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EMPLOYMENT POLICIES, PRACTICES AND PROCEDURES

Americans with Disabilities Act (ADA)

The Americans with Disabilities Act (ADA) requires an employer to provide reasonable
accommodations for individuals with disabilities, unless it would cause undue hardship to The
Lawson Academy. A reasonable accommodation may include changes in the work environment
or in the way a job is performed that enables a person with a disability to enjoy equal employment
opportunities.

If you require an accommodation, you must inform your supervisor that there is a need for an
adjustment or change at work for a reason related to a disability. We will respond promptly and
to the best of our ability to accommodate the needs of all employees.

At-Will Employment

Your employment with The Lawson Academy is at-will unless a duly authorized employment
agreement with The Lawson Academy provides otherwise. As an at-will employee, you have not
entered into a contract regarding the duration of your employment, which means you are free to
terminate your employment with The Lawson Academy at any time, with or without reason.
Likewise, The Lawson Academy, in its discretion, has the right to terminate your employment, or
discipline, transfer or demote you at any time, with or without reason, as long as not otherwise
prohibited by law. As provided in the Handbook Acknowledgement, nothing in this handbook
creates or is intended to create a promise or representation of continued employment. This
handbook supersedes all prior handbooks, written documents (except for duly authorized
employment agreements) or oral or implied representations that might otherwise contradict the at-
will nature of your employment.

Certification and Licensure of Instructional Staff

Each of The Lawson Academy’s core academic teachers shall be required to hold a current Texas
Educator Certificate, permit or other document equivalent to that which a teacher in other public
schools would be required to hold and shall be required to meet certain federal requirements related
to subject-matter expertise to meet federal No Child Left Behind (“NCLB”) requirements for
“highly qualified teachers.” Paraprofessional staff may also be required to document that they meet
federal requirements for paraprofessional staff. It is the responsibility of all instructional staff,
including teachers and paraprofessionals, to provide and maintain such certificates, permits or
other documentation to the District Office no later than the close of business on the first day the
employee reports for duty. If an instructional staff employee believes that he or she is assigned to
teach in a subject in which he or she does not have subject matter competence, the employee should
immediately report the same to the hiring Principal. Staff who are required to meet state and federal

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