The World Nexus, DBA Xstar Education

Hourly Teacher Offer Letter & Employment Terms Nonexempt W-2 Employee | California | 2026

Employee Name Position / Title

____________________________________ ____________________________________ Expected Start Date Hourly Rate

____________________________________ $________________ per hour Expected Schedule (days and approximate work hours)

________________________________________________________________________________ Primary Worksite

________________________________________________________________________________

1. Employer and Employment Status Your employer is The World Nexus, DBA Xstar Education

(the “Company”). This position is classified as nonexempt and paid on an hourly basis.

Nothing in this letter creates employment for a fixed term. Employment is at will to the

fullest extent permitted by California law. Either you or the Company may end the

employment relationship at any time, with or without advance notice and with or without

cause, subject to applicable law. No manager or supervisor may alter at-will status except

through a written agreement signed by an authorized Company officer and the employee.

2. Schedule and Work Authorization Your expected schedule is shown above. The schedule is

an operational assignment and is not a guarantee of any minimum number of hours. The

Company may modify schedules based on enrollment, staffing, school calendars, safety,

and operational needs, subject to applicable law.

Important You may not begin work before your scheduled start, continue work after your

scheduled end, or perform work outside scheduled hours without advance supervisor

authorization, except for an immediate safety/emergency need. However, all time actually

worked must be accurately recorded and reported. The Company will pay all compensable

time required by law; unauthorized work may result in discipline. Payment does not

constitute approval of the policy violation.

3. Timekeeping, Breaks, and Payroll • You must record actual start and stop times and any

required unpaid meal period. Off-the-clock work is prohibited. • Paid rest periods and

unpaid meal periods will be provided/authorized as required by applicable law and

Company policy. Employees responsible for students must coordinate coverage before

leaving a supervision area. • You must promptly report any missed, interrupted, late,

shortened, unavailable break, inaccurate time record, or previously unrecorded work. No

retaliation is permitted for good-faith reporting. • Wages are paid on the Company’s

designated regular paydays and accompanied by an itemized wage statement. Earned

wages are not conditioned on signing a waiver of statutory rights.

4. Conditions Relating to Work With Minors Because the position involves work with minors,

employment duties may be conditioned on completion of legally required child-abuse

identification/reporting training, mandated-reporter acknowledgment,

fingerprint/background-check clearance where required, and compliance with the

Company’s Child Protection Policy and supervision rules.

5. Company Policies and Separate Agreements You are expected to comply with the

Employee Handbook, Child Protection Policy, timekeeping and safety rules,

confidentiality/student-privacy rules, and other lawful policies issued by the Company. The

Employee Handbook is not an employment contract. Any separate signed arbitration or

confidentiality agreement is governed by its own terms.

6. Entire Offer Terms This letter states the principal terms of this offer. It does not waive any

right that cannot lawfully be waived. If you accept these terms, please sign below.

Electronic signature: This document may be signed electronically through the Company's

onboarding system. The Employee's electronic signature for this document, as recorded on the

signing completion record that identifies this document by name and version, has the same effect

as a handwritten signature.

EMPLOYEE COMPANY REPRESENTATIVE

Name (Print): __________________________________ Name (Print): __________________________________

Signature: ____________________________________ Signature: ____________________________________

Date: __________________ Date: __________________

Offer Letter & Employment Terms | 2026 Page 1

The World Nexus, DBA Xstar Education

Mutual Workplace Dispute Resolution Agreement Including binding arbitration for covered claims | California | 2026

Important - Please Read This is a mutual agreement. For covered claims, both the Company and the Employee agree to use final and binding arbitration instead of having the dispute decided by a judge or jury. This Agreement does not restrict government-agency charges, protected activity, or rights that cannot lawfully be waived. The Employee may take a reasonable opportunity to review this Agreement and may consult independent counsel before signing.

1. Mutual Agreement to Resolve Covered Claims The World Nexus, DBA Xstar Education (the

“Company”) and the undersigned employee (the “Employee”) mutually agree that,

except for the exclusions stated below, any Covered Claim either party may have against

the other arising out of or relating to the Employee’s application, employment,

compensation, working conditions, or separation from employment will be resolved by

final and binding arbitration. This obligation is mutual and applies equally to the Company

and the Employee.

2. Covered Claims To the fullest extent permitted by law, Covered Claims include individual

claims for wages, overtime, meal- or rest-period premiums, expense reimbursement, paid

leave, compensation or benefits, breach of contract, tort claims, discrimination,

harassment, retaliation, failure to accommodate, wrongful termination, privacy or

defamation claims, and other statutory or common-law claims arising from the

employment relationship. Covered Claims also include, to the extent legally arbitrable,

employment-related claims the Company may have against the Employee, including claims

concerning confidentiality, trade secrets or confidential information, Company property,

contractual duties, fraud, or other employment-related torts. The Company does not retain

broader access to court for its own employment-related claims than the Employee, except

where applicable law or Section 10 permits either party to seek court relief.

3. Excluded and Nonwaivable Matters • Workers’ compensation and unemployment-

insurance claims that must proceed through their statutory systems. • Charges, reports,

complaints, or participation with government agencies, including the EEOC, California Civil

Rights Department, Labor Commissioner/DLSE, NLRB, Cal/OSHA, or law-enforcement or

regulatory agencies. Nothing in this Agreement prevents an agency from investigating,

prosecuting, or exercising its lawful authority. • A sexual-assault or sexual-harassment

dispute for which federal law gives the person alleging the conduct the right to elect not to

enforce a predispute arbitration agreement or predispute joint-action waiver, including

rights under 9 U.S.C. § 402. • Any claim, proceeding, remedy, or right that applicable law

makes nonarbitrable or nonwaivable.

4. Individual Proceedings; Class, Collective, and PAGA Matters Except to the extent applicable

law requires otherwise, Covered Claims will be brought and arbitrated only on an individual

basis, and neither party will bring or participate in a class or collective proceeding

concerning Covered Claims. This sentence does not waive any right that controlling law

makes nonwaivable. Any claim under the California Private Attorneys General Act (PAGA)

will be handled as required by then-applicable law. Any individual PAGA component may

be arbitrated to the fullest extent permitted by law, while this Agreement is not intended to

eliminate nonwaivable statutory standing, representative rights, or remedies that

controlling law requires to remain available. The federal sexual-assault/sexual-harassment

election described in Section 3 controls where applicable.

5. Arbitration Provider, Rules, Selection, and Location Arbitration will be administered by

JAMS or the American Arbitration Association (AAA) under the provider’s then-current

employment/workplace arbitration rules and mandatory due-process standards. The

parties will first attempt to agree on the provider. If they do not agree within 15 calendar

days after a written demand for arbitration, the claimant may select JAMS or AAA. If the

selected provider is unavailable or declines administration, the other provider may be

used; if neither is available, a court may appoint a neutral arbitrator as permitted by law.

The applicable provider rules will be made available to the Employee upon request and

may be obtained from JAMS or AAA. Unless the parties agree otherwise, any in-person

hearing will occur in or reasonably near the California county in which the Employee

primarily worked for the Company. Remote proceedings may be used by agreement or as

permitted by the applicable rules. The Employee has the right to be represented by

counsel.

6. Neutral Arbitrator; Fair Process; Discovery; Hearing; Award • The arbitrator must be

neutral and qualified to decide employment disputes, and both parties will have a fair

opportunity to participate in the selection process. • Each party will have access to

adequate discovery and information exchange consistent with applicable law and the

selected provider’s employment/workplace rules, subject to the arbitrator’s authority to

prevent abusive, cumulative, or disproportionate discovery. • Each party may present

relevant evidence, call and cross-examine witnesses, and make motions permitted by

applicable law and the selected provider’s rules. • The arbitrator may grant any

individual remedy that would be available in court under the law governing the claim.

Mutual Workplace Dispute Resolution Agreement | 2026 Page 1

The World Nexus, DBA Xstar Education

• The arbitrator will issue a written, reasoned award sufficient to permit any judicial review

available under applicable law. Applicable statutes of limitation remain in effect.

1. Filing Fees and Arbitration-Specific Costs The Employee will not be required to pay an

arbitration filing fee greater than the amount the Employee would be required to pay to

initiate a civil action in California state court and, in all events, no more than the employee

filing amount permitted by the selected provider’s mandatory employment/workplace

rules. The Company will pay the arbitrator’s compensation and other arbitration-specific

forum or administrative costs to the extent required by applicable law or the provider’s

mandatory standards. Nothing prevents the Company from voluntarily paying a greater

share, and nothing limits any lawful hardship or fee-waiver procedure. Except as stated in

Section 8 below, each party will ordinarily bear its own attorneys’ fees and ordinary

litigation expenses unless a statute, contract, or other applicable law authorizes or requires

a different award.

2. Good-Faith Claims, Defenses, and Protection Against Abuse Both parties agree that claims,

defenses, factual contentions, evidence, and procedural conduct should be pursued in

good faith. After notice and a reasonable opportunity to respond, the arbitrator may

impose sanctions only to the extent, and under standards no less protective than, those

that a court of competent jurisdiction or the selected arbitration provider could lawfully

apply. This provision is mutual and applies equally to the Company and the Employee.

Sanctionable conduct may include, where the governing law or provider rules permit,

knowingly false factual contentions or fabricated evidence; a claim or defense pursued

primarily to harass, cause unnecessary delay, or needlessly increase cost; an objectively

frivolous claim or defense that is not warranted by existing law or by a nonfrivolous

argument to extend, modify, or reverse existing law; or willful failure to comply with an

arbitrator’s order, lawful discovery obligation, or material evidence-preservation duty.

Any sanction must be proportionate and limited to relief reasonably caused by the

sanctionable conduct. To the extent permitted by applicable law and the selected

provider’s rules, relief may include reasonable attorneys’ fees or costs caused by that

conduct, evidentiary sanctions, adverse inferences, or other lawful relief. No party will be

sanctioned merely because the party loses, recovers less than requested, rejects a

settlement proposal, withdraws a claim or defense in good faith, or advances a good-faith

argument on an unsettled or developing issue of law. This Section does not restrict

protected activity, government-agency filings, or any nonwaivable statutory right.

Fee- and cost-shifting on any claim shall be governed by the standards a court would apply under

the substantive law governing that claim. Sanctions for conduct in the arbitration, if any, require

notice and a reasonable opportunity to respond, may not exceed what applicable law permits, and

may not be based on an Employee's good-faith pursuit of a claim. Nothing in this Section lowers

any statutory standard that protects an Employee in an award of fees, costs, or sanctions.

1. Jury Trial Waiver and Court Proceedings For Covered Claims subject to this Agreement,

both parties knowingly waive the right to have the merits decided by a judge or jury. A

court may decide matters reserved by law for a court, including whether this Agreement

was formed or is enforceable, whether 9 U.S.C. § 402 applies, whether arbitration should

be compelled or stayed, and whether an arbitration award should be confirmed, corrected,

or vacated.

2. Mutual Right to Seek Provisional or Protective Relief Either party may ask a court for

temporary or provisional relief that applicable law permits in aid of arbitration, including

relief reasonably necessary to preserve the status quo, evidence, property, safety, or

confidential information while arbitration is pending. Seeking such relief does not waive

arbitration of the merits. This right is mutual and does not create a court carve-out solely

for claims the Company is more likely to bring. Any request for attorneys’ fees or costs in a

court proceeding is governed by applicable law and the standards in Section 8; there is no

automatic prevailing-party fee award under this Agreement.

3. No Retaliation; No Restriction on Protected Activity Nothing in this Agreement prohibits

lawful whistleblowing, reporting suspected unlawful conduct, discussing wages or working

conditions, engaging in protected concerted activity, filing or participating in a

government-agency proceeding, cooperating with an investigation, or exercising any right

that cannot lawfully be waived. The Company will not retaliate against an Employee for

lawfully exercising such rights.

Mutual Workplace Dispute Resolution Agreement | 2026 Page 2

The World Nexus, DBA Xstar Education

1. Federal Arbitration Act; California Substantive Law The Federal Arbitration Act (FAA), 9

U.S.C. §§ 1-16, governs the interpretation and enforcement of this Agreement to the

fullest extent applicable. California substantive law governs California statutory and

common-law employment claims, except where federal law controls. The parties intend

this Agreement to be interpreted neutrally and not to expand or reduce substantive rights

or remedies solely because a dispute is arbitrated.

2. Severability and Limited Reformation If a provision of this Agreement is found invalid or

unenforceable, a court or arbitrator with authority over the issue may sever or limit that

provision only to the extent necessary, and the remaining provisions will remain effective,

unless controlling law requires a different result or the invalid provision cannot be severed

without defeating the parties’ mutual agreement. No provision will be rewritten to

impose a greater waiver of statutory rights than applicable law permits.

3. Entire Arbitration Agreement; Prior Agreements; Amendments This Agreement is the entire

agreement between the Company and the Employee concerning arbitration and the forum

for resolving Covered Claims. It supersedes any prior arbitration or employment-dispute-

resolution agreement between them concerning the same subject matter, unless a later

written agreement expressly states otherwise. The Employee Handbook does not modify

this Agreement. Any amendment to this Agreement must be in writing and signed by both

the Company and the Employee, except that the then-current mandatory rules of the

selected arbitration provider apply as stated in Section 5.

4. Acknowledgment, Review Opportunity, Copy, and Electronic Signatures By signing this

Agreement, including through the electronic signing process described in this Section, the

Employee acknowledges that the Employee received this Agreement; had a reasonable

opportunity to read and review it; had an opportunity to ask questions; may consult

independent counsel; understands that this Agreement affects the forum in which Covered

Claims will be resolved; and voluntarily agrees to its terms. The Company will provide the

Employee a completed copy of this Agreement after signing, through the onboarding portal

and by email, and will keep a record of that delivery. Electronic signatures and

counterparts are valid to the same extent as original signatures. The Employee signs this

Agreement electronically through the Company's onboarding system. The Employee's

single electronic signature, applied after the Employee has viewed each document listed

on the signing completion record and completed the per-document review confirmations

recorded by that system, adopts this Agreement as identified by name and version on that

record.

Signatures EMPLOYEE COMPANY REPRESENTATIVE

Name (Print): __________________________________ Name (Print): __________________________________

Signature: ____________________________________ Title: ________________________________________

Date: __________________ Signature: ____________________________________

Date: __________________

Company: The World Nexus, DBA Xstar Education

Mutual Workplace Dispute Resolution Agreement | 2026 Page 3

The World Nexus, DBA Xstar Education Confidentiality, Student Privacy, Work Product & Company Property Agreement For employees with access to students, families, staff, systems, or internal operations | 2026 1. Protected Information During employment, Employee may receive nonpublic information about students, parents/guardians, authorized pickup persons, staff, volunteers, donors, business operations, finances, pricing, schedules, curriculum materials, security procedures, systems, passwords, incident reports, investigations, and other information that the Company reasonably treats as confidential (“Confidential Information”). 2. Employee Duties • Use Confidential Information only for authorized Company work and only to the extent needed for assigned duties. • Do not disclose student/family information to unauthorized persons, including other parents or students. • Do not copy, download, photograph, forward, upload, or store Confidential Information in personal accounts, personal cloud storage, or unapproved apps. • Use only Company-approved communication channels for work-related communications with students/parents when such channels are provided or required. • Do not post student images, names, work product, schedules, location information, or incidents on personal social media without written Company authorization and required parent/guardian permissions. • Immediately report lost devices, misdirected communications, suspected data exposure, or unauthorized access. 3. No Personal Boundary-Crossing With Minors Employee may not establish private, secret, romantic, sexual, exploitative, or otherwise inappropriate relationships or communications with minors served by the Company. Personal social-media contacts, unsanctioned direct messaging, gifts intended to create secrecy or dependency, and unsanctioned transportation or meetings are prohibited. 4. Work Product and Materials Materials created by Employee within the scope of employment or using Company resources for Company business are Company property to

the extent permitted by law. This provision does not claim ownership of inventions or works that California law protects from assignment, including rights preserved by California Labor Code section 2870. Notice under California Labor Code Section 2872: to the extent this Section requires assignment of any invention, it does not apply to an invention the Employee developed entirely on the Employee's own time without using the Company's equipment, supplies, facilities, or trade secret information, except for an invention that, at the time of conception or reduction to practice, (a) relates to the Company's business or to the Company's actual or demonstrably anticipated research or development, or (b) results from any work performed by the Employee for the Company. 5. Company Property and Access All keys, badges, devices, files, credentials, student records, curriculum copies, equipment, and other Company property must be returned immediately upon request and no later than separation. Employee may not retain copies of confidential records after separation. 6. Protected Rights / Legal Carve-Outs Nothing in this agreement prohibits Employee from discussing wages, hours, or working conditions as protected by law; reporting suspected unlawful conduct to a government agency; participating in an investigation; making protected whistleblower disclosures; or exercising any other nonwaivable legal right. This agreement is not a noncompetition agreement and is not intended to restrict lawful post- employment work. 7. Continuing Duty The duties concerning Confidential Information, student/family privacy, and return of Company property continue after employment ends to the extent permitted by law. 8. Institutional Roster Data; Trade Secrets 8.1 Designation. The Company's compiled, nonpublic student and family data — including rosters; parent/guardian and authorized-pickup contact details; enrollment, billing, and payment status; schedules; learning and progress records; inquiry and waitlist records; and nonpublic pricing or discount arrangements (collectively, "Roster Data") — are Confidential Information under this Agreement and, to the extent they satisfy the requirements of California Civil Code section 3426.1(d), the Company's trade secrets. Employee acknowledges that the Company compiles the Roster Data at substantial cost, treats them as nonpublic, limits access to them under its access controls and confidentiality rules, and derives independent economic value from their not being generally known. 8.2 Limited use. Employee may access and use Roster Data solely to perform work for the Company, through Company-approved systems and channels, and only to the minimum extent necessary. Authorized use includes activities reasonably necessary for assigned duties and student safety, and disclosures required or protected by applicable law. 8.3 No harvesting; no use for solicitation. Employee shall not, during or after employment: (a) except through Company-approved workflows and devices, copy, export, print, photograph, forward, or retain Roster Data in any personal account, device, or contact list, including by emailing or messaging data to a personal account or transferring files to personal storage; (b) use the access afforded by Employee's duties to obtain families' personal contact information for any non-Company purpose; or (c) use or disclose Roster Data, directly or through another person, to solicit any student or family for non-Company instruction or services. The identity of the person who initiated a contact does not excuse an otherwise prohibited use of Roster Data; liability under this Section requires an unauthorized use or disclosure of Roster Data or other protected information. 8.4 Return and deletion. Upon separation, or earlier on request, Employee shall return all Roster Data and delete it from personal accounts and devices, and shall confirm the items completed in the Company's one-page separation acknowledgment. Deletion obligations are subject to legally required retention, preservation duties, and technically inaccessible routine backups, provided retained information remains protected and is not used for any unauthorized purpose. Nothing in this Section conditions the payment of wages or other amounts due on the execution of the separation acknowledgment. 8.5 Characterization; remedies. A use or disclosure of Roster Data in breach of this Section is a breach of Employee's duty to maintain the secrecy of information acquired under circumstances giving rise to that duty, within Civil Code section 3426.1(b)(2)(B)(ii). Employee acknowledges awareness of the obligations imposed by this Section and of the potential legal consequences of unauthorized use or disclosure. Whether any conduct constitutes trade secret misappropriation, including willful and malicious misappropriation, is determined under applicable law on the evidence. The Company may pursue all remedies available under the Uniform Trade Secrets Act — including injunctive relief (section 3426.2), damages and unjust enrichment, exemplary damages for willful and malicious misappropriation (section 3426.3), and attorney's fees as provided in section 3426.4 — in addition to other remedies available under applicable law, in each case only to the extent authorized by the applicable provision or statute and without duplicate recovery. The Company's decision not to pursue any breach is not a waiver, and its rights are cumulative. 8.6 Boundaries. This Section restricts data, not livelihood: it does not prohibit Employee from working for any other employer or business after employment, from general advertising to the public, or from serving any family that contacts Employee through publicly available information not derived from Roster Data. Nothing in this Section restricts independently obtained, lawfully available information, general professional knowledge and skills, or relationships maintained without unauthorized use of Roster Data. Information does not fall outside this Section merely because Employee also knows a family personally, where the contact details or nonpublic facts used were obtained from Roster Data. Nothing in this Section limits any legally protected activity, including discussions of wages, hours, or working conditions (see also Section 6), disclosures to government agencies or counsel, whistleblowing, or legally required child-protection reporting. 8.7 Notice; systems. The immunity notice of the federal Defend Trade Secrets Act, 18 U.S.C. section 1833(b), is stated in Section 9 of this Agreement. Employee understands that access to Company systems, and exports, prints, and downloads from them, are logged in accordance with the Company's disclosed access-control and records-retention practices, and that such records are Company records that may be retained and used to administer and enforce this Section. 8.8 Material breach. A breach of Section 8.3, or any other material violation of this Section — assessed by the nature, seriousness, and consequences of the conduct — is a material breach of this Agreement. 8.9 Integration. This Section supplements Sections 1 and 2 of this Agreement and shall not be construed to create an independent restriction on lawful competition, or to expand any restriction beyond what applicable law permits. 9. Federal Trade-Secret Notice (18 U.S.C. section 1833(b)) (1) An individual shall not be held criminally or civilly liable under any Federal or State trade secret law for the disclosure of a trade secret that — (A) is made — (i) in confidence to a Federal, State, or local government official, either directly or indirectly, or to an attorney; and (ii) solely for the purpose of reporting or investigating a suspected violation of law; or (B) is made in a complaint or other document filed in a lawsuit or other proceeding, if such filing is made under seal. (2) An individual who files a lawsuit for retaliation by an employer for reporting a suspected violation of law may disclose the trade secret to the attorney of the individual and use the trade secret information in the court proceeding, if the individual — (A) files any document containing the trade secret under seal; and (B) does not disclose the trade secret, except pursuant to court order. Electronic signature: This document may be signed electronically through the Company's onboarding system. The Employee's electronic signature for this document, as recorded on the signing completion record that identifies this document by name and version, has the same effect as a handwritten signature. EMPLOYEE COMPANY REPRESENTATIVE

Name (Print): __________________________________ Name (Print): __________________________________ Signature: ____________________________________ Signature: ____________________________________ Date: __________________ Date: __________________ Confidentiality & Privacy Agreement | 2026 Page 1

The World Nexus, DBA Xstar Education

Mandated Reporter & Child Safety Acknowledgment Employment with minors | California | 2026

Key Rule The employee’s duty to make a mandated child-abuse report is personal. Company reporting channels do not replace or delay any report that the law requires the employee to make directly to the appropriate agency.

Employee Acknowledgment • I am a mandated reporter under California law. As an employee of a

California heritage school, I am required to report child abuse or neglect that I know of or

reasonably suspect in my professional capacity or within the scope of my employment, and I have

been informed of my reporting obligations under California Penal Code Section 11166. • I have

knowledge of the provisions of Penal Code Section 11166 and will comply with those provisions. I

have received a copy of Penal Code Sections 11165.7, 11166, and 11167. • I understand that the

identity of a person who makes a report under the Child Abuse and Neglect Reporting Act is

confidential as provided in Penal Code Section 11167(d), and may be disclosed only as permitted

by law. • I understand that when the reporting threshold is met, I may not substitute an internal

report to a supervisor for a report required by law to a child-protective or law-enforcement

agency. • I will complete child-abuse identification/reporting training and any

fingerprint/background-check process required for my role, including requirements applicable to

youth service organizations. • I will follow the Company’s Child Protection Policy, including

supervision, visibility/observability, appropriate physical and digital boundaries, incident

reporting, transportation authorization, and prohibition on retaliation for good-faith safety

reports. • I will immediately raise any concern that staffing, room configuration, transportation,

digital communications, or other conditions could create an unsafe or noncompliant situation

involving minors. • I understand that violation of child-safety rules may result in removal from

duties involving minors and other discipline, up to and including termination, subject to

applicable law. Company Commitment The Company will maintain reporting channels, will not

instruct an employee to suppress or delay a legally required mandated report, and will maintain

child-safety policies and screening/training processes required by applicable law.

Electronic signature: This document may be signed electronically through the Company's

onboarding system. The Employee's electronic signature for this document, as recorded on the

signing completion record that identifies this document by name and version, has the same effect

as a handwritten signature.

EMPLOYEE COMPANY REPRESENTATIVE

Name (Print): __________________________________ Name (Print): __________________________________

Signature: ____________________________________ Signature: ____________________________________

Date: __________________ Date: __________________

Mandated Reporter & Child Safety | 2026 Page 1

The World Nexus, DBA Xstar Education

CALIFORNIA EMPLOYEE HANDBOOK Hourly / Nonexempt Staff, Teachers, Program Staff and Other Employees

Employer The World Nexus, DBA Xstar Education

Version 2026.11.1

Effective Date 2026

Applies To California employees unless a policy states otherwise

Document Status Employee policy guide; not a contract of employment

Purpose This Handbook sets practical workplace rules for accurate pay, safe student supervision, professional conduct, prompt reporting, privacy, and early correction of issues before they become larger wage, safety, or employment disputes.

Important The acknowledgment is included as the final page of this Handbook. The Handbook and its acknowledgment should be kept together. Employees should receive or retain access to the complete signed version.

CONTENTS 1. Welcome, Scope & At-Will Employment 14. Leaves of Absence & Accommodations 2.

Equal Employment, Anti-Harassment & No Retaliation 15. Expense Reimbursement 3. Child

Protection & Professional Boundaries 16. Standards of Conduct & Performance 4. Classification &

Employment Records 17. Discipline & Corrective Action 5. Work Schedules, Attendance &

Punctuality 18. Confidentiality, Privacy & Records 6. Timekeeping & Off-the-Clock Work 19.

Technology, AI, Devices & Social Media 7. Unauthorized / Unscheduled Work 20. Safety, Injury

Reporting, IIPP & WVPP 8. Overtime 21. Workers' Compensation 9. Meal Periods 22. Transportation

& Driving 10. Paid Rest Periods & Classroom Coverage 23. Complaints, Open Reporting &

Investigations 11. Restroom, Water & Short Personal Needs 24. Personnel Records & Privacy 12.

Payroll, Wage Statements & Corrections 25. Separation from Employment 13. California Paid Sick

Leave 26. Policy Changes + Final Acknowledgment

Employee Handbook & Acknowledgment | 2026 Page 1

The World Nexus, DBA Xstar Education 1. Welcome, Scope, and At-Will Employment The

Company’s mission requires safe, reliable, and respectful service to students and families. This

Handbook explains core workplace expectations. It is not exhaustive and does not create

employment for a definite term or guarantee any particular schedule or number of hours.

Employment is at will to the fullest extent permitted by California law. Either the employee or the

Company may end employment at any time, with or without advance notice and with or without

cause, subject to applicable law. Only an authorized Company officer may modify at-will status in

a written agreement signed by both the employee and that officer.

1. Equal Employment, Anti-Harassment, Accommodation, and No Retaliation The Company is

committed to equal employment opportunity and a workplace free from unlawful

discrimination, harassment, and retaliation. This policy applies to applicants, employees,

supervisors, managers, interns, volunteers, contractors, students, parents/guardians,

vendors, visitors, and others interacting with the workplace. Employment decisions and

workplace treatment may not be based on an actual or perceived characteristic protected

by law, or association with a person who has such a characteristic. Protected

characteristics include, among others, race and race-related traits, color, ancestry, national

origin, religious creed, sex, pregnancy and related conditions, gender, gender identity,

gender expression, sexual orientation, age, physical disability, mental disability, medical

condition, genetic information, marital status, military or veteran status, reproductive-

health decisionmaking, and any other status protected by applicable law.  Harassment

may be verbal, visual, physical, sexual, electronic, or written and may occur on Company

premises, online, during travel, at events, or in other work-related settings. The Company

may address inappropriate conduct before it rises to the level of unlawful harassment.

California law prohibits harassment not only by the Company and its supervisors, but also

by coworkers and by third parties the employee encounters in the workplace, including

parents/guardians, volunteers, vendors, and visitors.  Employees may request

reasonable accommodation for disability, medical condition, pregnancy-related needs,

religious practice, or other legally protected needs. Requests may be oral or written;

employees should identify the work limitation or need without disclosing unnecessary

medical details.  Report concerns orally or in writing to any supervisor, HR/designated

administrator, Company officer, or any Company leader. Employees are not required to

confront the person involved or complain first to the immediate supervisor. If a usual

contact is involved, unavailable, or not trusted, use another reporting channel. 

Supervisors who observe or receive information about possible discrimination,

harassment, or retaliation must promptly elevate the concern through the Company’s

reporting process, even if the affected person asks the supervisor not to act.  The

Company will respond promptly using a fair, timely, impartial, and thorough process

appropriate to the circumstances. The review may include interviews, preservation and

review of records, interim protective measures, and investigation by a qualified person.

Confidentiality will be respected to the extent reasonably possible, but absolute secrecy

cannot be promised. The Company will document the process and track its reasonable

progress, provide all parties appropriate due process, bring it to a timely closure, and reach

reasonable conclusions based on the evidence gathered.  When misconduct is

substantiated, the Company will take appropriate corrective action. Retaliation for good-

faith reporting, requesting accommodation, participating in an investigation, reporting

wages/hours, or exercising protected rights is prohibited.  Employees may contact the

California Civil Rights Department (CRD), the U.S. Equal Employment Opportunity

Commission (EEOC), law enforcement, or another appropriate agency without first

completing the Company’s internal process. The Company will distribute legally required

anti-harassment information and provide legally required harassment- prevention training

based on employer size, employee role, and current law. The California Civil Rights

Department's free online sexual harassment prevention training courses are available

through the Department's website, calcivilrights.ca.gov.

2. Child Protection and Professional Boundaries Employees working with minors must

comply with the Child Protection Policy, mandated-reporter duties, screening/training

requirements, student-supervision rules, and professional-boundary standards. Child

safety takes priority over convenience, scheduling, or customer-service pressure.  No

secret or private relationships with students; no romantic, sexual, exploitative, grooming,

or otherwise inappropriate conduct.  Use observable and interruptible interactions

whenever practicable and comply with any two-adult, no-one-on- one, room-visibility, or

similar supervision rule adopted by the Company.  No unsanctioned transportation, off-

site meetings, private gifts intended to create secrecy or dependency, personal social-

media relationships, or unapproved direct messaging with minors.

Employee Handbook & Acknowledgment | 2026 Page 2

The World Nexus, DBA Xstar Education  Immediately report suspected abuse, unsafe conditions,

boundary violations, missing students, unauthorized pickup attempts, injuries, or significant

incidents through the appropriate external and/or Company channels. An internal report never

replaces a direct mandated report required by law.

1. Employee Classification and Employment Records Employees are classified for wage-and-

hour purposes based on applicable law, not job title alone. Hourly teachers covered by this

Handbook are generally treated as nonexempt unless the Company has made a

documented lawful exemption determination. Employees must promptly update their

legal name, address, phone number, emergency contact, tax-withholding forms, and other

employment information.

2. Work Schedules, Attendance, and Punctuality Employees are expected to report ready to

work at the scheduled start time and remain through the scheduled end time unless

excused or the schedule is changed. Schedules are operational assignments and may be

adjusted based on enrollment, school calendars, staffing, safety, and program needs.  If

late or absent, notify the designated supervisor as soon as practicable using the

Company’s call-in or communication method.  Arriving early does not authorize

beginning work early. An employee who arrives before the scheduled start should not

perform work until authorized and recording time as required.  Employees may not

extend a shift for personal convenience, to “finish one more thing,” to accumulate extra

hours, or to shorten another day without authorization.  Attendance and punctuality

concerns may be addressed through coaching or discipline, subject to protected leave and

accommodation rights.

3. Timekeeping and Prohibition on Off-the-Clock Work Core rule: Record reality. No employee

may work without reporting the time, and no supervisor may encourage, accept, edit away,

or ignore known off-the-clock work.  Nonexempt employees must accurately record

actual work start and end times and required unpaid meal periods using the Company’s

designated system.  Compensable work may include teaching, supervision, preparation,

setup, cleanup, required waiting for student pickup, required meetings or training,

required work communications, document review, and travel between Company work

locations during the workday when treated as compensable by law.  Employees are not

expected to read or answer routine work messages outside scheduled time unless

authorized or an emergency/safety issue reasonably requires action. If work is performed,

the time must be reported.  Employees must never clock in or out for another employee,

permit another person to do so, intentionally omit work time, guess at time instead of

reporting a correction, or falsify a time record.  Employees must review time records and

promptly report missing or inaccurate entries. A time-record confirmation does not waive

the right to report a later-discovered error or receive wages required by law.

4. Unauthorized or Unscheduled Work Employees may not work before the scheduled start,

after the scheduled end, during an unpaid meal period, or on an unscheduled day without

advance supervisor authorization, except when immediate action is reasonably necessary

for student safety or another emergency. All time actually worked must nevertheless be

reported. The Company will pay all compensable time required by law even if the work was

not authorized. Working without required authorization is a policy violation and may result

in coaching or discipline. Payment for unauthorized work does not constitute approval.

5. Overtime Overtime must be approved in advance except in emergencies, but all overtime

actually worked must be reported. Overtime will be paid when required by California law.

Employees may not waive legally required overtime and may not “volunteer” unpaid

time for duties that are part of their paid job.

Employee Handbook & Acknowledgment | 2026 Page 3

The World Nexus, DBA Xstar Education 9. Meal Periods Nonexempt employees who work more

than five hours in a workday generally must be provided an uninterrupted, unpaid meal period of

at least 30 minutes, beginning no later than the end of the fifth hour of work. Employees who work

more than ten hours generally must be provided a second meal period of at least 30 minutes,

beginning no later than the end of the tenth hour, subject to lawful exceptions and waivers.  A

first meal period may be waived only when legally permitted, including when the total workday

does not exceed six hours and there is mutual consent. A second meal period may be waived only

when legally permitted. The Company may require any waiver to be documented through its

approved written procedure.  An unpaid meal period is unpaid only when the employee is

relieved of all duty. Do not work, supervise students, answer work messages, remain responsible

for coverage, or perform duties during an unpaid meal period.  Employees must accurately

record meal start and end times.  If a meal period is missed, late, shortened, interrupted, or

worked, notify the supervisor and report the exception as soon as practicable so payroll can

review and provide any correction or premium required by law.

1. Paid Rest Periods and Classroom Coverage Eligible nonexempt employees are authorized

and permitted to take paid, duty-free rest periods of at least 10 consecutive minutes for

every four hours worked or major fraction of four hours, insofar as practicable near the

middle of each work period. A statutory rest period is generally not required when total

daily work time is less than 3.5 hours. Total daily work time Typical statutory paid rest

periods

Less than 3.5 hours Generally none

3.5 through 6 hours Generally one

More than 6 through 10 hours Generally two

More than 10 through 14 hours Generally three  Paid rest periods are on the clock.

Employees ordinarily do not punch out or in for them and may not remain on call or

perform work during the break.  Employees may not combine rest periods, save them for

later, use them to arrive late or leave early, or extend a meal period unless a lawful policy

expressly allows otherwise.  Employees responsible for students must notify or

coordinate with the designated supervisor so coverage can be placed before leaving the

supervision area. Coverage coordination is operational, not discretionary permission to

exercise a legally required break.  If a required rest period is missed, interrupted, delayed

to an impracticable time, or unavailable because of coverage or workload, report the

exception as soon as practicable. The Company will review and provide any correction or

premium required by law.  Managers must not rely solely on employee silence when they

know or reasonably should know that a required rest period was not realistically available.

2. Restroom, Drinking Water, Lactation, and Short Personal Needs Employees may use

restroom facilities and access drinking water as reasonably needed. These normal needs

are not substitutes for statutory rest periods. Employees remain expected to follow

student-coverage procedures before leaving supervised areas. The Company will provide

lactation accommodations and evaluate disability, pregnancy, medical, religious, and

other accommodation needs as required by law. Repeated or excessive time away from

duties may be addressed as an attendance/performance issue when appropriate, but

protected reasons will be evaluated before misconduct is assumed.

3. Payroll, Wage Statements, and Wage Corrections The Company pays wages on designated

regular paydays and provides an itemized wage statement or lawful electronic equivalent.

Employees should review each wage statement, time record, rate, and payment promptly.

Employee Handbook & Acknowledgment | 2026 Page 4

The World Nexus, DBA Xstar Education  At the end of each pay period, the Company may ask the

employee to sign a Payroll Receipt & Time Record Certification confirming known facts and

reporting exceptions. The certification is a contemporaneous record and reporting mechanism,

not a waiver of nonwaivable rights, and earned wages will not be withheld because an employee

declines to sign.  Payroll or timekeeping concerns should be reported promptly to a supervisor

or designated payroll contact. Employees should identify the pay period, date, hours, rate,

deduction, or payment believed to be incorrect. A lack of supporting documents does not prevent

a report.  The Company will review reported discrepancies in good faith and make confirmed

corrections as promptly as reasonably practicable and within the time required by law.  If the

Company identifies an overpayment, it will seek recovery only through a method permitted by

law. The Company will not make an unauthorized wage deduction.  Final pay will not be

conditioned on signing a release, returning Company property, or completing an exit interview,

although employees remain responsible for returning Company property and information.

1. California Paid Sick Leave Unless a more protective local or applicable rule controls,

employees who work in California for the Company for at least 30 days within a year are

generally eligible for California paid sick leave, subject to lawful exclusions. Under the

Company’s accrual method, paid sick leave accrues from the first day of employment at

not less than one hour for every 30 hours worked. Employees generally may begin using

accrued paid sick leave after completing 90 days of employment.  Accrued sick leave

carries over from year to year, subject to a lawful accrual cap. The Company may limit

annual use to the lawful minimum of at least 40 hours or five days, whichever is greater,

and may cap accrual at the lawful minimum of at least 80 hours or ten days, whichever is

greater.  Paid sick leave may be used for diagnosis, care, treatment, or preventive care for

the employee, qualifying family members, or a designated person; for jury service or to

comply with a subpoena or court order as a witness; for qualifying crime- or violence-

related purposes; and for other purposes protected by law.  Requests may be oral or

written. When foreseeable, provide reasonable advance notice; when not foreseeable,

provide notice as soon as practicable. Employees are not required to find a replacement

worker as a condition of using protected paid sick leave.  Available sick leave will be

shown on the wage statement or other writing as required by law. Medical, victim- related,

and other sensitive information will be handled confidentially to the extent required by

law.  Unused statutory sick leave is generally not paid out at separation unless it is part of

a separate vested PTO plan requiring payout. Rehire restoration will be handled as required

by law.

2. Leaves of Absence and Accommodations Employees may have rights under California or

federal law for pregnancy disability, family/medical leave, bereavement, reproductive loss,

jury/witness duty, military service, voting, school activities, crime- or violence- related

needs, disability/religious accommodation, lactation, and other protected reasons.

Eligibility often depends on employer size, hours worked, length of service, and reason for

leave. Contact the designated HR/administrator promptly so the Company can determine

the applicable process.

3. Expense Reimbursement The Company reimburses necessary business expenses as

required by California law. Obtain advance approval when practicable and submit receipts

or required documentation promptly. Failure to obtain advance approval may be

addressed as a policy matter, but employees must still report business expenses that the

Company is legally required to reimburse.

4. Standards of Conduct and Performance Employees are expected to act safely, honestly,

respectfully, and professionally. The following examples are not exhaustive:  Falsifying

time, payroll, student, incident, training, background, or other Company records; theft,

fraud, or intentional misuse of Company funds or property.  Working off the clock;

directing another employee to work off the clock; altering time records to hide work or

break exceptions.

Employee Handbook & Acknowledgment | 2026 Page 5

The World Nexus, DBA Xstar Education  Leaving students unsupervised; unauthorized pickup or

release; violating child-safety, communication, photography, transportation, or professional-

boundary rules.  Violence, threats, fighting, bullying, unlawful harassment, discrimination,

retaliation, stalking, intimidation, or deliberate interference with a lawful investigation. 

Unauthorized system access; sharing passwords or credentials; disclosing confidential

student/family information; sabotaging systems or records.  Reporting to work impaired or

possessing, using, selling, or being impaired by prohibited substances while working, supervising

students, driving, or attending Company activities, subject to lawful medication, disability,

accommodation, and off-duty conduct protections.  Insubordination, repeated attendance

problems, repeated unauthorized schedule deviations after coaching, or other serious or repeated

failure to follow lawful and reasonable instructions.

1. Discipline and Corrective Action Depending on the circumstances, the Company may use

coaching, verbal counseling, written warnings, final warnings, suspension or removal from

specific duties, or termination. The Company is not required to use every step or use steps

in a particular order. This policy does not alter at-will employment or any legal rights.

2. Confidentiality, Student/Family Privacy, and Records Employees may receive nonpublic

information about students, families, employees, volunteers, donors, vendors, security,

and Company operations. Use such information only for authorized work and only to the

extent reasonably needed for assigned duties.  Confidential information may include

student/family contact information, attendance, schedules, academic or behavioral

information, medical or emergency information, custody and pickup instructions,

photographs/videos, incident and child-safety reports, personnel/payroll/background

information, passwords, access codes, security procedures, financial records, donor

information, contracts, vendor terms, internal investigations, nonpublic curriculum, and

business methods.  Use Company-approved systems and communication channels.

Verify recipients before sending information. Do not forward Company information to

personal email, personal cloud storage, public file-sharing services, or unapproved

artificial-intelligence tools.  Do not photograph, record, post, publish, or use a student’s

name, image, work, schedule, location, or personal information unless specifically

authorized under Company procedures and required parent/guardian permissions. 

Protect passwords and use required security controls. Lock screens and secure paper

records. Promptly report lost devices, compromised credentials, phishing, mistaken

disclosures, suspicious access, or other possible security incidents. Do not delete evidence

or attempt an unapproved technical repair.  Refer media inquiries, subpoenas, records

requests, law-enforcement requests, and unfamiliar third-party requests to a designated

Company contact unless immediate disclosure is legally required. This procedure never

delays emergency assistance, mandated reporting, whistleblowing, or protected

government communications.  This policy does not prohibit discussing wages, hours,

benefits, or working conditions; protected concerted activity; truthful testimony; lawful

whistleblowing; mandated reporting; or communication/cooperation with government

agencies or legal counsel.  Upon request or separation, return Company property and

records and remove Company information from personal devices or accounts as directed.

Lawful confidentiality obligations continue after employment ends.

3. Technology, Artificial Intelligence, Personal Devices, Email, and Social Media  Use

Company systems primarily for authorized work and follow password, multifactor-

authentication, device, and security rules.  Do not enter student, family, personnel,

payroll, incident, security, or other confidential information into an AI service, chatbot,

transcription service, or other external tool unless the Company has specifically approved

the tool and use case.  Never photograph or record students on a personal device except

when specifically authorized under Company policy and applicable parent/guardian

consent.  Do not represent personal opinions as Company statements or create the

appearance of speaking for the Company without authorization.

Employee Handbook & Acknowledgment | 2026 Page 6

The World Nexus, DBA Xstar Education  Do not engage in private social-media relationships or

unapproved direct messaging with minors served by the Company.  Work-related electronic

activity outside scheduled hours must be recorded if compensable. Supervisors should avoid

creating an expectation of routine after-hours responses by nonexempt staff.

1. Safety, Injury Reporting, IIPP, and Workplace Violence Prevention Employees must follow

the Company’s Injury and Illness Prevention Program (IIPP), Workplace Violence

Prevention Plan (WVPP) when applicable, emergency procedures, workers’ compensation

reporting process, Child Protection Policy, and site-specific safety rules. These separate

plans and procedures control where they are more specific.  For a medical emergency,

fire, immediate threat, or other urgent danger, call 911 or obtain emergency assistance

without waiting for internal approval. When safe, notify a supervisor or Company

representative.  Promptly report hazards, unsafe equipment, blocked exits, threats,

intimidation, stalking, suspicious activity, workplace violence, injuries, illnesses, exposures,

near misses, or unsafe student-supervision conditions.  Use equipment only as trained

and authorized. Do not bypass safeguards, perform unapproved repairs, or engage in

horseplay or reckless conduct.  If an incident creates an ongoing danger, follow

evacuation, lockdown, shelter, reunification, or other emergency procedures and do not

place yourself at unnecessary risk.  The Company prohibits retaliation for good-faith

safety reports, seeking emergency help, reporting workplace violence, or exercising

protected safety rights.

2. Workers’ Compensation Report any work-related injury or illness as soon as practicable,

even if it initially seems minor, develops gradually, or does not immediately cause missed

work. Reporting an incident does not by itself establish fault or determine whether a claim

is accepted.  The Company will provide or mail a Workers’ Compensation Claim Form

(DWC 1) within one working day after learning of a potentially work-related injury or illness,

as required by law.  For non-emergency care, employees should follow lawful

instructions from the Company, workers’ compensation claims administrator, and

applicable medical provider network. Emergency care may be obtained immediately. 

The Company will not require an employee to use personal health insurance, accept cash

in place of a claim, or avoid reporting a work injury.  Employees should provide work-

status information or functional restrictions from an authorized medical provider. Medical

information will be maintained separately and handled confidentially as required by law. 

Retaliation, discouragement, or interference because an employee reports an injury,

requests care, files or considers filing a workers’ compensation claim, or participates in a

lawful investigation is prohibited.

3. Transportation and Driving Only employees specifically authorized by the Company may

transport students or drive on Company business. Authorized drivers must satisfy

applicable licensing, insurance, vehicle, background/safety, seating, restraint,

pickup/release, route, incident-reporting, and Company procedures. No employee may

privately transport a student outside approved Company procedures.

4. Complaints, Open Reporting, and Investigations Employees should promptly report

payroll/time, safety, child-protection, harassment, discrimination, retaliation,

confidentiality, privacy, security, injury, or other policy concerns. Reports may be oral or

written unless a specific law or procedure requires a particular form.  Use any

appropriate reporting channel, including a supervisor, HR/designated administrator,

Company officer, or another Company leader. If the usual contact is involved, unavailable,

or not trusted, use another channel.  Employees are not required to investigate their own

complaint or confront the person involved. Provide available facts, witnesses, messages,

records, and dates when possible; lack of documents does not prevent a report.  The

Company may investigate, interview witnesses, preserve/review records, and take interim

protective measures. Employees must cooperate honestly with lawful reviews and preserve

relevant information.

Employee Handbook & Acknowledgment | 2026 Page 7

The World Nexus, DBA Xstar Education  Good-faith reporting and participation are protected. An

unsubstantiated complaint is not, by itself, evidence that a report was dishonest.

1. Personnel Records and Privacy Employment records are maintained with access controls

appropriate to their sensitivity. Medical/accommodation records, I-9 records, background-

check material, payroll records, and general personnel records may be maintained

separately. Employees may request access to or copies of personnel and payroll records as

provided by California law.

2. Separation from Employment Employees are encouraged, but not legally required, to

provide advance notice of a voluntary resignation when practicable. The Company may

accept a resignation effective immediately or set another lawful separation date. Final

wages will be paid within the deadline required by California law based on whether the

separation is a discharge or resignation and the amount of advance notice provided.  All

Company property, keys, badges, devices, files, passwords/credentials, and student

information must be returned or transferred before or at separation. Return obligations do

not permit withholding earned final wages beyond lawful deadlines.  Confidentiality and

student-privacy obligations continue after separation to the extent permitted by law. 

Unused statutory paid sick leave is generally not paid out at separation; vested

vacation/PTO, if the Company later adopts such a plan, will be handled according to

applicable California law.  The Company will provide required separation notices and

benefit information when applicable.

3. Policy Changes and Controlling Law The Company may revise this Handbook prospectively

as laws and operations change. Employees will be notified of material policy updates as

appropriate. If a Handbook provision conflicts with a nonwaivable legal requirement, the

legal requirement controls. Separate signed agreements, including

dispute-resolution/arbitration, confidentiality, or other agreements, remain governed by

their own terms unless expressly amended in writing as required by those agreements. This

2026 Handbook supersedes prior versions of the California Employee Handbook for future

use. Separate historical acknowledgments and other signed agreements remain part of the

employee record.

Employee Handbook & Acknowledgment | 2026 Page 8

The World Nexus, DBA Xstar Education

EMPLOYEE HANDBOOK ACKNOWLEDGMENT & RECEIPT California Employee Handbook - 2026

Acknowledgment only - not a waiver of statutory rights This signature confirms receipt/access and understanding of the Handbook’s status. It does not waive any right that cannot lawfully be waived and does not convert the Handbook into a fixed-term employment contract.

• I acknowledge that I received or was provided access to the complete The World Nexus, DBA

Xstar Education California Employee Handbook - 2026, including this acknowledgment page, and

that I am responsible for reading and following the policies that apply to me. • I had a reasonable

opportunity to review the Handbook and ask questions about policies I do not understand. • I

understand that the Handbook is a policy guide and is not a contract for employment for any

definite period, does not guarantee a particular schedule or number of hours, and does not alter

at-will employment except as lawfully modified by a separate written agreement signed by an

authorized Company officer. • I understand that I must accurately record all time worked and

promptly report timekeeping, payroll, meal-period, rest-period, safety, injury, harassment,

discrimination, retaliation, confidentiality, privacy, or child-safety concerns. • I understand that

good-faith reports and legally protected activity may be made without retaliation. • I understand

that the Company may revise policies prospectively as permitted by law and may require

acknowledgment of material updates. • I understand that separate signed agreements, including

any dispute-resolution/arbitration agreement or confidentiality agreement, are governed by their

own terms and are not silently replaced by this Handbook. • My signature confirms receipt and

acknowledgment; it does not waive any nonwaivable right under federal, state, or local law.

Electronic signature: This document may be signed electronically through the Company's onboarding system. The Employee's electronic signature for this document, as recorded on the signing completion record that identifies this document by name and version, has the same effect as a handwritten signature.

Employee Name (Print) Date Provided

________________________________________

________________________________________

Job Title / Role (optional) Work Location (optional)

________________________________________ ________________________________________

Employee Signature Company Representative Signature

____________________________________ Date ____________________________________ Date ____________ ____________

Employee copy / access: The employee should receive or retain access to the complete Handbook,

including the completed acknowledgment. The Company should retain the signed

acknowledgment in the personnel record.

Employee Handbook & Acknowledgment | 2026 Page 9

The World Nexus, DBA Xstar Education

Emergency Contact & Arrest/Detention Notification Election California New-Hire Record | Keep Confidential | 2026

California law (Labor Code Section 1555) requires the Company to give each employee the

opportunity to designate an emergency contact to be notified if the employee is arrested or

detained (i) at the worksite, or (ii) away from the worksite during work hours or while performing

job duties, if the Company has actual knowledge of the arrest or detention. Please provide an

emergency contact and make your election below. You may update your contact information or

your election at any time; your most recent election controls.

Employee Name Emergency Contact Name

____________________________________ ____________________________________

Relationship Primary Phone

____________________________________ ____________________________________

Alternate Phone / Email (optional)

________________________________________________________________________________

Employee Election My election under Labor Code Section 1555 is:

YES - notify the emergency contact listed above if I am arrested or detained

in a situation described in Labor Code Section 1555.

NO - do not notify this contact if I am arrested or detained. This election does not limit notifications required by law in a medical or safety emergency involving a different legal duty.

This election does not limit emergency communications needed to protect health or safety and

does not authorize disclosure beyond what is lawful or reasonably necessary.

Electronic signature: This document may be signed electronically through the Company's

onboarding system. The Employee's electronic signature for this document, as recorded on the

signing completion record that identifies this document by name and version, has the same effect

as a handwritten signature.

Employee Name (Print)

________________________________________

Employee Signature

________________________________________ Date __________________

Emergency Contact & Notification Election | 2026 Page 1

NOTICE TO EMPLOYEE Labor Code section 2810.5

EMPLOYEE

Employee Name: Start Date: EMPLOYER

Legal Name of Hiring Employer: THE WORLD NEXUS Is hiring employer a staffing agency/business (e.g., Temporary Services Agency; Employee Leasing Company; or Professional Employer Organization [PEO])? □ Yes X□ No

Other Names Hiring Employer is "doing business as" (if applicable): XSTAR EDUCATION Physical Address of Hiring Employer’s Main Office: 2545 Chino Hills Pkwy, Suite D-E, Chino Hills, CA 91709 Hiring Employer’s Mailing Address (if different than above): 2545 Chino Hills Pkwy, Suite D-E, Chino Hills, CA 91709 Hiring Employer’s Telephone Number: 626-921-3555

If the hiring employer is a staffing agency/business (above box checked "Yes"), the following is the other entity for whom this employee will perform work: Name: Physical Address of Main Office: Mailing Address: Telephone Number:

WAGE INFORMATION

Rate(s) of Pay: Overtime Rate(s) of Pay: Rate by (check box): □ X Hour □ Shift □ Day □ Week □ Salary □ Piece rate □ Commission □ Other (provide specifics): Does a written agreement exist providing the rate(s) of pay? (check box) □ Yes □ No If yes, are all rate(s) of pay and bases thereof contained in that written agreement? □ Yes □ No Allowances, if any, claimed as part of minimum wage (including meal or lodging allowances):

None (If the employee has signed the acknowledgment of receipt below, it does not constitute a “voluntary written agreement” as required under the law between the employer and employee in order to credit any meals or lodging against the minimum wage. Any such voluntary written agreement must be evidenced by a separate document.)

Regular Payday: 15th and last day of each month

DLSE-NTE (rev 11/2023)

WORKERS’ COMPENSATION Insurance Carrier’s Name: Technology Insurance Company, Inc. Address: 800 Superior Avenue East, 21st Floor, Cleveland, OH 44114 Telephone Number: 877-528-7878 Policy No.: TWP4782156 □ Self-Insured (Labor Code 3700) and Certificate Number for Consent to Self-Insure:

PAID SICK LEAVE Unless exempt, the employee identified on this notice is entitled to minimum requirements for paid sick leave under state law which provides that an employee: a. May accrue paid sick leave and may request and use up to 5 days or 40 hours, whichever is greater, of accrued paid sick leave per year; b. May not be terminated or retaliated against for using or requesting the use of paid sick leave; and c. Has the right to file a complaint against an employer who retaliates or discriminates against an employee for 1. requesting or using sick days; 2. attempting to exercise the right to use paid sick days; 3. filing a complaint or alleging a violation of Article 1.5 section 245 et seq. of the California Labor Code; 4. cooperating in an investigation or prosecution of an alleged violation of this Article or opposing any policy or practice or act that is prohibited by Article 1.5 section 245 et seq. of the California Labor The following applies to the employee identified on this notice: (Check one box) □ X 1. Accrues paid sick leave only pursuant to the minimum requirements stated in Labor Code §245 et seq. with no other employer policy providing additional or different terms for accrual and use of paid sick leave. □ 2. Accrues paid sick leave pursuant to the employer’s policy which satisfies or exceeds the accrual, carryover, and use requirements of Labor Code §246. □ 3. Employer provides no less than 40 hours (or 5 days) of paid sick leave at the beginning of each 12-month period. □ 4. The employee is exempt or partially exempt from paid sick leave by Labor Code §245.5. (State exemption and subsection for exemption): EMERGENCY OR DISASTER DISCLOSURE □ There is a state or federal emergency or disaster declaration applicable to the county or counties where the employee will work issued within 30 days before the employee’s first day of employment and that may affect their health and safety during employment. (State emergency or disaster declaration and how it may affect health or safety) ______________________________________________________________________________________________ ______________________________________________________________________________________________

ACKNOWLEDGEMENT OF RECEIPT

(PRINT NAME of Employer representative) (PRINT NAME of Employee)

(SIGNATURE of Employer Representative) (SIGNATURE of Employee)

(Date) (Date) The employee’s signature on this notice merely constitutes acknowledgement of receipt.

Labor Code section 2810.5(b) requires that the employer notify you in writing of any changes to the information set forth in this Notice within seven calendar days after the time of the changes, unless one of the following applies: (a) All changes are reflected on a timely wage statement furnished in accordance with Labor Code section 226; (b) Notice of all changes is provided in another writing required by law within seven days of the changes.

DLSE-NTE (rev 11/2023)

California Department of Industrial Relations Division of Workers Compensation

Time of Hire Notice

This notice, or a similar one that has been approved by the Administrative Director, must be given to all newly hired employees in the State of California. Employers and claims administrators may use the content of this document and put their logos and additional information on it. The content of this notice applies to all industrial injuries that occur on or after January 1, 2013.

WHAT IS WORKERS’ COMPENSATION?

If you get hurt on the job, your employer is required by law to pay for workers’ compensation benefits. You could get hurt by:

One event at work. Examples: hurting your back in a fall, getting burned by a chemical that splashes on your skin or getting hurt in a car accident while making deliveries. —or— Repeated exposures at work. Examples: hurting your hand, back, or other part of your body from doing the same repeated motion or losing your hearing because of constant loud noise —or— Workplace crime. Examples: you get hurt in a store robbery, physically attacked by an unhappy customer.

Discrimination is illegal

It is illegal under Labor Code section 132a for your employer to punish or fire you because you: File a workers’ compensation claim Intend to file a workers’ compensation claim Settle a workers’ compensation claim Testify or intend to testify for another injured worker. If it is found that your employer discriminated against you, he or she may be ordered to return you to your job. Your employer may also be made to pay for lost wages, increased workers’ compensation benefits, and costs and expenses set by state law.

WHAT ARE THE BENEFITS? • Medical care: Paid for by your employer to help you recover from an injury or illness caused by work. Doctor visits, hospital services, physical therapy, lab tests and x-rays are some of the medical services that may be provided. These services should be necessary to treat your injury. There are limits on some services such as physical and occupational therapy and chiropractic care.

Effective for dates of injury on or after 1/1/13 – Revised 2/1/2024 1

• Temporary Disability (TD) benefits: Payments if you lose wages because your injury prevents you from doing your usual job while recovering. The amount you may get is up to two- thirds of your wages. There are minimum and maximum payment limits set by state law. You will be paid every two weeks if you are eligible. For most injuries, payments may not exceed 104 weeks within five years from your date of injury. Temporary Disability (TD) stops when you return to work, or when the doctor releases you for work, or says your injury has improved as much as it’s going to.

• Permanent Disability (PD) benefits: Payments if you don’t recover completely. You will be paid every two weeks if you are eligible. There are minimum and maximum weekly payment rates established by state law. The amount of payment is based on:

o Your doctor’s medical reports o Your age o Your occupation

• Supplemental Job Displacement Benefits (SJDB): This is a voucher for up to $6,000 that you can use for retraining or skill enhancement at an approved school, books, tools, licenses or certification fees, or other resources to help you find a new job. You are eligible for this voucher if:

o You have a permanent disability. o Your employer does not offer regular, modified, or alternative work, within 60 days after the claims administrator receives a doctor’s report saying you have made a maximum medical recovery.

• Return-to-Work Supplemental Program (RTWSP): For dates of injury after 1/1/2013, you may qualify for additional money from the Division of Workers' compensation program known as the Return-to-Work Supplement Program (RTWSP) if you received the Supplemental Job Displacement Voucher (SJDB). If you have questions or think you qualify, contact the Information & Assistance Unit by calling 1-800-736-7401 or visit website: https://www.dir.ca.gov/RTWSP/RTWSP.html

• Death benefits: Payments to your spouse, children or other dependents if you die from a job injury or illness. The amount of payment is based on the number of dependents. The benefit is paid every two weeks at a rate of at least $224 per week. In addition, workers’ compensation provides a burial allowance.

Effective for dates of injury on or after 1/1/13 – Revised 2/1/2024 2

OTHER BENEFITS

You may file a claim with the Employment Development Department (EDD) to get state disability benefits when workers’ compensation benefits are delayed, denied, or have ended. There are time restrictions so for more information contact the local office of EDD or go to their web site www.edd.ca.gov.

Workers’ compensation fraud is a crime Any person who makes or causes to be made any knowingly false statement in order to obtain or deny workers’ compensation benefits or payments is guilty of a felony. If convicted, the Workers’ compensation fraud is a crime person will have to pay fines up to $150,000 and/or serve up to five years in jail.

WHAT SHOULD I DO IF I HAVE AN INJURY?

Report your injury to your employer Tell your supervisor right away no matter how slight the injury may be. Don’t delay – there are time limits. You could lose your right to benefits if your employer does not learn of your injury within 30 days. If your injury or illness is one that develops over time, report it as soon as you learn it was caused by your job. If you cannot report to the employer or don’t hear from the claims administrator after you have reported your injury, contact the claims administrator yourself.

Workers’ compensation insurance company or if employer is self- insured, person responsible for handling the claim is:

Address:

Phone:

You may be able to find the name of your employer’s workers’ compensation insurer at www.caworkcompcoverage.com. If no coverage exists or coverage has expired, contact the Division of Labor Standards Enforcement at www.dir.ca.gov/DLSE as all employees must be covered by law.

Get emergency treatment if needed If it’s a medical emergency, go to an emergency room right away. Tell the medical provider who treats you that your injury is job related. Your employer may tell you where to go for treatment.

Effective for dates of injury on or after 1/1/13 – Revised 2/1/2024 3

Emergency telephone number: Call 911 for an ambulance, fire department or police. For non-emergency medical care, contact your employer, the workers’ compensation claims administrator or go to this facility:

Fill out DWC 1 claim form and give it to your employer Your employer must give you a DWC 1 claim form within one working day after learning about your injury or illness. Complete the employee portion, sign and give it back to your employer. Your employer will then file your claim with the claims administrator. Your employer must authorize treatment within one working day of receiving the DWC 1 claim form. If the injury is from repeated exposures, you have one year from when you realized your injury was job related to file a claim.

In either case, you may receive up to $10,000 in employer-paid medical care until your claim is either accepted or denied. The claims administrator has up to 90 days to decide whether to accept or deny your claim. Otherwise, your case is presumed payable. Your employer or the claims administrator will send you “benefit notices” that will advise you of the status of your claim.

MORE ABOUT MEDICAL CARE

What is a Primary Treating Physician (PTP)? This is the doctor with overall responsibility for treating your injury or illness. He or she may be: • The doctor you name in writing before you get hurt on the job • A doctor from the medical provider network (MPN) • The doctor chosen by your employer during the first 30 days of injury if your employer does not have an MPN or • The doctor you chose after the first 30 days if your employer does not have a MPN. What is a Medical Provider Network (MPN)? A MPN is a select group of health care providers who treat injured workers. Check with your employer to see if they are using a MPN. If you have not named a doctor before you get hurt and your employer is using a MPN, you will see a MPN doctor. After your first visit, you are free to choose another doctor from the MPN list.

What is Predesignation? Predesignation is when you name your

Consult with an attorney Most attorneys offer one free consultation. If you decide to hire an attorney, his or her fees may be taken out of some of your benefits. For names of workers’ compensation attorneys, call the State Bar of California at 1-415-538-2120 or go visit their website at www.californiaspecialist.org. You may also get a list of attorneys from your local I&A Unit by calling 1-800-736-7401.

Warning Your employer may not pay workers’ compensation benefits if you get hurt in a voluntary off- duty recreational, social or athletic activity that is not part of your work-related duties.

Additional Rights Additional Rights You may also have other rights under the Americans with Disabilities Act (ADA) or the California Fair Employment and Housing Act (FEHA). For additional information, contact California Civil Rights Department (CRD) at 1-800-884-1684 or the Equal Employment Opportunity Commission (EEOC) at 1-800-669-4000.

The information contained in this notice conforms to the informational requirements found in Labor Code sections 3551 and 3553 and California Code of Regulation, Title 8, sections 9880 and 9883. This document is approved by the Division of Workers’ Compensation Administrative Director.

Please visit the Division of Workers’ Compensation website at: www.dwc.ca.gov or call 1-800-736-7401

Department of Industrial Relations 1515 Clay Street, 17th Floor Oakland, CA 94612

Effective for dates of injury on or after 1/1/13 – Revised 2/1/2024 6

PREDESIGNATION OF PERSONAL PHYSICIAN In the event you sustain an injury or illness related to your employment, you may be treated for such injury or illness by your personal medical doctor (M.D.), doctor of osteopathic medicine (D.O.) or medical group if: • on the date of your work injury you have health care coverage for injuries or illnesses that are not work related; • the doctor is your regular physician, who shall be either a physician who has limited his or her practice of medicine to general practice or who is a board-certified or board-eligible internist, pediatrician, obstetrician-gynecologist, or family practitioner, and has previously directed your medical treatment, and retains your medical records; • your “personal physician” may be a medical group if it is a single corporation or partnership composed of licensed doctors of medicine or osteopathy, which operates an integrated multispecialty medical group providing comprehensive medical services predominantly for nonoccupational illnesses and injuries; • prior to the injury your doctor agrees to treat you for work injuries or illnesses; • prior to the injury you provided your employer the following in writing: (1) notice that you want your personal doctor to treat you for a work-related injury or illness, and (2) your personal doctor's name and business address. You may use this form to notify your employer if you wish to have your personal medical doctor or a doctor of osteopathic medicine treat you for a work-related injury or illness and the above requirements are met. NOTICE OF PREDESIGNATION OF PERSONAL PHYSICIAN Employee: Complete this section.

To: ____________________________ (name of employer) If I have a work-related injury or illness, I choose to be treated by:_________________________________________________________________ (name of doctor)(M.D., D.O., or medical group) __________________________________________________________ (street address, city, state, ZIP)

__________________________________________________ (telephone number)

Employee Name (please print):___________________________________________________________

Employee's Address:___________________________________________________________________

Name of Insurance Company, Plan, or Fund providing health coverage for nonoccupational injuries or illnesses:

Employee's Signature ________________________________Date: __________

Physician: I agree to this Predesignation:

Signature: _____________________________________________Date: __________ (Physician or Designated Employee of the Physician or Medical Group)

The physician is not required to sign this form, however, if the physician or designated employee of the physician or medical group does not sign, other documentation of the physician's agreement to be predesignated will be required pursuant to Title 8, California Code of Regulations, section 9780.1(a)(3).

Title 8, California Code of Regulations, section 9783.

DWC FORM 9783 (7/2014)

NOTICE OF PERSONAL CHIROPRACTOR OR PERSONAL ACUPUNCTURIST

If your employer or your employer's insurer does not have a Medical Provider Network, you may be able to change your treating physician to your personal chiropractor or acupuncturist following a work-related injury or illness. In order to be eligible to make this change, you must give your employer the name and business address of a personal chiropractor or acupuncturist in writing prior to the injury or illness. Your claims administrator generally has the right to select your treating physician within the first 30 days after your employer knows of your injury or illness. After your claims administrator has initiated your treatment with another doctor during this period, you may then, upon request, have your treatment transferred to your personal chiropractor or acupuncturist.

NOTE: If your date of injury is January 1, 2004 or later, a chiropractor cannot be your treating physician after you have received 24 chiropractic visits unless your employer has authorized additional visits in writing. The term "chiropractic visit” means any chiropractic office visit, regardless of whether the services performed involve chiropractic manipulation or are limited to evaluation and management. Once you have received 24 chiropractic visits, if you still require medical treatment, you will have to select a new physician who is not a chiropractor. This prohibition shall not apply to visits for postsurgical physical medicine visits prescribed by the surgeon, or physician designated by the surgeon, under the postsurgical component of the Division of Workers’ Compensation’s Medical Treatment Utilization Schedule.

You may use this form to notify your employer of your personal chiropractor or acupuncturist.

Your Chiropractor or Acupuncturist's Information:

_____________________________________________________________________________ (name of chiropractor or acupuncturist)

_____________________________________________________________________________ (street address, city, state, zip code)

_____________________________ (Telephone number) Employee Name (please print): __________________________________________________ Employee's Address:

_____________________________________________________________________________

Employee's Signature ___________________________________ Date: ___________________

Title 8, California Code of Regulations, section 9783.1. (Optional DWC Form 9783.1 Effective date July 1, 2014)

Family Care and Medical Leave and Pregnancy Disability Leave Official notice text — California Code of Regulations, title 2, section 11095(d)

Under the California Family Rights Act of 1993 (CFRA), if you have more than 12 months of service with us and have worked at least 1,250 hours in the 12-month period before the date you want to begin your leave, and if we employ five or more employees, you may have a right to a family care or medical leave (CFRA leave). This leave may be up to 12 workweeks in a 12-month period for the birth, adoption, or foster care placement of your child or for your own serious health condition or that of your child, parent, parent-in-law, grandparent, grandchild, sibling, spouse, domestic partner, or designated person. While the law provides only unpaid leave, employees may choose or employers may require use of accrued paid leave while taking CFRA leave under certain circumstances.

Even if you are not eligible for CFRA leave, if you are disabled by pregnancy, childbirth or a related medical condition, you are entitled to take a pregnancy disability leave of up to four months, depending on your period(s) of actual disability. If you are CFRA eligible, you have certain rights to take BOTH a pregnancy disability leave and a CFRA leave for reason of the birth of your child. Both leaves contain a guarantee of reinstatement — for pregnancy disability it is to the same position and for CFRA it is to the same or a comparable position — at the end of the leave, subject to any defense allowed under the law.

If possible, you must provide at least 30 days' advance notice for foreseeable events (such as the expected birth of a child or a planned medical treatment for yourself or of a family member). For events that are unforeseeable, we need you to notify us, at least verbally, as soon as you learn of the need for the leave. Failure to comply with these notice rules is grounds for, and may result in, deferral of the requested leave until you comply with this notice policy.

We may require certification from your health care provider before allowing you a leave for pregnancy disability or for your own serious health condition. We also may require certification from the health care provider of your family member who has a serious health condition, before allowing you a leave to take care of that family member. When medically necessary, leave may be taken on an intermittent or reduced work schedule.

If you are taking a leave for the birth, adoption, or foster care placement of a child, the basic minimum duration of the leave is two weeks, and you must conclude the leave within one year of the birth or placement for adoption or foster care.

Taking a family care or pregnancy disability leave may impact certain of your benefits and your seniority date. If you want more information regarding your eligibility for a leave and/or the impact of the leave on your seniority and benefits, please contact the school office.

Child Protection Policy

The World Nexus, dba Xstar Education Version 2026.11.3

1. Purpose and Commitment

The safety of the children in our care comes before every other consideration in this Policy. The Organization adopts this Child Protection Policy under California Business and Professions Code Section 18975 and in keeping with the Child Abuse and Neglect Reporting Act (California Penal Code Sections 11164 and following). This Policy states, in one place, how the Organization screens, trains, and supervises the adults who work with our students, and exactly what every covered adult must do when child abuse or neglect is known or reasonably suspected.

If any part of this Policy ever conflicts with a duty imposed by law, the law controls and this Policy will be read to comply with it.

2. Who This Policy Covers

This Policy applies to every adult who has contact with students through the Organization, in any capacity (each, a "Covered Adult"):

• employees (including administrators and teachers);
• volunteers, whether or not they meet the statutory definition of a "regular volunteer";
• independent contractors, including contract teachers engaged under an Independent Contractor Agreement; and
• interns and any other adult placed with students by the Organization.

Covered Adults receive this Policy before, or at the start of, their student-contact duties, and acknowledge it as provided in Section 12. For independent contractors, compliance with this Policy and the signed acknowledgment are conditions of performing student-contact services for the Organization.

3. Screening Before Student Contact

(a) Background check. Each administrator, employee, and regular volunteer shall, before performing duties involving direct contact with, or supervision of, students, undergo a background check under California Penal Code Section 11105.3, for which the Organization requests state and federal level criminal history information as that section provides. The Organization's heritage school registration under Education Code Section 33195(a)(6) rests on criminal record summary information obtained pursuant to Education Code Section 44237, and the screening under this Section is administered consistently with that requirement. As an organizational standard, independent contractors and any other Covered Adults undergo an equivalent fingerprint-based background check, through the screening channel lawfully available for their category, before performing such duties.

(b) Mandated reporter statement. The Director and each employee — all of whom are mandated reporters under Education Code Section 33195(a)(8) — shall, before beginning their service with the Organization, sign the statement required by California Penal Code Section 11166.5 and Education Code Section 33195(a)(8), and shall receive copies of Penal Code Sections 11165.7, 11166, and 11167, as provided in the Organization's Mandated Reporter & Child Safety Acknowledgment.

(c) Health screening. Covered Adults complete the health screening described in Education Code Section 33195.6(b), including a test for tuberculosis, in the manner the Organization prescribes for their category (a verification signed by, or under the supervision of, a licensed physician and surgeon).

(d) No clearance, no student contact. Administrative processing may proceed in parallel, but a Covered Adult may not begin duties involving direct contact with, or supervision of, students until the screening items the Organization requires for their category are complete and the Covered Adult has signed the acknowledgment in Section 12.

(e) Completion is not clearance. Completing a background check does not itself qualify a person for student contact. The Organization reviews the results under applicable law — including the bars on employment in Education Code Section 33195.1 — and clears each person for student contact only after that review.

4. Training

Each administrator, employee, and regular volunteer shall complete training in child abuse and neglect identification and reporting, as required by Business and Professions Code Section 18975(a). This requirement may be met by completing the online mandated reporter training provided by the Office of Child Abuse Prevention of the California Department of Social Services. The Organization sets an internal completion deadline of 30 days after a Covered Adult begins student-contact duties and tracks completions; the training is repeated annually, and also when the Organization directs or when the training provider's updated course makes repetition appropriate. Independent contractors complete the same training as a condition of student-contact services. The reporting duties in Section 5 apply to a Covered Adult from the first day of student-contact duties, whether or not the training has yet been completed.

5. Reporting Suspected Abuse or Neglect — the Core Rule

(a) The duty is personal and cannot be delegated. A mandated reporter who, in a professional capacity or within the scope of their role, knows of or reasonably suspects child abuse or neglect must report it personally. Telling a supervisor, the Director, a parent, or another Covered Adult does not satisfy the duty, and no one at the Organization may ask a reporter to hold, route, soften, or withdraw a report.

(b) Report outside the Organization, immediately. The report is made by telephone immediately, or as soon as practicably possible, to one of the agencies identified in Penal Code Section 11165.9 — for this campus, ordinarily the San Bernardino County Children and Family Services Child Abuse Hotline, (800) 827-8724 or (909) 384-9233, or local law enforcement — followed by a written report (form SS 8572) within 36 hours, as Penal Code Section 11166 requires. Reasonable suspicion is an objective standard; it does not require certainty that abuse or neglect occurred, medical evidence, or the identity of the person responsible. A report is made even if some of this information is unknown.

(c) Internal awareness, without compelled self-identification. So that the Organization can protect students and cooperate with the receiving agency, a concern that has led to a report is brought the same day to the attention of the Director — or, if the Director is the subject of the concern, to the Organization's designated alternate officer, in which case the Director is not apprised of it. Any Covered Adult who learns of such a concern — from the reporter, from the agency, or otherwise — passes it on under this subsection; no one is required to relay information they do not have. Consistent with Penal Code Section 11166(i)(2), this Policy does not require any employee to disclose to the Organization that they are the person who made a report, and the Organization will not ask a reporter to identify themselves or seek to identify a reporter who has not done so. Internal notice is never a substitute for the external report and must never delay it.

(d) Do not investigate first. Covered Adults do not interview the child about the concern, confront a suspected person, or gather evidence before reporting. Minimal questions needed for the child's immediate safety, and ordinary classroom interaction, are not an investigation.

(e) Confidentiality and protection. The identity of a reporter is confidential as provided in Penal Code Section 11167(d), and reports and related records are confidential as provided in Penal Code Section 11167.5; each may be disclosed only as those statutes permit. Reporters acting as required by law have the immunity provided by Penal Code Section 11172. The Organization prohibits retaliation against any person who makes a good-faith report or participates in a resulting process.

(f) Failure to report. Failure by a mandated reporter to report as required is a criminal offense under Penal Code Section 11166(c) and is also a violation of this Policy subject to Section 10.

(g) Covered Adults who are not mandated reporters. A Covered Adult who is not a mandated reporter and who knows of or reasonably suspects child abuse or neglect shall immediately tell the Director or a mandated reporter who is on site, and may also report directly to an agency listed in subsection (b); if neither the Director nor a mandated reporter on site can be reached promptly, the Covered Adult shall report directly to such an agency. Prompt escalation under this subsection is a condition of service. Mandated reporter status is determined by Penal Code Section 11165.7; nothing in this Policy confers or removes that status as a matter of law.

6. Concerns Involving a Covered Adult

If a report or concern involves a Covered Adult, the same external reporting rule in Section 5 applies without exception. In addition, the Director — or, if the Director is involved or unavailable, the designated alternate officer or the administrator then present at the campus — will remove the Covered Adult from student contact as soon as they learn of the concern, and in all events before that adult's next period of student contact, pending, where a report has been made, guidance from the receiving agency and, in all cases, the Organization's own review; will preserve relevant records; and will not conduct interviews or inquiries that could interfere with the agency's work. Interim removal is a safety measure, not a finding of wrongdoing.

7. Supervision: the Two-Reporter Standard and Visibility

(a) Consistent with Business and Professions Code Section 18975(c)(2), the Organization requires, to the greatest extent possible, the presence of at least two mandated reporters whenever Covered Adults are in contact with, or supervising, children.

(b) When two mandated reporters cannot be present — for example, brief one-on-one instruction — the interaction must remain observable: doors stay open or have an unobstructed window, the setting is within sight or hearing of another adult, and the interaction is limited to the scheduled activity. A trip authorized in writing under Section 8(4) satisfies this Section for the duration of that trip; subsection (a) continues to apply to the scheduling of such trips. A Covered Adult may not be alone with a student behind a closed, unobservable door, in a vehicle (except as Section 8(4) permits), or in any off-campus setting outside an Organization activity.

(c) The Organization's ordinary scheduling and class records are the records by which staffing under this Section is ordinarily shown.

8. Conduct Standards for Covered Adults

Covered Adults shall:

1. Keep all student interaction observable and interruptible; favor group settings over isolated settings.
2. Not communicate with students through personal telephone numbers, personal email, personal social media, or private messaging accounts, and communicate with students or parents only through Organization channels and accounts — except in an emergency, in which case the Covered Adult informs the Organization of the communication the same day.
3. Not give individual students personal gifts, money, or special favors outside Organization-wide or classroom-wide activities.
4. Not transport a student alone, except as authorized in writing under the Organization's pickup, dismissal, and transportation documents.
5. Limit physical contact to what is brief, age-appropriate, and observable (for example, a handshake, a pat on the shoulder, or immediate assistance for safety or first aid), and never continue contact a student resists, other than what safety requires.
6. Not enter a student restroom alone with a student; where assistance is genuinely required, a second adult is notified and the assistance is kept observable to the extent consistent with the student's privacy and dignity.
7. Not meet students off campus or outside Organization activities, and not invite students to a Covered Adult's home.
8. Not ask or allow a student to keep secrets from the Organization. This rule never requires or permits disclosure to a parent or guardian of a report, of a child's statements about suspected abuse or neglect, or of anything whose disclosure is restricted by law or could endanger the child; disclosures of that kind are made only as the law permits and, where an agency is involved, consistently with its direction.
9. Photograph or record students only as the Organization's Privacy & Media Notice permits.

9. Records

The Organization keeps, for each Covered Adult, the signed acknowledgments, mandated reporter statements, screening status (including the annually signed authorizations described in Penal Code Section 11105.3(b)(2)(C)), and training records generated under this Policy, and retains them as the applicable statutes and the Organization's record practices require (including retention of background-check authorizations under Title 11, California Code of Regulations, Section 405). Screening and reporting records are kept confidential and are accessible only to those who need them to administer this Policy or to comply with law.

10. Violations

A violation of this Policy by an employee is grounds for discipline, up to and including termination; by a volunteer, for removal from service; and by an independent contractor, for suspension of student-contact services and remedies under the contractor's agreement. For independent contractors, the remedies for a violation are those provided in the contractor's agreement; the screening gate in Section 3 and the interim safety measures in Sections 5 through 8 take effect immediately and are not conditioned on any contract procedure. Nothing in this Policy limits the Organization's rights under any other agreement or at law.

11. Administration and Annual Review

The Director administers this Policy, maintains the campus posting of the reporting hotline numbers, and reviews this Policy at least once a year and whenever the underlying law changes. Amendments are issued under a new version number and take effect for a Covered Adult when the amended Policy is delivered to that person, except that a material amendment does not bind an independent contractor until the contractor has acknowledged it; material amendments will be re-acknowledged by Covered Adults.

12. Acknowledgment

I acknowledge that I have received and read this Child Protection Policy (Version 2026.11.3). I understand that, if I am a mandated reporter under California Penal Code Section 11165.7, my duty to report known or reasonably suspected child abuse or neglect is personal, cannot be delegated, and is not satisfied by telling someone inside the Organization; the report must be made to an outside agency as Section 5 describes. If I am not a mandated reporter, I will follow the escalation required by Section 5(g). I agree to follow this Policy as a condition of my service with the Organization. Where this acknowledgment is signed electronically, my single electronic signature, applied after I have viewed this Policy and completed the review confirmations recorded by the signing system, adopts this acknowledgment as identified by name and version on the signing completion record.