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;
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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.
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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)
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