump-sum cash benefit

upon death. Plus, life-event riders can be added to enhance the life
coverage. Life insurance coverage is for the living; those left behind must
deal with final expenses, bills, mortgage, and expenses associated with
day-to-day life.
• Guaranteed that your premium will never increase to age 100.
• Coverage is portable & Guaranteed Issued.
• A benefit counselor can give you a rate for yourself, spouse and family.
• Premiums Start at $2.75 Per Pay.

24
Identity Protection
16.7 Million Americans suffered from identity crime in 2017.
• $1 million identity theft insurance policy

covers any out-of-pocket expenses, lost wages,
or legal fees. Plus, we'll reimburse funds stolen
from your bank, HSA, or 401(k) accounts
includes benefits for hospital confinement and
hospital intensive care.
• Family Coverage is determined by under care

or dependent; including grandparents.
• Remediation and Restoration of identity and

credit.
25
Identity protection
that keeps up with
your digital life
Your identity is made up of more than

your Social Security number and credit
score. That’s why we do more than monitor
your credit reports. We help you look after
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a wide range of identity threats, so you can keep
loving what technology adds to your life.
Sign up during
open enrollment
Questions? 1.800.789.2720
Plans and pricing

Allstate Identity
Protection Pro Plus
$9.95 per person / month
$17.95 per family / month
See your personal data
Manage it with real time alerts
Protect your identity and finances from fraud†
26
With Allstate Identity Protection
Pro Plus you’ll be able to
See and control your personal data Get help disputing errors on your
with our unique tool, Allstate Digital credit report
Footprint™
See if your IP addresses have been
Monitor social media accounts for compromised
questionable content and signs of
account takeover Receive alerts for cash
withdrawals, balance transfers,
Check your identity health score and large purchases
View and manage alerts in real time Get reimbursed for fraud-related
losses like stolen 401(k) & HSA
Catch fraud at its earliest sign with funds or fraudulent tax returns
tri-bureau monitoring and an annual with our $1 million identity theft
tri-bureau credit report and score insurance policy†
Lock your TransUnion credit report Protect yourself and your family
in a click and get credit freeze (everyone that’s “under your roof
assistance and wallet”)*
It’s easy to
get started
1. Enroll in Allstate Identity
Protection Pro Plus
You’re protected from your effective date.
Our auto-on credit monitoring alerts
Protect require no additional setup.
yourself and 2. Activate key features

Explore additional features in our easy-to-
your family use portal. The more we monitor, the safer
you can be.
Kids’ online identities can grow up faster than they do. Our
Family Plan provides coverage for kids and teens of all ages, 3. Live your best life online
so you can help protect their personal data and give them a In the event of identity theft or fraud, you’ll
safe head start. If they are dependent on you financially or receive an alert as soon as it’s detected.
live under your roof, they’re covered.*
*For family plans only

†Identity theft insurance underwritten by insurance company subsidiaries or affiliates of Assurant. The
description herein is a summary and intended for informational purposes only and does not include all
terms, conditions and exclusions of the policies described. Please refer to the actual policies for terms,
conditions, and exclusions of coverage. Coverage may not be available in all jurisdictions.
27
Enrollment Center Contact
At Allstate Benefits Enrollment

Services we want to make
Contact the Enrollment Center at: sure you have the opportunity
1-866-951-0934 to enroll in your Voluntary
Benefits program.
Our call center is equipped, for

Enrollment Center Dates: a limited time, to handle all
We are available to take your calls from -
your enrollment needs.
May 27th - June 18

Note: For best results, please
Enrollment Center Times: have a copy of the Benefit
Literature used during the
enrollment.
8am - 8pm EST, Monday - Friday
This material is valid as long as information remains current, but in no event later than January 15, 2020.
Allstate Benefits is the marketing name used by American Heritage Life Insurance Company (Home Office, Jacksonville, FL), a subsidiary of
The Allstate Corporation. ©2017 Allstate Insurance Company. allstatebenefits.com.
ABJ33508X
28
Terms & Conditions
1. Your participation in the Flexible Benefits Program is voluntary. You are not required to choose any of
the options. If you do not wish to participate in these benefits, select "no coverage" in each benefit
category or waive coverage with a Benefit Counselor.
2. Some coverage levels available to you and the premium amount for each coverage level may be
calculated using your base salary, your age, your eligibility for disability retirement benefits, and FICA
status on your date of hire or the Benefit Calculation Date, whichever is deemed appropriate by the
Plan Administrator.
3. By selecting coverages and indicating contributions you are agreeing that you will be having a weekly
ACH or Credit/Debit Card deduction. There is a service fee of $1.25 weekly, not for each product
selected.
4. For dependent and/or spousal coverage, it is your responsibility to notify the Benefit Center if the
person ceases to be eligible to participate in the Plan. There will be no refund of premiums paid into
the Plan, when a timely change is not made.
5. After this enrollment period you may become a participant or make changes in some coverages only
under limited conditions. ESS and the plan administrator has the responsibility to interpret these
conditions including rules set out by the carriers, and make the final decision as to whether you may
enroll or change any coverage outside of the enrollment period. Your request for enrollment or a
change in coverage under the Benefit Enrollment Center. A list of events that might permit you to
enroll or change one or more coverages under the Flexible Benefits Program:
a. You gain or lose a spouse; or
b. You gain (no time limit if due to judgment, decree or order) or lose an eligible dependent; or
c. Your spouse or dependent becomes eligible for or loses coverage under another employer's
plan, COBRA or a governmental plan; or
d. An event causes your dependent to gain or lose eligibility for coverage under your employer's
plan; or
e. Your change of residence causes you or your spouse or dependents to gain or lose eligibility for
coverage under your plan or another employer's plan; or
f. The cost of your dependent care increases or decreases significantly and your dependent
provider is not related to you, your spouse, or your dependent; or
g. Your spouse's employer increases, decreases or ceases coverage, or conducts open enrollment.
29
Terms & Conditions (cont.)
Other Important Terms and Conditions
If you are eligible to participate in the Plan, you terminate and are rehired within 30
days during the same plan year, you must maintain the same options.
I understand and agree that Guaranteed issued insurance does not necessarily
mean that benefits are payable for a loss which starts or occurs within 12 months of
the effective date of coverage, and which is caused by, contributed to by, due to or
resulting from a pre-existing condition, unless stated in the policy. You may have to
have gone 12 months without medical care, treatment or supplies for the Pre-existing
condition in order for it to be covered.
I realize that any false statement or misrepresentation may result in loss of coverage
under the certificate. I understand that no insurance will be in effect until approved
by Allstate, Beam, and Beazley Insurance Companies, and the necessary premium
is paid. Any person who, with intent to defraud or knowing that he is facilitating fraud
against an insurer, submits an application or files a claim containing a false or
deceptive statement may be guilty of insurance fraud.
Important To Know
If choose not to continue coverages, your ability to enroll at a later date will be
subject to contractual provisions, which may include medical proof of insurability or
limited coverages.
If you failed to enroll in options requiring medical underwriting when first eligible and/
or you choose new or increased levels of coverage, you must complete the medical
underwriting process and be approved.
If you choose coverage under the Life Insurance options and the Accidental Death
and Dismemberment options, the same Beneficiary election information will be
used. If a beneficiary is not named, the beneficiary will follow the order stated in the
policy.
30
Quick Reference Phone Numbers
Contact Information
ICARE - Customer Service - 800-791-8771

We are a third party administration provider for ESS and the customer service team for ESS. If you need
assistance with coverage, claims, billing, ID Cards or anything else we are here for you.
Allstate - Enrollment / Changes / Cancellations - 866-951-0934

Providing enrollment solutions along with handling cancellations and changes to your policy.
Allstate - Customer Service / Claims - 866-828-8070

If you have any questions about your Allstate policies or need to file a claim.
Omega - 508-250-0795
The company who does the deductions for your benefits.
If you have billing questions or need to change or update your credit card information or need help with
verifying your deductions. You must authorize deductions immediately after enrollment.
Loomis - 800-226-5116
MEC Basic, Standard and Preferred plans.
Also referred to as the First Health Network.
You have a portal where you are able to log in and search for providers in your area.
ESS Dental- Dentemax Network - 800-226-5116

Beam Vision- VSP Choice Network - 800-877-7195
1800MD - 800-530-8666
Call to book the following visits using 1800MD:
Clinical Office Visits, Urgent Care Visits, Preventive and Wellness
31
Frequently Asked Questions
Q. Who is ICARE and what does ICARE do?

ICARE is your navigator / liaison in assisting with questions on paperwork, claim forms
and more from the benefits you selected. Call ICARE first if you don’t know who to call
800-491-8771 or email ICARE at info@icarepas.com
How do I cancel or make changes to my policy / policies?
 ESS cannot cancel or make changes to your policy / policies.
 Please call ABEnroll 866-951-0934
My child turned 26, how do I remove from my policy & update the deduction
amount? Please call ABEnroll 866-951-0934
How are my deductions being deducted?
 Your deductions will be drafted from your checking account or credit are on file.
 No deductions will be deducted from your paycheck. You must authorize
deductions via text or email immediately after enrollment. Not entering your
deduction information will result in your benefits not being activated.
Who do I contact if I need help authorizing my deductions?
 Please call Omega Benefits at 508-250-4795
What do I do if my deductions haven’t been being deducted?
How do I change or update my credit card information for my deductions?
Who do I call if I canceled my policy / polices and still being charged?
 Please call ICARE first at 800-491-8771 or email ICARE at info@icarepas.com
Who do I contact if my coverage canceled without me requesting it to be
canceled?
Who do I contact if I have questions about the EOB I received?

 If you are currently enrolled and have questions about benefits and policy
features call:
 Accident, Critical Illness & Life Insurance -- Allstate 866.828.8070
 MEC Basic, Standard and Preferred -- Loomis 855-521-9360
 Dental- 800-226-1556 Beam Vision 800-877-7195
What is a Qualifying Life Event?
 Qualifying Life Event is a change in your situation.
ie: Marriage, having a baby, death, divorce or losing health coverage – that can
make you eligible for a Special Enrollment Period, allowing you to enroll in
health insurance outside the Open Enrollment Period.
32
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33
Training Guide
SUBSTITUTE TEACHERS
2
The information provided in this guide is not intended to replace the policies and procedures, also known as rules
and regulations, of the school district’s Board of Education. Please review the information in this guide carefully to
ensure it does not conflict with the school district’s established practices.
This information is not intended to take the place of the ESS employee policy manual, only to supplement. It is your
responsibility as an employee of ESS to read and adhere to all policies set forth in the employee policy manual.
We urge you to request a copy of each school’s handbook, substitute guidelines, and emergency drill procedures to avoid
potential problems.
Reproduction of, translation of, or transmission in any form or by any means, electronic or mechanical, of any part
of this work beyond that permitted by Sections 107 and 108 of the 1976 United States Copyright Act without the
permission of the copyright owner is unlawful. Requests for permission or further information should be addressed
to the ESS Human Resources Department.
Disclaimer
We are committed to presenting accurate information in regard to the subject matter covered in this training guide.
Despite this commitment towards accuracy, the possibility of oversights or errors cannot be excluded. While the
content has been carefully checked, we assume no liability for its accuracy, completeness, or timeliness. In particular,
liability is disclaimed for any damage or consequences that may arise through direct or indirect use of the content.
Please send any remarks or corrections to HumanResources@ESS.com.
Contact Information
ESS
800 Kings Highway North, Suite 405
Cherry Hill, NJ 08034
877.983.2244
HumanResources@ESS.com
ESS.com
“ We are professional educators
dedicated to making
each student successful.”
Dear Substitute Teacher:
Welcome to ESS, a leading educational staffing and management company. This guide has been written to assist
you in performing your responsibilities as a substitute teacher and as an employee of ESS. The responsibilities that
accompany this position are equally as important as those of the regular classroom teacher. The students entrusted
to your care, for whatever lengths of time that might be, must receive challenging instruction in keeping with the
approved district curriculum.
The main purpose of this guide is to provide you with general information that is intended to assist you in performing
your duties effectively and efficiently. It is important that you take the time to read the guide and become familiar with
the information provided. These guidelines are essential to the health and safety of students and for the continued,
uninterrupted maintenance of the instructional program. You are the link between the mission to educate students and
the instruction of the regular classroom teacher. ESS expects that you will provide your best effort in managing the
classroom, following the lesson plans provided for you, and in modeling the appropriate behaviors and attitudes that
you expect from the students.
Since it is impossible to record all matters of regular school routine in each of our school districts, this guide has
been designed in a generic format that includes sample Board of Education policies and procedures for your review.
Please keep this guide with you as a reference when you substitute in one of our school districts. It is important that
you research Board Policies and Procedures, pay attention to the time schedules of the different schools and observe
them carefully. Strict observance of the bell schedule is essential to the smooth and efficient operation of the school.
Finally, we hope that you have read the ESS’ employee policy manual, which is the authoritative reference for
company policies and procedures. In the event of any ambiguity or contradictions in this training guide, the
employee manual is the authoritative policy of the company.
We are pleased to have you serve ESS to provide students with a well-managed classroom. If you have any questions
pertaining to your responsibilities as a substitute teacher, please contact ESS. Good luck in your teaching
endeavors.
Sincerely,
Bernie Decker
Senior Vice President of Human Resources
CONTENTS
4
Chapter 1: General Information for Substitutes...................................................................................... 5

1.1 Substitute Teacher Introduction..................................................................................................... 5
1.2 Ten Steps to Becoming a Successful Substitute Teacher............................................................ 6
1.3 Expectations for Substitute Teachers............................................................................................ 7
1.4 Disciplinary Process.......................................................................................................................... 8
1.5 Professional Conduct....................................................................................................................... 8
1.6 Social Media Information.................................................................................................................. 9
1.7 Daily Operational Procedures........................................................................................................ 10
1.8 The Top Twelve "Principles" for Substitute Teachers.................................................................. 12
1.9 Instructions for Accident or Illness................................................................................................ 15
1.10 Emergency Evacuation, Fire Drills, Intruders, and Lockdown Procedures............................... 16
1.11 ESS' Procedures: Important Substitute Teacher Tips and Reminders...................................... 18
Chapter 2: Classroom Management......................................................................................................... 21
2.1 Setting the Tone to Establish Classroom Management............................................................. 21
2.2 Basic Classroom Management Components.............................................................................. 22
2.3 Setting Expectations and Procedures for the Class................................................................... 22
2.4 Establishing Basic Procedures and Routines............................................................................... 22
2.5 "Act As If".......................................................................................................................................... 23
2.6 Using Tentative Words and Phrases to Minimize Teacher/Student Verbal Confrontations... 24
2.7 How to Get and Maintain Students’ Attention............................................................................. 24
2.8 How to Communicate and Connect with Students..................................................................... 25
2.9 Effective Responses on How to Handle an Angry, Verbally Aggressive Student.................... 26
2.10 Strategies to Avoid Sending Students to the Office................................................................... 27
2.11 Changing the Environment............................................................................................................. 27
2.12 Classroom Management Techniques that May Backfire............................................................ 28
2.13 Classroom Management Sample Situations................................................................................ 28
Chapter 3: Lesson Planning and Teaching Strategies........................................................................... 31
3.1 Lesson Plans..................................................................................................................................... 31
3.2 Lesson Plans and Delivery of Instruction...................................................................................... 31
3.3 Suggestions for Substitute Teachers if There are No Lesson Plans.......................................... 33
3.4 Special Education Information for Substitute Teachers............................................................. 33
Chapter 4: Selected School District Policies and Procedures.............................................................. 35
4.1 Important School District Policies and Procedures..................................................................... 35
4.2 Sample Policy: Harassment, Intimidation, and Bullying(HIB)..................................................... 36
4.3 Anti-Harassment, Sexual Harassment Policy, and Complaint Procedure................................ 36
4.4 Child Abuse/Neglect Reporting Requirements.......................................................................... 38
4.5 Bloodborne Pathogens................................................................................................................... 39
4.6 Diversity Awareness........................................................................................................................ 40
4.7 Accident and Injury Prevention...................................................................................................... 41
General Information for Substitutes
CHAPTER 1
General Information for Substitutes
1.1 Substitute Teacher Introduction

BECOMING AN EFFECTIVE SUBSTITUTE TEACHER
Substitute teaching is an important service to our schools. Principals and teachers value a good substitute because
he/she enables academic programs to continue when the classroom teacher is absent. In order for classrooms and
schools to function effectively and efficiently, there must be a sense of organization and control. There must be
a safe and orderly environment for teachers to teach and students to learn. Therefore, the role of the substitute
teacher is critical in maintaining order in the classroom. Effective substitute teachers have strong skills in classroom
management and strive to fulfill the daily instruction provided by the regular classroom teacher in order to maintain
continuity of instruction.
Administrators and teachers appreciate a substitute who arrives early, follows lesson plans, and has good leadership
skills. An ideal substitute is creative in presenting materials, knows how to handle behavior problems, and makes
certain he/she is familiar with the regular procedures of the classroom teacher. Substitute lesson plans should be
prepared for you. Your responsibility is to follow those plans in order to maintain the integrity of the curriculum and
educational program.
In essence, substitute teachers assist the school principal with operating a safe, orderly, and positive classroom
environment. As the substitute teacher effectively manages the classroom, the school principal oversees the entire
school building that fosters teaching and learning.
General Information for Substitutes 6
1.2 Ten Steps to Becoming a Successful Substitute Teacher
1 6
BE CONFIDENT BE PREPARED
Successful people believe in themselves. Successful people have their materials
They know their actions make a when needed. They keep their tools and
difference in their lives and the lives of supplies in good condition. Successful
others. They work at trusting themselves people plan ahead.
7
and others.
BE A LISTENER
2
BE RESPONSIBLE Successful people listen to instructions
Successful people choose to respond and follow directions. Because they listen
with appropriate behavior and accept the to what others need, they can cooperate
consequences of their actions. They take to achieve success.
credit for their success and learn from
8
their mistakes. BE A DOER
3
Successful people do their work to the
BE PRESENT best of their ability. They know the
Successful people go to work regularly. more they do, the more capable they will
Once there, they are both physically and become. For example, good baseball
mentally present. players become better baseball players
because they practice.
4
BE ON TIME
9
Successful people are prompt. They get BE A DEDICATED WORKER
to where they are going on time. Others Successful people keep trying. They keep
count on them to be on time. working toward their goals even when
5
things get difficult.
BE POLITE
10
Successful people show courtesy. They BE A GOAL SETTER
know that other people help them to Successful people plan for the future.
be successful, so they treat others with They use goals as a personal road map
respect. They are polite by waiting their to guide them where they want to go. By
turn, listening when others are talking, setting goals, people are able to realize
and being considerate of the feelings of their dreams.
others.
REMINDER
Please be reminded that you should not inappropriately
touch students or verbally demean them in any way.
REMINDER
Please refer to the ESS Policy on “Physical Contact” with
Students by Employees.
1.3 Expectations for Substitute Teachers

• Once you accept an assignment, be sure to follow through and complete the assignment.
• A
ccept assignments whenever possible. The more you establish yourself within a school, the more likely
teachers will be to place you on their preferred substitute lists.
• Appropriate professional dress and demeanor are required for this professional responsibility.
• A
rrive at least 15 minutes before school begins and clock in at the main office. Do not leave sooner than 10
minutes after the students are dismissed.
• Supervise students.
• D
uring prep (free) periods, when you do not have students in your class, please go to the main office to ask if
they need assistance with anything.
arry out, to the best of your ability, the responsibilities of the person in whose position you are working. This
• C
includes following the teacher’s plans that were left for you carefully and completely. You will also be expected
to cover any other extra duties of the teacher – before school, lunch, and/or after school.
• Be directly responsible to the principal in the assigned school.
• L
eave a brief report of the day’s activities for the regular classroom teacher. You may mention how the
students reacted to assignments, any behavior or disciplinary problems, etc. Positive feedback of your
experience that day is always encouraged.
• Leave the classroom neat and orderly at the close of each day.
• Only use school property for school business (e.g., computers, phones, gym equipment).
• P
ersonal use of cell phones and other remotely activated communication devices is not permitted in the
classroom or while students are present.
• I t is unlawful for you to take pictures of students without prior written permission from their parents and the
school principal.
NOTE
Please refer to ESS’ employee policy manual for specific
information regarding the substitute teacher’s disciplinary
actions and process.
NOTE
Substitute teachers are responsible for students at all times.
1.4 Disciplinary Process

Substitutes are reviewed by school administrators on a case-by-case basis for unsatisfactory performance. The review
is primarily based on the following criteria:
• Professional appearance and demeanor • Instructional skills
• Punctuality • Adherence to board polices and procedures
• Classroom management • Reliability
• Adherence to school polices and procedures • Professional conduct
• Following lesson plans and instructions
In the event there is a display and/or pattern of unsatisfactory behavior, an incident/complaint form will be
completed by a school administrator and submitted to ESS. A phone call or email will be sent to the substitute
teacher regarding the incident. Every incident is taken seriously and addressed.
Substitutes who receive an unsatisfactory review will receive a warning and may be blocked from working at a
specific school, or may be immediately removed from the district’s approved substitute list at the discretion of the
school administrator and ESS.
1.5 Professional Conduct

Substitute teachers’ conduct in performing their professional responsibilities shall be appropriate at all times. They
should not make inappropriate comments to students and shall not engage in inappropriate language or expression
in the presence of students and staff. Substitute teachers shall not engage or seek to be in the presence of a student
beyond the staff member’s professional responsibilities. School staff shall not provide transportation to a student in
their private vehicle or permit a student to enter their private vehicle.
Examples of Unprofessional Conduct:
• Inappropriately communicating with students and staff via telephone calls, internet, or email
• Telling students inappropriate jokes and/or using inappropriate language
• Talking about sensitive personal issues with students and staff (e.g., illnesses, family matters, relationships)
• Accepting gifts from students or giving them gifts
• Inappropriately socializing with students after school hours
• Invading a student's personal space
REMINDER
If you dress like a student, you will be treated like a
student. Teachers who are dressed professionally
command more respect from students than those who
dress inappropriately.
1.6 Social Media Information

STAY CONNECTED
ESS is making a splash in social media! Keep up to date with the latest company news and information by
connecting with us on:
• Facebook • LinkedIn
• Twitter • Instagram
Our lively posts offer teaching tips, upcoming opportunities, company volunteer efforts, inspiring stories, employee
spotlights, industry-relevant links and advice, and so much more. We encourage you to join in discussions with
fellow ESS educators, contribute advice, and share your success stories. Plus, be sure to keep a lookout for our flash
giveaways and prizes!
MAINTAINING PROFESSIONALISM IN A DIGITAL WORLD

Always remember that you are a professional and it is crucial that you extend your professional image to your
internet identity. Information shared online is never private so please be very careful to maintain the highest level of
propriety when posting to the company page and your personal page, as well.
In addition to monitoring the content you share online, please understand that it is completely inappropriate for you
to contact or interact with students outside of the school setting. Following the below tips will help you maintain a
professional, safe, and appropriate relationship with the students in your care:
• Never share your personal information with students
• Never ask for or accept personal information from students
• Do your best to keep your personal social media pages private to avoid being tracked down by students
• Do not connect with your students via social media platforms under any circumstance
• Do not engage in calling or texting your students at any time
• T
he use of cell phones (calls, texts, email, social media, web browsing, etc.) is strictly prohibited during your work
day outside of your lunch break and prep periods
• Never use school computers for social media, personal email, or personal web browsing
REMINDER
Please turn off your cell phone! Neither students nor
teachers are permitted to make or receive phone calls
during class.
1.7 Daily Operational Procedures

ARRIVAL INFORMATION
In order to be prepared for a full day of teaching, arrive at the school enthusiastic about the day and serious
about your role. It is recommended that you arrive at your assigned school at least 15 minutes before the start of
homeroom period. This will give you enough time to review the teacher’s lesson plans, daily schedules, seating charts
and rosters, emergency procedures, and special planned activities. Look over these materials closely and ask for
clarification if needed.
Upon entering the building, report directly to the main office where you clock in, introduce yourself to the school
secretary and request the following (if available):
• Homeroom assignment and location of the classroom(s)
• K
eys to the classroom(s), if needed. Note: Check with the principal or secretary if it is the school’s procedure
to give keys
• Identification badge (you must wear your badge at all times while in the building)
• Teacher’s schedule and special assignments (e.g., hall duty, bus duty, cafeteria duty)
• Lesson plans/substitute packet
• Seating charts/rosters
• Substitute teacher feedback report
• School map
• List of any rules or regulations that are specific to the school you are assigned to that day
• S chool handbook, attendance reports, cut slips, student passes, and other classroom materials (may be found
in the teacher’s desk)
• Emergency evacuation procedures/fire drills, lockdown procedures, and specific school codes
• Introduce yourself to teachers in nearby classrooms
eep your personal items in a safe place; your personal keys and classroom keys should be with you at all
• K
times
• Take attendance in every class
• Attendance taking is the teacher’s responsibility and should never be delegated to a student
• Follow the school’s procedures in reporting students who are late to class or cutting class
HOMEROOM
• The homeroom may consist of the following:
• Flag salute
• Daily announcements
• Attendance
• Daily bulletins, information flyers, etc.
CLASSROOM PROCEDURES
• Enter the classroom with confidence. Write your name on the board before class assembles as well as an
assignment that students can begin immediately.
• G
reet students in the doorway as they enter the classroom. Have students take their seats and begin working
on the assignment you wrote on the board while you prepare to address the class.
• I ntroduce yourself as Mr./Mrs./Ms. [your last name]; never permit students to call you by your first name. Call
students by their first names.
• Take attendance.
• Follow the school’s procedures for students who may be late or cut class.
• S ubstitutes are expected to continue instruction by following the lesson plans provided. If the lesson plans are
difficult to interpret, consult with the principal or another school administrator before class.
• Do not send students to the library or media center unless noted in the lesson plans.
• Do not leave your class unattended at any time. Supervise at all times.
• Write homework assignments on the board.
• I f money needs to be collected from students for a school event, record the amount, the name of the student(s),
and the purpose for the collection on a sheet of paper. Then turn it in to the main office at the end of the day.
Never leave money in the classroom.
• When sending students out of the classroom:
1. Be extremely conservative in giving students permission to leave class.
2. No more than one student should be excused from your room at any time, except in emergencies.
3. S tudents should never be sent out of class unless they are sent to see a specific person and are in
possession of a properly executed pass.
4. Students should not be permitted to go to their lockers during class.
5. Do not send students to the school nurse without a pass, except in emergencies.
CLASSROOM DISCIPLINE
The responsibility for maintaining discipline lies primarily with the classroom teacher. No learning takes place
when confusion exists. When you find that students do not respond to your normal methods of control, it may be
necessary to take a firm stand. If a student is repeatedly disrespectful, rude, discourteous, or is leading an unruly
group in your room, and he/she fails to abide by your warnings:
• Send the student to the principal or another school administrator.
• C
omplete a student discipline report as soon as possible and bring it to the main office in a sealed envelope
marked confidential.
• Check at the end of the day to see if the student reported to the office.
• Have the student escorted or call the office if there is a phone in the classroom.
DEPARTURE PROCEDURE
It is extremely important for the substitute teacher to end the day on a positive note. The suggestions below will be
helpful in establishing your professional relationship with the regular classroom teacher and the school.
• Dismiss students in accordance with the school’s procedures. Never allow students to leave your class early.
• Reminder: you are legally responsible for your students at all times.
• C
heck the classroom environment and ensure it looks the way you found it when you arrived. It should appear
clean and organized.
• Close all windows.
• Leave a note for the teacher.
• Clock out in the main office and return the following (if applicable):
1. Keys to the classroom(s)
2. School’s identification badge
3. Substitute teacher feedback report
4. Any other material that you received upon arrival
• S ubstitutes should leave the building ten (10) minutes after student dismissal; make sure all students have left
the classroom before leaving.
• Substitutes may not leave earlier during the school day without the permission of the school principal.
1.8 The Top Twelve “Principles” for Substitute Teacher

1. Adhere to the company’s policy on “Physical Contact” with Students by Employees.
The purpose of this document is to reinforce the ESS Policy on “Physical Contact” with students by employees
(e.g., substitute teachers, paraprofessionals, secretaries, food service employees, etc.).
Over the past several years, local, state, and national media have reported numerous incidents of inappropriate
physical contact between adults and children. As educators, we are all concerned about these serious events, as well
as the long-lasting impact they have on everyone involved.
We all know that the school environment and the role of educators have changed over the years. The safety of
students and staff must be the primary focus of all school employees, including substitute personnel.
As a result, ESS believes it is imperative to reinforce the long-standing policy on “Physical Contact” with students
by substitute employees. This policy was developed not only to ensure a safe classroom and school environment
for students but also to protect ESS substitute employees.
Specifically, the ESS Policy, “Physical Contact” with students, reminds substitutes that their role is different than
the regular classroom teacher and support staff. The student’s perception of what may be considered “innocent
physical contact” (e.g., pat on the shoulder, arm, head, handshake, etc.) may make the student feel uncomfortable
or offended. ESS substitutes must always be aware and respect the student’s physical space and perception – and
for the most part, they must refrain from physical contact.
A major component of the ESS Training Program for substitute teachers and paraprofessionals emphasizes the
importance of addressing “Limited Physical Assistance” contact with students. Below are some specific guidelines
to assist ESS substitutes and paraprofessionals with this critical and sensitive topic:
• P hysical contact is a common concern when working with younger children (e.g., Pre-K – 3), who may
attempt to demonstrate some form of physical connection (e.g., hugging) with substitute teachers and
paraprofessionals. This may be considered an acceptable pattern of behavior with the regular classroom
teacher and paraprofessional. However, substitutes must avoid this type of action, which may be perceived as
inappropriate and make the student feel uncomfortable.
• No ESS substitute employee shall physically touch a student in any manner (e.g., slap, punch, pinch, stroke,
push, grab, hug, kiss, fondle, etc.) or touch any student in a private area of his/her body.
• ESS employees should use strong verbal directives to manage inappropriate student behaviors and refrain
from physical contact with students.
• ESS employees must immediately request assistance from regular classroom teachers, school administrators, or
other school support staff for physically disruptive students.
• E
SS employees who have observed or suspect that improper student physical contact has occurred must
immediately report these incidents to the Company and the school’s administration.
ESS realizes there may be unique situations that require “Limited Physical Assistance” for younger students
and students with special needs. In these situations, the following guidelines will assist you in performing your
responsibilities as a substitute teacher or paraprofessional:
• If you are assigned to a preschool program with two and three-year-old students, you may be required to
change diapers, assist with toileting, and perform other bathroom-related responsibilities. You should always
request assistance from another staff member and be aware of any perception of inappropriate behavior while
performing these duties.
• You may want to leave bathroom responsibilities to the assigned regular classroom aides and provide any
necessary support.
• If a student attempts to hug you, avoid hugging them back.
• Younger students may need assistance with dressing appropriately to leave school at the end of the day.
Specifically, they may need help with tying shoes, zipping coats, putting on hats and gloves, etc. You may
provide limited physical assistance to ensure students are appropriately dressed before leaving school.
• Paraprofessionals may be required to provide limited physical assistance for students with special needs, as
defined in their IEP/504 Plan. Always be mindful of the student’s personal space to avoid physical contact
issues.
• Never touch any student in an inappropriate manner.
• L imited physical contact may be necessary, only under clearly and formally identified circumstances for
special support or safety of designated students. Physical interaction techniques may be appropriate for crisis,
redirection, and toileting purposes when directed by the school administration or other school personnel.
2. Avoid confrontations with students in front of their peers.

• Attempt to handle the issue individually (one-on-one). If you’re not successful, the disruptive student should
be referred to the school administrator.
on’t verbally confront an individual student in front of the entire class. Isolate the student and speak
• D
to him/her in a firm but calm tone of voice. Always address the specific behavioral issue and explain the
consequences.
• Avoid confrontations with administrators, teachers, and parents.
3. Dealing with fighting in the classroom and school.

• One of your major responsibilities is to provide for the safety and welfare of students.
• As a substitute teacher, you must ensure that there is always a safe environment for students to learn.
• B
efore addressing the issue of a physical altercation in the classroom and/or school, it is extremely important
for the substitute teacher to be proactive and attempt to diffuse the situation before it leads to a physical
altercation.
• E
ffective substitute teachers use their listening skills and sensitivity to the classroom environment to
determine if there are any student confrontational issues that may lead to a physical altercation. Separating
students before they are physically engaged always makes the situation easier to handle.
• R
emember, if a fight does occur in your presence, it is your responsibility to attempt to stop the fight without
becoming physically involved. The use of the word stop repeatedly may be effective. It is extremely important
to use a very loud “teacher voice” to create a diversion until another regular teacher or administrator can
arrive to handle the situation.
• At no time should you attempt to physically separate the students once they are engaged in fighting.
• I t is your responsibility to prepare a detailed written report of your observations of the incident to the school
administrator and ESS’ human resources department.
4. Adhere to the regular teacher’s lesson plans.

• I n all schools, teachers are required to leave daily lesson plans and/or a sub pack for the substitute teacher.
Check with the school administrator’s secretary before entering the assigned classroom.
• S ome schools have their teachers put lesson plans online in Absence Management so they can be reviewed the
night before you substitute. Again, check with the individual school if they use this procedure.
5. Remember, you are the teacher and not the friend or peer of a student.
6. M
aintain accurate daily attendance for all students. Remember that you are responsible for all students assigned to
you at all times (e.g., fire evacuation drills, class trips, assembly programs).
7. The substitute teacher should never leave a classroom unattended at any time. If an emergency arises, contact the
main office for assistance to provide another teacher to cover the class before you leave.
8. Never transport students in your personal automobile. If a student misses the school bus or his/her ride home,
report this to the school’s administrator. Never use your vehicle for school district business.
9. Be aware of the school’s and classroom’s policy on students eating snacks/food or drinking beverages in the
classroom.
• S pecifically, some elementary schools may permit their students to eat snacks during break periods. Also,
schools may permit students to have water bottles, especially during the warmer months. Again, check the
school’s policy on this procedure.
emember to check the regular teacher’s notes for information about students who may have food allergies
• R
(e.g., peanuts, chocolate, latex products). Report any medical issues to the school nurse and/or administration.
10. N
ever administer or provide students with any type of medication, including aspirin, cough drops, or any other
over-the-counter medication. Students who require specific medication should see the school nurse or medical
professional at the school.
11. Validate students’ responses to your questions. Compliment them even if their responses are only partially
correct. This strategy helps to promote a positive classroom environment.
12. M inimize use of pronouns. Use students’ first names instead of referring to them as “he,” “she,” or “you.”
NOTE
In the event that there are no daily lesson plans left by the
regular classroom teacher, ask the students what chapter
of their textbooks or workbooks they were working on the
previous day. You should also ask neighboring teachers
if they can provide you with some assignments for the
students. You may want to have some general classwork
activities (e.g., brain teasers, worksheets, puzzles). You
can use one of the activities in this guide and modify it as
necessary.
NOTE
Pay particular attention to students at the high school
level who may be permitted to have water bottles in the
classroom. Unfortunately, this can be a serious concern
if the water bottle contains alcohol. Some schools have
experienced a violation of the substance abuse policy
when students attempt to add alcohol (vodka) to the water
bottles. Immediately report this to the principal.
REMINDER
Always supervise your students. You are legally
responsible for the students assigned to your class.
Failure to follow this important responsibility may result
in dismissal from your substitute position and loss of your
teaching certification.
1.9 Instructions for Accident or Illness

IF A STUDENT IS INJURED OR BECOMES ILL WHILE IN YOUR CLASS, PLEASE FOLLOW THESE
PROCEDURES:
• Notify the school nurse and administrator immediately. Most classrooms have a call button to the office,
which you should utilize if available.
• Keep the student quiet, minimize his/her fears, and try to determine how badly the student is hurt.
• In case of serious injury, do not move the student. Call the office for the nurse and ask the office to call 911.
• I n case of severe bleeding, act immediately to stop it; cover the student and keep him/her warm. Always use
protective rubber gloves (non-latex) to avoid contact with bodily fluids.
• Make sure you have the details of the incident and names of witnesses.
• Report to the school nurse at the end of the day and complete an injury report.
• D
o not refuse a student’s reasonable request to visit the health office. Always make sure the student has a
pass to the nurse’s office. The nurse will judge the validity of the visit and keep a record of the students who
actually reported.
• Always handle classroom accidents or illnesses with a great deal of common sense.
1.10 Emergency Evacuation, Fire Drills, Intruders, and Lockdown Procedures

All schools are required to have emergency procedures in place in order to ensure the safety and welfare of students,
staff, and visitors.
Substitute teachers should request a copy of the plan to carry with them and familiarize themselves with the specific
emergency procedures. Substitute teachers should discuss safety plans with each teacher as well as other members of
the educational team to address procedures for students with disabilities that require special attention.
Always know where the building exit doors are in the event of an emergency.
NOTE
It is always a good idea to have a copy of the school
building plan and exit doors in the event of a sudden
emergency.
EMERGENCY SITUATIONS
The attitude of the teacher in emergency situations is of utmost importance. Being calm and composed will create
a feeling of reassurance and security for your students. Students will copy your actions and comply with your
instructions.
INSTRUCTIONS FOR A FIRE DRILL

• Fire drill procedures are posted at each school site in each room and office area and should be followed in an
orderly manner. Scheduled fire drills will be conducted as required by law during the school year. Please read
fire drill procedures before class begins.
• Exit instructions for each room should be posted in a conspicuous place for fire drills.
• Be certain all windows and doors are closed and all lights are turned off when you leave the room. Try to do
this without slowing down the exit. If possible, take all of your personal belongings with you. Students will
leave all personal belongings in the room to facilitate a quick exit.
• Assist students with physical disabilities.
• Be certain all students walk quickly and quietly when leaving the building.
• Be certain students are far enough removed from emergency vehicles. There may be designated areas for each
class assigned by the school principal. Be sure to keep students off the road.
• It is important that you take the daily attendance sheet with you when leaving the classroom with all of the
students.
• Upon reaching your destination, be certain to take attendance. Report any missing student to school
administration.
• Listen for directions for an alternate route in the event an exit is blocked.
• Students should return quickly and quietly to class at the end of the fire drill when the recall is sounded.
• Take attendance when all students have returned to class. Missing students must be reported to the office/
administration.
BOMB THREAT
• Notify the school administrator immediately of any threat or suspicious objects. Do not touch or move any
suspicious objects.
• Follow the school’s evacuation procedures.
• Once at the assigned evacuation site, account for all students and report any missing or additional students
who are not on the attendance record to the school administrator.
A school safety plan clearly spells out how a school will carry out emergency response and there will be drills
throughout the school year to ensure that all know exactly what to do. Take drills seriously!
Every school has a method to track every student, staff member, and visitor throughout any incident. This includes
a system to take frequent attendance of all students, staff, and visitors on school grounds, on educational excursions,
and on the school buses.
Schools also have a system for school staff to communicate with each other and with first responders during an
incident.
There are generally four procedural systems that can be accessed in the case of any emergency: Evacuation, Shelter-
in-Place, Lockdown, and Student Release or Family Reunification.
Evacuation is used when the school cannot be safely occupied, for example, in case of fire, gas leak, structural
problems, suspicious parcels, or bomb threats. Everyone exits via planned safe routes to designated gathering areas.
Shelter-in-Place (or Reverse Evacuation) is used when it is safer inside the school than outside, for example, in
weather or medical crises or outside criminal activities. Shelter is provided within the school during an incident.
Depending on the incident, all exterior doors and windows are locked. Students and staff may be directed to safe
areas designated for the specific incident, such as gyms, hallways, auditoriums, or classrooms. Shelter-in-Place may
also be used to stop movement within the building (for a student, staff member, or visitor with a medical emergency,
for example).
Lockdown is used when weapon-related violence is in progress or imminent in the building. Barriers are placed
between the building occupants and assailants. When lockdown is announced, students, staff, and visitors stay
in place or go to the nearest room. All classroom and office doors are locked. Students, staff, and visitors remain
silent and calm in their room’s designated safe area (away from windows and doors). Lights, tech monitors, and any
projection equipment are turned off.
Student Release or Family Reunification is used to account for the release of every student after an incident and
ensures students are released to an authorized adult. Students are to be picked up directly by a parent or designated
guardian.
Please note that if you become aware of any suspicious activity involving a person, an item, or a situation, do not
attempt to rectify the issue by yourself; instead, you must immediately report to a teacher or an administrator if a
teacher is not nearby. When in doubt, always report!
SAFETY FIRST!
The safety, health, and well-being of your students must be your first priority in all circumstances. It is crucial for
substitute teachers to be prepared in case of an emergency – here are some measures that should be taken:
BECOME FAMILIAR WITH SCHOOL SAFETY PROCEDURES

Because every school district has its own safety policies and procedures, you need to be familiar with the safety
practices at each school you work in. Some schools will provide you with a packet containing this information; if not,
you should request this information from the main office. Do not wait for an emergency or incident to occur to read
these policies – familiarize yourself with them immediately so that you are prepared in any situation.
Also take care to review the evacuation directions and emergency exits posted in each classroom. Most schools now
practice a variety of safety drills periodically, including but not limited to fire drills, evacuation drills (non-fire), active
shooter, bomb threat, and lockdown drills. Each of these drills have different starting signals and procedures. These
drills must be taken seriously by teachers and students so everyone is prepared in case a real emergency occurs.
During any type of safety drill, monitor your students closely to make sure they are absolutely quiet, calm, and under
control. Remember to assist any students with disabilities.
KEEP METICULOUS ATTENDANCE RECORDS

Taking accurate attendance is such an important part of your school day. Take attendance at the start of the day
and at the beginning of each class period for older grades. Be aware of the number of students in your class –
remember that you are directly accountable for your students at all times. If an evacuation drills occurs, be sure to
take your class roster outside with you in order to account for all students. Re-take attendance once you return to
the classroom. Any students who are missing during or after the evacuation drill must be reported to the school’s
administration immediately.
EXERCISE CAUTION WITH SENSITIVE SUBJECTS

When communicating with students, it is essential to think before you speak. Be mindful that your conversations
with students must be age and school-appropriate. Be especially careful with using humor and avoid making any
inappropriate “joking” comments to students.
BE PROACTIVE AND REPORT UNUSUAL ACTIVITY

Always be proactive versus reactive in any matters regarding the safety of your students. Things like keeping your
door shut, being aware of emergency procedures and exits, and keeping a folder with emergency information and
class rosters can help you respond quickly and calmly in case of an emergency or a safety fire drill. Make sure you are
tuned-into and aware of what is going on in your classroom and try to dissipate any dangerous situations before they
escalate. It is your obligation to report any and all suspicious or unusual activity to school administration.
1.11 ESS’ Procedures: Important Substitute Teacher Tips and Reminders

• S ubstitute teachers are expected to maintain the same ethical standards as regular teachers (e.g., stories or
gossip should not be carried from the building or spread to the students).
rom time to time, we receive complaints from school officials pertaining to our employees and recent job
• F
assignments. Schools have the ability to ask a substitute not to return to a specific classroom or school. The
superintendent’s office can request removal from an entire school district. Please know that ESS must follow
the wishes of our partner school districts at all times. You will be notified of any complaint that pertains to
you. Please see ESS’ employee policy manual for more details.
• U
pon arrival at each school, you should wear your ESS identification badge and bring copies of your
credentials. Please note that different states require different substitute credentials; you should bring copies of
any applicable documents (e.g., certifications, clearances, TB/PPD test results).
• I ntroduce yourself to teachers in nearby classrooms. They can help with any questions or concerns regarding
lesson plans and school procedures, and they can assist you in case of emergency.
• Welcome the students as they enter; smile and show confidence.
• D
ress appropriately. Teachers who dress professionally command more respect in the classroom than those
who dress casually or inappropriately. You should always dress for success.
• Be familiar with the district’s policy on acceptable use of the school’s computers and internet/intranet.
• Maintain classroom control at all times.
• A
rrive at your assigned school early enough (at least 15 minutes) to report to the main office in order to receive
the information necessary for the day and to prepare for your first class. Always enter through the main
entrance of the school building.
• I mmediately print your name on the board (Mr., Mrs., Ms.). Students shouldn’t be permitted to address you by
your first name. Please report to the principal’s secretary upon arrival at each school and clock in. Always wear
your ESS identification badge as well as any identification provided by the school, if applicable.
• R
eview the teacher’s lesson plans and resource materials in order to be prepared for the day. Please follow the
teacher’s lesson plans and any other assigned responsibilities.
• Review emergency evacuation and classroom lockdown procedures.
• A
lways count the number of students when leaving and returning from areas other than the classroom (e.g.,
fire drill, media center, playground). Supervise your students.
• Take attendance in every class. This task should not be assigned to a student.
• A
lways grant a student’s reasonable request to leave the classroom (e.g., going to the nurse or guidance
counselor). Provide the student with a pass to the location.
• At the end of the day, please sign out in the main office and exit through the main entrance of the school.
• S ubstitute teaching is not always easy. The students are familiar with their teacher’s way of conducting class.
Many times you may hear: “Our teacher doesn’t do it that way.” Be firm, but friendly, and explain that we
all do the best we can in different situations. Be assertive in your tone of voice and language. Don’t become
confrontational.
• Set your procedures and expectations very clearly at the beginning of the day.
• D
evelop a seating chart if one isn’t available. It is much easier to maintain classroom control when you call the
students by name.
ring your substitute supplies and emergency packet that contains classroom items such as extra pens, pencils,
• B
tape, dry erase markers, and any other items you think may be useful.
• C
irculate around the room to maintain control and assist individual students. Don’t sit at the teacher’s desk
or station yourself in front of the room, as these are ineffective ways to manage the classroom. Never read
newspapers or personal magazines, leaving the students unattended. Remember, you are not a babysitter, you
should be actively engaging students at all times. Always supervise students.
• U
se tentative words or phrases to deal with potential confrontations (e.g., when students say: “That’s not the
way our regular teacher does it,” use two simple words that no one can argue with: “I understand.” (see 2.6 for
additional words and phrases)
• T
ry never to confront an individual student in front of other students. Isolate the student and address the
specific issue individually.
• I n the event you are unable to locate the regular teacher’s lesson plans, immediately check with the principal’s
secretary and utilize the sample lessons and resource materials in your personal substitute teaching packet.
Remember the three Cs – cool, calm, and confident.
• Take a moment to observe the environment and organization of the classroom.
• Make sure all classroom materials used by students are returned by the end of the day.
• Y
ou may want to spend a few minutes at the end of the day conducting a recall of what the students have
learned. Make a list on the board or brief notes for the regular teacher.
• P
lease leave your classroom in the same condition that you found it. Have students straighten their area and
clean around their desks. If chairs were on the desks or stacked when you came in, please make sure they are
arranged the same way when you leave.
• L
eave a note for the teacher at the end of the day. This is important so that the teacher knows where to begin
the next day.
• W
hen all duties are completed, please return to the office to return all keys and materials that were provided
for you and clock out.
Classroom Management 21
CHAPTER 2
Classroom Management
2.1 Setting the Tone to Establish Classroom Management

• Review all lesson plans and materials provided in the regular teacher’s substitute packet.
• Print your title (Mr., Mrs., and Ms.) and last name only on the board and introduce yourself to the class.
• Adhere to the lesson plan schedule and follow the directions provided by the regular classroom teacher.
• Adhere to the school’s opening exercises and procedures (e.g., Pledge of Allegiance, taking attendance).
• Communicate effectively by providing clear and specific directions at all times.
• O
nce you have provided directions for the first lesson plan assignment, circulate throughout the classroom to
maintain control and respond to individual student’s questions.
NOTE
Never use or allow students to address you by your first name.
REMINDER
In order to establish classroom control, you must maintain
your role as the teacher and not the friend/peer of students.
2.2 Basic Classroom Management Components

THE WHAT AND WHY
Students are often resistant to learning anything when they don’t understand. “What’s the point?” is always rattling
around in their heads. Explaining what the topic is and why it’s important cuts through their resistance to learn.
MODELING AND DEMONSTRATING

As the teacher, it’s always a good strategy to model the behavior you expect from students (e.g., entering the
classroom quietly, raising hands, responding to questions).
PRACTICE, PRACTICE, PRACTICE

Provide students with opportunities to practice and model the appropriate behaviors.
RE-TEACH AND REPETITION

When students don’t demonstrate the correct behaviors, stop and re-teach the strategy until they are able to respond
appropriately.
2.3 Setting Expectations and Procedures for the Class

Substitute teachers must immediately establish a set of classroom procedures for the students in order to conduct
an orderly and effective classroom environment. Below is a partial list of several procedures that may assist you in
performing this task:
Students should….
• Listen to one another speak • Speak one at a time
• Raise hands to respond to questions • Be positive
• Not call out responses • Make eye contact when someone is speaking
emonstrate mutual respect for other
• D • Keep their hands to themselves
students and the teacher • Think before acting
• Follow directions • Listen to ideas of other students
• Ask questions when unsure of directions
• B
e open-minded with different opinions; try to be
non-judgmental
2.4 Establishing Basic Procedures and Routines

Substitute teachers need to implement basic procedures and routines to help students stay on task, minimize student
behavioral issues, and maximize instructional teaching time. A list of some effective routines and procedures is
provided below:
• U
sing signals such as clapping, thumbs up, eyes on me, time out, etc. to gain focus and student attention
during the lesson
• Praising and complimenting students; validating their responses
• Using “wait time” to gain student attention
• Listing the amount of time left for a specific activity (e.g., non-verbal countdown)
• Using a firm, but respectful teaching voice that shows enthusiasm for the subject
• Establishing rationale for classroom procedures
• Modeling consistent behavior
• Delivering clear and specific directions
• Monitoring behavior in a quick, calm manner
NOTE
You may want to check with some of the students in the
class for specific procedures and routines established by the
regular classroom teacher. Before implementing your own
procedures, it’s always a good idea to use the procedures that
the students understand and have practiced.
2.5 “Act As If”

THREE SIMPLE BUT EFFECTIVE WORDS FOR SUBSTITUTE TEACHERS
Substitute teachers face a very challenging position each day they enter a classroom. Regardless of the grade level, stu-
dents are very observant and immediately react to changes in their normal school day. One method to effectively
deal with their reaction to you as a substitute teacher is for you to “Act As If” you are the regular classroom teacher.
Sometimes making believe or pretending can get you through a challenging day. As the regular classroom teacher,
you would maintain and manage a controlled classroom environment while providing the necessary daily instruction
outlined in the lesson plans. Teaching with confidence and enthusiasm demonstrates to the students that you are the
professional in control of the classroom and you truly enjoy teaching. When substitute teachers display these quali-
ties, students are more likely to follow directions, perform tasks, and enjoy learning.
“Act As If” also helps you to avoid bringing your own personal problems into the classroom. Pretending that it is
going to be a terrific day helps to manage and motivate the students.
NOTE
In addition, no matter how good your previous lesson may
have been, you should “ACT AS IF” it could always be better.
2.6 Using Tentative Words & Phrases To Minimize and Defuse

Teacher/Student Verbal Confrontations
There may be times when students become unruly, disruptive, and attempt to verbally confront the substitute
teacher. A successful way to address these issues is to remain calm, speak in a firm but caring tone of voice, and
always stay in control. The suggested phrases/words listed below are good ways to respond to these students:
• I understand... • Could it be... • It may be possible...
• Perhaps... • I’m not sure... • I suggest that we...
• I think... • Is it possible... • Nevertheless...
• Maybe it’s a good idea... • However...
NOTE
You can demonstrate that you are in control both verbally
and through your non-verbal body language.
2.7 How to Get and Maintain Students’ Attention

EXPLAIN
Give a simple example of your signal/procedure (e.g., “Eyes on me” means to stop what the students are doing and
focus on the teacher).
MODEL
Demonstrate the signal/procedure to the student (e.g., “Hands on your lap” means to stop writing and focus on the
teacher).
PRACTICE
Allow the students to have a brief discussion on a topic or begin writing something and then use the above signal/
procedure to focus students.
REVIEW
Spend a few minutes each day practicing the signal/procedure until it becomes part of the classroom routine.
PRAISE
Remember to praise the students when they begin to master the procedure.
REPEAT
If the students didn’t give you their immediate attention after the signal/procedure, have them repeat it until they
have mastered it. One of the keys to great classroom management is to never continue instruction or activities until
you get exactly what you want from your students.
NOTE
Keep in mind that many effective classroom teachers have
already developed specific signals, procedures, and routines
to focus students and gain their attention. Don’t feel that you
need to create new or more innovative signals for the students
to master. Ask the students for the signals/procedures used by
the regular classroom teacher for best results.
2.8 How to Communicate and Connect with Students

USE “I MESSAGES”
“I messages” help to get your point across without making students feel defensive and confrontational. Here’s an exam-
ple: “…I feel…when you…because…”
• I feel (X) – a feeling, not an opinion
• When you (Y) – observable behavior
• Because (Z) – an observable consequence
This structure describes, labels, and avoids teacher talk. The student knows the consequences of his/her behavior.
For example: “Robert, I feel angry when you pull your jacket over your head and sleep in my third period class.
Because you are missing the lesson, you may not pass Thursday’s test.”
USE SMALL TALK

Small talk or casual conversation helps you connect with students in a positive way. It creates emotional involvement,
shows students you care about them, and helps establish and maintain the teacher/student relationship.
INVITE STUDENTS TO TALK ABOUT FEELINGS

First respond to feelings, then to facts. When a student is angry, frightened, or frustrated, saying, “Calm down, calm
down!” doesn’t work.
Instead, you may want to say:
• “You seem quite upset.”
• “Someone must have done something awful to get you this excited.”
• “Do you want to talk about what’s bothering you?”
TRY THE ONE MINUTE PRAISE AND ONE MINUTE REPRIMAND

When you need to criticize a student, give three positives before the negative. Express three sincere compliments
before your first negative comment. The compliments get the student’s attention and make him/her more willing to
listen to what you have to say.
For example: “Mary, I really enjoy your high energy level, enthusiasm, and willingness to share. However, yesterday,
your constant talking disrupted our lesson. Is there any way you might behave differently?”
ALWAYS PROVIDE FACE-SAVING COMMENTS

Adults as well as children need a way to save face. You may want to use phrases such as:
• “It’s easy to get confused.”
• “I understand why you’re so upset.”
• “The details make this difficult.”
USE SILENCE
Pausing or using “wait time” before you respond to a student’s behavior gives you time to reflect. Everyone dislikes a
void so we rush to fill in the silent spaces. A quiet, calm silence can work to your advantage.
MATCH YOUR WORDS TO YOUR BODY LANGUAGE/NON-VERBAL SIGNALS

Smiling when discussing a difficult class assignment gives the wrong message. Match your facial expression and
other body language/non-verbal signals to your words.
INVITE AN ANGRY STUDENT TO SIT

We have the most resistance while we are standing. Isolate the student by directing him/her to sit in a designated
area.
HANDLE A STUDENT’S INSULT

Don’t confront or make threats; use conversation. Discretion and diplomacy are powerful tools while expressing
anger may be the worst thing you can do. Resist impulsive behavior and remain calm at all times.
Tell the student that anger or insults won’t have the desired effect. Say something like, “Jeff, yelling and exploding
won’t work with me.” Use body language/non-verbal signals to end the insult.
2.9 E
ffective Responses on How to Handle an Angry, Verbally
Aggressive Student
• Never become physically involved.
• Always remain calm and in control of your emotions and behaviors.
• I solate the angry student from the other students in the classroom. Your first priority is to keep students safe,
calm, and uninvolved.
• Stand firmly where you can observe the student’s behavior while showing the class you are in control.
• Do or say nothing.
• Allow the student to calm down.
• Calm the student. Use phrases such as:
- “Take it easy.”
- “Try to relax.”
- “I understand you’re frustrated.”
- “We can talk later.”
• D
emanding, lecturing, arguing, using sarcasm, and raising your voice can cause students to resent you and
cause behavioral problems.
• N
ever use inappropriate language when dealing with students or in general while in the classroom or school
building.
• Use effective listening skills, including positive non-verbal body language when responding to students.
araphrasing questions and responses can further engage the student in listening to you. Eye contact and a
• P
nod of the head can influence a student in a positive direction.
• Personal and sincere acts of praise can have a profound impact on students.
2.10 Strategies to Avoid Sending Students to the Office

LEARN THE STUDENTS’ FIRST NAMES
• M
inimize using “pronouns” (referring to students as you, him, her, she, he, etc.) Learn and use the students’
first names.
• Use the direct command approach with the student’s name.
• Confront the student privately, not in front of the entire class.
TRY ISOLATION
Separate the student from the rest of the class. Put the student near the front of the classroom. Speak to him/her
privately. Always keep students within your sights.
TRY TO GET THE STUDENTS INTERESTED IN CLASSWORK

Show your genuine concern for student learning. Respond to students individually and in small groups.
SENDING STUDENTS TO THE OFFICE SHOULD BE A LAST RESORT

Effective discipline should happen immediately, and it needs to be handled by you, the teacher.
2.11 Changing the Environment

MOVEMENT
The best way to handle discipline problems is to be proactive and stop them before they begin. Your mobility is vital.
Walking throughout the classroom and responding to individual student’s questions helps you to maintain control.
SEPARATION
If you have two students who insist on talking instead of working, try these solutions: Stand near the pair. Say in a
firm but supportive way, “I need you to complete your work,” or “There’s no talking and you should focus on your
assignments.”
If these words fail, separate the students. Stand near them and say to one student, “Please take your books and move
here.” You’ll probably get the response, “But I didn’t do anything.” Answer with, “Yes, I know. You’re not in trouble.
I need you to move here.”
Then don’t say another word. This is usually the most difficult part. After the move is made, say, “Thank you, Mary,
for cooperating, I appreciate your assistance.” This technique works effectively because it’s a positive method to
correct a minor behavioral issue. Ignoring it may cause it to escalate.
2.12 Classroom Management Techniques that May Backfire

• Raising your voice aving a double standard – making students:
• H
“Do what I say, not what I do”
• Yelling
• Preaching
• Saying: “I’m the boss here!”
• Making assumptions
• Insisting on having the last word
• Backing the student into a corner
• U
sing tense body language, such as rigid posture
or clenched hands eneralizing about students by making remarks
• G
such as: “All you kids are the same”
sing degrading, insulting, humiliating, or
• U
embarrassing put-downs • Making an unsubstantiated accusation
• Using sarcasm • A
cting like a student by throwing a temper
tantrum
• Attacking the student’s character or self-esteem
• M imicking the student
• Acting superior
• M
aking comparisons with siblings or other
• Using physical force – never touch a student students
• Drawing unrelated persons into the conflict • Using humor
REMINDER
Please refer to the ESS Policy on “Physical Contact” with
Students by Employees.
2.13 Classroom Management Sample Situations

Let’s set the scene. You have given the assignment. You walk around the room. This keeps the students on task.
You’re in control of the situation, answering questions, and making sure everyone is on task. You then notice
talkative John. He’s turned around at his desk and is trying to get a conversation started with Joe. You cannot ignore
this minor problem.
Step 1:
As a first approach, stare at John. Your non-verbal body language may be enough incentive to get John back on task.
If his challenge continues and he ignores you, then try…
Step 2:
Walk over to him and place your hands on his desk. The idea is to be physically close. You can’t successfully
discipline students unless you have their attention and you are physically close. This rule applies to the first grader as
well as the high school student. Remember, never touch the student!
Step 3:
Use the student’s name. Give this simple command in a soft tone of voice. Remember that John is the only person
who needs to hear the request. Say, “John, do your vocabulary.” Remember to use the student’s name and to keep
your commands as simple and direct as possible. This lets John know exactly what he needs to do. You haven’t
embarrassed him or insulted his integrity.
Step 4:
Say nothing. To ensure that you say nothing, start counting silently. How long? You should wait approximately one
minute. You’re waiting for John to respond to the command. You are not begging or pleading. You’re in control of
your behavior. Continue to stand near John. Your physical presence alone is a big factor in getting him back on task.
At this point, John should now be working.
Step 5:
Say, “Thank you, John.” Always say “thank you” and use the student’s name. You haven’t responded with anger. You
have rewarded the good behavior by thanking him. This small discipline technique gets the student back on task. But
more importantly, it also establishes a positive feeling between you and the student.
This technique can be very effective. It works with high school seniors as well as third graders. Why? Part of the
answer is that the teacher has changed his/her behavior. The only behavior you can honestly control is your own.
You can’t possibly predict every reaction you may receive from a student, but you can control your own responses.
That’s the secret of good classroom management.
But what if you decide to ignore John? His behavior really isn’t so bad, is it? If you ignore John, it won’t take long for
the entire class to be out of control. Young people are great observers. If you ignore one student who doesn’t work,
very soon you’ll have a classroom that doesn’t work. The students think, “If I can get away with misbehavior, then
this teacher doesn’t care about me.”
If you show that you care, then you have the courage to guide young people into doing what you know is right.
Basically, students want to please adults.
Lesson Planning and Teaching Strategies 31
CHAPTER 3
Lesson Planning and Teaching Strategies
3.1 Lesson Plans

A lesson plan is a document that specifically outlines what students are required to learn, how they will learn it,
and how to determine if they have mastered the subject matter. Most lesson plans are developed from the approved
school district’s curriculum and/or state mandated core curriculum content standards.
Lesson plans have the following basic components:
1. Instructional goals/objectives/outcomes
• What do you expect the students to accomplish?
2. Instructional strategies and necessary materials
• What steps (including specific techniques) are to be followed and lead to accomplishing the goal?
3. Assessment/evaluation
• H
ow do you know the students have learned the information and mastered the
instructional goals/objectives?
3.2 Lesson Plans and Delivery of Instruction

Substitute lesson plans are written with the expectation that you will follow them to the best of your ability. Do not
stray from the plans unless there are extenuating circumstances.
Please remember: You play an important part in the delivery of instruction. You are the link between the mission
to educate and the absent classroom teacher. You are expected to provide your best effort in carrying out the lesson
plans and modeling the behaviors and attitudes you expect from your students.
Substitute teaching should be viewed as a profession. The following strategies may assist you in
the classroom:
1. Make introductions.
nowing everyone’s first name makes management easier. As a good introductory activity, write your title
• K
and last name on the board and call the roll for attendance purposes. Make eye contact with each student as
he/she responds. Take accurate attendance.
rovide a brief introduction about your professional background (e.g., college degrees, teaching, or other
• P
related work experience). This will help establish your credibility with the students.
2. Give directions concisely.
• A substitute teacher who gives clear, specific, step-by-step directions remains in charge of the classroom.
3. Communicate the significance of learning.

• Minimize time spent on procedural matters such as distributing handouts.
4. Require student attention and participation:
• D
o not allow students to shuffle papers, get out materials, or do other work when you are giving directions.
To ensure that students understand directions, a skillful substitute teacher might ask students to repeat
parts of the directions.
• During group learning activities, give students as many opportunities as possible to be active learners.
• D
uring individual seat work periods, students should be held accountable for completing work within the
time allotted. One way to assist students in completing their work is to remind them about expended time,
helping them to use the clock to pace their work.
5. Provide learner feedback.
nother way to communicate the importance of learning is to provide feedback to students about their
• A
work. Because systematic feedback should be provided to students about how well they have done, a
substitute teacher should schedule time to quickly review any independent work just completed. This time
allows the substitute to:
1. Determine if anyone is having difficulty and needs assistance.
2. Let students know that the work they are doing is important.
6. Provide closure at the end of the day.
• A
t the end of each day or class, leave time to bring closure to the learning activities. The teacher should
remind students about homework and compliment them for academic accomplishments and appropriate
behavior. To provide closure, you may consider the following:
1. Ask the students to list the learning topics covered during the day. Ask for their opinions as to the
most interesting topics. List the topics on the board.
2. A lways leave a brief note for the teacher describing the academic work that was accomplished
during the day and the student productivity that was observed.
3.3 Suggestions for Substitute Teachers if There are No Lesson Plans

Although all schools require teacher lesson plans and emergency substitute packets, there may be times when lesson
plans aren’t available. Therefore, substitute teachers should be thoroughly prepared to continue instruction to the
best of their ability. The following suggestions may be useful:
• A
sk the students what lesson or chapter of the textbook they previously studied. Use this information
to conduct a review of the material. You may want to review the questions at the end of the textbook to
determine if the students mastered the material.
• A
llow selected students to demonstrate their knowledge of the material in front of the class and/or on the
board.
• I f it appears that the students have mastered the material from the previous chapter, move on to the next
chapter with an introduction and assignment for the class.
Take the opportunity to discuss appropriate current events from the local, state, and/or national media.
• Use the following instructional strategies:
1. Brainstorming 3. K-W-L chart (know, want to know, learned)
2. Pros and cons chart 4. Select topics that are age appropriate and may interest
the students
• A
sk a nearby teacher in a similar grade level or subject area to borrow their lesson plans or activities from the
emergency substitute packets.
3.4 Special Education Information for Substitute Teachers

Substitute teachers should look out for the following characteristics of a student with a learning disability:
• Looks typical, but does not learn typically
• Has a short attention span
• Has poor listening skills
• Is highly distractible and may have difficulty following directions
• Does not seem to be trying; acts lazy or defiant
• Exhibits immature behavior or acts out
• Displays general disorganization; poor organization of time and space
• Often has difficulty with written assignments
• Gives up easily and may appear totally unmotivated
To capture the attention of your class and especially students with disabilities during the first five minutes of class,
you may have students work in journals while you take attendance. You may wish for students to complete a “Do
Now” problem or have students complete a quick activity that captures their attention and gets them interested.
During the last five minutes of class, you may want to assign homework assignments or discuss due dates of projects.
Give students time to start homework or provide examples of how to do the homework assignments.
Examples of what not to do when teaching a class that contains students with disabilities/classifications:
• Do not ever embarrass a student in front of his/her peers
• Do not identify a student by his/her handicap in class
• Do not address a student in a punitive, derogatory manner
• Do not threaten a student with punishment for not completing work right away
Examples of what to do when teaching a class that contains students with disabilities/classifications:
• Establish clear class rules and consistently follow them
• Provide alternative assignments for students who are classified
• Modify the format of tests for students who are classified
• Shorten homework assignments for students who are classified
• Be patient; listen to the student about what the issues are
• Maintain a calm demeanor and provide clear, consistent feedback
• Don’t be afraid to praise students for work well done or for at least trying
Selected School District Policies and Procedures 35
CHAPTER 4
Sample School District Policies and Procedures
4.1 Important School District Policies and Procedures

Each school has certain policies and procedures that you will be informed about when you report to your assignment
in that school. The general guidelines below apply to all schools and must be followed consistently:
• S ubstitute teacher assignments, which are based upon the needs of the school, may change upon your arrival at
the building as determined by the administrator.
• A ll cases of accidents or illness of students must be immediately reported to the school office.
• S ubstitute teachers must maintain control in the classroom in an appropriate manner. Persistent and extreme
behavior problems must be referred to the principal’s office. Discipline issues must be documented and provided
for the regular classroom teacher when he/she returns.
• C
ell phones and other remotely activated communication devices are prohibited during the instructional
school day. Please refer to the school’s handbook and board policy for specific regulations.
• U
nacceptable student or teacher use of the internet is prohibited. Please refer to the school’s handbook and
board policy for specific regulations.
• Never leave the students unattended.
• Pictures may not be taken of the students.
• Never communicate with students after school by using social media, emails, internet, etc.
• Never use inappropriate language.
• Solicitation by substitute teachers is prohibited.
• S tudents are never to be released from the building during school hours without permission from the school
office.
• Do not violate the confidentiality of information concerning students or staff members.
• Any money collected must be given to the principal’s secretary.
• Follow the lesson plans. Students should not be given “free time.”
4.2 Sample Policy: Harassment, Intimidation, and Bullying (HIB)

ESS recognizes the need for a procedure to be in place for persons to report and investigate allegations of hazing
and/or harassment, intimidation, or bullying behavior. The following complaint procedures should be used for an
allegation(s) of hazing and/or harassment, intimidation, or bullying behavior:
REPORTING HAZING AND/OR HARASSMENT, INTIMIDATION, OR BULLYING BEHAVIOR

Any person with any information regarding actual and/or planned hazing and/or information regarding acts of
harassment, intimidation, or bullying of a student by any school employee or other students must immediately report
the information to the school principal.
• I f the school principal deems it appropriate, he/she may immediately notify the parents/legal guardians of the
alleged student who may be, or was, the victim of this behavior, and the accused student(s) who performed this
behavior.
• The school principal will not disclose the name(s) of the person(s) accused or alleged victim(s) to the other
party prior to completing a preliminary investigation.
NOTE
You must review and adhere to the specific HIB policy of
the school district in accordance with policy and state law.
REMINDER
It is your responsibility to “observe and report” not “ignore
or investigate” issues related to harassment, intimidation,
and bullying.
4.3 Anti-Harassment, Sexual Harassment Policy, and Complaint Procedure

The Company is committed to maintaining a safe educational environment and workplace that is free from
harassment. Sexual Harassment of any employee of the Company is strictly forbidden. In accordance with this
policy, all Company employees are expected to conduct themselves in a professional manner at all times. They are
expected to promote a positive work environment which is free from any form of harassment including sexual
harassment and intimidation. Harassment or sexual harassment in the workplace, whether committed by employees,
supervisors, customers, or any third party is not sanctioned nor tolerated.
Consistent with the Company’s belief that each employee should be treated with respect and dignity, the Company
is committed to providing a work environment free from discrimination and unlawful harassment. In keeping with
this commitment, we maintain a policy prohibiting sexual harassment and harassment regarding any characteristic
protected by the anti-discrimination laws including, but not limited to: age, race, religion, color, gender, national
origin or ancestry, disability, sexual orientation, veteran status, or any other legally protected group status.
The Company’s Anti-Harassment Policy applies to all persons involved in the operation of the Company
and prohibits unlawful harassment by any employee of the company, including supervisors and co-workers.
Furthermore, it prohibits harassment or sexual harassment in any form, including verbal, visual, physical, and the
unacceptable use of cell phones, computers, social media, and the internet.
A non-exhaustive list of what may, in some circumstances, be harassment or sexual harassment include:
• Unwelcome, sexual physical contact
• Unwelcome ongoing or repeated sexual flirtation, propositions, or remarks
• Sexual slurs, leering, threats, verbal abuse, derogatory comments or sexually degrading descriptions
• Graphic comments about an individual’s body or physical appearance
• Sexual jokes, notes, stories, drawings, gestures or pictures
• Spreading sexual rumors
• Touching an individual’s body or clothes in a sexual way
• Displaying sexual objects, pictures, cartoons or posters
• Impeding or blocking movement in a sexually intimidating manner
• Sexual violence
• Displaying written materials, pictures or electronic images
• Unwelcome acts of verbal, nonverbal, written, graphic, or physical conduct based upon sex or sex stereotyping
Harassment based upon a protected group status consists of physical or verbal conduct relating to an individual’s
protected group status when the conduct;
• Creates an intimidating, hostile or offensive working or educational environment; or
• Substantially or unreasonably interferes with an individual’s work or education; or
• Otherwise is sufficiently serious to limit an individual’s employment opportunities
Examples of conduct which may constitute harassment based upon a protected group status if it meets the preceding
definition include, but are not limited to:
• Creating or displaying graffiti containing racially offensive language
• Name calling, telling offensive jokes or spreading rumors
• C
ommitting acts of physical aggression against a person or his property because of that person’s protected
group status committing hostile acts which are based upon another’s protected group status
• C
reating, distributing or displaying written or graphic material which intimidates or threatens individuals
based upon their protected group status
It is our intention to create a workplace environment in which our employees, as an initial step, are able to confront
other employees and inform them that their conduct is unwelcomed and must stop immediately.
COMPLAINT PROCESS
If you have a complaint of unlawful harassment that cannot be immediately resolved by confronting the harasser,
you must immediately contact the Human Resources Department. All incidents will be investigated promptly and
corrective action recommended based on the outcome of the investigation. The results of the investigation may
include disciplinary action up to and including permanent termination of employment with the Company. To the
extent possible, reasonable efforts will be made to maintain confidentiality and the investigation will be limited to
those that need to know.
No adverse employment actions are taken against employees and applicants due to a complaint being filed or
opposing discriminatory actions or for participating in the investigation of any complaint.
Employees are also protected against retaliation for communicating about reported incidents of harassment when
responding to questions during internal investigations. Retaliatory action against anyone for opposing sexual
harassment, complaining of sexual harassment, and/or providing witness testimony is prohibited by state and federal
law, and shall be grounds for disciplinary action. Victims of such actions must report this behavior in order for
appropriate action to be taken.
Employees and applicants should immediately contact the Company’s Human Resources Department about any
violations of the Company’s Policies or any applicable law. All complaints are promptly investigated. Cooperation is
expected during the investigations. Information obtained during the investigations is confidential and only disclosed
to the appropriate individuals who have a need to know the information.
Any Company Employee, including supervisors and managers, who engages in discriminatory conduct or harassment
is subject to immediate disciplinary action, up to and including termination of employment with the Company.
Retaliation against any individual for reporting harassment or discrimination, or for participating in an investigation
of a claim of harassment or discrimination, is a serious violation of this policy and, like harassment or discrimination
itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly
investigated and addressed. Misconduct constituting harassment, sexual harassment, discrimination or retaliation
will be handled appropriately.
False and malicious complaints of harassment, sexual harassment, discrimination or retaliation may be result in
appropriate disciplinary action.
4.4 Child Abuse/Neglect Reporting Requirements

All people who work in schools are required to report suspected abuse/neglect, whether or not substantial
corroborative evidence is available. It is the responsibility of the district’s staff to report all cases of suspected abuse,
abandonment, cruelty, or neglect, resulting in physical or mental injury by other than accidental means, to the
appropriate school administrator and appropriate local agency.
Child abuse and neglect can take many forms. In general, abuse refers to situations such as beating, excessive
corporal punishment, or inappropriate sexual activity. Neglect refers to acts of omission such as failure to provide
adequate physical or emotional care. Recognizing a child’s need for protection is of primary importance regardless of
the form of maltreatment.
The suspicion of abuse/neglect should be based on the child’s complaints or observation of the child’s physical
condition, behavior, and/or changes in either over a period of time. It is not necessary that the reporting employee
observe any external physical signs of injury of the child. It is sufficient to suspect that abuse has occurred when
a child complains of having been sexually molested or of pain which he or she says has resulted from an inflicted
injury. In such cases, the report should be made.
Employees should be aware that abused children typically explain injuries by attributing them to accidents in play
or to sibling conflict. Any doubt about reporting suspected situations is to be resolved in favor of the child and
the report should be made immediately. In any case, no employee should attempt to press a child on the subject of
parental or guardian abuse to validate the suspicion of child abuse. Inform school administration immediately of
suspected child abuse/neglect because all reports of incidents of alleged missing, abused, or neglected children must
be reported to the state agency.
CHILD ABUSE DETECTION

Educators should take note of a child who:
• Is habitually away from school and constantly late
• Arrives at school very early and leaves very late because he/she does not want to go home
• I s compliant, shy, withdrawn, passive, and uncommunicative (perhaps having internalized his/her problem of
dealing with adults)
• Is nervous, hyperactive, aggressive, disruptive, or destructive (perhaps acting out his/her hurt to secure
attention)
• Has an unexplained injury such as a patch of missing hair, a burn, a limp, or bruises
• Has an inordinate number of “explained” injuries such as bruises on arms and legs over a period of time
• Exhibits an injury that is not adequately explained
• Complains about numerous beatings
• Complains about the mother’s boyfriend “doing things” when the mother is not at home
• Goes to the bathroom with difficulty
• Is inadequately dressed for inclement weather (e.g., only wearing a sweater for outerwear in winter)
• Wears a long-sleeved blouse or shirt during the summer months to cover bruises on the arms
• Has clothing that is soiled, tattered, or too small
• Is dirty, smells, has bad teeth, hair is falling out, or has lice
• Is thin, emaciated, and constantly tired, showing evidence of malnutrition and dehydration
• Is unusually fearful of other children and/or adults
• Has been given inappropriate food, drink, or drugs
4.5 Bloodborne Pathogens

This information is designed to provide our employees with a basic understanding of bloodborne pathogens,
common modes of transmission, and methods of preventing exposure.
To help protect workers from this serious workplace hazard, the Occupational Safety and Health Administration
(OSHA) published the “Occupational Exposure to Bloodborne Pathogens Standard” on December 6, 1991. The
purpose of this standard is to protect workers by limiting occupational exposure to blood and other potentially
infectious materials. Employees who could “reasonably anticipate” to face contact with blood and other potentially
infectious materials while performing their job duties are covered by the standard.
It is important that you know which ways are viable means of transmission for the bloodborne pathogens in your
workplace, and which are not. Bloodborne pathogens are transmitted when contaminated blood or body fluids enter
the body of another person. In the workplace setting, transmission is most likely to occur through:
• A
n accidental puncture by a sharp object such as a needle, broken glass, or other “sharps” contaminated with
the pathogen
• Contact between broken or damaged skin and infected body fluids
• Contact between mucous membranes and infected body fluids
Unbroken skin forms an impervious barrier against bloodborne pathogens. However, infected blood
or body fluids can enter your system through:
• Open sores, cuts, or abrasions
• Acne
• Any sort of damaged or broken skin such as sunburn or blisters
• Mucous membranes of the eyes, nose, or mouth
There are also many ways that bloodborne pathogens are not transmitted:
• Touching an infected person
• Coughing or sneezing
• Using the same equipment, materials, toilets, water fountains, or showers as an infected person
4.6 Diversity Awareness

All employees are responsible for demonstrating professional behavior and modeling values which respect diversity.
These values include universal concepts such as appreciating, accepting, acknowledging, understanding, valuing,
and celebrating differences among people with respect to age, class, ethnicity, race, gender, religion, socio-economic
status, physical and mental ability, special needs, and sexual orientation.
All employees are expected to provide a safe, supportive, positive, and nurturing classroom environment for students
as they explore these differences.
RECOMMENDED PRACTICES REGARDING DIVERSITY AWARENESS

• Always listen and respond to students’ questions in a professional manner.
• Think before you speak.
• Be sensitive – what you think is harmless may be offensive to another person.
• Compliment students when they appropriately respond to questions.
• Always maintain classroom management.
• Adhere to the regular classroom teacher’s lesson plans.
• Observe and monitor students’ behaviors that may appear to be inappropriate.
• Channel students’ comments in a positive direction.
omplete a school incident report for serious inappropriate behavior demonstrated by students regarding
• C
insensitive cultural diversity.
• Contact the school’s principal/administrator for assistance when necessary.

• Never make inappropriate comments related to a student’s or staff member’s diversity.
• Avoid inappropriate topics and subject matter that have no relationship to the lesson plan (e.g. race, ethnicity,
religion, sexual orientation, etc.).
• Intervene when students use offensive words and actions related to another person’s diversity.
• Avoid comments related to your own personal feelings and opinions.
• Avoid students’ questions directed to you – “What do you believe?”
• Never use sarcastic remarks or inappropriate humor that may offend a student or staff member.
• N
ever use negative comments related to a student’s special needs, classifications, mental, physical, or academic
abilities.
ever use social networking (e.g. texting, Facebook, phone calls, emails) or private meetings to contact students
• N
outside of school.
We expect all employees to recognize, understand, and respect differences among students and staff members,
and always adhere to the school district’s policies and procedures. Employees may face negative reactions and
circumstances which may include disciplinary action if they demonstrate insensitive behaviors which are offensive to
students or staff members.
4.7 Accident and Injury Prevention
SAFETY PRINCIPLES
• All occupational injuries and illnesses can be prevented.
• Each employee has the responsibility to work safely.
• Taking preventative measures to avoid on-the-job injuries is our major priority.
• If an accident does occur, we want to learn from it and prevent future reoccurrences.
• ESS is committed to your safety as our employee!
PREVENTION
• Always wear the appropriate footwear for your job. Please be sure to consider weather conditions and
classroom environment.
• Never stand on chairs.
• Use handrails.
• Provide sufficient lighting for your tasks.
• Don’t risk serious injury by taking shortcuts.
BEHAVIOR CONCERNS
• Talk to the students; unpredictable behavior is more likely when students do not understand what is happening
to them.
• P
lan moves in advance. Refer to students’ Individualized Education Programs and make sure all equipment is
available and ready to use.
• Positive, rather than negative interventions should be emphasized whenever possible to manage student behavior.
• Positive techniques range from positive verbal statements to specific, tangible rewards.
ACCIDENT INVESTIGATION AND REPORTING PROCEDURE

1. Immediately report accidents to the school nurse.
2. The nurse and injured employee will partner to complete an injury report.
3. C
ontact ESS’ human resources department at (877) 983-2244 for appropriate medical attention. ESS will assign
a medical facility to assess your injury.
4. ESS will complete a full accident investigation report.
WORKERS’ COMPENSATION FRAUD

• Unfortunately, workers’ compensation fraud and workers’ compensation claim abuses are on the rise.
• ESS will aggressively pursue fraudulent claims.
• I f anyone has a reason to suspect that a workers’ compensation claim is fraudulent or that an employee is abusing
his/her workers’ compensation benefits, please call ESS’ human resources department at (877) 983-2244.

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ESS Leander ISD

A substitute teacher will be paid the following rates:

Substitute Full Special Half 2 Hour Early Long

Teacher $ 90.00 $100.00 $ 45.00 $ 67.50 —

Certified Para/ $ 95.00 $100.00 $ 47.50 $ 71.25 —

Substitute Full Special Half 2 Hour Early

LVN $ 95.00 $130.00 $ 47.50 $71.25

PTA Clothes Closet

Child Nutrition Services

Campus Key Georgetown

Information Technology Services

ESS Live Support

Absence Management Automated Number for Assignments

willsub+ Contact Information

Oasis Contact Information

Instagram Facebook Twitter LinkedIn

Local Team Contact Information

Local Team Social Media

 lick ESS Employee

3. If you haven’t yet

Earn up to $2,700 per year through our referral program!

ESS Referral Program Overview

Refer a friend. Earn $75

Each month, we recognize several ESS employees in acknowledgement of their exemplary

How to Submit Your Nomination

Questions? Email us at EmployeeMonth@ESS.com.

Furthermore, all employee of the

Register today to start saving!

Perks at Work features savings on:

RECREATION HEALTH TRAVEL AUTO FAMILY ELECTRONICS HOME APPAREL

Register today and start saving!

Full training guide is available and the end of this packet

Pay Period # Period Worked Pay Date

Payroll Portal Registration — Oasis

Enrolling for Benefits

Option 3: SCHEDULE AN APPOINTMENT

Option 4: RECEIVE A CALL

Also available on ESS.com/Resources.

Procedure for Reporting Work-Related Injuries or Accidents

Located in AR, MS, MO, OK, TX

Located in CA, OR, NM, UT

 omplete the New User

a. The username is not case

b. The password must be at

5. If you forget your login

a. Address — NOTE: If you

c. Taxes — Where you can

1. In your Preferences tab, 1 2 4

 lick on the Scheduled

 rom the Non-Work Days

 lick the red Cancel Job

 you receive a Job Offer

We look forward to working

1. Log in to your account by

3. Tiles will display any ongoing

4. Clicking “Available Jobs”

14. If the job is longer than

 licking “Accept” will

Mon Sept 20 – Thurs Sept 23, 2021

lick ESS Employee

3. If you haven’t yet

omplete the New User

a. The username is not case

b. The password must be at

a. Address — NOTE: If you

c. Taxes — Where you can

1. In your Preferences tab, 1 2 4

lick on the Scheduled

rom the Non-Work Days

lick the red Cancel Job

you receive a Job Offer

1. Log in to your account by

3. Tiles will display any ongoing

4. Clicking “Available Jobs”

14. If the job is longer than

licking “Accept” will

5. Tapping on a job will display

6. Clicking the “Jobs” tab will

7. The “History” tab will show

8. The “Notifications” tab

he “Settings” tab will

10. “Schools” and “Positions” 10

11. “Non-Working Days” will

1. Search for WS+Absences

2. Open the WS+Absences

3. Use the tabs at the bottom

4. Select the date(s) for your

7. Choose whether a substitute

8. To view a list of your past

9. If your district is tracking 10

10. Tap a specific request