Important Links

ChartersLink School Info Page

i-ready Login Page

Google Classroom Login Page

MSAS 2020-21 School Calendar

MSAS Bullying Policy

MSAS Non-Discrimination/Harassment Policy

MSAS Family Handbook inc. Parent Compact

MSAS EDP Handbook 

MSAS 2020-21 Budget

MSAS 2020-21 Health Inspection

MSAS 2020-21 Fire Inspection

MSAS FY19 Audit

MSAS 2018-19 School Improvement Plan

Uniform Shirt Orders

Parent Portal Access Form

FLDOE Report Card

MSAS Title I PFEP

MSAS Title I PFEP Summary English

MSAS Title I PFEP Summary Spanish

MSAS Title I PFEP Summary Spanish

MSAS Title I Parent’s Right to Know (English/Spanish)

MSAS 20-21 Annual Parent Meeting Presentation PPT

FAR

School Grade:

  • C (2019-2020) *COVID 19
  • C (2018-2019)
  • C (2017-2018)
  • D (2016-2017)
  • C (2015-2016)
  • B (2014-2015)
  • C (2013-2014)

Programs Offered:

  • Breakfast each day offered free
  • Lunch each day offered free. Adult lunches cost $2.25 per day
  • Extended Day Program
  • Reading, Math, Social Studies, Science, Art, PE, and Recess provided on a daily basis.

 Service Providers:

  • Riverside Speech & Language: Speech & Language
  • Children’s Therapy Solutions: OT/PT
  • LevCo Technologies: IT Support
  • Blades of Grass Lawn Service: Lawn Care
  • CYNAYA Services Corp.: Custodial Services
  • CJ Certified Bookkeeping Services, LLC: Accounting, Bookkeeping, and Tax Services
  • Mauldin & Jenkins CPA Auditors

Disclosure:

  • State Statute 1002.33 states,
    18. Full disclosure of the identity of all relatives employed by the charter school who are related to the charter school owner, president, chairperson of the governing board of directors, superintendent, governing board member, principal, assistant principal, or any other person employed by the charter school who has equivalent decision-making authority. For the purpose of this subparagraph, the term “relative” means father, mother, son, daughter, brother, sister, uncle, aunt, first cousin, nephew, niece, husband, wife, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepfather, stepmother, stepson, stepdaughter, stepbrother, stepsister, half brother, or half sister.
    (Current Staffing includes the following related personnel.)
  • Jim Brand(Board of Directors: President) and Linda Brand (Registrar) Husband and Wife
  • Clinton Jones(Principal) and Jessica Jones(Teacher) Husband and Wife
  • Clinton Jones(Principal) and Megan Buntin(Teacher) Uncle and Niece

MSAS Non Discrimination Policy-

Harassment and/or Discrimination
MSAS strives to maintain a workplace that fosters mutual employee respect and promotes harmonious,
productive working relationships. Our organization believes that discrimination, harassment, and/or retaliation in
any form constitute misconduct that undermines the integrity of the employment relationship. Therefore, MSAS
prohibits discrimination and/or harassment that is sexual, racial, or religious in nature or is related to anyone’s
gender, national origin, age, disability, or any other basis protected by federal, state, or local law. This policy applies
to all employees throughout the organization and to all individuals who may have contact with any employee of this
organization. Furthermore, MSAS will make reasonable accommodations for qualified individuals with known
disabilities unless doing so would result in an undue hardship, or health, or safety concern.
Unwelcome sexual advances, requests for sexual favors, or other verbal, visual, or physical conduct of a
harassing and/or discriminatory nature will constitute harassment and/or discrimination when the person involved
feels compelled to submit to that misconduct in order to keep his/her position, to receive appropriate pay, or to
benefit from certain employment decisions. If this type of misconduct interferes with an employee’s work or creates
an intimidating, hostile, or offensive work environment, it may also be considered harassment and/or discrimination.
This behavior can include, but is not limited to, suggestive or insulting noises, facial expressions, vulgar language,
nicknames, slurs, derogatory comments, cartoons, jokes, written materials, text messages, and offensive gestures or
touching.
MSAS expects that everyone will act responsibly to establish a pleasant and friendly work environment;
however, if an employee feels he/she has been subjected to any form of harassment and/or discrimination, the
employee should report that conduct to the Administrator within three (3) calendar days of the offense. Employees
are not required to approach the person who is harassing and/or discriminating against them, and they may bypass
any offending member of management. The Administrator will take the necessary steps to initiate an investigation of
the discrimination and/or harassment claim.
MSAS will conduct its investigation in as confidential a manner as possible. Interviews, allegations,
statements, and identities will be kept confidential to the extent possible and allowed by law; however, MSAS will
not allow the goal of confidentiality to be a deterrent to an effective investigation. A timely resolution of each
complaint will be reached and communicated to the employee. Appropriate corrective action, up to and including
termination, will be taken promptly against any employee engaging in discrimination and/or harassment. The
corrective action issued will be proportional to the severity of the conduct. The alleged harasser’s employment
history and any similar complaints of prior unlawful discrimination and/or harassment will be taken into
consideration.
MSAS prohibits retaliation of any kind against employees, who, in good faith, report harassment and/or
discrimination or assist in investigating such complaints. If an employee feels he/she has been subjected to any form
of retaliation, the employee should report that conduct to the Administrator within three (3) calendar days of the
offense. Employees are not required to approach the person who is retaliating against them, and they may bypass
any offending member of management.