[{"data":1,"prerenderedAt":517},["ShallowReactive",2],{"document-high-school-teacher-job-description-D11661":3},{"document":4,"label":23,"preview":11,"thumb":24,"thumb600":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":34,"customDescModule":177,"customdescription":6,"mdFm":178,"mdProseHtml":516},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"JOB DESCRIPTION HIGH SCHOOL TEACHER Brief description The position of high school teacher consists of instructing students in public or private high schools in one or more subjects at the secondary level, such as English, mathematics, or social studies. Tasks",null,"High School Teacher Job Description","2",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/high-school-teacher-job-description-D11661.png","https://templates.business-in-a-box.com/imgs/250px/11661.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#11661.xml",{"title":15,"description":6},"high school teacher job description",[17,20],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Job Descriptions","/templates/job-descriptions/","High School Teacher Job Description Template","https://templates.business-in-a-box.com/imgs/400px/11661.png","https://templates.business-in-a-box.com/imgs/600px/11661.png",[27,17,20],{"label":28,"url":29},"Templates","/templates/",[31,32,33],{"label":28,"url":29},{"label":18,"url":19},{"label":21,"url":22},[35,39,43,47,51,55,59,63,67,71,75,79,83,102,115,130,147,161],{"label":36,"url":37,"thumb":38,"extension":10},"Elementary School Teacher Job Description","/template/elementary-school-teacher-job-description-D11652","https://templates.business-in-a-box.com/imgs/250px/11652.png",{"label":40,"url":41,"thumb":42,"extension":10},"Preschool Teacher Job Description","/template/preschool-teacher-job-description-D11689","https://templates.business-in-a-box.com/imgs/250px/11689.png",{"label":44,"url":45,"thumb":46,"extension":10},"School Principal Job Description","/template/school-principal-job-description-D11709","https://templates.business-in-a-box.com/imgs/250px/11709.png",{"label":48,"url":49,"thumb":50,"extension":10},"Barista Job Description","/template/barista-job-description-D13535","https://templates.business-in-a-box.com/imgs/250px/13535.png",{"label":52,"url":53,"thumb":54,"extension":10},"CEO Job Description","/template/ceo-job-description-D13536","https://templates.business-in-a-box.com/imgs/250px/13536.png",{"label":56,"url":57,"thumb":58,"extension":10},"Housekeeper Job Description","/template/housekeeper-job-description-D13548","https://templates.business-in-a-box.com/imgs/250px/13548.png",{"label":60,"url":61,"thumb":62,"extension":10},"Recruiter Job Description","/template/recruiter-job-description-D13572","https://templates.business-in-a-box.com/imgs/250px/13572.png",{"label":64,"url":65,"thumb":66,"extension":10},"Paralegal Job Description","/template/paralegal-job-description-D13562","https://templates.business-in-a-box.com/imgs/250px/13562.png",{"label":68,"url":69,"thumb":70,"extension":10},"Server Job Description","/template/server-job-description-D13574","https://templates.business-in-a-box.com/imgs/250px/13574.png",{"label":72,"url":73,"thumb":74,"extension":10},"Underwriter Job Description","/template/underwriter-job-description-D13578","https://templates.business-in-a-box.com/imgs/250px/13578.png",{"label":76,"url":77,"thumb":78,"extension":10},"Videographer Job Description","/template/videographer-job-description-D13579","https://templates.business-in-a-box.com/imgs/250px/13579.png",{"label":80,"url":81,"thumb":82,"extension":10},"Webmaster Job Description","/template/webmaster-job-description-D13582","https://templates.business-in-a-box.com/imgs/250px/13582.png",{"description":84,"descriptionCustom":6,"label":85,"pages":86,"size":9,"extension":10,"preview":87,"thumb":88,"svgFrame":89,"seoMetadata":90,"parents":92,"keywords":91,"url":101},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":91,"description":6},"employment agreement_at will employee",[93,95,98],{"label":18,"url":94},"human-resources",{"label":96,"url":97},"Hire an Employee","hire-employee",{"label":99,"url":100},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":103,"descriptionCustom":6,"label":104,"pages":105,"size":9,"extension":10,"preview":106,"thumb":107,"svgFrame":108,"seoMetadata":109,"parents":111,"keywords":110,"url":114},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","1","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":110,"description":6},"job offer letter long",[112,113],{"label":18,"url":94},{"label":96,"url":97},"/template/job-offer-letter-long-D12769",{"description":116,"descriptionCustom":6,"label":117,"pages":118,"size":119,"extension":10,"preview":120,"thumb":121,"svgFrame":122,"seoMetadata":123,"parents":124,"keywords":128,"url":129},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[125],{"label":126,"url":127},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":131,"descriptionCustom":6,"label":132,"pages":133,"size":9,"extension":10,"preview":134,"thumb":135,"svgFrame":136,"seoMetadata":137,"parents":139,"keywords":138,"url":146},"Employee Performance Review Standard Operating Procedure Department: Human Resources Purpose: Before doing the performance review, it's important that managers have already set up goals to their employees. Indeed, performance reviews are valuable for both the employee and the employer. It's a chance for managers to give praise for exceptional work and guidance for any shortcomings. Managers and supervisors should take this opportunity to have an open discussion about the future of the company and the potential for employee growth. Frequency: Quarterly Procedure: Set up goals for employees. Share with the employee how your organization will assess performance. Prepare the meeting. Establish the purpose of the performance review meeting conversation. Be specific and transparent in the meeting. Review the relevant parts of the performance review form. Discuss ideas for development/action plan. Agree upon specific actions to be taken by each of you. Summarize the performance review meeting conversation. Definition/Explanation: Goal: It is imperative that the employee knows exactly what is expected of his or her performance. Your periodic discussions about performance need to focus on these significant portions of the employee's job.","How to Review Employee Performance","3","https://templates.business-in-a-box.com/imgs/1000px/how-to-review-employee-performance-D12595.png","https://templates.business-in-a-box.com/imgs/250px/12595.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12595.xml",{"title":138,"description":6},"how to review employee performance",[140,143],{"label":141,"url":142},"Business Plan Kit","business-plan-kit",{"label":144,"url":145},"Business Procedures","business-procedures","/template/how-to-review-employee-performance-D12595",{"description":148,"descriptionCustom":6,"label":149,"pages":133,"size":9,"extension":10,"preview":150,"thumb":151,"svgFrame":152,"seoMetadata":153,"parents":155,"keywords":154,"url":160},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":154,"description":6},"non disclosure agreement nda",[156,157],{"label":99,"url":100},{"label":158,"url":159},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":162,"descriptionCustom":6,"label":163,"pages":164,"size":165,"extension":10,"preview":166,"thumb":167,"svgFrame":168,"seoMetadata":169,"parents":170,"keywords":175,"url":176},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[171,172],{"label":18,"url":94},{"label":173,"url":174},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",false,{"seo":179,"reviewer":190,"legal_disclaimer":194,"quick_facts":195,"at_a_glance":197,"personas":201,"variants":226,"glossary":251,"clauses":282,"how_to_fill":333,"common_mistakes":374,"faqs":399,"industries":427,"comparisons":444,"diy_vs_lawyer":459,"jurisdictions":472,"related_template_ids_curated":493,"schema":503,"classification":504},{"meta_title":180,"meta_description":181,"primary_keyword":15,"secondary_keywords":182},"High School Teacher Job Description Template (Free Word)","Free high school teacher job description template covering duties, qualifications, compensation, and employment terms. Used in 190+ countries. Free Word and PDF download.",[183,184,185,186,187,188,189],"high school teacher job description template","high school teacher job description word","secondary school teacher job description","teacher job description template free","high school educator job description","teaching position job description","teacher employment description template",{"name":191,"credential":192,"reviewed_date":193},"Bruno Goulet","CEO, Business in a Box","2026-05-02",true,{"difficulty":196,"legal_review_recommended":194,"signature_required":194,"notarization_required":177},"medium",{"what_it_is":198,"when_you_need_it":199,"whats_inside":200},"A High School Teacher Job Description is a formal document that defines the duties, qualifications, reporting structure, compensation range, and employment conditions for a secondary-level teaching position. This free Word download gives school administrators and HR teams a structured, legally grounded starting point they can edit online and export as PDF for posting, hiring, and onboarding purposes.\n","Use it when opening a new teaching vacancy, replacing a departing educator, expanding a department, or standardizing role definitions across a school or district. It is also required when issuing a formal offer or employment contract to a selected candidate.\n","Position title and department, summary of role purpose, detailed instructional and administrative duties, required and preferred qualifications, certification and licensure requirements, reporting structure, compensation and benefits overview, and working conditions including schedule and physical demands.\n",[202,206,210,214,218,222],{"title":203,"use_case":204,"icon_asset_id":205},"School principals","Opening a department vacancy and posting a compliant job listing","persona-school-principal",{"title":207,"use_case":208,"icon_asset_id":209},"District HR managers","Standardizing teacher role definitions across multiple schools","persona-hr-manager",{"title":211,"use_case":212,"icon_asset_id":213},"Private school administrators","Documenting position requirements without a district HR department","persona-small-business-owner",{"title":215,"use_case":216,"icon_asset_id":217},"Charter school founders","Building out first faculty positions with compliant documentation","persona-startup-founder",{"title":219,"use_case":220,"icon_asset_id":221},"International school directors","Defining roles for teachers hired across multiple jurisdictions","persona-international-employer",{"title":223,"use_case":224,"icon_asset_id":225},"Staffing agencies for education","Placing substitute or contract teachers with defined scope of work","persona-staffing-agency",[227,230,234,238,242,245,248],{"situation":228,"recommended_template":7,"slug":229},"Hiring a full-time permanent classroom teacher","high-school-teacher-job-description-D11661",{"situation":231,"recommended_template":232,"slug":233},"Filling a temporary or substitute teaching role","Substitute Teacher Job Description","preschool-teacher-job-description-D11689",{"situation":235,"recommended_template":236,"slug":237},"Recruiting a department head or curriculum lead","Department Head Job Description","barista-job-description-D13535",{"situation":239,"recommended_template":240,"slug":241},"Hiring a teacher's aide or classroom assistant","Teacher's Aide Job Description","city-and-regional-planning-aide-job-description-D11630",{"situation":243,"recommended_template":117,"slug":244},"Engaging a private tutor on a contract basis","independent-contractor-agreement-D160",{"situation":246,"recommended_template":36,"slug":247},"Hiring an elementary-level classroom teacher","elementary-school-teacher-job-description-D11652",{"situation":249,"recommended_template":250,"slug":233},"Recruiting a special education teacher","Special Education Teacher Job Description",[252,255,258,261,264,267,270,273,276,279],{"term":253,"definition":254},"Certification / Licensure","A state- or province-issued credential confirming a teacher has met the academic and practical training requirements to teach in a specific grade band or subject area.",{"term":256,"definition":257},"Tenure","A form of employment protection granted after a probationary period that limits dismissal to documented cause and requires due-process procedures.",{"term":259,"definition":260},"Collective Bargaining Agreement (CBA)","A negotiated contract between a school district and a teachers' union that governs wages, hours, working conditions, and grievance procedures.",{"term":262,"definition":263},"Individualized Education Program (IEP)","A legally mandated plan under US federal law (IDEA) outlining the educational goals and support services for a student with a disability.",{"term":265,"definition":266},"Professional Development","Ongoing training, coursework, or workshops that teachers complete to maintain licensure and improve instructional practice.",{"term":268,"definition":269},"At-Will Employment","An employment arrangement — common in US non-union private schools — where either party may end the relationship at any time for any lawful reason.",{"term":271,"definition":272},"Scope of Duties","The defined set of responsibilities and tasks a position holder is expected to perform, used as the baseline for performance evaluations.",{"term":274,"definition":275},"Probationary Period","An initial employment term — typically one to three years in education — during which a new teacher can be released with reduced procedural formality.",{"term":277,"definition":278},"Background Check Requirement","A mandatory pre-hire screening — including criminal history and, in many jurisdictions, a sex offender registry check — required by law before a teacher may work with minors.",{"term":280,"definition":281},"Grievance Procedure","A formal multi-step process, typically defined in a CBA, by which an employee can dispute a disciplinary action or alleged contract violation.",[283,288,293,298,303,308,313,318,323,328],{"name":284,"plain_english":285,"sample_language":286,"common_mistake":287},"Position title and department","Identifies the exact job title, the academic department, the school name, and whether the role is full-time, part-time, or contract.","Position: High School [SUBJECT] Teacher | Department: [DEPARTMENT NAME] | School: [SCHOOL NAME] | Employment Type: Full-Time, [SCHOOL YEAR START]–[SCHOOL YEAR END]","Using a generic title like 'Teacher' without specifying grade level or subject. This creates ambiguity when assigning duties or evaluating performance against role-specific standards.",{"name":289,"plain_english":290,"sample_language":291,"common_mistake":292},"Role summary and purpose","A 3–5 sentence overview of why the position exists, what the teacher is accountable for at the highest level, and how the role serves the school's educational mission.","[SCHOOL NAME] seeks a dedicated [SUBJECT] teacher for grades [X–X] to deliver rigorous, engaging instruction aligned with [STATE/PROVINCE] curriculum standards. The teacher is responsible for student academic progress, classroom management, and contributing to the school's culture of continuous learning.","Copying the role summary from another school's posting without tailoring it to the institution's curriculum framework, values, or accreditation standards.",{"name":294,"plain_english":295,"sample_language":296,"common_mistake":297},"Instructional duties","Lists the core teaching responsibilities: lesson planning, delivering instruction, differentiating for diverse learners, assessing student work, and maintaining grade records.","Plan and deliver daily lessons aligned to [CURRICULUM FRAMEWORK]; design formative and summative assessments; differentiate instruction for students with IEPs, ELL designations, or gifted classifications; maintain accurate grade records in [GRADEBOOK PLATFORM].","Omitting IEP and accommodation responsibilities from the duties list. A teacher hired without awareness of these obligations may claim the duties were outside the agreed scope.",{"name":299,"plain_english":300,"sample_language":301,"common_mistake":302},"Administrative and co-curricular duties","Covers non-instructional expectations: attending faculty meetings, parent-teacher conferences, extracurricular supervision, and reporting obligations.","Attend all scheduled faculty meetings, department meetings, and professional development days; participate in [X] parent-teacher conference days per year; supervise assigned extracurricular activities or study halls as directed by the principal.","Leaving co-curricular supervision unspecified. Disputes over whether coaching, club supervision, or after-school duties are included in the base role are among the most common teacher grievances.",{"name":304,"plain_english":305,"sample_language":306,"common_mistake":307},"Required qualifications and certifications","States the minimum education credentials, valid teaching certificate or license, and any subject-area endorsements the candidate must hold at the time of hire.","Bachelor's degree in [SUBJECT] or Education required; valid [STATE/PROVINCE] teaching certificate with [SUBJECT] endorsement for grades [X–X]; current first aid/CPR certification preferred.","Listing a certification as 'preferred' when applicable law or accreditation standards actually require it. This exposes the school to regulatory penalties and limits the defensibility of a hire.",{"name":309,"plain_english":310,"sample_language":311,"common_mistake":312},"Background check and child protection requirements","States that employment is conditional on passing a criminal background check, sex offender registry screening, and any jurisdiction-specific child protection clearances.","Employment is contingent upon satisfactory completion of a criminal background check, [STATE] sex offender registry check, and [APPLICABLE CLEARANCE — e.g., FBI fingerprint clearance, DBS check]. Results must be on file before the first day of instruction.","Omitting the background check condition from the job description. Hiring without documented clearance conditions creates liability if an incident occurs and the school cannot show it met its duty of care.",{"name":314,"plain_english":315,"sample_language":316,"common_mistake":317},"Reporting structure and evaluation","Identifies who the teacher reports to, how performance will be assessed, the evaluation frequency, and the consequences of unsatisfactory ratings.","The teacher reports directly to the [DEPARTMENT HEAD / PRINCIPAL]. Performance will be evaluated [annually / biannually] using the [EVALUATION FRAMEWORK — e.g., Danielson Framework, district rubric]. Unsatisfactory ratings trigger a [90-day] improvement plan before further action.","Not specifying the evaluation framework by name. Vague performance standards make it significantly harder to document and defend a termination-for-cause decision.",{"name":319,"plain_english":320,"sample_language":321,"common_mistake":322},"Compensation and benefits","States the salary range or pay scale step, payment frequency, and a reference to benefits eligibility — health, dental, pension, and PTO — without locking in specific plan details.","Annual salary: $[MIN]–$[MAX] per the [DISTRICT / SCHOOL] salary schedule, placement based on years of verified experience and degree level. Eligible for the school's standard benefits program including health, dental, and [PENSION / RETIREMENT PLAN], subject to plan terms.","Stating a specific salary figure rather than a range or schedule reference. A fixed number in the job description can conflict with negotiated offer terms and creates misaligned expectations.",{"name":324,"plain_english":325,"sample_language":326,"common_mistake":327},"Working conditions and physical requirements","Describes the work schedule (instructional days, duty-free periods, planning periods), the physical environment, and any physical demands relevant to the role.","Work schedule: [X] instructional days per school year, [X] planning periods per week. Classroom environment: standard indoor setting. Physical requirements: ability to stand for extended periods, move through classroom, and occasionally lift up to [30] lbs of instructional materials.","Omitting physical requirements entirely. Without this clause, disability accommodation requests and fitness-for-duty assessments lack a documented baseline to evaluate against.",{"name":329,"plain_english":330,"sample_language":331,"common_mistake":332},"Governing law, CBA reference, and equal opportunity statement","States the governing jurisdiction, references any applicable collective bargaining agreement, and includes a standard equal opportunity employment statement.","This position is governed by the laws of [STATE / PROVINCE] and, where applicable, the terms of the [UNION NAME] Collective Bargaining Agreement effective [DATE]. [SCHOOL NAME] is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, national origin, disability, or any other protected class.","Omitting the CBA reference in a unionized school district. If the district has a CBA and the job description conflicts with its terms, the CBA prevails — and the omission signals to candidates and arbitrators that the employer did not review the contract.",[334,339,344,349,354,359,364,369],{"step":335,"title":336,"description":337,"tip":338},1,"Enter school name, position title, and employment type","Fill in the full legal name of the school or district, the exact job title including subject area and grade band, and whether the role is full-time, part-time, or fixed-term. Include the school year dates if the position is term-limited.","Confirm the job title matches the exact language in your district's salary schedule or CBA — discrepancies create classification disputes at hiring.",{"step":340,"title":341,"description":342,"tip":343},2,"Write the role summary specific to your school","Draft 3–5 sentences describing why this position exists, what curriculum framework or standards it serves, and how it fits the school's mission. Avoid copying a generic summary from an online posting.","Mention your school's accreditation body (e.g., IB, AP, state standards) — this signals to candidates that the role has defined academic benchmarks.",{"step":345,"title":346,"description":347,"tip":348},3,"List all instructional duties including accommodation responsibilities","Detail daily and periodic teaching responsibilities: lesson planning, instruction, differentiation, assessment, and grade recording. Explicitly include IEP, 504 plan, and ELL accommodation duties if applicable.","Review your district's most recent compliance audit findings — commonly cited gaps in teacher duties often appear here and should be addressed proactively.",{"step":350,"title":351,"description":352,"tip":353},4,"Define co-curricular and administrative expectations","List all non-instructional duties the teacher is expected to perform — faculty meetings, parent conferences, extracurricular supervision, and reporting obligations. Specify frequency and whether these are compensated separately.","If co-curricular stipends apply, note the stipend range here rather than in the offer letter — transparency at the description stage reduces negotiation friction.",{"step":355,"title":356,"description":357,"tip":358},5,"State required certifications and verify legal minimums","Enter the exact certification or licensure required by your state, province, or country — including grade level and subject endorsements. Mark any items that are legally required (not merely preferred) as required.","Cross-reference your state's department of education website to confirm current endorsement requirements before publishing — certification requirements change periodically.",{"step":360,"title":361,"description":362,"tip":363},6,"Add background check and child protection conditions","Explicitly state that employment is contingent on satisfactory completion of all legally required background and safeguarding checks. Name each check type required in your jurisdiction.","List the specific clearances by name (e.g., Pennsylvania Child Abuse History Clearance, DBS Enhanced Check) — generic language like 'standard checks' is insufficient in most jurisdictions.",{"step":365,"title":366,"description":367,"tip":368},7,"Set the compensation range and benefits reference","Enter a salary range tied to your salary schedule or a market range. Reference benefits by category only. Avoid embedding specific plan names or contribution amounts that may change annually.","Publishing a salary range increases qualified applicant volume by an average of 30% compared to 'competitive salary' postings, according to multiple recruiter surveys.",{"step":370,"title":371,"description":372,"tip":373},8,"Add governing law, CBA reference, and EEO statement","State the governing jurisdiction, reference any applicable collective bargaining agreement by name and effective date, and include your institution's standard equal opportunity employer statement.","Have your district's legal counsel or HR director review the EEO statement annually — protected class language expands with legislation, and outdated statements create compliance gaps.",[375,379,383,387,391,395],{"mistake":376,"why_it_matters":377,"fix":378},"Omitting IEP and accommodation duties from the duties list","A teacher hired without explicit notice of accommodation responsibilities may dispute those duties as outside their agreed scope, complicating performance management and creating compliance exposure under IDEA and Section 504.","Add a specific bullet under instructional duties naming IEP, 504, and ELL responsibilities. Reference the applicable federal or provincial legal framework so the obligation is documented from day one.",{"mistake":380,"why_it_matters":381,"fix":382},"Listing required certifications as 'preferred'","If state or accreditation rules mandate a specific license and you hire someone without it, the school faces regulatory penalties, accreditation risk, and potential liability if a student outcome is later challenged.","Audit your state's certification requirements before posting. Mark anything the law or accreditor requires as 'required' — not 'preferred' — and confirm every finalist holds the credential before extending an offer.",{"mistake":384,"why_it_matters":385,"fix":386},"No background check contingency clause","Hiring a teacher without a documented safeguarding condition undermines the school's duty of care to students. If an incident occurs, the absence of a written clearance requirement significantly increases institutional liability.","Include a named list of every background check required in your jurisdiction and state explicitly that employment does not begin until all results are satisfactory and on file.",{"mistake":388,"why_it_matters":389,"fix":390},"Copying a job description from another school without tailoring it","Borrowed descriptions often reference the wrong curriculum standards, accreditation bodies, or union agreements — creating misaligned expectations that surface during onboarding, evaluation, or grievance proceedings.","Use the template as a structure, then replace every bracketed placeholder with your school's specific curriculum framework, evaluation system, and governing agreements before publishing.",{"mistake":392,"why_it_matters":393,"fix":394},"No reference to the collective bargaining agreement","In unionized districts, the CBA governs working conditions, grievance procedures, and compensation. A job description that omits or contradicts CBA terms is superseded by the CBA — and signals to arbitrators that the employer was not operating in good faith.","Reference the applicable CBA by name and effective date in the governing law clause and confirm that every duty, schedule reference, and compensation note is consistent with current CBA language.",{"mistake":396,"why_it_matters":397,"fix":398},"Salary stated as a single fixed figure instead of a range or schedule reference","A fixed salary in a job description conflicts with negotiated offers, creates peer-equity issues if multiple teachers are hired at different steps, and can expose the school to pay discrimination claims.","State a salary range tied to your salary schedule (e.g., '$48,000–$72,000 based on years of experience and degree level per the 2025–2026 salary schedule') rather than a single dollar amount.",[400,403,406,409,412,415,418,421,424],{"question":401,"answer":402},"What is a high school teacher job description?","A high school teacher job description is a formal document that defines the duties, required qualifications, certifications, reporting structure, compensation range, and employment conditions for a secondary-level teaching position. It serves as the authoritative reference for recruitment postings, offer letters, performance evaluations, and — in the event of a dispute — documentation of what the employee agreed to perform.\n",{"question":404,"answer":405},"What should a high school teacher job description include?","At minimum: position title and department, a role summary tied to the school's curriculum framework, detailed instructional and administrative duties (including IEP and accommodation responsibilities), required and preferred qualifications, certification and licensure requirements, background check conditions, reporting structure and evaluation framework, compensation range or salary schedule reference, working conditions, and an equal opportunity employer statement. Missing any of these creates compliance gaps or candidate expectation mismatches.\n",{"question":407,"answer":408},"Is a job description a legally binding document?","A job description is not a standalone employment contract, but it carries significant legal weight. In many jurisdictions, duties listed in a job description are treated as the agreed scope of work and can be introduced in arbitration or litigation to support or contest a termination-for-cause decision or a grievance claim. In unionized settings, a job description that contradicts the collective bargaining agreement can be challenged as a violation of the CBA.\n",{"question":410,"answer":411},"What certifications does a high school teacher need?","Requirements vary by jurisdiction. In the US, teachers typically need a state-issued teaching license with a subject-area endorsement for the relevant grade band (grades 9–12). Most states require a bachelor's degree, completion of a state-approved teacher preparation program, and passage of subject-matter and pedagogy exams. In Canada, a provincial Certificate of Qualification is required. In the UK, Qualified Teacher Status (QTS) is the standard credential. International schools may accept International Baccalaureate or Cambridge qualifications in lieu of local certification.\n",{"question":413,"answer":414},"Do I need to include a background check requirement in the job description?","Yes — in virtually every jurisdiction that permits teachers to work with minors, background and safeguarding checks are legally mandated before employment begins. Including the specific required checks in the job description documents the school's awareness of its duty of care and sets clear expectations for candidates. The description should name each check type (criminal history, sex offender registry, child abuse clearance, etc.) and state that employment is contingent on satisfactory results.\n",{"question":416,"answer":417},"How does a job description interact with a collective bargaining agreement?","In unionized school districts, the collective bargaining agreement (CBA) governs wages, hours, and working conditions. Where any term in a job description conflicts with the CBA, the CBA prevails. A well-drafted job description cross-references the applicable CBA by name and effective date and ensures that duties, schedule references, and compensation language are consistent with current CBA provisions. Discrepancies discovered during a grievance proceeding typically favor the employee.\n",{"question":419,"answer":420},"Can a job description be used as the basis for a performance evaluation?","Yes — and it should be. The duties and qualifications listed in the job description form the baseline against which performance is measured during formal evaluations. Evaluation frameworks like the Danielson Framework or district rubrics are most defensible when tied directly to the documented scope of the role. Teachers whose evaluations reference duties not listed in their job description have successfully challenged adverse ratings in arbitration on that basis.\n",{"question":422,"answer":423},"What is the difference between a job description and an employment contract for a teacher?","A job description defines the role — what the teacher is expected to do, the qualifications required, and the compensation range. An employment contract is a binding agreement signed by both parties that creates legal obligations, including notice periods, IP and confidentiality terms, non-solicitation provisions, and severance. Schools should use both: the job description for recruitment and role definition, and a signed employment contract (or union-governed appointment letter) to govern the binding terms of the relationship.\n",{"question":425,"answer":426},"Do private schools have different job description requirements than public schools?","Private schools generally have more flexibility in drafting job descriptions because they are not bound by district CBAs or the same tenure statutes that apply to public school teachers. However, private schools must still comply with applicable state or provincial certification requirements, federal employment anti-discrimination laws, and child safeguarding mandates. Private schools in some US states may hire non-certified teachers if they meet alternative qualifications, but this should be stated explicitly in the job description to avoid candidate confusion.\n",[428,432,436,440],{"industry":429,"icon_asset_id":430,"specifics":431},"Public K–12 school districts","industry-education","Job descriptions must align with district salary schedules, union CBA terms, state certification requirements, and federal IDEA accommodation obligations.",{"industry":433,"icon_asset_id":434,"specifics":435},"Private and independent schools","industry-professional-services","Greater flexibility in certification requirements and at-will employment terms, but must still document safeguarding conditions and meet anti-discrimination law standards.",{"industry":437,"icon_asset_id":438,"specifics":439},"Charter schools","industry-startup","Often operate outside district CBAs, requiring standalone job descriptions that define all working conditions explicitly rather than deferring to union agreements.",{"industry":441,"icon_asset_id":442,"specifics":443},"International and boarding schools","industry-international","Must address multi-jurisdiction certification recognition, relocation conditions, housing allowances, and the safeguarding standards of the host country.",[445,449,453,455],{"vs":446,"vs_template_id":447,"summary":448},"Employment Contract","employment-agreement_at-will-employee-D541","A job description defines role scope, duties, and qualifications for recruitment purposes. An employment contract is a binding agreement signed by both parties that governs notice periods, severance, confidentiality, and termination. Schools need both — the job description to attract and screen candidates, the employment contract to create enforceable obligations once a candidate is selected.",{"vs":450,"vs_template_id":451,"summary":452},"Offer Letter","job-offer-letter-long-D12769","An offer letter confirms the specific terms extended to a selected candidate — salary, start date, and benefits. A job description is the broader role definition shared with all applicants. The offer letter should reference the job description to confirm that the candidate accepts the documented scope of duties, not just the compensation terms.",{"vs":117,"vs_template_id":244,"summary":454},"An independent contractor agreement is used when engaging a tutor, curriculum developer, or specialist on a project basis without employee status. A high school teacher job description governs an employee relationship with associated benefits, pension, and CBA entitlements. Misclassifying a teacher as a contractor triggers back taxes, benefit liability, and potential certification compliance issues.",{"vs":456,"vs_template_id":457,"summary":458},"Performance Evaluation Form","employee-performance-review-D524","A performance evaluation form is used after hire to assess how well the teacher is meeting the role's expectations. The job description is the source document that defines those expectations. Without a detailed job description, evaluation criteria lack an agreed baseline, making adverse ratings significantly harder to defend in a grievance or dismissal proceeding.",{"use_template":460,"template_plus_review":464,"custom_drafted":468},{"best_for":461,"cost":462,"time":463},"Private or charter schools hiring for standard classroom teaching roles in a single jurisdiction","Free","30–60 minutes",{"best_for":465,"cost":466,"time":467},"Public school districts, any school in a unionized environment, or cross-jurisdiction international schools","$300–$700 (HR consultant or education attorney review)","1–3 days",{"best_for":469,"cost":470,"time":471},"Large district-wide job description overhauls, schools with complex CBAs, or international schools operating under multiple national education frameworks","$1,000–$3,500+","1–3 weeks",[473,478,483,488],{"code":474,"name":475,"flag_asset_id":476,"note":477},"us","United States","flag-us","Each state sets its own teacher certification requirements, including subject endorsements and grade-level bands. Public school teachers in most states are covered by collective bargaining agreements that govern working conditions, evaluation procedures, and tenure protections. IDEA and Section 504 legally require accommodation duties for teachers serving students with disabilities — these must be reflected in the job description. Non-compete clauses are generally unenforceable for teachers in most states.",{"code":479,"name":480,"flag_asset_id":481,"note":482},"ca","Canada","flag-ca","Each province issues its own Certificate of Qualification or equivalent credential; credentials are not automatically transferable across provinces. Most public school teachers are covered by provincial collective agreements negotiated between teachers' federations and school boards. Quebec requires all employment documentation to be provided in French for provincially-regulated employers. Background check requirements include a Vulnerable Sector Check under the Criminal Records Act.",{"code":484,"name":485,"flag_asset_id":486,"note":487},"uk","United Kingdom","flag-uk","Qualified Teacher Status (QTS) is required to teach in state-maintained schools in England and Wales; Scotland uses a General Teaching Council for Scotland (GTCS) registration. Enhanced Disclosure and Barring Service (DBS) checks are legally required before any teacher begins work with students. The School Staffing Regulations 2009 set specific requirements for maintained schools on appointment and employment documentation. Independent schools have more flexibility but must still conduct enhanced DBS checks.",{"code":489,"name":490,"flag_asset_id":491,"note":492},"eu","European Union","flag-eu","Teacher qualification recognition varies significantly by member state, though the EU Professional Qualifications Directive provides a framework for cross-border recognition. GDPR applies to candidate data collected during recruitment — job descriptions and application forms must reference how personal data will be processed. Several member states, including France and Germany, have strict civil servant frameworks for public school teachers that govern appointment, probation, and dismissal through administrative rather than employment law.",[447,451,244,494,495,496,497,498,499,500,501,502],"how-to-review-employee-performance-D12595","non-disclosure-agreement-nda-D12692","employee-handbook-D712","employee-dismissal-letter-D508","fixed-term-contract-D13225","employment-agreement-executive-D543","remote-work-agreement-D13282","90-day-probationary-period-policy-D13480","reference-check-letter-D601",{"emit_how_to":194,"emit_defined_term":194},{"primary_folder":94,"secondary_folder":505,"document_type":506,"industry":507,"business_stage":508,"tags":509,"confidence":515},"job-descriptions","form","schools-and-education","all-stages",[510,511,512,513,514],"education","hr","hiring","job-description","teaching",0.95,"\u003Ch2>What is a High School Teacher Job Description?\u003C/h2>\n\u003Cp>A \u003Cstrong>High School Teacher Job Description\u003C/strong> is a formal employment document that defines the duties, qualifications, certifications, reporting structure, compensation range, and working conditions for a secondary-level teaching position. It functions as the authoritative reference document throughout the entire employment lifecycle — from recruitment posting and candidate screening through onboarding, performance evaluation, and, where necessary, disciplinary proceedings. Unlike a generic job posting, a well-drafted teacher job description carries legal weight: it documents the agreed scope of work, establishes the baseline for performance assessments, and protects the school in grievance and arbitration proceedings.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Operating without a formal, institution-specific teacher job description exposes a school to cascading risks. Teachers who were not informed of accommodation responsibilities at hire — IEP duties, 504 plan implementation, ELL support — routinely challenge those obligations as outside their agreed scope, creating compliance exposure under federal and provincial disability law. Principals who attempt performance-based dismissals without a documented evaluation framework tied to defined duties face significantly higher arbitration loss rates. In unionized districts, a job description that contradicts or ignores the applicable collective bargaining agreement is superseded by the CBA and signals bad faith to arbitrators. And without explicit background check conditions on record, a school's duty of care to students is difficult to demonstrate if a safeguarding incident occurs. This template gives school administrators a structured, legally grounded starting point — ready to customize for subject area, grade band, and governing jurisdiction — so every hire begins with clear documented expectations on both sides.\u003C/p>\n",1781185919438]