al-rayan international school …….. human resource …

AL-RAYANINTERNATIONALSCHOOL

……..

HUMANRESOURCEHANDBOOK

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ContentsWELCOMESTATEMENT...............................................................................................................3

THESCHOOL.................................................................................................................................3

MISSIONSTATEMENT....................................................................Error!Bookmarknotdefined.

VISIONSTATEMENT.......................................................................Error!Bookmarknotdefined.

CORPORATEOBJECTIVE...............................................................................................................5

DEFINITIONS................................................................................................................................6

SECTION1-THESCHOOL.............................................................................................................7

THESTRUCTURE.......................................................................................................................7

PRIMARYSCHOOL................................................................................................................7

SECONDARYSCHOOL...........................................................................................................9

ORGANISATIONALCHART......................................................................................................10

SECTION2–EMPLOYMENTTERMS,BENEFITSANDRELATEDPOLICIES..................................13

1. LETTEROFAPPOINTMENT.........................................................................................13

2. PRE-EMPLOYMENTCHECKS.......................................................................................13

3. PERSONAL&FAMILYDETAILS/BENEFICIARYOFENTITLEMENT..............................14

4. STAFFORIENTATION..................................................................................................14

5. PROBATION................................................................................................................15

6. HOURSOFWORK.......................................................................................................16

7. HOLIDAYS...................................................................................................................17

8. TIMEANDATTENDANCE............................................................................................17

9. TEACHINGLOAD........................................................................................................19

10. VACATIONOFPOST...............................................................................................19

11. HEALTHANDSAFETY.............................................................................................20

12. BULLYINGANDDISCRIMINATIONPOLICY.............................................................20

13. DISCIPLINARYPROCEDURES..................................................................................22

14. GRIEVANCEPROCEDURESANDAPPEAL................................................................25

15. ANNUALLEAVE......................................................................................................25

16. SICKLEAVE.............................................................................................................26

17. CASUAL/COMPASSIONATELEAVE.........................................................................27

18. MATERNITYLEAVE.................................................................................................28

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19. WORKMEN’SCOMPENSATION..............................................................................28

20. REDUNDANCY............................................................Error!Bookmarknotdefined.

21. REMUNERATION....................................................................................................29

22. SALARYADMINISTRATION....................................................................................29

23. PROVIDENTFUND..................................................................................................30

24. HALTINGANDTRANSFERALLOWANCE.................................................................30

25. SCHOOLTRIP..........................................................................................................30

26. FREQUENCYOFLOAN............................................................................................31

27. SALARYADVANCE..................................................................................................31

28. BEREAVEMENTS.....................................................................................................32

29. SCHOOLPROPERTY................................................................................................32

30. EVALUATIONGUIDELINES.....................................................................................33

31. TRAININGANDEDUCATIONALSUPPORT..............................................................34

32. EDUCATIONALBENEFITSFORCHILDRENOFEMPLOYEES............................................35

33. FORCEMAJEURE............................................................................................................35

34. STATUSOFTHEHANDBOOK..........................................................................................36

35. APPENDICESTOTHEHANDBOOK..................................................................................36

36. AMENDMENT.................................................................................................................36

SECTION3–STANDARDCODEOFCONDUCT...........................................................................37

A. INTRODUCTION..............................................................................................................37

B. RESPONSIBILITYOFEMPLOYEESANDTHESCHOOL.....................................................37

C. EXCLUSIVITYOFSERVICE...............................................................................................38

D. GENERALCODEOFCONDUCT.......................................................................................38

E. WORKRELATEDCODEOFCONDUCT.............................................................................39

G. HEALTHANDSAFETY.....................................................................................................41

H. MEDIA............................................................................................................................42

I. COPYRIGHT....................................................................................................................42

J. DATAPROTECTION........................................................................................................43

K. ADMINISTRATIVEDUTIES..............................................................................................43

L. CONFIDENTIALITY..........................................................................................................44

M. USEOFILLEGALDRUGSANDALCOHOL....................................................................44

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SECTION4-CONTINUINGPROFESSIONALDEVELOPMENT(CPD)POLICY................................45

DECLARATION............................................................................................................................54

WELCOMESTATEMENT

WewelcomeyoutoAl-RayanInternationalSchool(ARIS),ayoungandforward-thinkingschool

which provides an outstanding place for students, facilitators and non-teaching staff alike

irrespectiveofnationalityorcreed.

This document is designed to provide you, the Employee (where the context requiredmay

include students on practical training, national service, volunteers and/or Interns and

Contractors)withbasicguidelinesonrightsandresponsibilitiesofyouremployment.

Further information, shall be contained in the letter of appointment which will be made

availabletoyoubyManagement.

THESCHOOL

ARISwas established in September 2003with a focusonprovidingworld class standards in

education.ARIShasaninclusiveadmissionspolicywithaninternationallyorientatedcurriculum

forachievingall-roundexcellence.

ARISisanauthorizedPrimaryYearsProgramme(PYP)school,authorizedinApril,2016.Wehave

also adopted the CambridgeAssessments for older students, offering an extensive range of

InternationalGeneralCertificateofSecondaryEducation(IGCSE)subjects.InMay2015,wewere

authorizedtoofferthefullIBDiplomaProgramme(IBDP),completingthefinaltwoyearsofthe

students' secondary leveleducation,prior touniversity.Stepby step,aspractitionersof the

IBDP,wearenowrealisingtheenormouspotentialithasforourstudentsandtheirfuturelives.

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ARISisaccreditedbyCambridgeAssessmentsofferingTheInternationalGeneralCertificateof

SecondaryEducation(IGCSE),followedbyTheInternationalBaccalaureate®(IB)PrimaryYears

Programme(PYP)andDiplomaProgramme(DP).ARISisacandidateschoolfortheMiddleYears

Programme(MYP).

ARISoffersanextensiverangeofIGCSEsubjects.InMay2015ARISwasauthorizedtoofferthe

fullIBDiplomaProgramme(IBDP),completingthelasttwoyearsofthestudents’secondarylevel

education,beforeuniversity.ARISisanIBWorldSchool.

Wearecommittedtoinspiringstudentstoattaintheirfullestpotentialthroughabroad-based

curriculum that promotes critical thinking, fosters self-motivation, encourages self-

developmentastheyaretailoredtoindividualneeds,andprovidingallstudentswithaccessto

learning.

Westriveforexcellenceandprovidethehighestpossiblestandardsofinternationaleducation

foreachandeverystudent inourcarebasedoncreative,personalised learningandstudent

engagementwithinaworldclass,highlyenabled,dynamicandcaringenvironment.

Wearemorethanjustaschool,weareadiversecommunityoflearnersthatarecommittedto

inspire,empower,andtransformforabetterworld.Weprovidestudentswithamorallysound

learningenvironmentthatisrespectfulofdifferencesbasedonrespect,fairnessandtrustwhich

aretheprinciplesuponwhichwearefounded.

Thisissustainedwiththehelpofourhighlyprofessionalanddynamicteamsofeducators,who

arecommittedtofindingfulfilmentintheirworkandtocontinuouslearninganddevelopment.

Westronglyencourageourstudentstorecognizeandgrowfromtheirownculturalrootsandto

learn foreign languages. This enables them to develop and appreciate their identitieswhile

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exposingthemtodifferentculturesandlinguisticsystems,andtherebyenablinganinformed

awarenessofdiversitiesandsimilaritiesintheglobalcommunity.

Wearededicatedtotheupbringingofcreative,resilient,independentandsociallyresponsible

youngpeoplehavingtheknowledgeandskillsnecessarytobeactivecontributorsintheglobal

community.

ARISCOREPURPOSE

“Weareadiversecommunityoflearnersthatarecommittedtoinspire,empower,andtransformforabetterworld”

ARISCOREVALUES

GreatnessineveryoneLearningwitheveryoneCreativityandinnovationbyeveryoneServicetoeveryoneChangeforeveryone

ARISCHARACTERISTICS

ResponsibilityandrespectPassionandProfessionalismCollaborationandCommunicationReflectionandaction

CORPORATEOBJECTIVE

Asaschoolthatstillseekstoprovidethehighestpossiblestandardsofinternationaleducation,

ARIS also seeks to engage the services of adequately suited employees and reward them

adequately.

Weacknowledgetheimmensevalueofacapableandmotivatedstaffinachievingouraimsand

objectivesandlookforwardtofullparticipationsoftheentireworkforceinthisregard.

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DEFINITIONS

“AcademicStaff”meansFacilitators/Counsellors/Coordinators/Librarian.

“AdministrativeMeetings”meansmeetingscalledbytheentireManagementoranymemberof

theManagementoftheSchool.

“AdministrationManager”meansthepersonresponsiblefortheday-to-dayadministrationof

theschool.

“Buddy”meansoneofapairorteamassociatedundertheCPDbuddysystemoftheSchool.

“CPD”meansContinuingProfessionalDevelopment.

“ContractofEmployment”meanstheAgreementbetweentheSchoolandtheEmployeestating

thetermsofemployment,whichmaybefull-timeorPart-time,subjecttoconfirmationafterthe

probationaryperiod.

“Grievance”meansanydisputeordifferenceoverordissatisfactionwiththeinterpretationor

applicationof theprovisionsof this handbookor any allegation that anEmployeehasbeen

subjectedtounfairtreatment.

“HeadofSchool”meanstheHeadofSchoolofthePrimarySchoolortheHeadofSchoolofthe

SecondarySchool.

“Management” means the Employees in management position who from the School

Management Team(SMT) such as theDirector, Head of School, Financial Controller, Human

ResourceandAdministrationManager,Admission&Marketing.

“Probationer”meansapersonemployedonprobationbasiswiththeSchool.

“Salary”meansgrosssalary.

“TheSchool”meansAl-RayanInternationalSchool(ARIS).

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“WorkingDay”meansanyworkingdayandinexceptionalcircumstancesmayincludeSaturdays,

Sundaysandpublicholidays.

INTERPRETATION

InthisHandbook,unlessthecontextotherwiserequires:

a. Themasculineshallincludethefeminineandviceversa.

b. Thesingularshallincludethepluralandviceversa.

SECTION1-THESCHOOL

THESTRUCTURE

PRIMARYSCHOOL

ThePrimarySchoolcatersforstudentsfromPlaygrouptoYear6.

Playgroupclassisforchildrenagedtwo(2)yearsoldwhilethereisthenurseryclassforchildren

agedthree(3)yearstofour(4)years.

Thereceptionclassisforchildrenagedfour(4)yearstofive(5)years.

Thereafter,weusetheBritishsystemfromYear1toYear6.

Admission

The cut-off to enter the appropriate class is reaching themaximum age by the first day of

Septemberofenrolmentyear.

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Curriculum

ThecurriculumthroughoutthePrimarySchoolisbasedontheInternationalBaccalaureate(IB)

PrimaryYearsProgramme (PYP).ARIS isanauthorised IBWorldSchool. (IB)PYPschoolsare

schoolsthatshareacommonphilosophy,whichisacommitmenttohighquality,challenging,

internationaleducationthatARISbelievesisimportantforourstudents.

LikealltheprogrammesoftheIB,thePYPisnotrootedinanyonenationaleducationaltradition

orculture.Itaimstoofferaninternationaleducationforinternationalstudents.Thecurriculum

emphasizesonthecoreskillsofliteracy,numeracy,creativity,socialandphysicaldevelopment.

Studentstakeamoreactiveroleintheirownlearningprocess.

ParentswhoareunfamiliarwiththePYPareinvitedregularlytoworkshopsandmeetingsheld

duringtheyear.

The School actively recruits facilitatorswith PYP experience and invests in their continuous

professionaldevelopmentthroughparticipatinginPYPworkshopsandconferenceswherethey

canmeetandinteractwithPYPfacilitatorsfromotherschoolsandthroughofferingfacilitators

theopportunitytosubscribetorequiredcourses.

EachPYPclasshasaClassFacilitatorandaminimumofoneAssistantFacilitatorifthenumber

ofstudentsexceedsfifteen(15)students.

SchoolDay

Primaryschooldaystartsat8:00amandendsat3:00pmforstudentsorat4:00pmwhenthere

areco-curricularactivities.

Students intheFoundationthat is,Playgroup, Nursery,Reception,Year1andYear2havea

morningbreakfrom9:00amto9:40amandalunchbreakfrom12:40pmto13:40pm.

StudentsfromYears3to6haveamorningbreakfrom8:40amto9:00amandalunchbreak

from12:00pmto12:45pm.

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Allbreaksandrecesstimesaresupervisedbyfacilitatorsandassistantfacilitatorsbasedona

rosterthatissharedonadailybasisbytheschoolreceptionist.

SECONDARYSCHOOL

TheSecondarySchoolcatersforstudentsinYear7andabove.

Curriculum

StudentsinYears7-9enterthe(IB)MiddleYearsProgramme(MYP).ARISisacandidateschool

fortheMYP.

InYears10and11,thestudentspreparefortheInternationalGeneralCertificateofSecondary

Education(IGCSE)examinations.

The curriculum in Years 12 and 13 is based on the International Baccalaureate Diploma

Programme(IBDP).Thisprogrammeisrecognizedasauniversityentrancequalificationinmore

than150countries.

ARISactivelyrecruitsfacilitatorswithIBexperienceandinvestsintheircontinuingprofessional

developmentthroughattendanceatappropriateworkshopsandconferenceswheretheycan

meet and interact with Diploma facilitators from other schools, and by offering them the

opportunitytoprescribetorequiredcourses.

Schoolday

Secondaryschooldaystartsat7:50amandendsat3:20pmorat4:30pmwhenthereareco-

curricularactivities.

StudentsfromYears7to9haveafirstbreakfrom9:05amto9:20am,asecondbreakfrom

11:25amto11:40amandathirdbreakisfrom12:40pmto1:15pm.StudentsfromYears10to

12haveafirstbreakfrom9:25amto9:40am,asecondbreakfrom11:00amto11:15amand

athirdbreakisfrom12:35pmto1:15pm.

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All breaksand recess timesare supervisedby facilitatorsbasedon the roster sharedby the

schoolsecretary.

ORGANISATIONALCHART

TheSchoolisheadedbytheDirectorwithday-to-daymanagementresponsibilityandisassisted

by theDeputyDirector. The School’s organisational chart is attachedhereto asAppendix 1.

(workinprogress)

Administration

TheAdministrationManagerisresponsiblefortheday-to-dayadministrationoftheSchooland

reportstotheDirector.

HehassupervisorypowersovertheHumanResourceManager,ITOfficerandtheFacilities&

ServiceSupervisor,theSchoolPhysicianandNursesandtheLibrary.

The ITOfficer isresponsibleforthe ITneedsoftheSchool.HereportstotheAdministration

ManagerandoverseesthedutiesoftheITTechnicalSupportOfficer.

TheFacilities&ServiceSupervisorisresponsibleforalltheSchoolsfacilitiesandoperationsas

wellasreceptionreportstotheAdministrationManagerandoverseesthedutiesoftheAdmin

Assistants,Receptionist,Cleaners,Caretakers,Caterersandotherserviceproviders.

Finance

TheFinancialControllerisresponsiblefortheaccountingandfinancialoperationsoftheSchool

andreportstotheDirector.HehassupervisorypowersovertheAccounts,StoresandPayroll,

Purchasing,FinancialAid.

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Admissions

TheAdmission&MarketingManagerreportstotheDirectorandisresponsiblefortheadmission

of students and the publicity-related issues of the School. He oversees the duties of the

Admission&CommunicationOfficerandassistantswhoreportsdirectlytohim.

PrimarySchool

TheHeadofPrimaryreportstotheDirector.HedirectstherunningofthePrimarySchoolandis

supportedbytheViceHeadofPrimaryandtheSchoolSecretary.HeoverseesthePrimaryYears

Programme(PYP)Coordinator.

The PYP Coordinator is in charge of the curriculum throughout the Primary School and

supervisestheSeniorFacilitatorsaswellastheClassorSubjectFacilitatorsandtheAssistant

FacilitatorsinthePrimarySchool.

SecondarySchool

TheHeadofSecondaryreportstotheDirectoranddirectstherunningoftheSecondarySchool.

HeissupportedbytheViceHeadofSecondaryandhisSchoolSecretary.

HeoverseestheactivitiesoftheHeadsofDepartmentsandProgrammeCoordinators.

TheHeadsofDepartmentsareinchargeofthevariousdepartmentsintheSecondarySchool

andsupervisetheSeniorFacilitatorsaswellastheSubjectFacilitatorsintheSecondarySchool.

Support,HealthandCounsellingUnit

ThereisaSupport,HealthandCounsellingunitthatoverseesEmotionalCounselling,Careerand

GuidanceCounsellingandthehealthneedsforboththePrimaryandSecondarySchools

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The Career and Guidance Counsellors are responsible for providing resources and guidance

whichwillsupportstudents’choiceofactivitiesandprojects.

TheHealthunitismadeupoftheSchoolPhysicianandNurses.

ThevariousdivisionsoftheUnitperformseparatefunctionsandreporttotheHeadofSchool

andtheAdministrationManager.

IBProgrammeCoordinators

The three IB Coordinators are responsible for overseeing the IB programme and reporting

directlytotheHeadsofSchool.TheyalsofollowupwiththeIBorganizationonissuesrelating

to school authorizationandevaluation. Theyare responsible forupdatingHeadsof Schools,

Director and Facilitators on all curriculum and programme changes and updates. They are

responsibleforthedirectcommunicationwithIBorganizationandsubmittingalltrainingand

documentationneedstotheIB.

CASCoordinator

TheCreativity,Activity,Service(CAS)Coordinatorareresponsibleforprovidingresourcesand

guidancewhichwill support students’ choiceofactivitiesandprojects.TheCASCoordinator

supervisestheCASsupervisorsandreportsdirectlytotheHeadofSchool.

LibrariesandMultimedia

The Librarians are responsible for the Primary and Secondary Schools Libraries. They report

directly to the Heads of School and the Administration Manager and they support the IB

CoordinatorsandHeadsofDepartments.

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SECTION2–EMPLOYMENTTERMS,BENEFITSANDRELATEDPOLICIES

1. LETTEROFAPPOINTMENT

1.1. The School shall give to the newly engaged employee, a letter of appointment and

employmentcontractstating:

a. JobTitle;

b. DateofAppointment;

c. JobDescription;

d. GrossSalary;and

e. ProbationaryPeriod.

f. Andanyotherentitlements

1.2. TheSchoolshallalsogivetothenewemployeeacopyofthisHandbook,acopyofthe

School’sChildProtectionCodeofConductandtheConfidentialityAgreementassetout

intheAppendixes3and4respectively.

2. PRE-EMPLOYMENTCHECKS

2.1. AllnewemployeesshallbeengagedbytheSchoolsubjecttotheproductionofapolice

reportandcertifiedmedicalfitness.

2.2. All new employees are required to undergo medical examination at a

hospital/clinic/laboratorydirectedbytheSchoolandshallproduceamedicalreportto

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theSchoolcertifiedbyamedicaldoctor.Newemployeeswillbearthecostofthemedical

examination.

2.3. Medicalconditionswhichmayaffectworkperformancemayleadtore-evaluationofthe

Employee’ssuitabilityforthejob.

3. PERSONAL&FAMILYDETAILS/BENEFICIARYOFENTITLEMENT

3.1. The School shall require new Employees to submit personal and family data to the

AdministrationManagerinoriginalandphotocopy(originalofcertificateswillbereturned

afterverificationandphotocopiesretainedonfile)foradministrationpurposes.

3.2. TheSchoolshallrequirenewEmployeestoprovidetotheAdministrationManager,the

nameandaddressofthebeneficiary/beneficiarieshewishestoreceiveanybenefitsdue

fromtheSchooluponhisdeath.

3.3. Intheabsenceofanamedbeneficiary/beneficiaries,theSchoolshallpaysuchbenefitsto

the administrator of the deceased Employee’s estate. Payment to the

beneficiary/beneficiaries or administrator of the deceased Employee’s estate shall

absolvetheSchoolfromallliabilitytotheestateofthedeceasedEmployee.

4. STAFFORIENTATION

4.1. AllnewEmployeesshallberequiredtogothroughanNewEagleOrientationprogramme

(NEO)toacquaintthemselveswiththeSchool’spoliciesandprocedure,curriculumand

assessment, teaching methods and practices among others. During the orientation

process,newEmployeesshallalsobeprovidedwithdetailsoftherulesandregulations

ofemploymentfortheirguidance.

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4.2. The School aims at ensuring that the orientation process is as employee friendly as

possible.NewEmployeesareencouragedtoseekfurtherclarificationthroughtheirHead

ofSchoolortheHumanResourceManager.

4.3. The period and programme content for the orientation of new Employees shall be

determinedbythepositiontobefilledandshallbedrawnupbytheHumanResource

ManagerinconsultationwiththerelevantHeadofSchoolofthenewEmployee.

5. PROBATION

5.1. TheSchoolrequiresallnewEmployeestoundergoaprobationaryperiodofsix(6)months

basedonrelevantworkexperienceandperformanceoftheEmployee.

5.2. Theprobationaryperiodappliestobothfacilitatorsandnon-facilitators.

5.3. TheprobationaryperiodistogivenewEmployeesachancetosettleintotheirnewroles

andalsotoallowtheSchoolevaluatetheiroverallabilities.

5.4. Unless informed in writing to the contrary, an Employee who has completed such

probationshallbedeemedtohavebeenconfirmedinhisjob.

5.5. AProbationerwhoisnotservedwithanywrittennoticetothecontraryafterthestipulated

probationaryperiodshallreceiveaconfirmationletterbytheHRMandshallbeentitled

tobenefitsenjoyedbyotherEmployeesconfirmedintheirjobs.

5.6. DuringtheProbationaryperiod,eitherpartymayterminatetheemploymentagreement

bygivingtwo(2)weeks’noticeorsalaryinlieuthereof.

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6. HOURSOFWORK

6.1. The normal hours of work shall be forty (40) hours a week. Actual hours and work

schedulemayvarydependingonthenatureoftheworkandthediscretionoftheSchool.

6.2. Regularworkinghoursshallbefrom7:30amto4:00pmwithonehourlunchbreak.These

maybechangedinlinewiththeSchool’srequirements.

6.3. Facilitatorsareentitledtoonehourlunchbreakwheretherearenoscheduledclassesor

meetings. Non-Facilitators are entitled to one hour lunch break communicated and

agreedwiththeSupervisor.

6.4. Theworkinghoursforcleanersandgardenersshallbefrom7:00amto4:00pmwithone

hour Lunch Break. Cleaners and gardeners are asked to stay till 5:00 pm and are

compensatedaccordinglyintheircalculatedsalary.

6.5. The working hours may be arranged by Management depending on the nature and

exigenciesofanemployee’sworkschedule.

6.6. AnEmployeeshallnotleavetheplaceofworkduringthenormalworkinghourswithout

permission from his HOS for facilitators and Facilities & Services Supervisor for non-

facilitators.

6.7. All Employees of the School shall be required to work such hours as are reasonably

necessary during examination periods, visits by other institutions, administrative

meetingsand/orunforeseencircumstances.

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6.8. Facilitators may be required to conduct practical work on schedule, organise club

activities,communityserviceprojectsandperformotherco-curricularactivitiesoutside

teachinghours.

6.9. TheSchoolwillbeclosedonweekends,publicholidaysandatcertainperiodsduringthe

Schoolvacations,inaccordancewithaschedulepublishedbytheSchool.

6.10. TheSchoolshallpublishthecalendarforeachacademicsemesteratleastseven(7)days

beforethesemesterbeginsandanysubsequentadjustmentsmustbemadeavailableat

leastseven(7)daysbeforetheactivitiessoughttobemodified.

6.11. InviewofthelonghourssometimesnecessaryforallEmployees,theSchoolhasmade

adequateprovisionforremunerationinthesalarystructure.

7. HOLIDAYS

7.1. All statutory public holidays as stipulated in any enactment in force or as otherwise

directedbytheGovernmentshallbeobservedasaholidayexceptwheretheoperational

requirementsoftheSchooldemandotherwise.

7.2. TheSchoolwillestablishalistofschoolbreaksatthebeginningofeachAcademicyear.

7.3. Staffareexpectedtoattendscheduledactivitiesincludingworkshops,meetings,events

amongothersatalltimesincludingschoolbreaks.

8. TIMEANDATTENDANCE

8.1. AllEmployeesshallbeconscientiousaboutattendanceandpunctuality.

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8.2. AllEmployeesshallberequiredtoattendallmandatory,administrativelycalledmeetings,

includingstaffmeetings.TheAdministrationshallendeavourtoprovidereasonablenotice

ofallsuchmeetings.

8.3. AllEmployeeswiththeexceptionofthereceptionist,secretaries,facilitatorsonrosterare

expectedtobeatworkbetween7:30amand4:00pmeveniftheyhavenoclasstoteach.

Receptionists, secretaries, facilitators on roster and ground attendants should follow

schedulesharedbytheirdirectsupervisor.

8.4. AllEmployeesarerequiredtoattendschooleventsasscheduledintheschool’scalendar

includingfieldtrips,sportevents,musicalprogramsandotherextracurriculumactivities

astheManagementoftheSchoolmaydirect.

8.5. Upongivingpriornoticeofatleastseven(7)workingdaystothedateoftheactivity,an

Employeemay at the discretion of theManagement of the School, be excused from

attendingschooleventsasaresultofcourseworkorpersonalobligationsapprovedbythe

Management.

8.6. An Employee shall not be late or absent himself from his duties without having first

obtainedthepermissionoftheHeadofSchoolortheHumanResourceManagerorany

otherpersonauthorizedtograntsuchleaveofabsence.

8.7. Any Employeewho is late or absents himself fromwork or any School eventwithout

permissionshallbewarnedinwritingunlessheisabletosatisfytheHeadofSchoolor

HumanResource Manageror theDirector thatunavoidable circumstancesprevented

himfromobtainingpriorpermissionornotifyingtheSchoolofhisabsence.

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8.8. AnyEmployeehavingbeenwarnedforirregularattendanceontwoormoreoccasionsmay

havehisappointmentterminated.

9. TEACHINGLOAD

9.1. Thetargetrangeforteachingloadsisasfollows:

a. Full-timefacilitators:intherangeof24to25sixty-minuteperiodsperweek.

b. CoordinatorsandHeadsofDepartmentswithadditionalresponsibilitiesmayat

thediscretionoftheDirector,beallocatedareducedteachingload.

9.2. TheDirectormayreviewallteachingloadsinaccordancewiththeneedsoftheschool.

9.3. TheDirectormayfromtimetotimereassignEmployees.

9.4. Allfull-timefacilitatorsshallbegivenaminimumof21periods.

10. VACATIONOFPOST

10.1. AllEmployeesoftheSchoolarerequiredtoreportallabsencestotheHeadofSchool

andtheHumanResourceManagerpriortothestartoftheworkday.

10.2. AnEmployeewhoisabsentwithoutpermissionformorethanfiveconsecutiveworking

daysshallberegardedashavingvacatedhispost.AnEmployeewhovacateshispost

shallbedeemedtohaveterminatedhisappointmentwithoutnotice.

10.3. AnEmployeewhoseappointmentisterminatedinaccordancewithclause10.2above

mayappeal to theDirectorand thereafter to theBoardofDirectorsof theSchool. If

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satisfied that unavoidable circumstances prevented him from returning to duty or

notifyingtheSchoolofhisabsence,theDirectorortheBoardofDirectorsasthecase

maybemay,attheirdiscretion,reinstatehimintheSchool.

11. HEALTHANDSAFETY

11.1. TheSchoolhasazero-toleranceapproachtoallhealthandsafetyissuesandEmployees

areencouragedintheirowninterest,theinterestoftheircolleagues,studentsandthe

School at large, to be familiar with and observe precautionary health and safety

procedures.

11.2. To safeguard the School’s property and that of employees and students, the School

reserves the right to search, at its discretion, the contents of bags, parcels, other

containersandvehiclesenteringorleavingtheSchoolaswellaslockersofEmployees

keptintheSchool.

11.3. TheSchoolhasazero-tolerancepolicyonalcohol,drugsandsmoking.

12. BULLYINGANDDISCRIMINATIONPOLICY

12.1. TheSchoolseekstopromoteaworkplaceandeducationalenvironmentthatisfreefrom

discrimination, bullying and harassment,whether based on race, colour, sex, gender

identity, age, religion, political affiliation, national or ethnic origin, marital status or

disability.

12.2. The School will not tolerate discrimination, bullying and/or harassing conduct that

affects employment or educational conditions that interferes unreasonably with an

individual’sworkperformanceand/orthatcreatesanintimidating,hostileoroffensive

workorschoolenvironment.

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12.3. Any retaliationagainst an individualwhohas complainedaboutbullying,harassment

and/or discrimination or retaliation against individuals for cooperating with an

investigationofsuchacomplaintissimilarlyunlawfulandwillnotbetolerated.

12.4. Discriminationincludes,butisnotlimitedto,displayorcirculationofwrittenmaterials

orpicturesthataredegradingtoapersonorgroupofpersonsbasedonrace,colour,sex,

genderidentity,age,religion,politicalaffiliation,nationalorethnicorigin,maritalstatus

ordisabilityorverbalabuseorinsultsabout,directedat,ormadeinthepresenceofan

individualorgroupbasedon race, colour, sex, gender identity, age, religion,political

affiliation,nationalorethnicorigin,maritalstatusordisability.

12.5. Bullyingmeansharmingandhumiliatingotherworkersorschoolchildrenbyvirtueof

theirsmaller,weaker,youngerorvulnerableposition.

12.6. Sexualharassmentmeanssexualadvances,requestsforsexual favours,andverbalor

physicalconductofasexualnaturewhererequestsorconductsaremadeeitherexplicitly

or implicitly a term or condition of employment, academic standing, school-related

opportunities or as a basis for employment decisions or such advances, requests or

conduct have the purpose or effect of unreasonably interfering with an individual’s

academic or work performance by creating an intimidating, hostile, humiliating or

sexuallyoffensiveworkenvironment.

12.7. An individual who believes that he has been subjected to bullying, harassment or

discrimination,sexualorotherwise,hasarighttofileacomplaintwiththeHeadofSchool

andtheHumanResourceOfficerManageroftheSchool.

12.8. AnEmployeefoundguiltyofdiscrimination,bullyingand/orsexualharassmentshallbe

summarilydismissedbytheSchool.

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13. DISCIPLINARYPROCEDURES

13.1. InformalWarning

a. IfanEmployeecommitshisfirstminoroffenceheisgivenaverbalwarningbyhis

immediatesupervisorortheHeadofSchoolorHumanResourceOfficerManager.

ThesaidverbalwarningshallbefollowedbyanemailconfirmationtotheEmployee

withtheDirectorandHumanResourceOfficerManagerincopy.Verbalwarning

couldalsocouldalsoberecordedintheemployee’srecordofservice.

13.2. WrittenWarning

a. WheretheservicesofanEmployeehavenotprovensatisfactoryoranEmployee

commits an offence which does not, in the opinion of the School, merit

termination,hemaybegivenawrittenwarningbytheHOSandtheHRM.Such

warningshallberecordedinhisrecordofservice.

b. Beforeawarningisgiven,theEmployeeshallberequestedtostateinwritingto

the Head of School or Human ResourceManager answers to the offences or

shortcomingswhichhavebeenallegedagainsthim.Aftertwowarningsfollowed

byathirdoffenceorcontinuedunsatisfactoryservicewithinaperiodoftwelve

(12)monthsfromthedateofthelast,theSchoolreservestherighttoterminate

theemploymentoftheEmployeeconcerned.

13.3. Reassignment

a. WhereanEmployee’sperformanceisunsatisfactory,theSchoolreservestheright

toreassigntheEmployee.Insuchinstances,theEmployeewillcontinuetoearn

thesamesalarybuthisallowancesmaybereducedandhistitlemaybechanged.

13.4. Interdiction

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a. ThepowerofinterdictinganEmployeeshallvestintheDirector,providedthat,in

exceptionalcircumstanceswheredelaymightbedetrimental to the interestof

the School, such power may be exercised by any person authorised by the

Director.

b. TheSchoolmayduringtheperiodofinvestigatinganallegationofmisconduct,the

commissionofanoffenceorabreachofanyoftheprovisionsofthisHandbookor

where an actionwhich borders on criminality (except road traffic offences) is

broughtagainstanEmployee,interdicttheemployeeforamaximumperiodofsix

(6)months.Duringtheperiodofinterdiction,theEmployeeshallbepaidhalfof

his salary. In the event of the Employee being exonerated at the end of the

investigations,hemayberecalledandshallbepaidhiswithheldsalarywithout

interest. If after six (6)months investigationsarenot completeandwhere the

delay is not occasioned by the employer, the School may terminate the

Employee’sappointment.

c. WhereattheendoftheinvestigationstheEmployeeisnotexonerated,theSchool

mayterminateordismisstheEmployeedependingonthegravityoftheoffence.

Insuchacasetheterminationordismissalmaytakeeffectfromanydayafterthe

conclusionof the investigations. In theeventof such terminationordismissal,

payments made to the Employee during the period of interdiction shall be

deductedfromanyamountsthatmaybeduetotheEmployeebyvirtueofthe

terminationordismissaloftheEmployee.

d. Investigationsmay be conducted by either the School, the police or any other

independentbodyorpersonsappointedbytheSchool.

13.5. Termination

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a. Eitherpartymayterminatetheappointmentbygivingthree(3)monthspriornotice

inwritingorinthealternativepaythree(3)months’salaryinlieuofnotice.

b. The Employee shall be paid accumulated salary and benefits if any, up to the

effectivedateoftheterminationorresignation.TheEmployeemaybeallowedto

takehisleavepriortothecessationofhisemployment.Wherethisisnotpossible,

thebenefitsintermsofsalaryandallowances,ifany,inlieuofleaveshallbepaid.

13.6. SummaryDismissal

a. AnEmployeemaybesummarilydismissediffoundguiltyeitherbytheSchoolor

a Court of gross misconduct such as, but not limited to, fraud, dishonesty,

negligence, insubordination, drunkenness, smoking, drug abuse, dereliction of

duty, sexual harassment, bullying, discrimination, stealing and/or an actwhich

resultsinfinanciallosstotheSchool.

b. TheSchoolshallnotbeobligedtogivenoticetoanEmployeewhenadecision

hasbeentakentosummarilydismissanEmployee.Incasesofsummarydismissal,

anEmployeeshallforfeitsalaryentitlements,schoolprovidentfundbenefitsand

otherbenefitsifany.

13.7. Resignation

a. AnEmployeemay resign from theemploymentof theSchoolprovided thatat

leastthree(3)months’noticeorsalaryinlieuofnoticeisgiven.

b. IncaseswhereanEmployeegivesnoticetoresignorterminatehisemployment,

theSchoolreservestherighttopaytheEmployeehissalaryinlieuoftherelevant

notice period in order that the termination or resignation may take effect

immediately.

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14. GRIEVANCEPROCEDURESANDAPPEAL

14.1. ThefollowinggrievanceprocedureshallbefollowedbyallEmployeesatalltimes:

Step1

a. AnEmployeewhohasagrievanceshallinthefirstinstancetakethematterupwithhis

HeadofSchoolorHumanResourceManager.Thismustbedoneinwriting.

b. TheHeadofSchoolorHumanResourceManagershalltakeactiononthegrievance

withinfive(5)workingdaysofreceiptofthecomplaint.

Step2

a. Ifthematterremainsun-resolvedtheEmployeeshallpresentawrittencomplaint

totheDirectorwithacopytotheHeadofSchoolorHumanResourceManagerto

reviewthecomplaintandtofindasolution.

b. TheDirectorwill takeactionon thegrievancewithin seven (7)workingdaysof

receiptofthecomplaint.ThedecisionoftheDirectorshallbefinal.

c. IfthecomplaintconcernstheDirector,thecomplaintshouldbeaddressedtothe

BoardofDirectorswhoshalltakeactiononthegrievancewithinten(10)working

days.

15. ANNUALLEAVE

15.1. Annualleaveshallatalltimesbetakenduringtheprescribedschoolvacationtimesand

attheconvenienceoftheSchool.Applicationforleaveshallbeaddressedthroughthe

Head of School andHuman ResourceManager. For the purpose of calculating leave

entitlements,Saturdays,SundaysandPublicHolidaysshallbecountedasnon-working

days.

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15.2. Annual leave shall be earned by and granted to all Employeeswho have served the

Schoolforatleasttwelve(12)months.

15.3. AllEmployeesareentitledtoannualleaveoftwenty-one(21)workingdays.

15.4. Annual leaveshallnot,exceptwiththeapprovaloftheDirector,beaccumulatedand

every Employee shall be expected to have taken his entire annual leave during the

academicyear.Employeeswhofailtotaketheir leaveduringanyacademicyearshall

forfeittheirrighttosuchleaveorsalaryinlieuofsuchleaveexceptsuchdefermentshall

havebeenauthorisedinwritingbytheDirectorpriortotheendofthatacademicyear.

15.5. OnleavingtheserviceoftheSchool,anEmployeewhohasnotalreadytakenhisannual

leaveintheyearshallbegrantedcommutedearnedleaveonpro-ratabasis.

15.6. AnEmployeewhohasservedtheSchoolforone(1)yearormoreshall,uponleavingthe

serviceoftheSchool,beentitledtoannualleaveinproportiontohisperiodofservicein

theacademicyear.

16. SICKLEAVE

16.1. AllEmployeesareentitledtosickleaveofnotmorethanseven(7)daysincalendaryear.

16.2. Sickleaveofmorethantwo(2)consecutiveworkingdaysmayonlybegrantedonthe

productionofacertificatesignedbyaMedicalPractitionerappointedorapprovedby

the School provided that in casesofmedical emergency amedical certificate froma

registered Medical Practitioner other than the Medical Practitioner appointed or

approvedbytheSchool,willbeacceptabletotheSchool.

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16.3. AnEmployeeneedsnotproduceamedicalcertificateifheisabsentfromworkforone

(1)dayduetosicknessorill-health.

16.4. Sickleavewillincludeleaveconsequentuponinjuryarisingoutofandinthecourseof

employment.

16.5. Subjecttotheabove,allEmployeesexceptthoseonProbationshallbeentitledtosick

leavewithpayforamaximumperiodofOne(1)monthandonhalfpayforafurther

periodofOne(1)monthontherecommendationofaMedicalPractitioner.

16.6. If an Employee is prevented by ill health duly certified by a Medical Practitioner

appointedorapprovedbytheSchoolfromreturningtodutyattheendofhisannual

leave,heshallberegardedasabsentonsickleavefromexpirationofhisannualleave.

16.7. Afterforty(45)daysofsickleaveoranyextendedperiodthereofanEmployeeshallbe

referredtoaMedicalPractitionerappointedbytheSchooltoattesttotheirfitnessfor

continuedemployment.ThereafteranEmployee’sappointmentmaybeterminatedon

medicalgrounds.

16.8. AnEmployeewhohasapoorrecordofattendanceduetosicknessshallberequiredto

satisfyaMedicalPractitionerappointedbytheSchoolastotheirfitnessforcontinued

employment.

17. CASUAL/COMPASSIONATELEAVE

17.1. TheSchoolmaymakeanallowanceforcasual/compassionateleaveduringtheacademic

yeartocaterforpersonalemergenciessuchasdeathofspouse,parent.Childorsibling.

Suchleaveshallnotexceedthree(3)workingdays.

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17.2. Casual leaveshallbe foramaximumperiodof threedaysandshallberegardedasa

supplementtoannualleaveandisintendedonlytocoverurgentprivateandpersonal

matters. Theonus of proof of the genuineness of the reason for such leave shall be

strictlyontheEmployeeineverycase.

18. MATERNITYLEAVE

18.1. WhereafemaleEmployeebecomespregnant,sheshallbegrantedtwelve(12)weeks’

maternityleaveonfullpay.Ofthisleave,six(6)weeksifpossiblemaybetakenbefore

confinementontheproductionofacertificatebyaMedicalPractitionerstatingthather

confinementmaybeexpectedtotakeplacesix(6)weeksafterthedateofthecertificate.

18.2. Where the Maternity leave falls within the school break, the school break shall be

countedaspartofthematernityleave.

18.3. NofemaleEmployeeshallbeentitledtoanypaymentofsalariesandallowancesduring

maternityleaveunlesssheshallhavebeenintheserviceoftheSchoolforaperiodofat

leasttwelve(12)months.

18.4. Any female Employee returning to duty after maternity leave shall be given the

opportunityofaperiodofnotmorethantwelvemonthstonurseherbabyforonehour

eachworkingday.

19. WORKMEN’SCOMPENSATION

19.1. In the event of an Employee sustaining an injury in the course of his employment,

compensation to such an Employee shall be determined in accordance with the

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Workmen’s Compensation Act of Ghana, 1963 or anymodifications or amendments

thereof.

20. REMUNERATION

20.1. SalariesshallbepaidintoEmployee’sbankaccountbythe28thdayofthemonthorthe

nextworking day except at Christmas and other special occasionswhere alternative

arrangementsshallbemade.

20.2. Payslipsshallbecollectedfromtheaccountofficebeforetheendofthemonth.

20.3. Onlynormalandstatutorydeductionsandpaymentsaretoberecoveredasfollows:

a. Repaymentofsalaryadvance,loansorotheradvances;

b. DeductionsundertheNationalPensionsAct,2008(Act766);

c. DeductionsundertheSchool’sprovidentfundscheme

d. Payasyouearn(PAYE);

e. Recoveryofover-paymentofsalary;

f. OtherdebtsguaranteedbytheSchool;and

g. Otherdeductionsonrequest/courtorders.

h. StaffWelfare

20.4. Apartfromthedeductionsspecifiedabove,nootherdeductionsmaybemadefromthe

salaryofanEmployeewithouthispriorwrittenconsent.

21. SALARYADMINISTRATION

21.1. AnEmployeeshalldrawthesalaryofthegradetowhichheisappointedfromthedateof

hisappointmentthereto,and,subjecttoapprovedservice,anyannualincrementinhis

salaryshallaccrueonthe1stdayoftheacademicyear,providedthatinthecaseofa

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newentrantheshallhaveservedintheSchoolforaperiodofnotlessthan6months

priortothedateoftheincrement.

21.2. IncrementsinthesalariesofEmployeesshallrequirethesanctionoftheDirector.

21.3. AllEmployeesshallbepaidinaccordancewiththeSchool’ssalaryscale.

21.4. Theannualnoticeofsalaryincrements,ifany,shallbecommunicatedtotheEmployees

andshalltakeeffectfrom1stdayoftheacademicyear.

22. PROVIDENTFUND

22.1. The School has a contributory 3rd tier Provident Fund Scheme details of which are

providedinAppendix5.

22.2. ThisSchemeisoptionalforallEmployeesoftheSchool.

23. HALTINGANDTRANSFERALLOWANCE

23.1. WhereanEmployeetravelsoutsidehisdutypostonduty,theSchoolmayeither:

a. reimbursethefullcostoftheemployee’stransport,mealsandaccommodation

selectedbytheschool,providedtheyaresupportedbygenuinereceipts;or

b. give the Employee per diem to cover transport, meals and accommodation

selected by the school, which sum must be accounted for on his return and

supportedbygenuinereceipts.

24. SCHOOLTRIP

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25.1 AllEmployeesarerequiredtocomplywiththeSchool’spoliciesonschooltripsandto

complete the School’s Logistic Checklist (Appendix 6), General Purpose Roster

(Appendix7)andRiskAssessmentform(Appendix8)beforeembarkingonanyfieldtrip

inthecourseoftheiremployment.

25.2 AllEmployeesassignedtothetripmustendeavourtoattend.Absenteeismwithoutprior

approvalbytheHOSandtheHRMmayleadtoawrittenwarning.

25.3 AllassignedEmployeesarerequiredtocomplywiththeapprovedtripscheduleandform.

25. FREQUENCYOFLOAN

25.1. ProvidedtheSchoolhassufficientfunds,theSchoolmayprovideloanstoEmployeeswho

apply for same and provided such an Employee is confirmed and has served in the

employmentoftheSchoolforatleastone(1)year.

25.2. An Employee can apply and the Schoolmay grant a loanworth notmore than three

months’grosssalary.

25.3. Suchloansshallbewithoutinterestandrepaymentshallbedeductedatsourcebythe

Schoolwithinaperiodofoneacademicyear.

25.4. NofurtherloansmaybegrantedtoanEmployeeifapreviousloangrantedbytheSchool

hasnotbeenpaidinfull.

26. SALARYADVANCE

26.1. Salary advance in the sum of Employee’s half month gross salary (1/2) only may be

grantedtoEmployeestoenablethemmeetpressingcommitments.

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26.2. SalaryadvancemayonlybegrantedtoconfirmedEmployeeswhohaveservedtheSchool

foratleasttwelve(12)months.

26.3. Salaryadvancegranted shallbe interest-freeand recovered in full at source from the

Employee’snextsalary.

27. BEREAVEMENTS

27.1. If a serving Employeeof the School dies, the Schoolmaydonate somemoney to the

bereavedfamily.

28. SCHOOLPROPERTY

28.1. AllEmployeesmustmaintaintheirworkenvironmentinacleanorderlyfashionand

followallSchoolrulestoensureitsproperuseandmaintenance.

28.2. AnyEmployeewhoisfoundtohaveneglectedormisusedtheSchool’spropertywill

besubjecttodisciplinaryactionuptoandincludingtermination.IfanEmployee’s

misuseoftheSchool’spropertydamagestheproperty,theSchoolreservestheright

torequiretheEmployeetopayallorpartofthecosttorepairorreplacethe

property.

28.3. MisappropriationoftheSchool’spropertyisgroundsforimmediateterminationand

possiblecriminalaction.

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28.4. NoEmployeemayusetheSchool’spropertyforpersonaluseunlessspecific

permissionhasbeengrantedbytheAdministrationManager.Ifsuchpermissionis

granted,theEmployeewillberesponsibleforthecareandreturnoftheproperty.

29. EVALUATIONGUIDELINES

29.1. There shall be a performance evaluation to assess the Employees’ strengths or

weaknessesintheperformanceofdutiesattheendofeachacademicyear.

29.2. AperformanceevaluationreportprovidingarecordofhowwellanEmployeeisdoing

his job will be produced to enable Management make objective decisions about

probation period, promotion, suspension of contract, salary advancement and

determinetheneedsfortrainingandprofessionaldevelopmentofEmployees.

29.3. TheinitialperformanceevaluationforallEmployeeswillbedoneattheendofthefifth

(5th)monthoftheprobationaryperiod.Intheprobationperformanceevaluation,the

supervisor will recommend confirmation of employment or termination of

employment.

29.4. EveryEmployeeshallbeexpectedtoparticipateintheperformancereviewwithhis

supervisor and to seek feedback from their supervisors andparticipate fully in any

performancerelateddiscussion.Supervisorsareresponsibleforsettingupthereview.

29.5. Supervisors are urged to discuss progress with the Employee on a regular basis,

regardlessofwhethertherehavebeenperformanceissues.

29.6. IfanEmployeehasmorethanoneindividualtowhomhereports,alloftheEmployee’s

supervisorswillhaveinputintotheperformanceevaluationprocess.

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29.7. AcopyoftheperformanceevaluationreportwillbekeptintheEmployee’spersonnel

filewiththeSchool.

29.8. WhereEmployees,despiterelevanttrainingandsupportgiventhem,donotmeetthe

standards expected for the position, the School, supported by documented

performancereviewprocesses,hastherightoftermination.

30. TRAININGANDEDUCATIONALSUPPORT

30.1. TheSchoolrecognisestrainingasessentialtoenhancedproductivityandshalldevelop

relevant trainingprogrammes toensureefficiencyasandwhendeemednecessary.

Trainingneedsshallbeconstantlyreviewedin-linewithchangingrequirements.

30.2. TheSchoolmayalsoconsideranEmployee’srequestforstudyleavetoenablehimattend

a trainingcoursewhichwill renderhimmorecompetent in theperformanceofhis

duties.

30.3. AnEmployeewhosuccessfullycompletesaSchoolsponsoredprogrammeoftrainingand

development shall beautomaticallyunderbond to serve theSchool for a specified

periodor in lieurefundtotheSchool,thecost incurredplusinterestattheBankof

Ghanarateofinterest.Thefollowingstructureforservingthebondshallapply:

a. Amountspentupto$500.00…….1year

b. Amountspentbetween$600.00to$2,000.00……2years

c. Amountspentbetween$2,001.00to$3,000.00…3years

d. Amountspentabove$3,000.00…5years

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30.4. In the event of not serving the full bond period the Employee shall refund the

proportionatecostinvolvedaspertheSchool’strainingbond.

31. EDUCATIONALBENEFITSFORCHILDRENOFEMPLOYEES

31.1. Eight(8%)ofthefee-payingstudentpopulationshallbereservedforthechildrenof

facultystaffandManagement.

31.2. ToqualifyfortheEmployeequota,theEmployee,whomustbeafacultystafforpart

ofManagementshallhavecompletedoneyearcontinuousserviceintheSchool.

31.3. TheeducationalbenefitsforchildrenofEmployeesshallbedeterminedbytheBoard

ofDirectorsoftheSchoolinaccordancewiththeSchool’sFacilitatorFeePolicywhich

isattachedasAppendix9.

32. FORCEMAJEURE

32.1. ForceMajeureshallmeananyeventorcircumstanceswhich isbeyondthecontrolof

eitherpartyandwhichresultsinorcausesthefailureofthatpartytoperformanyofits

obligationsunder thisHandbook,due to:actsofGodwhich,or the resultsofwhich

couldnothavebeenpreventedbyreasonablecare,actofapublicenemy,declaredor

undeclaredwar,threatofwar,terroristact,blockade,revolution,riot,insurrection,civil

commotion,orpublicdemonstration.

32.2. Thepartieswillnotbe liable fordefaultandordelaysduetocasesofForceMajeure,

providedthatnonegligenceorfaultormisconductisimputabletothedefaultingparty

invokingthesaidForceMajeure.

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32.3. The concernedparty shall promptlynotify theotherpartyupon theoccurrenceof an

eventofForceMajeure.

32.4. Inanyandallevents,thepartyinvokingtheForceMajeurewillundertakeallappropriate,

necessaryandreasonablemeasuresand/oractionstocuresuchForceMajeure,andthe

partieswillnegotiateingoodfaith, ifneedbe,apossibleamendmenttothepresent

HandbooktobeadoptedinlightoftheForceMajeurecircumstances.

32.5. Intheeventthattheforcemajeureeventpersistsformorethantwelve(12)weeks,either

partymaybeatlibertytoterminatethisHandbook.

33. STATUSOFTHEHANDBOOK

33.1. Where there is conflict between any of the provisions of this Handbook and the

Employees contract of employment, the provisions of the employee’s contract of

employmentshalltakeprecedenceovertheprovisionofthisHandbook.

34. APPENDICESTOTHEHANDBOOK

34.1. TheappendicestothisHandbookconstituteanintegralpartofthisHandbookandshall

havethesameforceandeffectasifexpresslysetoutinthebodyofthisHandbook.

35. AMENDMENT

35.1. The Board of Directors of the School reserves the right of adding to, amending or

cancellingfromtimetotime,asmaybedeemednecessary,thisHandbookoranypart

thereof.

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SECTION3–STANDARDCODEOFCONDUCT

A. INTRODUCTION

ThisCodeofConduct(hereinafterreferredtoasthe“Code”)isintendedtoguidetheconduct

ofallEmployeesoftheSchool.ItaimsatprotectingthereputationofbothEmployeesand

the School as well as protecting the rights and interests of children and young people

involvedintheSchool.

Employees must take note that the School’s mission and values govern all of its

undertakings.Thiscodeofconductsettheminimumstandardofprofessionalandethical

behaviourwhich all Employees are expected to followwhenwithin or representing the

Schoolandinallhonestyandintegrity.

B. RESPONSIBILITYOFEMPLOYEESANDTHESCHOOL

ItistheresponsibilityofallEmployeestoensurethat:

a. Theyread,understandthisCodeandconsidertheissueswhichitraises;

b. ItisthedutyoftheSchooltoensurethatallEmployeesareawareofthecontentof

thisCode.

c. ReferencetothisCodewillbemadeinallContractsofEmploymentandcopieswill

begiventoallEmployees.

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d. AbreachofanyoftheprovisionsofthisCodewillleadtodisciplinarysanctionsand

insomeinstances,terminationofemploymentorsummarydismissal.

C. EXCLUSIVITYOFSERVICE

a. AllEmployeesshallnotcarryondirectlyor indirectlyanybusinesssimilartoor in

competitionwiththebusinessoftheSchool,itssubsidiariesorassociatecompanies.

b. AnEmployeeshallnot,withoutthewrittenconsentoftheDirectorundertakeany

employmentorengagementwhichmight interferewith theperformanceof their

dutiesorconflictwiththeinterestsoftheSchool.

c. ItshallbetheresponsibilityofallEmployeeswhetheronfulltimeorparttimebasis,

to notify the Director of any employment or engagement which they intend to

undertakewhilstintheemploymentoftheschool.

D. GENERALCODEOFCONDUCT

ThefollowingactivitiesarecontrarytotheSchool’scodeofconduct:

a. AnyactofanEmployeethatisdeemedunlawfulunderthelawsofGhana;

b. Anyconductconsidereddiscriminatorytoan individualorgroupofpeopleonthe

basisofrace,colour,sex,genderidentity,age,religion,politicalaffiliation,national

orethnicorigin,maritalstatusordisability;

39

a. Fighting,alcohol,doingdrugs,smoking,gambling,bettingorparticipationinlotteries

duringworkinghoursoronthepremisesoftheSchool;

b. Reportingtoworkundertheinfluenceofalcoholorotherintoxicants;

c. Anyotheractswhichwillbeconsideredas illegalorcontrary toethicsasper the

relevantprovisionsoftheLabourActofGhana,2003(Act651).

d. EmployeesshallnotgetengageinanyformofmessageorWhatsAppcommunication

withstudents.

e. Employeesshallnottakegiftsnorloansfromparentsofstudents.

E. WORKRELATEDCODEOFCONDUCT

a. EachEmployeeistospendhisworkinghourseffectivelyandefficientlybyperforming

thepropertaskssafely,competentlyandinatimelymanneranddemonstratingan

awarenessofpriorities.

b. EachEmployeeistocomplywiththeSchool’spoliciesandprocedures.

c. EachEmployeeistocooperatewithreasonablerequestsfromco-workers.

d. Each Employee is to perform reasonable job duties, even if not part of the job

description,asassignedbyManagement.

e. EachEmployeeistosafeguardhispersonalaswellastheSchool’sproperty;

40

f. Each Employee is to maintain appropriate work place behaviour that fosters

collegialityandteamwork.Without thesequalities, theSchoolcannotachieve its

goalsinaneffectiveandefficientmanner.

g. Each Employee is to utilize internal resources to resolve employment problems

(discussionwithsupervisor,departmentheads,humanresources,grievanceprocess,

etc.).

h. Each Employee is to know the fiduciary duty associated with the School’s

employmentandtoperformthedutiesaccordingly;conductthatconflictswiththe

interestsoftheSchoolwillnotbetolerated.

i. Each Employee is to maintain appropriate behaviour and decorum while

representingtheSchoolateventsorperforminganyfunctiononbehalfoftheSchool.

j. ThequalityofservicesandproductsdeliveredbytheSchoolisdrivenbythequality

of lifeof theEmployeeproviding theserviceorproduct.Working to fosteracivil

workplaceincludes,butisnotnecessarilylimitedto,thefollowing:

i. EachEmployeeistorespecttherightsofothers(forexample,nottothreaten

or to endanger any person's life or health, either deliberately or through

carelessness);

ii. Each Employee is to be courteous towards other Employees and visitors.

Disruptive,discourteousand/orinsubordinateconductwillnotbetolerated;

iii. Conduct that causes or threatens harm to others or that constitutes

persistent,unwantedbehaviourswillnotbetolerated.

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F. DRESSCODE

a. Employeesmustbeappropriatelydressedatalltimes.

b. ThefollowingshallnotbeacceptableforafemaleEmployeeoftheSchool:

i. Miniormicroskirtsorshorts;

ii. Dressesabovekneelength;

iii. See-throughtops;

iv. Slippers.

v. Oranyotherinappropriateattire

c. ThefollowingshallnotbeacceptableforaMaleEmployeeoftheSchool:

i. BicycleShorts;

ii. Tightpants;

iii. Sleevelessshirt;

iv. Sandalsandslippers;

v. Oranyotherinappropriateattire.

d. AllEmployeesoftheSchoolmustdressdecentlyandmustmaintainatall timesa

well-groomedhairandbeard.

G. HEALTHANDSAFETY

a. AllEmployeesmusttakecareoftheirpersonalhygiene,safetyandwelfare,andthat

ofotherpersonswhomaybeaffectedbytheiractsoromissions.

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b. AllEmployeesmustcomplywiththerequirementsoftheSchoolHealthandSafety

policy and relevant legislation and regulations, and also ensure that pupils do

likewise.

c. AllEmployeesmustfamiliarizethemselveswiththefireprecautionsandprocedures

oftheSchoolandensuretheyareperceivedbystudentsasanessentialprecaution

topreventriskofinjuryorfatality.

d. IntheinterestofgoodhealthforallEmployees,pupilsandvisitors,smokingisnot

permittedintheofficeoranypartoftheSchool’spremises.

H. MEDIA

a. Otherthanonmattersofpublicity,onlytheDirectoroftheSchoolandtheAdmission

andMarketingManager are authorised to speak or send any communication on

behalfoftheSchooltomembersofthepressorbroadcastmedia.Thisdecisionisto

avoidanyembarrassmentorunfairpressureonanEmployee.

b. ThisauthorisationmaybeextendedbytheDirectortootherEmployees.

I. COPYRIGHT

a. AllEmployeesacknowledgethattheSchoolownsthecopyrightinallteachingand

educationalmaterialscreatedbyanEmployeewhileemployedattheschool.

b. AllEmployeesshallobservecopyrightlawsinrespectofteachingandnon-teaching

materialsoncomputersoftware,audio-visualandprintedmaterial.

43

c. AllEmployeesshallberequiredtouseonlyelectronicdevices,gadgetsorequipment

provided by the School when using any of the School’s software programmes

(SeasaworManageBac).

d. VideosandpicturestakenbyEmployeesusingelectronicdevices,gadgetsorequipmentprovidedbytheSchoolareonlytobeonlyusedanduploadedonSeasaworManageBac.

J. DATAPROTECTION

a. ItistheresponsibilityofallEmployeestoensuretheSchool’scompliancewiththe

DataProtectionAct,2012(Act843).

b. PersonaldatamustonlybeusedtoassistanEmployeetocarryouthisworkand

mustnotbegiventopeoplewhohavenorighttouseit.

c. All Employees should maintain the security of all computerised databases of

informationonindividuals,whethertheyareEmployees,pupilsormembersofthe

generalpublic.

K. ADMINISTRATIVEDUTIES

a. Allfacilitatorsshallmaintainandproperlycompletearegisterforallclassesonthe

relevantschoolsoftware(ISAMS).Theattendanceregisterforeachprecedingweek

mustbesentautomaticallyviaISAMStotheSchoolSecretarybefore9:00amdaily.

b. InordertoensuresafeguardsbothforEmployeesandstudents,allEmployeesmust

obtainpermissionfromtheHOS;

i. beforetakingstudentsofftheSchoolpremises;

ii. beforearrangingforanyvisitingspeakers;

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iii. beforeincurringanyexpenditureonbehalfoftheSchool.

L. CONFIDENTIALITY

a. AllEmployeesshallmaintaintheappropriatelevelsofconfidentialitywithrespectto

studentandEmployeerecordsandothersensitivemattersinaccordancewiththe

ConfidentialityAgreementoftheSchoolasattachedtothisHandbookasAppendix4

b. Informationacquiredinthecourseofemploymentmustnotbeusedforindividual

benefit.Accesstoconfidentialinformationdoesnotcarrywithitpersonalbenefitor

advantagebutimposesanobligationtokeepsuchinformationconfidentialandto

use it solely in the interestof theSchool.When indoubtEmployeesshould treat

informationinthestrictestconfidenceandconsultwiththeirimmediatesupervisor

orheadofdepartmentorDirector.

c. AllEmployeesaretoendeavournottodiscussissuesofparticularlysensitivematters

within the School community which could cause distress to an Employee of the

School,pupilsorparents.

M. USEOFILLEGALDRUGSANDALCOHOL

a. Theuse,manufacture, saleordistributionof illegaldrugs,orworkingunder their

influenceonSchool’spremisesorwhileperformingany functiononbehalfof the

Schoolisstrictlyforbiddenandisgroundsforsummarydismissal.

b. Alcoholshallnotbeconsumedduringworkhours.NoEmployeeshallworkunderthe

influence of alcohol no matter where it is consumed. An Employee found in

possessionofalcoholorunderitsinfluenceduringworkhoursissubjecttosummary

dismissal.

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SECTION4-CONTINUINGPROFESSIONALDEVELOPMENT(CPD)POLICY

CPDPOLICYOFTHESCHOOL(tobereviewedandconfirmed)

PRINCIPLES,VALUESANDENTITLEMENTS

The School is a learning community where all are involved in a continuous process of

improvement and enrichment. The School is committed to fostering a positive climate for

continuouslearningthatencouragesawiderangeofactivitiesforallSchoolEmployees.CPDis

themeansbywhichtheschoolisabletomotivateanddevelopitscommunity.Itdoessoata

varietyoflevels;individual,team,wholeschoolandthroughwidernetworkswithanemphasis

oncollaborativelearning.

PURPOSE

This policy strives to ensure that Employees take responsibility for their own professional

development and seeks ways to enhance this, thus building the capacity of all Employees.

Furthermore,itoutlineshowtheSchoolleadershipsupporttheindividualEmployees,teamsand

allEmployeesintheon-goingdevelopmentofourskillstogether.Ultimately,thispolicyseeksto

ensurethatallEmployeesunderstandtheCPDopportunitiesthattheschoolaffordsthemso

thattheyareabletomaximizetheseopportunitiesinordertoimpactontheirpracticeandraise

the standards of teaching and learning and the effectiveness of the school. The Schoolwill

ensurethatallCPDundertakenbystaffandprovidedbytheSchoolare:

• Relevanttothespecificneedsofstudents;

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• Challengingandsupportfacilitatorstoraisethequalityoftheirteaching;

• Providesopportunitiesforstafftoundertakeexternalaccreditedcoursesandself-study;

• Involveopportunitiesforindividualandcollaborativelearning;

• Involvepeersupportandcoaching;

• Monitoredandevaluated;

• Inclusiveforteachingstaff.

COMMITMENT

AllstaffmembersareobligedtocommittotheCPDpolicyoftheSchool:

• Seekoutandmakethemostofprofessionaldevelopmentopportunitiesavailabletohelp

makesurethatstudentsreceivethebestandmostappropriateeducationpossible;

• Reflectontheirownpracticetodeterminestrengthsandareasfordevelopment;

• Document those reflections tocontributeactively toperformancemanagement, through

maintainingaprofessionaldevelopmentrecordorportfolio;

• Seekoutandutilizenewthinking,ideasandtechnologyrelevanttotheirroles;

• Supportcolleaguesinachievinghighprofessionalstandard

IMPLEMENTATION

AllStaff/Employees

All Employees or staff of the School is expected to take responsibility for actively seeking

opportunitiestodevelopthemselvesprofessionallyinordertoimprovetheirskillsintermsof

teachingandlearning,or inthecaseofnon-facultystaff,fortheimprovedefficiencyoftheir

duties.AspartofthePersonalGrowthPlan,allstaffisexpectedtoreflecttheircurrentstrengths

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andareasfordevelopment,andtoidentifymeansofimprovingtheirpractice.Therearemany

differenttypesofCPDactivitiesthatmaybeappropriate:

• Observing&shadowinggoodpractitionerswhichincludes:

o Observingorshadowingothercolleagues;

o Visitingandobservingtheteachingtechniquesoffacilitatorsinotherschools;

• Extendingprofessionalexperience:

o Leading and contributing to in-house training, staff meetings or collaborative

meetings;

o Rotationofjobs;

o Coordinatingamongtwocampusesorsubjects;

o Assumingtheroleofaleaderforaspecialinitiativeinschool;

o Carryingoutactionresearchintheschool;

o Contributingtoprofessionalpublication;

o Actingasaperformancereviewer;

o Workingonco-curricular;

o Takingpartinstaffconferencesonindividualstudents;

o DevelopingpedagogyinthecontextofICT;

o Coachingandmentoring;

o Readinginformation,research,articlesandjournalsandsharingthem.

• Workingwithstudents:

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o Supervisingagroupofstudentsonanoff-sitevisit;

o Developingteachingskillsacrosswideageandabilityrange;

o Workingwithstudentsonthestudent’scouncil;

o Workingwithstudentsinpreparingyearbook;

o Mentoringofindividualstudents.

o Workingwithstudentsonsportsteams

o Workingwithstudentsonperforming/visualartsfortheschool

• Takingtimetoevaluateone’sownpractice:

o Invitingfellowpeerstoobserveyou;

o Gettingfeedbackfromyourownstudents;

o Analyzingclassandexaminationwork;

o IntegratingITintoteaching;

o Negotiatingtargetsandevaluatingworkalongsidestudents;

o Videoingyourself.

• Other:

o In-schooltraining(FacultyorWholeschoollevel)

o ICTtrainingin-house;

o InternationalexchangeorSecondments;

o Externalcourses.

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• All staff is encouraged to keep Professional Development Portfolio, preferably

electronically.Suggestionsforcontentsare:

o CurriculumVitae;

o Qualifications/certificates;

o Contract/JobDescription;

o PersonalGrowthPlan;

o EvaluationEvidence;

o Lessonobservationsfeedback;

o CPDattended,evaluationoftheCPD,includingimpactsandactions;

o Tripsandvisits;

o Research;

o Studentsquestionnairesontheirlearning;

o SampleLessonPlans;

o Students'work.

ItistheresponsibilityofallteachingstafftoensuretofollowupontheirPersonalGrowthPlan

andcollectasmuchCPDhours.

NewStaff

Prior to taking up their position, new staff are invited to an Induction day where they are

introducedtokeystaffandprocesses,andreceivechildprotectiontraining.Further,newstaff

willreceivesupportviahis/herdirectmanagerandotherbuddies.

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SeniorFacilitator

The senior facilitator has the responsibility for supporting and coaching colleagues andnew

teaching staff. This is either done informally, via direct approaches for help from individual

memberofstaff,orformallythrougharequestsupportidentifiedbytheHeadofSchool,orthe

AdministrationManager.

ProgramCoordinator

Aspartoftheplanningprocess,ProgramCoordinators(PCs)identifyandplantrainingneedsof

facilitators and their team,onannualbasis. Coordinators conduct learningwalksand lesson

observationsinordertoassesstheareaofdevelopment.

AdministrationManager(HRO)

TheHROisresponsibleformeetingwiththePCsandtheDirector,todiscussandreviewtheCPD

needoftheindividualfacilitatorconcerned.

HeadofSchool(HOS)

Theroleof theHOS is to raise theprofileof, facilitate,monitorandevaluateCPDpractices

withintheschool.

Inordertodothis,theHOSwill:

• With the supportof theProgramCoordinator,encourageand/or facilitate informalCPD

activitiesacrossallareasofthefaculty;

• EmailstaffwithallexternalCPDopportunitiesforallinterestedstafftojoinontheirown;

• ManageCPDbudgettoensurethattheschool'sCPDactivityprovidesvalueforthemoney

andsupportstheprofessionalgrowthplan;

• OrganiseandstudytheevaluationsofallformalCPDactivitycoveredbytheschool.This

shouldincludeimmediateevaluationsandlong-termevaluationsinordertoensurethatthe

longertermimpactoftheCPDactivityisalsoconsidered;

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• ProvidetheAdministrationManager,bytheendofNovemberandAprilofeachyearwith:

o SummariesabouttheCPDevaluation;

o IndividualsummariesofallformalCPDactivity;

o LessonObservations;

o Learningwalks;

• Maintain a database which records members of staff who have been identified as

particularlytalentedinparticularaspectsoftheirjob.Thiswillhelpassigntheappropriate

coachorbuddybasedontheneed.

• OrganiseWhole-SchoolIn-SchoolCPDdays;

• KeepanuptodatelistofallexternalCPD,otherschoolsareofferingorpartaking,tobe

usedwhenplanningforthenextAcademicYear'sCPDPlanandBudget.

• ProvideafullacademicyearCPDplan,including:

o Trainingneedsofthestaffingeneralandinspecific;

o In-SchoolCPD;

o Wednesdays/SaturdaysTraining;

o Details about each training (mandatory participants, minimum/maximum

numberofparticipants,cost,resources,spaceneededanddateandtimeifIn-

Schooloravailable);

• ComplementationofCPDEvaluationformfilledbythestaff);

• CompletionofCPDEvaluationformforbothshorttermandlongterm;

• EnsuringthattheCPDbudgetforthewholeyearispresentedbytheendofAprilofevery

academicyear.

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CPDMinimumRequirements

• TheSchoolwillallocateeight(8)daysspecificallyforCPDtrainingasfollows:

o Oneatthebeginningofeachsemester;

o Five days personalised CPD, usually offered onWednesday after closing or on a

Saturdaymorning;

o OneIn-Schooltraining;

o OneElectiveCPD,performedbyonestaffwhohasattendedanexternaltraining;

o OneexternalCPD,basedonannualevaluation(notmandatory).

• Five(5)DaysPersonalisedCPD:

o Eachdayshouldbeaminimumof3hours;

o Should be led by one of the Senior facilitators in coordinationwith the Program

Coordinatorand/orDirector;

o TheHOSortheHROwillneedtokeeprecordforeachstafftotrackhisCPDplan,

make sure that he/she has met the minimum CPD requirement. Any extra CPD

attendedshouldbenotedofextravalueonthestaff'syearlyevaluation.

• TheHOS,withthesupportoftheProgramCoordinatorwillfollowupcloselywithstaff

andadvisethemontherequiredtrainingstoattendbasedontheirneeds.Thisshould

bementionedandagreedon,inthePersonalGrowthPlanwhichincludes:

o Needstobecovered;

o Requiredtrainings;

o Objectives;

o AnnualObservation(previousyear);

o ExternalCPDFollowupObservation(shortterm&longterm);

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o LearningWalks;

o Personalinitiatives;

ProcedureforapplyingforExternalTraining

CPDisavailabletoallstaffandrequestsforCPDactivitiesthatrequireabsencefromschoolor

lessonsshouldbeapprovedbytheDirectorandtheAdministrationManager.Theimpactofthe

trainingonperformance,andinthecaseofafacultystaffontheteachingandlearning,mustbe

consideredaswellaswhyitisimportantfortheindividualtoattend.

All requestsareconsideredbutpriority isgiven to theCPDdirectly relevant to thePersonal

GrowthPlanandtheAnnualIndividualEvaluation.IfaCPDactivityiscancelledforanyreason,

themember of staffmust inform the Director and the AdministrationManager as soon as

possible.

Subscribers to external CPD or In-School CPD will need to sign a Commitment Letter that

requiresaminimumnumberofcommitmentyearstotheschool.CPDdetailswillbementioned

(includingtitleofthecourse,numberofcommitmentyearsandtotalcost).

ParticipantsinexternalCPDsareexpectedtospreadimpactnotonlyonapersonallevelandon

theirstudents,butalsoonotherteachingstaff.Thiscanbedoneby:

o Writingagoodquality,meaningfularticletobepublishedonthewebsiteandon

EagleExpress;

o DiscussingtheCPDwithotherfacilitatorsinameeting;

o LeadingafurthertrainingsessionforotherstopassthroughtheCPDsession;

o ProvidingacopyofresourcesgeneratedfromtheCPD.

Thisimpactexpectationandconfirmation,shouldbementionedontheCPDEvaluationSheet

andconfirmedafteraccomplishment.TheHOSortheDirector(ifitinvolvesHOStraining)and

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the Administration Manager will need to sign the CPD Evaluation after completion and

conformationofallrequireddata.

THISSECTIONISTOBEPRINTEDFORPERSONALFILE

DECLARATION

IofherebydeclarethatIhave

readthroughmycontractofemployment,includingtheHumanResourceHandbookandfully

understandwhatisrequiredofme.Ipromisetodischargemydutiesdiligently.

DatedinAccrathis…………….dayof

Signed:……………………………………………

Witness ……………………………………………

Signature: ……………………………………………

Name ……………………………………………

Address ……………………………………………

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Position ……………………………………………

ThisHandbookisthepropertyoftheSchoolandmaynotbereproducedorreleasedtothird

parties.

TheSchoolreservestherighttoalterthisHandbookatanypointintime,withoutnotice.

Violationofanyoftheprovisionsofthisdocumentcouldresultindisciplinaryaction,including

terminationordismissal.

APPENDIX1

(ORGANOGRAM)

APPENDIX2

(SALARYSCALE)

APPENDIX3

(CHILDPROTECTIONCODEOFCONDUCT)

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APPENDIX4

(THECONFIDENTIALITYAGREEMENT)

APPENDIX5

(PROVIDENTFUND)

APPENDIX6

(LOGISTICSCHECKLIST)

APPENDIX7

(GENERALPURPOSEROSTER)

APPENDIX8

(RISKASSESSEMENTFORM)

APPENDIX9

(FACILITATORFEEPOLICY)