INTRODUCTION

WE ARE ROOS STUDIOS

You have arrived at a company that cares tremendously about your growth as an individual, not only in your success with the work you do here, but also in your success as a human.  We hired you because we see great potential in you and desire to see it come to fruition. Our dream is for your time at Roos Studios to play a noteworthy role in your overall progression toward your ultimate potential.

You have accepted a position that will require you to embrace challenges, view them as an opportunity for growth, and succeed.  Throughout this process, you will be coached, mentored, encouraged, respected, and recognized for your inherent value both as a member of our family and a member of the human race. Like others before you and alongside you at this company, you will be celebrated, you will be valued, and you will grow. 

Welcome to the great Roos Studios adventure, dedicated to you! You belong here - growing right alongside us, Roos Studios, the administrative and management team, our students, and our teachers! Here’s to you.




Yours Always,

Josh and Liz Roos

Founders

OUR MISSION

Our heart for helping others to succeed is what drives us to create, continually improve, and systematically implement an innovative and motivational music program. From the moment new students walk in the door, we want them to know and feel how we are different: from our aesthetic and comfortable facilities, to the welcoming, community-focused atmosphere and programs, to the supportive staff and remarkably talented team of professional instructors who infuse energy and character into the learning experience, making it come to life from day one and onward. We work to stay inspired and flexible so that each student is supported in reaching their full potential.

OUR VISION

Roos Studios exists to develop human potential. Our staff and faculty aim to inspire and stimulate the growth of each student as we also support the growth of one another.  We find intense fulfillment in coaching people to become the greatest version of themselves, and we believe that the best in each of us enriches all of us.

YOUR ROLE

As you proceed through our training process, you will learn about our operations and all the tasks you will need to complete to contribute to our team and to the company’s overall development. Regardless of the specifics which will change as your skillset and the company itself grows, there will always be one overarching expectation of every employee.  In order to be a fully contributing member of this team, you will be expected to be open to coaching, mentoring, and personal expansion. There is no such thing as perfection at this company. On the contrary, everyone is expected to continue striving for better solutions, better service, better systems, and better versions of themselves and this company.  When presented with an opportunity to improve, you are expected to accept it with gratitude, embracing the chance for growth and development. 

It will also be to your advantage to understand that your success at this company will be heightened if you embrace our culture of friendship, fun, support, and purposeful, specific praise and encouragement (the kind that really means something).  Finally, you should know that this is an environment of open communication, but also considerate communication. We strive to combine directness and compassion in our style of communication, leading to clear understanding without unnecessarily hurt feelings. The goal is for everyone to feel safe, heard, and understood.

Again, we personally welcome you to our team! Know that you can reach out to us for anything that you need.

Very Sincerely Yours,

Josh and Liz Roos

EMPLOYEE POLICIES

BEGINNING YOUR EMPLOYMENT

 

At-Will Employment

We are an “at-will” employer. This means your employment with us is voluntary and is subject to termination by you or Roos Studios, for any lawful reason or no reason at all, with or without cause, and with or without notice, at any time.

Nothing in Roos Studios’ policies or procedures, publications, memoranda or discussions with managers and supervisors should be interpreted to eliminate, modify or alter the “at-will” employment status of employees in any way. Receipt of handbooks, offer letters, promotions or other Roos Studios materials should not be construed as a contract or guarantee of continued employment for any specific duration.

The Owner is the only individual within Roos Studios possessing the authority to enact an exception to Roos Studios’ policy of “at-will” employment, and only then if such an agreement is formalized in writing and notarized after being signed by the Owner.

CONFLICT OF INTEREST

Duty of Loyalty to Roos Studios

An employee owes a duty of loyalty to Roos Studios during the duration of their employment. This duty of loyalty includes: a duty not to disclose trade secrets and confidential information; not to misappropriate business opportunities; not to compete with Roos Studios by operating, providing, or otherwise engaging in teaching private music lessons to Roos Studios students for the benefit of employee, other entities, or other individuals; and to generally perform job responsibilities with reasonable regard for Roos Studios’ interest.

A “Conflict of Interest” includes any action that is contrary to an employee’s duty of loyalty owed to Roos Studios. Roos Studios reserves the right to determine, in its sole discretion, if an action taken by an employee constitutes a Conflict of Interest. For example, a Conflict of Interest could occur when you have unlawfully used your employment with Roos Studios, or any confidential information you have received through your employment with Roos Studios, in any manner which could result in a direct or indirect financial or material gain to you personally, to a member of your family, to a business with which you or a member of your family is connected, and/or to persons or entities which would supply you with a current or future benefit. In all instances, you must avoid the appearance of or an actual Conflict of Interest. More specifically, and by way of example only, you may not, directly or indirectly, during your employment with us:

• Carry on Roos Studios business with a company in which the employee, or a close relative of the employee, has a substantial ownership or interest.

• Engage in any other outside employment or independent consulting which may interfere or conflict with your duties and responsibilities to Roos Studios, regardless of its nature.

• Hold a substantial interest in, or participate in the management of, a company with which Roos Studios makes sales, from which it makes purchases, or with which it competes, to the extent not otherwise apparent based on an acquisition in which Roos Studios is involved.

• Borrow money from coworkers, students or companies, other than recognized loan institutions, from which our Roos Studios buys services, materials, equipment, or supplies.

• Accept substantial gifts or excessive entertainment from an outside organization or agency, including a competitor, potential competitor, supplier, vendor, contractor or subcontractor of Roos Studios, other than on behalf of the Roos Studios in the course of your employment and any excluding any value shared with the Roos Studios upon prior written approval of Management. We have a zero tolerance for attempts at bribery.

• Engage in practices or procedures that violate the U.S. export laws and regulations.

• Speculate or dealing in materials, equipment, supplies, services, or property purchased by Roos Studios.

• Participate in civic or professional organization activities in a manner that divulges confidential Roos Studios information and/or other violations of antitrust and completion law.

• Misuse privileged information or revealing confidential data to outsiders.

• Use one’s position in Roos Studios or knowledge of its affairs for unlawful personal gains.

• Engage in practices or procedures that violate antitrust laws, commercial bribery laws, copyright laws, discrimination laws, campaign contribution laws, or other laws regulating the conduct of Roos Studios business (e.g., colluding with competitors for the purpose of setting or controlling prices, rates, or trade practices).

Determining whether you have a Conflict of Interest, and, if so, what to do about it can be difficult. No set of guidelines or statement of principles, no matter how comprehensive and detailed, can cover all situations or address every question of judgment. Therefore, you must disclose all possible Conflicts of Interest or appearances of a Conflict of Interest. By disclosing the potential Conflict of Interest, you will avoid placing yourself and Roos Studios in a potentially embarrassing situation and you will provide Roos Studios with the opportunity to insulate you from making business decisions relating to the subject matter of the Conflict of Interest. Depending upon your job title and nature of your work responsibilities and assignments, you may be required to complete, on an annual basis or upon request, a written Disclosure and Certification Statement of Conflicts of Interest.

Roos Studios may approve, in limited circumstances, simultaneous employment by, association with, or provision of services to another person or company that is a competitor of Roos Studios.

If you have questions about this policy, or if you have any doubt about whether any activity may create a Conflict of Interest and/or your disclosure obligations, the best course is to consult with Management. By checking first, you protect not only Roos Studios but also yourself.

Disclosures

At Roos, a peaceful and conflict-free work environment is crucial to our success and growth. In order to keep harmony in the workplace as well as maintain positive relationships with other music schools and community members, we ask that you disclose any past, existing and current outside employment to management to avoid any conflict of interest. There is the saying that “Good Fences Make Good Neighbors” and we also apply this to our working relationship with our teachers and staff. Failure to fully disclose any such information may lead to disciplinary action or termination.

There are more stringent restrictions placed on our Administrative Staff due to the fact that they will be having more access to our systems and private records.

Administrative Staff

While employed at Roos, any Administrative Personnel may not work in any other Music-centric Institution including but not limited to:

  • music schools

  • charter schools

  • any school focused on the arts

  • private teaching/tutoring

  • any educational institution

Teaching Staff

All Instructors must disclose all other current and previous teaching positions and work outside of Roos Studios. There is a set general 10 mile radius boundary, but there be exceptions that may extend beyond 10 miles in order to ensure that there are no overlapping conflicts. This includes:

  • cities that you teach privately (there is a 10 mile radius rule)

  • all other music schools (there is a 10 mile radius rule)

  • online teaching

  • any other school or educational institution you work at (in any capacity)

  • any charter school (any related individuals to a charter must be disclosed to the charter)

  • any private students

Familial and Social Relationships

The employment of relatives, individuals involved in a dating relationship in the same area of an organization, and a social relationship between a senior/subordinate may cause serious conflicts and problems with favoritism and employee morale. In addition to claims of partiality in treatment at work, personal conflicts from outside the work environment can be carried over into day-to-day working relationships.

If any case where a conflict or potential conflict arises because of the relationship between employees, even if there is no line of authority or reporting involved, both parties involved are expected to immediately notify Management. Roos Studios reserves the right to take prompt action if an actual or potential conflict of interest arises involving such relationships. Where a conflict or the potential for conflict arises, even if there is no supervisory relationship involved, Roos Studios will make reasonable efforts to assign job duties so as to minimize the problem.

Relatives of Roos Studios employees may be considered for employment if they meet the same selection criteria as all other applicants. Employment offers to relatives of employees will be extended when in the best interest of Roos Studios. Employees shall inform Management in writing as soon as an employee becomes aware that a relative is seeking employment with Roos Studios to avoid potential conflicts. For purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage (including domestic partners). A domestic partnership is generally defined as a committed relationship between two individuals who are sharing a home or living arrangements.

Typically, relatives will not be allowed to work in a direct supervisory relationship, and careful consideration is made to ensure the employment of relatives will not pose difficulties for supervision, security, safety, or morale. Roos Studios reserves the right to make exceptions to this policy for business needs.

Supervisor and Subordinate Relationships

Sometimes social relationships may develop at work. While you have a right to say yes to such relationships, you also have an absolute right to say no. To prevent unwelcome pressure or the appearance of favoritism, social relationships are to be avoided between employees where there is a senior/subordinate relationship.

If you feel any unwelcome pressure to become involved with any officer, manager, supervisor, employee, agent or non-employee of Roos Studios with whom you interact in the course of performing your work responsibilities, we urge you to use the Complaint Procedure or Open Door Policy.




EMPLOYEE PRODUCTIVITY AND PERFORMANCE

Performance Appraisals

Employees will have their performance reviewed at the discretion of Roos Studios. Reviews should not be construed simply as a preliminary step to an automatic pay increase, except as otherwise provided by contract. While appraisals of performance are an important consideration in addressing compensation, they are utilized to summarize an individual’s job progress on a periodic basis, and provide the opportunity for managers and employees to address both strengths and weaknesses,identify goals and training objectives, and to identify areas that need immediate redress.

Employees may receive wage increases periodically at Roos Studios’ discretion. Compensation adjustments are dependent on a number of factors, including market compensation rates, successful completion of duties and managing the expectations of persons served are necessary and the completion of all required training. Although length of service is a factor, it is not a primary criterion for compensation adjustment. Roos Studios may also decide that because of budget reductions or other changes affecting the financial resources of the Roos Studios, it may be necessary to decline to give raises to employees. 

The existence of, participation in, or results of any review should not be construed by employees as a guarantee of continued employment.


COACHING & CORRECTIVE ACTION

When an employee fails to adhere to Roos Studios policies, some or all of the following actions may be used:

• Verbal reprimands;

• Written reprimands;

• Suspension with or without pay;

• Demotion; and/or

• Termination of employment.

Depending on the severity of certain offenses, some conduct warrants immediate suspension and/or termination. Roos Studios reserves the right to terminate employment without utilization of any progressive discipline policy.

YOUR RESPONSIBILITIES AS AN EMPLOYEE

Standards of Conduct

The successful business operation and reputation of Roos Studios are built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity.

The continued success of Roos Studios is dependent upon our student trust and we are dedicated to preserving that trust. Employees have a duty to Roos Studios, its students, and its Owners to act in a way that will merit the continued trust and confidence of the public.  The Complaint Procedure encourages employees who witness or suspect any of these activities to immediately notify Management.

In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly with your immediate supervisor or Management.

In particular, Roos Studios expects that each of its employees will:

• Strive for excellence in their job performance;

• Follow Roos Studios guidelines;

• Maintain a positive attitude and use a cooperative, team approach;

• Treat each other as well as outside sources, courteously, politely and with respect and consideration at all times; and

• Greet, acknowledge, and respond to students, visitors, vendors, contractors, and co-workers in a prompt and professional manner.

The following acts are prohibited and may result in disciplinary action, up to and including termination of employment, at the discretion of Roos Studios. Roos Studios prohibits and may discipline an employee for violating any of the following:

• Dishonesty, including but not limited to omissions, misrepresentations, or falsifications of agency records/tests, including applications for employment and time records.

• Revealing or misusing confidential information of any kind.

• Theft or misappropriation of Roos Studios or other property, fraud, or embezzlement.

• Using Roos Studios equipment, material, time, or information for unauthorized purposes or personal use. (Proper Supervisor authorization is required)

• Abusing, destroying, or wasting Roos Studios property, funds, or equipment.

• Using agency resources other than for their expressed purpose.

• Being under the influence of illegal drugs or alcohol or bringing illegal drugs or alcohol into the workplace or elsewhere when on Roos Studios business.

• Inappropriate use of electronic mail, Internet, mail service, pagers or phone systems.

• Inappropriate or disruptive activity, injury to students or staff, in the workplace.

• Failure to meet accepted work standards, either quality or quantity of work.

• Violation of the Roos Studios’ discrimination or harassment policies.

• Abuse, threatened abuse, bullying, neglect, or failure to disclose known abuse, bullying, or neglect of student or employee.

• Failure to use positive methods of child guidance.

• Leaving a child unattended.

• Discourteous or rude treatment of the public, students, or co-workers.

• Engaging in corporal punishment, emotional or physical abuse or humiliation of a student.

• Immoral or indecent conduct.

• Communicating with Roos Studios clients outside of Opus1 and lessons parameters.

• Violations of safety rules.

• Excessive tardiness or absenteeism.

• Lounging, loafing, sleeping or assuming the posture of sleeping during working hours.

• Not working during schedule work time (“Idle Time”). This includes accepting Admin Time duties and not completing tasks.

• Performance that does not meet the requirements of the position or Roos Studios’ business needs. This includes misrepresenting level of ability in an instrument.

• Use of profanity or abusive language.

• Gambling on Roos Studios premises.

• Acceptance of gifts or commissions or kickbacks.

• Releasing possession of any Roos Studios keys to anyone other than your Supervisor or appropriate staff.

• Failure to keep general appearance professional and suitable, including neglecting personal hygiene..

• Failure to carry out reasonable orders or instructions, such as giving out completed assignment sheets and sending feedback through the Portal to Students for every lesson.

Breaks and Lunches

Please take breaks outside of Company premises or in the designated break room.

  • Please take a walk outside to get fresh air and exercise.

  • Please type “break” on Slack when you leave for break, and then “back” on the same thread when you return to your desk.

  • Please type “lunch” on Slack when you leave for lunch, and then “back” on the same thread when you return to your desk.

Open Door Policy

One of our ongoing goals is to serve while providing a pleasant working environment for all employees. This is achieved by developing and maintaining a cooperative working relationship among employees based on mutual respect and understanding. We recognize the need to allow employees to call attention to work-related matters that they feel need correction. To that end, we strongly endorse an Open Door Policy, where employees have the right to meet with supervisors (at a mutually convenient time and place) to discuss such matters of concern.

Timekeeping

Your schedule as agreed to with management will be considered the maximum totality of your hours clocked.  No additional time will be considered as work time unless approved in advance by Management. For example, checking in at 10:25am for a 10:30am lesson start time will be recorded as 10:30am, and clocking out at 7:10pm will be considered 7pm.

Late arrival to work or taking longer breaks than allotted will be considered missed time unless expressly permitted by management. For example, arriving to work at 10:45am for a 10:30am start time will be considered a tardy and unpaid work time unless permission has been granted to make this time up. Likewise, taking 15 minutes for a 10 minute break counts as a tardy and will also result in a loss of 5 minutes of paid time unless management has been informed and has authorized makeup time.

Timeliness of Communication

Employees are required to check their company email and respond in a timely manner on the days of their shift. Employees are expected to respond to texts and calls on the days of their shift.

Teacher Cancellations, Tardiness, Absenteeism

We expect all employees to work according to the assigned work schedules, maintain a consistent attendance, be punctual, not leave work early, not take excessive breaks and lunches, and not incur other lost time that would hinder their abilities to perform essential job functions and requirements established by Roos Studios.  It is important that employees be at work on a timely and regular basis, sufficiently in advance to be situated and ready to work during the scheduled hours.  Work schedules are disrupted when employees are absent, and undue absenteeism and tardiness place additional burdens on your fellow employees. Excessive absenteeism or tardiness will not be tolerated, will be documented, and will lead to disciplinary action, up to and including termination.  

There are already 8 weeks of Studio Closures in place. Please commit to working the 44 weeks we are open. Requests for time off will not be approved for the months of August/September (Fall Signups), January/February (Winter/Spring Signups) and May (Summer Retention). Time off during these months is detrimental to the overall success of the studio. and will be counted as an unexcused absence

Teacher Cancellations

Teachers who know in advance that they will be absent for a lesson must submit the online Time Off Request Form (oral notice is not sufficient) at least one week before the lesson. This form is located on the website at www.RoosStudios.com > Staff > Teachers.

Teachers who have an emergency or unexpected need to cancel a lesson must also submit to Roos Studios the online Teacher Cancellation Submission form (oral notice is not sufficient) as soon as possible. This one-week time period grants Roos Studios sufficient time to provide students with reasonable notice of the change and, depending on the content of the notice provided, obtain a substitute teacher, and send reminders about the scheduled lesson to the substitute teacher identified. As a side note, update Lesson Feedback Notes on the portal are crucial to ensure the success of the subbed lesson. 

Teacher Tardiness

Employees need to be cognizant of their commutes and schedules, and communicate with their management when running late. An employee is considered tardy if they are one (1) minute or more late for their scheduled start time. For example - Employees must be ready to start teaching/working right at 3pm, if the lesson/shift start time is 3pm.  Walking in at 3pm is not considered being on-time.  If an employee is going to be tardy from their start time, from returning from break or lunch - they must notify the front office.

While some unexpected tardiness can be understood, tardies with notification given are not necessarily excused. A period of 5 tardies in a 60 day period will lead to a verbal warning with management to discuss the cause and steps that you are taking to ensure that you will arrive on time moving forward. After the verbal warning, 5 additional recorded tardies in a 60 day period will lead to a written warning. After a written warning has been issued - 3 more tardies will be considered grounds for termination.

When a teacher is tardy, lessons start late and the Studio will issue a complimentary lesson to the student as an apology. After 5 instances of tardies in any given anniversary year, the teacher will be paid at minimum wage for any1 lesson for the day that the complimentary is issued. The late teacher is expected to give the full lesson time on the day that they are late, even if it means cutting into lunch or staying late.

If the Teacher misses the lesson entirely, the Studio will issue a complimentary lesson IN ADDITION TO issuing a makeup credit for the missed lesson. In this instance - the Teacher will teach the next lesson unpaid.

Absence

All personal issues requiring time way from work, should be scheduled outside of the committed regular work hours if possible. To the extent an absence is required or requested during regular work hours, notice in compliance with this policy must be provided.

Notice of Tardiness or Absence

If you must be late or absent from work for a good reason that can be planned in advance, discuss it in advance with Management to secure permission for the leave. Your request will be given serious consideration. If you cannot report for work as scheduled because of an emergency or illness, you must notify the front office and management as early as possible. Leaving a message or e-mailing without receiving confirmation is not recommended - please make sure that you receive a response. When you call in, you will be asked to provide the reason for your absence, along with the date and time by which you expect to return to work.

Reporting an absence does not necessarily excuse it; substantiation may be required.

Employees with Roos Studios e-mail and/or phone assigned to them are required to enable an out of office message to inform other employees of their absence. Such messages shall include the dates the employee will be absent, when the employee anticipates to return, and identify an individual to contact during their absence.

Employees who fail to show for work or call-in for three (3) straight days will be considered to have voluntarily resigned as of the end of the third day.

STUDENT CANCELLATIONS

STUDENT LATE CANCELLATIONS

We appreciate you committing your time to be present at lessons and want to honor that commitment with our late cancellation policy. All student-initiated late cancellations will be paid at teaching rate. Your pay and responsibilities during that time will be based on the following scenarios: 

SCENARIO 1 - OPEN LATE CANCELLATION WITH NO REPLACEMENT STUDENT

Definition: A student cancels the same day (within 24hrs) and the spot is left open. 

Example: Mary is your regular piano student on Mondays at 3-3:30pm. At 9am that same morning, Mary’s mom cancels the lesson since Mary woke up with a cold. Since the cancellation is past the 24hr deadline cancellation window deadline, Mary is still paying for that lesson and you still receive teacher pay for that 3-3:30pm time. Mary will be offered the option to zoom that lesson, receive a video lesson from you, or have any of her family members come in to take the lesson in her place during that time. Please have your zoom up and be ready to teach online since Mary is not required to give you a heads up. Our policy states that students can just join a lesson online without any prior notification to the teacher, since the zoom button will appear 15 minutes prior to a lesson start time.

Pay: A teacher is guaranteed full teaching pay for the time

Procedure: Teachers are expected to take 15 minutes to record a video assignment and send relevant lesson materials through the portal. The second 15 minutes of the 30-minute opening will be for admin tasks. Teachers will catch up with notes or other assignments on the portal, or if they are caught up they are expected to ask the front about a productive task in the studio. Because admin tasks during these openings are paid at teaching rate, other scenarios may require sending a lesson at admin rate.

SCENARIO 2 - OPEN LATE CANCELLATION WITH REPLACEMENT (TRIAL/MAKEUP/SUBTITUTION) STUDENT

Definition: A student cancels late. However, the front desk staff books over another makeup lesson or a trial in that exact time spot. 

Example: Mary is your regular piano student on Mondays at 3-3:30pm. At 9am that same morning, Mary’s mom cancels the lesson since Mary woke up with a cold. Since the cancellation is past the 24hr deadline cancellation window deadline, Mary is still paying for that lesson and you still receive teacher pay for that 3-3:30pm time. Mary has already been offered the option to zoom that lesson but has opted just to receive a video lesson from you. None of her family members come in to take the lesson in her place during that time. Our front desk staff will book a trial/makeup/substitution student in at that Monday 3-3:30pm time:

Trial Student: The goal is to help this student enjoy their music lesson so that he/she will sign up for regular lessons at the studio with you or another teacher. Obviously, since your 3-3:30 time belongs to Mary, it will not be offered. It is important to stay neutral, and focus on the instrument more so than encouraging the student to sign up for lessons with you.

Makeup Student: You will be teaching a makeup lesson to a student - it may be another teacher’s student. Please reference the lesson feedback notes that were sent by the makeup student’s regular weekly teacher to the parent on the portal. This is one of the main reasons why teachers are required to send detailed lesson feedback at every lesson. Lesson feedback notes avoids time wasted on “What are you working on with your regular teacher” etc. You can jump right into lessons - “I see that you are working on tempo and incorporating pedal into ‘Piano Song”. Let’s turn to page 15 in the Lesson Book and start with measure 10”. Afterwards, we can review your “Rests” on page 18 in the Theory book. You left your book at home today? No worries - lemme go grab the Level 3 Theory Book from the front to borrow for today’s lesson…” Please send Lesson Feedback notes through the portal so that the regular teacher (or whoever is teaching next) can utilize your notes at the next lesson. We work as a great team, ensuring that lessons are seamless week to week.

Substitute Student: You will be subbing for a student who came in for his/her regular weekly lesson but the teacher is out sick, running late, etc. It is important not to deviate from the regular teacher’s lesson plan. Please avoid doing anything spontaneous that would cause the student to leave their regular teacher such as “This song is so boring - let’s switch it up! Let’s skip scales today and just work on the piece”. Please refer to the paragraph (re: Makeup Student) above.

Procedure: The spot has been guaranteed paid at the teaching rate regardless of whether a student shows or does not show. The teacher should teach the booked student as a regular lesson. The teacher still has a responsibility to send an assignment to the originally late cancelled student:

Send out assignment during the 2nd half of a Late Cancel: If there is another open late-cancelled spot, the teacher should use the second half of that spot to send out the assignment rather than do admin tasks. The admin staff should keep track of students with late cancels that do not receive their video lessons during the lesson time. These video lessons can be sent earlier in the day too. For example - if Billy Bob late cancels his Monday lesson at 1-1:30 you would send a video lesson to Billy from 1-1:15, and then send Mary’s video lesson from 1:15-1:30 (even though her regular lesson is at 3-3:30pm).

Send out assignment at Admin Rate: If no other late cancellation spots open up, a 30-minute admin time will be given to allow the teacher to send the assignment for the first 15 minutes, and then the rest of the time will be assigned to send out other assignments, or complete other admin tasks at admin rate. This is a time where you would have otherwise had an unpaid gap.

SCENARIO 3 - STAFF CANCELS LESSON FOR STUDENT DURING THE DAY

Definition: Front desk staff cancels a lesson that had been cancelled before the deadline by the family but staff did not get a chance to cancel it on the schedule for any reason. 

Example: Mary is your regular piano student on Mondays at 3-3:30pm. The Saturday before at 4pm, Mary’s mom calls the front desk on the family’s way to Yosemite to cancel the upcoming Monday lesson. Her WiFi isn’t working and she is unable to log in, plus she is driving and it is just easier for her to leave a message. Our staff doesn’t receive this voicemail till Monday morning, when they get into the office. The front desk proceeds to mark Mary’s 3-3:30pm as a “Staff Cancellation” a.k.a excused absence - where the student receives a makeup credit since it was cancelled in time. The teacher does NOT get paid for this lesson. The front desk, seeing that you have an unpaid gap in your schedule will do their best to book that time with a trial lesson (even though it is Mary’s regular lesson time), makeup, or substitute lesson so that you can receive teacher pay. If they are unable to fill that spot, you can take an unpaid break. If it is recital season, you may be asked to send messages to all your students, work on recital material such as adding tracks, etc. The studio is not under obligation to give you admin time, which is paid minimum wage. You may be asked to do admin tasks based on studio need.

Pay (depending on scenario): 

First Lesson Exception: This is rare - but if a teacher has come in for the a lesson because it was in the schedule, although it was cancelled on time but accidentally missed by the staff, we will pay admin rate. For example, Mary’s 3-3:30pm lesson is your first lesson of the day. However, at 3pm you notice that Mary' didn’t show up. You text the front at 3:01pm per protocol and you are told that Mary’s mom actually left a voicemail about missing the lesson on Saturday at 4pm. We will still pay you admin rate. Mary will have also receive a makeup for this missed time, since her mom cancelled in-time. The teacher is expected to treat this as an open cancellation and take on admin tasks during the second half of this time. The teacher will be paid admin rate for the full 30 minutes.

Paid at Admin Rate: If the lesson is in a block of teaching time and the error is caught, the teacher will get paid at admin rate that would otherwise have been an unpaid opening to catch up on portal assignments and comments, complete assigned cleaning tasks, etc. A video lesson is not necessary to send since the student has been credited a makeup lesson already.

Staff Cancellation is replaced with a Trial/Makeup/Substitute Student: If this time is booked with a same day another student, it will be paid the same as a normal lesson. 

Waive Teacher Pay for an Unpaid Break: Upon discovering the error, the teacher may also choose to take this time as an unpaid break to do errands, call friends, grab coffee, etc. 

PAY

Biweekly pay is directed deposited into your checking account. Teachers must take attendance in order to be compensated for a lesson. 

RECOMMENDATION & REFERENCE LETTERS

FOR EX-EMPLOYEES

Roos Studios can only confirm employment start and end dates for all past, present and future employees.  Past, Present and Future employees are not permitted to write recommendations letters for any Past, Present and Future employeee or independent contractor in regards to employment at Roos Studios. 

FOR STUDENTS

All Student Recommendation Letter Reuqests must be forwarded to Liz Roos.  Employees are not permitted to write letters of recommendation for Students of Roos Studios.

SICK POLICY

All Employees receive 5 front-loaded sick days paid at minimum wage at the beginning of each calendar year. Unused Sick time is not carried over into the following calendar year.

SECURITY, SAFETY & ACCIDENTS

All employees are expected to embrace safety, for themselves, other employees, and for individuals served. Due to the nature of our work with children, it is imperative that all employees be aware of their surroundings and commit to enhanced safety practices. Areas of focus should be performing assigned tasks carefully, but efficiently, to encourage safe action across the board; refraining from behaviors or conduct which are or could become unsafe; and maintaining cleanliness and orderliness. All work-related accidents, no matter how minor, and whether involving an employee or a person served by Roos Studios, must be reported immediately to Josh and Liz Roos using an Incident Report Form.

If you are injured at work and your injury requires a doctor’s attention, Roos Studios will arrange to send you to the appropriate health facility. If, according to the licensed health care professional, an injured employee can return to work during that same day, Roos Studios will expect you to return as soon as possible.

Roos Studios is constantly monitored with video and audio surveillance for your safety as well as the safety of all our Students and families. Your presence on the studio premises after being notified here and on posted signage is legally accepted as your agreement to be recorded. Employment is conditional on this acceptance and any employee who does not agree to be recorded will be dismissed.

SCHOOL YEAR CONSIDERATION

We are a Music Education Institution, and the majority of students align their music lessons with the school year. So we would like for you to commit for the school year till the end of May. Parents depend on us to be consistent throughout the academic school year. If you ever need to discontinue teaching, please keep your schedule till the end of May. Please keep in mind that dropping a teaching day or quitting right before a recital is very detrimental to students.

WORKPLACE SEARCHES

To protect the property and to ensure the safety of all employees, students and Roos Studios, Roos Studios reserves the right to conduct personal searches consistent with California state law, and to inspect any packages, parcels, purses, handbags, briefcases, lunch boxes or any other possessions or articles carried to and from Roos Studios’ property.

In addition, Roos Studios reserves the right to search any employee’s office, desk, files, lockers, equipment or any other area or article on our premises. In this regard, it should be noted that all offices, desks, files, equipment or any other area or article on our premises, are the property of Roos Studios, and are issued for the use of employees only during their employment. Inspection may be conducted at any time at the discretion Management.

Persons entering the premises who refuse to cooperate in an inspection conducted pursuant to this policy may not be permitted to enter the premises. Employees working on or entering or leaving the premises who refuse to cooperate in an inspection, as well as employees who after the inspection, are believed to be in possession of stolen property or illegal drugs, will be subject to disciplinary action, up to and including termination of employment, if upon investigation they are found to be in violation of Roos Studios’ security procedures or any other Roos Studios rules and regulations.

INCLUSIVITY

Thank you for partnering with us in our decision to make this an accepting learning environment for all types of students. There will be no tolerance for any discrimination against students with regards to age, disabilities or special needs.

We heard an ex-instructor say “That student is unteachable”and “I don’t know what the parents want to accomplish” and that is against our teaching philosophy. We believe every student can learn something and that it is a privilege to be able to teach music to our community.

SMOKING POLICY

In the interest of providing a safe and healthy environment for employees, students, and visitors, smoking is not permitted on Roos Studios premises. This policy applies equally to all employees, students, and visitors. Failure to comply with this policy may result in disciplinary action up to and including dismissal and students or visitors being asked to cease smoking activity or be denied use of our facilities. 

SUBSTANCE ABUSE

Substance abuse covers a range of behaviors that go far beyond dependency. Abuse may involve regular marijuana use, heavy drinking, weekend binges, casual consumption of tranquilizers, and misuse of prescription drugs. Employees need not be physically addicted (and suffer painful symptoms of withdrawal when denied their drug of choice) to be drug-dependent. Psychological dependency is equally responsible for compulsive drug use. Compulsive drug use and abuse threaten physical and mental health, inhibit responsible personal relationships, and diminish the ability to meet family, social, and vocational obligations.

Roos Studios maintains a zero tolerance policy for using, consuming, possessing, selling, manufacturing, dispensing, distributing or being under the influence of alcohol or illegal drugs, intoxicants, narcotics, barbiturates, marijuana or other controlled substances, not prescribed by a physician, in the course of employment, while on Roos Studios property, in a Roos Studios vehicle, or at any other location during work hours. No employee shall report to work after consuming or under the influence of these substances. The only exception may be the possession of wine to be consumed by people twenty-one (21) years of age and older served by Roos Studios as part of a Roos Studios celebration or special event. 

This policy does not prohibit the use of legal drugs prescribed or authorized by a medical practitioner, or no-prescription “Over-the-Counter” medications; if the use of the substance prescribed or authorized dosage level is consistent with the safe performance of the employee’s essential job functions. Roos Studios may, at its discretion, require that employees notify Roos Studios of legal drug use, including “Over-the-Counter” medications, where the manufacturer advises against use while operating motorized vehicles or machinery. Employees should read all labels carefully, before taking medications.

It is Roos Studios’ policy to provide a drug-free and alcohol-free environment in order to:

• Best serve the people in our homes and programs;

• Reduce vehicle and in-home accidents;

• Maintain high morale;

• Minimize the likelihood of crime, especially in the workplace;

• Reduce absenteeism and tardiness;

• Maximize staff effectiveness, productivity, and reliability; and

• Reduce the possibility of poor judgment in the performance of job duties.  

ELECTRONIC COMMUNICATION SYSTEMS

Roos Studios provides access to electronic communication devices, equipment, and technology, including, but not limited to, phones, mobile devices, electronic mail (e-mail), voice mail, computer, computer files, software, the Internet, and facsimile machines (collectively, “Electronic Communication Systems”).

Each user requiring network access will be issued a unique username. Each user will be assigned a default password, which will be required to gain access to the network and must not be shared with other employees or any outside party. All passwords must meet network complexity requirements. Personal passwords, however, cannot ensure confidentiality, and the Internet is not secure. You must assume that someone, other than the intended or designated recipient, may read or monitor any and all information on the Roos Studios or student’s Electronic Communication Systems.

Employees are responsible for maintaining the security of any Electronic Communication Systems. Unacceptable use of Electronic Communication Systems can place the Roos Studios, our students, and others at risk and cause irreparable harm. Any violation of any portion of this policy may result in the loss of access to Electronic Communication Systems and disciplinary action, up to and including immediate termination.

Acceptable Use

Roos Studios issued Electronic Communication Systems may be issued to employees for the purpose of facilitating the effective and efficient execution of their duties in their role. Incidental personal use of Roos Studios issued electronic devices must not adversely affect the employee’s performance, co-workers’ performance, or the organization's work performance and must be of limited duration and frequency.

Such personal use during working hours should be restricted to matters that cannot be addressed during nonworking hours. Roos Studios issued devices are to be used for Roos Studios-related business and communications. Employees must regularly check and timely respond to voice mail and e-mail messages. It is each individual’s responsibility to make other arrangements when this cannot be accommodated.

You may only use and access those Electronic Communication Systems, including any messages, files, or programs, whether computerized or not, contained therein, that you have permission to enter and access by using your unique username. Unauthorized review, duplication, dissemination, removal, damage, or alteration of files, passwords, computer systems or programs, voice mail messages, or other property of Roos Studios, or improper use of information obtained by unauthorized means, such as using another employee’s username, will not be tolerated and may be grounds for disciplinary action, up to and including termination. Such information that must not be used improperly includes, but is not limited to, confidential information of Roos Studios, such as student data, trade secrets, personnel information, or other material covered by Roos Studios’ confidential information agreement(s) or conflict of interest policy.

Privacy

DO NOT EXPECT PRIVACY ON ROOS STUDIOS OR STUDENT ELECTRONIC COMMUNICATION SYSTEMS. THE ROOS STUDIOS ELECTRONIC COMMUNICATION SYSTEMS HAVE THE CAPABILITY OF TRACKING EACH VISIT, E-MAIL, CHAT, AND FILE TRANSFER BY EVERY COMPUTER OR DEVICE ON THE SYSTEM. NO EMPLYEE SHALL, UNDER ANY CIRCUMSTANCES, ATTEMPT TO DISABLE OR CIRCUMVENT THESE SECURITY MEASURES.

Roos Studios’s Electronic Communication Systems and all data stored on any such devices, equipment, and technology, are and remain at all times the property of Roos Studios.  As such, no user should have any expectation of privacy in any message, file, image, data, materials, information, and software created, transmitted, downloaded, retrieved, received, used, or stored on Roos Studios’ Electronic Communication Systems, even if intended by employee to be a private communication.

Roos Studios has a right, but not a duty, to monitor, intercept, block, retrieve, copy, read, and delete any and all aspects of its Electronic Communications Systems, including, but not limited to, any data, message, or file composed, sent or received, whether by instant messaging systems, chat groups, social media, or otherwise. Such monitoring may occur at any time, without notice and without the user’s permission. Furthermore, all communications, including, but not limited to, text and images, may be disclosed to law enforcement or other third parties without the prior consent of the sender or the receiver. Roos Studios will have access to all of their respective Electronic Communications Systems.

Personal Devices

Logging into to any proprietary Roos Studios systems such as Slack, Monday.com, Opus (only teachers are permitted) will lead to direct termination. Only Roos Studios devices should be used for Admin Staff unless approval; to use personal device has been given.

Personal Business

The following guidelines are set to optimize work performance and to protect company resources. Making personal calls, texts and emails during paid work time is dishonest and will lead to disciplinary action. If an employee is doing personal activities during paid work time - 3 warnings will be given and on the 4th instance the employee will be terminated. Please make your calls and check your personal texts during scheduled breaks and lunches. If you absolutely need to take a personal call, etc. during work hours, please obtain permission and request unpaid time from management to take care of your personal business.

Please check your personal calls, texts, emails, social media messages, etc. only during your personal lunches and breaks. Please do not install any personal email account, social media accounts, iMessaging onto work devices including phones and computers. Generally, please do work-related tasks during paid time. We ask that you do not use company devices for any personal usages including but not limited to:

  • emails accounts

  • iMessaging

  • any texting apps such as What’s App

  • any gaming

  • social media accounts

  • external youtube accounts

Social Media

The use of social media presents certain risks and carries certain responsibilities. The term “social media,” means any sharing of words, pictures, videos, and/or audio content or other information (during either working or non-working hours) through the use of electronic technologies or a digital network—usually in ways that are visible to a broader audience—including to your own or someone else’s web blog, journal, diary, personal website, social networking website, web bulletin board, chat room, or other forum, whether or not it is associated or affiliated with Roos Studios.

Popular examples of social media include Facebook, Twitter, Foursquare, Yelp!, Google+, Pinterest, and LinkedIn. As used in this policy, social media also includes mobile software such as Snapchat and hardware such as Looxcie and Google Glass. Since technology can change almost on a daily basis, these guidelines are not intended to describe ahead of time every possible scenario that you may encounter, but they are principles intended to guide your exercise of good judgment in any social media environment.

Please do not post any pictures of Students or the facility on your personal media. If you have any questions regarding this - contact Management.

Policies/procedures for the use of social networking websites are as follows:

• Employees must conduct themselves in a way that promotes public confidence and trust at Roos Studios when participating in internet social media.

• Employees must disclose all personal social media accounts he/she is in maintaining.

• The use of Roos Studios Electronic Communication Systems must comply with Roos Studios policies and procedures. Roos Studios employees are not permitted to use Roos Studios Electronic Communication Systems to participate in a private capacity in any online social networking forum with the exception of the use of the designated Roos Studios social networking computer.

• The internet is a public forum. You are entitled to comment in a personal capacity on public issues; however, you must always be mindful of the public nature of internet social networking forums.

• You must not discuss, disclose or post details of any person served by Roos Studios online. Roos Studios employees have a duty of confidentiality in relation to information obtained in the course of working with a person served. Employees who have access to information about a person served must also ensure this confidentiality is always maintained. All Roos Studios employees are required to comply with HIPAA and Roos Studios’s Privacy Policy.

• You must not connect, communicate or add any Roos Studios Client or Student to any of your personal or other social media accounts as a friend or follower.

• You must not upload or reproduce online any internal Roos Studios documents or any other material relating to operational duties. Some examples of material which you must not upload or reproduce online include:

o Photographs of individuals served by Roos Studios- no exceptions.

o Internal policy documents.

o Internal email communications.

You must not use Roos Studios’ Electronic Communication System user names or passwords when participating in an online social networking forum. You must not use your Roos Studios email address as your contact email address for any social networking site.

Online social media forums encourage and facilitate debate with a diverse range of opinions and views being expressed. As social media forums are often not moderated, individuals and/or groups may post comments or material which other users find inappropriate or offensive. You must always remain mindful of your professional standing and obligations as an Roos Studios employee and consider the potential impact of any comment or material you post online on members of the public and/or your colleagues. Specifically, you must not:

o Post offensive or obscene comments or other material;

o Post racist comments or other material; or

o Harass or bully another Roos Studios employee.

If you have posted any comments or material online which breach these guidelines, you must remove that material immediately. A breach of these policies may lead to disciplinary proceedings and/or criminal action. If you are uncertain about the type of material you can post online or any other aspect of these policies, you should speak with your supervisor.

TELEPHONE USE

Communication is a vital part of the Roos Studios work environment and is instrumental when conducting daily business. You are a representative of the Roos Studios; therefore, how you interact with others is a reflection on Roos Studios and yourself. It is important that all employees maintain excellent communication when using the telephone and to be aware of their environment. When communicating by telephone, a warm, welcoming and professional voice tone should be used, regardless of who calls or is called.

Personal use of telephones--regardless of whether such phone belongs to the employee or to Roos Studios-- is allowed only in an emergency or with the permission of your supervisor. Personal phone usage should be limited to non-work or unpaid time. 

Answering Roos Studios and personal phones is the responsibility of all employees, as it is the primary mode of communication between offices, homes, employees and people served by the Roos Studios. When answering the phone, you should identify yourself by name and department, without giving the impression that the caller is an interruption for you. Use active listening with the caller, and avoid distractions, while concentrating on what the caller is saying.

In no instance shall an employee record or photograph (audio, photo, or video) the recipient of services from Roos Studios, without such recipient’s express written consent. Any digital images or recordings taken with recipient’s permission must be destroyed or otherwise given to the recipient when no longer needed or, upon discharge.

This Telephone Use policy shall not be applied or enforced in any way that would restrict, infringe upon or otherwise limit an employee’s right to engage in protected concerted activity under the National Labor Relations Act, such as discussing terms and conditions of employment for their mutual aid and protection.  Roos Studios will enforce this policy in accordance with all applicable federal, state and local laws.

 

MEDIA REQUESTS

All media inquiries should be directed to Josh and Liz Roos. Upon receipt of a media inquiry, employees should explain that only the Owner is authorized to speak on behalf of the agency to the press or make any kind of public statement. 

DRESS CODE

We are a school and need to maintain a level of professionalism. All employees must have proper hygiene and aim to dress for success! We would like our employees to dress business casual - this includes short sleeve button-up shirts, nice T-shirts with no logos, no baseball caps, no athletic sneakers (like hiking or running shoes). Clothes that are too revealing or skintight are not appropriate for the workplace - this includes exposed stomach, cleavage, chest, back, visible underwear and super-short skirts.

CLEANLINESS & PERSONAL HYGIENE

Each Instructor is in charge of keeping his/her room tidy. Please maintain a clean workspace and vacuum and wipe down your room in the spare time during student cancellations. Please clean up your space after you eat in the staff break room, wash and dry your own dishes/mugs and wipe down any microwave messes you make. Everything in the refrigerators is tossed on Friday so please be sure to toss or take your food items with you. Only eat in the break room so that your workspace is free of food odors that would attract insects and rodents.

We ask our staff to keep good personal hygiene for everyone’s sake. Please brush your teeth after lunch if possible, and chew gum or use breath mints if you had something with a lot of garlic. Please wear deodorant if needed. We occasionally will have Students request to switch teachers due to bad breath, etc.

COMMUNICATION WITH CURRENT & PRIOR ROOS STUDENTS

All communication between instructors and students is done through Roos Studios or your Opus1 portal. Students (of any age), parents and instructors are not given one another’s contact information nor do we want instructors, students or parents to volunteer their contact information, including social media accounts or side business information to one another. If a parents or student asks for your personal or work email address, personal phone number, social media profile, do not give it to them.  Work emails are for internal communication only. 

This is a key concept in the operation of Roos Studios.  We want our instructors to be able to focus on their teaching and not on scheduling lessons, explaining policies, collecting payment, or answering other day-to-day questions. While this policy is explained to students as well, sometimes they forget. If students or parents ask you questions about scheduling, make-ups, or any policies, please just send them to the front desk. Let them know that the front desk has your schedule and we will help them.

If you would like to communicate to a student or parent during the week, you can send a message through Opus1, or you can send them an email through Roos Studios’ email address. Just send it to us with a request to pass it along to the student and we will be happy to copy/paste your email and send it to them through Roos Studios. If a parent or student is asking you for your contact information, just let them know you are not allowed to share that, and ask them instead to email Roos Studios and we will forward the message to you.

PHYSICAL CONTACT WITH STUDENTS

Employees must have not have any physical contact with any student. This includes but is not limited to:

• Making lesson arrangements outside of Roos Studios’ physical location

• Adjusting Student’s hands or fingers on instrument without student permission (if adult) and/or parental permission (if student is a minor)

• Adjusting any part of Student’s body without student permission (if adult) and/or parental permission (if student is a minor)

• Hugging or any other physical contact

 

CONTACT WITH STUDENTS OUTSIDE OF ROOS STUDIOS

Employees must have not have any contact with any student without written permission of Josh and Liz Roos. This includes but is not limited to:

• Attending Student performances

• Meeting with Student outside of Roos Studios for any reasons

 

LETTERS TO AND ON BEHALF OF CURRENT & PRIOR ROOS STUDENTS

Employees must not write recommendation letters on behalf of any Roos students, during or after your employment at Roos Studios.  Please forward all requests to the Owners.

 

SOLICITATION & PROMOTION OF SIDE HUSTLES 

Please keep lesson time focused on learning.  No fliers or any kind should be distributed or posted in the workplace, or promotional clothing for any other business worn.  Employees should not promote any side businesses and events including but not limited to:

• Other music schools, schools, private music school he/she is teaching at

• Recommending any production company or private business he/she is doing production at, or is connected to

• Side work doing gigs

• Shows and Concerts

• Babysitting/Housesitting/Pet Sitting

• Any side business - even if it is music-related. Please do not solicit or refer Students/Families to your private/outside music production agencies, agents, even if it is of no cost.

Please keep lessons to strictly teaching only.

OFFICE USAGE

ROOM EQUIPMENT

All rooms are fully equipped and no changes should be made unless cleared with management beforehand. This includes: moving instruments/amps/cables from one room to another (borrowing instruments from other teaching rooms is not permitted - please ask management if you need an extra uke etc.), removing furniture out of teaching rooms, adjusting security monitors, adding air fresheners (oil diffusers, scented humidifiers, etc.), installing personal artwork onto the walls, moving furniture around, etc. Candles and any additional potentially flammable items are not allowed.

DAMAGES

If any employee or student breaks an instrument, he/she is in charge of paying for the costs of repair, replacement of a part or the entire instrument itself.

PARKING

CARLSBAD

Please park wherever you like!

SAN CLEMENTE

Employees must street park so that there is room for Students to park. Please try to street park if possible, since many of us are here for long shifts. There are 2 spots in the front of the school entrance, a set of 4 spots to the left along the trees, and then another set of 4 a little further down. All these spots are marked “1044B”, and are reserved for Customers only.

FOOD & DRINKS

Food and drinks are not permitted inside the rooms, unless it is a water bottle/thermos that is kept away from all instruments. Employees are not permitted to eat in any other area besides the designated breakroom due to pests/vermin. Also, it is not very professional taking bites in between talking to clients. All breaks must be taken in the break room.

Teachers can have a water bottle with a twist on lid on their desks, but Students can only have water before or after class.

PIANOS

Piano lids must be kept closed at all times and covers must be kept on to keep the level of sound traveling to other rooms as low as possible.

  • Do not let students put water bottles on any part of the piano. We had a student accidentally spill a water cup onto the grand piano strings and had to fan out the the piano for a few days.

  • Do not put phones, pens or small objects near the opening of the piano keys. These can fall into the piano and a tech would have to be called in to retrieve the item. A teacher who drops his/her phone into the piano will be responsible for covering the costs of the piano tech.

  • The teacher will be financially responsible for covering the costs of any damage done to the piano during the lesson.

  • Please make sure that young children do not “ride” the pedals during lessons. Piano pedals are very sensitive and should not be given any more pressure than needed.

  • Only piano cleaner for the keys, and a separate piano lacquer cleaner should be used to clean the piano. Disinfectant will damage the pianos, so please wash your hands before and after lesson. Do not apply any antibacterial hand sanitizer or cleaning solution to the pianos. After applying hand sanitizer, please make sure that your hands and your students’ hands are thoroughly dried before touching the instrument.

  • Do not put items except for books on top of the piano,.

  • Be sure not to nick the legs of the piano when vacuuming around the piano.

NUT & CANDY-FREE ZONE

We do not want to risk the health and safety of Teachers and Students with life-threatening nut allergies. As a result, we are a nut-free zone. Please do not ever give anything that is edible to your Students. Some children are allergic to food-dye and chocolate, which is very common in candies. Parents’ #1 pet peeve is having to say “no” when a teacher asks them in front of their child whether they can have candy, and students leave the studio upset. Please do not ask students directly whether they are allowed to have a certain edible item as it could pose a possible health risk. Although the candy doesn’t contain nuts, it may have been produced in a nut-producing facility. It is better not to take any chances. Thank you for your cooperation.

OFFICE USAGE

No liquids should be placed on or near any pianos, guitars or amps. Students must be instructed to drink water before or after class.

PIANOS

Piano lids should not be opened and covers should be left on at all times. Do not remove soundproofing from the pianos. To prevent sound issues - practice by teachers is only allowed on drums/bass/guitar through headphones only, keyboards through headphones, or through headphones on silent piano systems available in some rooms. Please turn off all silent systems when you are done practicing.

WAREHOUSE

CARLSBAD

  • PIANO - This piano is only used for Performance Workshops and Recitals only. Please do not uncover the piano or play it. This piano is not a lesson piano

  • WAREHOUSE DOOR - Due to safety, humidity and other factors this warehouse door should never be opened

  • GROUP LESSONS - Group lessons are held in this room. Since Group lessons start on the hour and are always 50 minutes long the group should be taught band etiquette and wrap cables, put back chairs and instruments how they found them, etc.

  • CEILING FAN - Always remember to turn off the ceiling fan and power off all electricity at the end of class

SAN CLEMENTE

  • OFFICE STAFF ONLY - The warehouse can only be entered by office staff. Teachers are not permitted to enter the warehouse under any conditions.

  • CLEANING MATERIALS - Cleaning materials should be kept in the warehouse. If a teacher is done with a cleaning item, please have him/her leave it in the staff restroom (in kitchen) to completely dry before putting them back in the warehouse to avoid humidity/growth of mold. Please instruct the teacher to leave Mops, window cleaners, sponges etc. after any cleaning admin duty.

TYPES OF STUDENTS

CHARTER STUDENT

RELIGIOUS MATERIAL

Please note that Charter Students (indicated next to their name on the schedule) have lessons paid for by the State of California. This means that lesson material may not be religious. Please do not teach any music that falls into any religious genre. Charter Students always have the option to pay out-of-pocket for a lesson to learn a song for their worship team, etc. A violation of this policy can result in one warning followed by termination. Any violation of this policy can result the cancellation of the Company’s Vendor Status with the Charter.

WORSHIP

Charter Students are allowed to participate in the free Worship Band classes that Roos Studios offers to all students who are enrolled in Subscription Memberships. As stated above, Charter Students will not be able to review Worship Band material during State-funded Charter lessons. Charter Students who pay out of pocket can review the Worship Band material during privqte lessons.

MISSING STUDENTS

The Company does not want to be held liable for missing children. A minor’s whereabouts should always be kept in check. If the lesson is scheduled from 4-4:30, and it is 4:01, please text the main line at (949)328-1131 ASAP. Do NOT run to the front desk at your location, since your front desk might be on break. Text the main line only at 4:01, open up your zoom and leave your classroom door open so that the student can walk in if he/she is running late. Take a peep outside your classroom door and briefly look around the hallways ONLY if it is a new Substitute/Makeup, Trial student that you have never met. In many instances, the Makeup Lesson Student might be waiting near his/her regular teacher’s classroom (you can view this information on Opus). New Trial Students sometimes don’t know where to go - and if the front desk happens to be helping someone over the phone or is on a restroom break - they might be lost.

Mainline texts can be answered by any of the front desk staff at either location. Once a missing Student notification text is received, the front desk will call and text the parent (or Student). This gives ample notice for the Student to head over if he/she lives closeby, or to hope on Zoom if that is more convenient (since the Teacher is already waiting). Even if the Student is running late by a few minutes, the follow-up call is appreciated by the Student/Parent because it shows that we are on top of it and that we care. Teachers - this is not the time to take a break or grab coffee. You are still on paid teacher time during this possible no-show or Late Cancel.

TRIAL STUDENTS

These are first-timers trying out music lessons at our music school for the first time. Please be on the lookout for the new student, check Zoom and contact the main line if you do not see the Student in 1 minute. Letting us know asap gives us time to reach out to the parent and help them with directions or whatever they need to get to lessons. In many instances, a new trial student was just waiting in the wrong area.

We charge Trial Students a discounted lesson fee, since we are still paying Instructors at regular teaching rate. The trial lessons should be structured like this:

  • Spend 2-3 minutes getting to know the Student’s musical goals, and if they are a first-timer, find out if there is anything he/she would like to learn. Do not talk about yourself but instead focus the time on the Student.

  • Give a solid 25 minute lesson - complete with Assignment Sheet and portal feedback.

  • Spend the last 2-3 minutes thanking the Student for coming in. Let him/her know that he/she did great, and that you hope that they signup for regular lessons.

Do Not:

  • Do not tell him/her that you hope they sign up with you. Simply say - “You did a great job! Hope you sign up for regular lesson here so that you can really progress. ALL the teachers here are great and we work as a team - so I’ll definitely see you again!” You may not have any availability, so we may have to offer another teacher and this makes it awkward if he/she runs into you next time after you tell him/her to request you.

  • Do not say anything negative about the trial to other teachers or employees, even if you saw the trial walk out the door. At Roos, we want everyone to be respected and negative comments are not tolerated in this workplace. Other parents could be nearby, and hearing you say “That kids was so hard to teach”, “That lesson really wore me out” or “I’m drained after doing that trial” is a downer for everyone all-around. If you just now realized that you do not enjoy teaching 5 year olds in a private or group class, even though it is a prerequisite at the interview, it may be time for a job change.

  • Do not give out your personal cell phone, work email, social media account or your last name. We want the Student to contact the front desk for all matters.

  • Do not play more than 30 seconds to demonstrate playing anything. The majority of time should be spent teaching and having the student try it, not the teacher playing. Remember, the trial lessons are paid for by the Trial Student

  • Do not share your lesson availability with the Student. Although you might see that you are available during that lesson time, the front desk may have other plans for that Student. Please refer the Trial Student to the front desk for all matters.

  • Do not refer Lesson Material outside of what is offered at the Studio.

ZOOM STUDENTS

Every Student has the option to Zoom. The Zoom option will appear 15 minutes before the lesson start time, Look for the globe icon next to the Lesson Type right above the Student’s name - which indicated that they would like to do that lesson online. If you see a building icon - it means that they would like to do the lesson in person. So whenever you see the globe icon, please log into zoom at the lesson time. Check to make sure that your PMID (Personal Meeting ID) is on. Reach out to the main line if the Student has not joined, and message the student via the portal as well to let them know that you are waiting for him/her in the Zoom classroon. If you don’t see a student in person - always make sure to check zoom to see if they decided to join virtually last minute and just forgot to let us know. If you do not see a student that was originally scheduled on Zoom 1 minute after class start time - please text the front desk

COPYRIGHT

BOOKS & COPYWRIGHTED MATERIAL

Both locations have a complete on-site bookstore. Do not use books that are displayed for sale to regularly teach from. Students should be learning from their own books that they have purchased. If a student forgets to bring t his/her book to class - please message the parent via the portal, and borrow the book for that day only. Each Staff member has a code to ring up books for their clients. Please do not ever make copies of any of the books, as this violates copyright laws.

Store display copies will have a round ROOS sticker that says “DISPLAY COPY ~ Please do not remove”. These copies must not be sold so that we have a copy of the original at all times.

Preorders: Even if a book is out of stock, please ring up the sale at the register using the display copy and your code. Take a picture of the book and text/email it to the front desk with details. The order will be put on our pre-order list. A Staff member will order it for you and once we receive it - we will deliver the book to your teaching room so that you can give it to your student at the next lesson.

SONGWRITING

At this time, we do not teach songwriting due to complications with copyrights, etc. We do plan to have a songwriting program in place in the future so that we can give credit where it is due.

LOANS & PAY ADVANCES

Loans are not permitted in the workplace as it causes strain and at times, ill-will among coworkers. Roos Studios does not make loans or give pay advnaces to its employees.

Thank you for reviewing our policies. Please contact Management with any questions or concerns and we would be glad to discuss. We are looking for to a fulfilling and enjoyable work relationship with you!

- Josh and Liz Roos