HR Policies

It is the policy of Mathnasium (Operated by Speer Solutions, LLC) to provide equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, marital status, sexual orientation, gender identity or expression, citizenship, pregnancy or maternity, veteran status, or any other status protected by applicable federal, state, or local law. This policy extends to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, benefits, compensation, and training. 

All employees are expected to be fit for duty when reporting to work and remain fit for the duration of the day. This implies that employees must not be impaired by alcohol, illegal drugs, or prescription drugs. If an employee is required to take prescription drugs, these drugs should not inhibit their ability to proficiently perform their job functions. Employees are not to have alcohol, illegal drugs, or related paraphernalia in their possession while in the workplace.

Mathnasium reserves the right to install security cameras in work areas for specific business reasons, such as security, theft protection, protection of proprietary information, basic monitoring needs, etc. Video used for training purposes will never be taken without prior notice to and consent from the employee.

The personal use of mobile devices (cell phones, tablets, etc.) is prohibited at instruction tables and when engaged in interactions with students or customers. The use of mobile devices (cell phones, tablets, etc.) is prohibited when operating a motor vehicle for company purposes.

In order to maintain a professional and appropriate relationship with students, Mathnasium employees should not communicate with Mathnasium students on social media sites. This policy applies to all current students, as well as former students who are under 18 years of age, whom the employee met through their employment with Mathnasium. Social media is defined as any form of online publication or presence that allows interactive communication, including, but not limited to, social networks, blogs, websites, and online forums. Examples of social media include, but are not limited to, Facebook, Twitter, Instagram, etc. "Communicate with" refers to activity including, but not limited to, “friending,” “following,” “commenting,” and “messaging” using social media sites. As a recommended practice, Mathnasium employees are encouraged to use appropriate privacy settings to control access to their personal social media sites. If a Mathnasium employee receives a request from a student to connect or communicate through a social media site, they should refuse the request.

General Guidelines:

Our dress code is designed to ensure that employees present a neat, consistent, professional appearance to students and parents. All clothing should be clean and in good condition, and employees are expected to exercise professional judgment in determining whether clothing is appropriate for work. All employees should maintain an acceptable level of bodily hygiene, remembering that we work in close proximity with our students and that bad breath or body odor can significantly diminish their experience. Any visible tattoos or jewelry with imagery that would be inappropriate for children to see (PG-13 and up) should be covered up or removed.

Instructor Dress Code:

• Instructors are required to wear their Mathnasium polo to work every day without exception. The polo must be visible at all times while instructing. If you would like to wear a sweatshirt or a long-sleeved shirt, it must be worn under the Mathnasium polo. You may wear a red, black, gray, or white jacket over your polo, but it must remain open in the front for your polo and nametag to remain visible.

• Pants (jeans, khakis, slacks, or similar) or a skirt must be worn to accompany the polo. Pants must be in good condition and without holes or tears, skirts must be at knee length or lower. Shoes are required, must be in good condition, and must be appropriate for the work environment (tennis shoes or dress shoes, for example).

• Hats and visors are not allowed. Flip-flops, shorts, athletic and athleisure wear, tight or revealing clothing, yoga wear, and damaged or stained clothing are not allowed. Any additional items deemed inappropriate by the company for a child-focused work environment are not allowed.

Should you fail to respect these guidelines, you will be asked to return home to change into work-appropriate clothing. Additional failures may result in disciplinary action.

Employees are expected to show up on time for all scheduled shifts. All absences must be approved in advance in writing by their supervisor. If an employee cannot be at work at their scheduled time, it is their responsibility to arrange with a coworker to cover their shift and let their supervisor know of the change in writing with as much notice as possible. For planned absences of more than three consecutive shifts (e.g. vacations), employees must let their supervisor know of their plans at least two weeks in advance. Failure to comply with this policy will be grounds for disciplinary action.

Any employee who shows signs of illness must immediately stay home. If they do test positive for COVID-19, or there are clear reasons to believe that it may be COVID-19, then they will be allowed to return to work when the points below have been met.

The CDC guidelines for returning to work after contracting COVID-19 are:

• Stay home for 5 days.

• If you have no symptoms or your symptoms are resolving after 5 days, you can leave your house.

• Continue to wear a mask around others for 5 additional days.

• If you have a fever, continue to stay home until your fever resolves.

When in doubt for any reason, we must follow the advice and recommendation of the employee's doctor. As we are not medical professionals ourselves, then "doctor's orders" will be our orders as well.

Schedules are based on the flow of students into the center. Instructors should be at the center at least 5 minutes before the start of their shift in order to be prepared for the next group of students to arrive. Tardiness can result in too many students for other instructors and/or students needing to move tables in the middle of their session. Repeated tardiness will be grounds for disciplinary action.

Employees are expected, within the terms of their employment, to show up on time for each shift. In accordance with our Absent to Work Policy, an employee must report to their supervisor when they will be missing work. If an employee doesn’t show up for work for three consecutive days, and does so without notifying us, it will constitute job abandonment, and they will be considered to have voluntarily resigned.

An employee should ask a family member or friend to contact their supervisor about any absences if they are unable to do so themselves. In extreme circumstances where no one is able to contact the employee's supervisor, we will review the situation on a case-by-case basis to determine if the employee should still be considered as having voluntarily resigned. Examples of extreme circumstances could include a sudden hospitalization, natural disaster, etc. In these extreme circumstances, the employee or a representative of the employee should contact us as soon as possible.

This policy applies to all employees, regardless of gender, sexual orientation, or other protected characteristics. In the context of this policy, “dating” includes consensual romantic and/or sexual relationships. We explicitly prohibit non-consensual relationships.

To avoid favoritism or abuse of authority, supervisors are strictly prohibited from dating employees they supervise. Violating this policy will result in disciplinary action, up to and including termination. Dating between instructors or other employees of the same level is strongly discouraged. If such a relationship arises, there should be no evidence of it in the workplace (e.g. displays of affection, flirting, personal arguments, or discussing the relationship with coworkers while at work). If the relationship ends, the employees involved must remain professional and continue to abide by our Harassment Policy. Failure to respect these guidelines will result in disciplinary action, up to and including the termination of one or both of the employees.

All employees have the right to be treated with fairness, dignity and respect by supervisors, peers and subordinates. Employees must refrain from acts of discrimination and harassment against other individuals. Such acts are unacceptable behavior and will be subject to disciplinary action. This policy applies to all the relationships we have as employees of Speer Mathnasiums, including co-workers, supervisors, customers, et al. 

Should an employee believe that they are the victim of discrimination or harassment, a supervisor must be notified. Supervisors include Center Directors, the Personnel Director, the Managing Director, and the Franchise Owners. If the employee’s direct supervisor is the cause of the problem, the situation should be discussed with another supervisor or the next higher level of supervision. The employee has a choice of either discussing the problem (in the case of an informal concern) or submitting a formal or written concern. Employees who wish to make an anonymous report may use the Comment Box on the Instructor Dashboard.

In some cases, the problem may be corrected in an informal manner. The supervisor and employee may discuss the concern with everyone who is involved, develop an action plan and check with the employee periodically to ensure the problem is being or has been resolved. In other cases, the employee may wish to put the concern in writing. A full investigation will be carried out, and every effort will be made to resolve the problem to the employee’s satisfaction.

All employees are required to complete training for their position.  Each position is given a specific time frame in which they must complete all training.  You must stay on track and follow the timeline to complete the training within the given time frame, failure to do so will result in disciplinary action.  Failure to complete all necessary training for your position within (6) six months of employment will result in termination of your employment with Speer Mathnasium.

Employees may be provided with a key to access the workplace. Employees are responsible for safeguarding the key issued to them. Keys should not be shared with unauthorized individuals. Employees should report lost or stolen keys immediately to their Direct Supervisor. Employees are required to return this key at the end of their employment.