Confidentiality

Information about SHS, its students, families, employees, vendors, trustees and confidential dealings is to be
kept confidential and divulged only to individuals within SHS with a need to receive, and authorized to
receive, such information. If in doubt as to whether information should be divulged, err in favor of not
divulging information and discuss the situation with a supervisor. Employees with regular access to
confidential information in the course of their work are required to sign confidentiality agreements and all
employees, regardless of their position and access, are expected to maintain a high level of confidentiality.

All records and files maintained by SHS are confidential and proprietary and remain the property of the school.
Records and files are not to be disclosed or disseminated to any outside party without the expressed permission
of the Director of Schools. Confidential information includes, but is not limited to, student records, financial
records, personnel and payroll records (regarding current or past employees), information regarding students,
families, vendors or suppliers, or any documents or information regarding SHS operations, procedures or
practices. Such confidential information may not be removed from SHS’ premises without expressed
authorization.

Confidential information obtained during or through employment with SHS may not be used for the purpose
of furthering current or future outside employment or for obtaining personal gain or profit. SHS reserves the
right to utilize legal or equitable remedies to prevent impermissible use of confidential information or to
recover damages incurred as a result of impermissible use of confidential information.

Because SHS considers confidentiality breaches very serious, if an employee improperly uses or discloses
confidential SHS information, s/he can be subject to corrective action, up to and including termination of
employment, even if the employee does not actually benefit from the disclosed information. Important
exceptions to this policy are knowledge or reasonable suspicion of child abuse (physical and psychological),
child neglect and/or sexual molestation.

Employees must return all confidential information at the conclusion of their employment and remove all
such information from electronic devices.

School employees must give prompt notice to the School if requested by legal action or subpoena to reveal
any confidential information of the School, its employees, volunteers, students or their families.

Confidentiality

Information about SHS, its students, families, employees, vendors, trustees and confidential dealings is to be
kept confidential and divulged only to individuals within SHS with a need to receive, and authorized to
receive, such information. If in doubt as to whether information should be divulged, err in favor of not
divulging information and discuss the situation with a supervisor. Employees with regular access to
confidential information in the course of their work are required to sign confidentiality agreements and all
employees, regardless of their position and access, are expected to maintain a high level of confidentiality.

All records and files maintained by SHS are confidential and proprietary and remain the property of the school.
Records and files are not to be disclosed or disseminated to any outside party without the expressed permission
of the Director of Schools. Confidential information includes, but is not limited to, student records, financial
records, personnel and payroll records (regarding current or past employees), information regarding students,
families, vendors or suppliers, or any documents or information regarding SHS operations, procedures or
practices. Such confidential information may not be removed from SHS’ premises without expressed
authorization.

Confidential information obtained during or through employment with SHS may not be used for the purpose
of furthering current or future outside employment or for obtaining personal gain or profit. SHS reserves the
right to utilize legal or equitable remedies to prevent impermissible use of confidential information or to
recover damages incurred as a result of impermissible use of confidential information.

Because SHS considers confidentiality breaches very serious, if an employee improperly uses or discloses
confidential SHS information, s/he can be subject to corrective action, up to and including termination of
employment, even if the employee does not actually benefit from the disclosed information. Important
exceptions to this policy are knowledge or reasonable suspicion of child abuse (physical and psychological),
child neglect and/or sexual molestation.

Employees must return all confidential information at the conclusion of their employment and remove all
such information from electronic devices.

School employees must give prompt notice to the School if requested by legal action or subpoena to reveal
any confidential information of the School, its employees, volunteers, students or their families.