Issuu

AINSFIELD

SCHOOL

EMPLOYEE HANDBOOK

This document is a guideline to provide all personnel with the best practices and behaviour adopt within the company. This manual is dependent of the contract of employment and standard of procedures documents.

Employee Handbook Policies for

Ainsfield School Produced by

Outsource Options Human Resources Consultant

All rights reserved. No part of this book may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopying, scanning, recording, or by any information storage and retrieval system without the express written permission of Outsource Options. Disclaimer: Outsource Options provides management consulting services to private-independent schools. Outsource Options is not a law firm. No service or information provided by Outsource Options in any verbal or written form should be construed as legal advice. Outsource Options specifically advises schools to consult with legal counsel qualified in their jurisdiction regarding all legal matters relating to their employees. All references in the book are correct as of the publication date, but may have become inactive or otherwise modified since that time. 1. Grant of Use: Outsource Options hereby grants Ainsfield School a non-exclusive, non-transferable, perpetual license to: (a) install and use the “Handbook” in connection with “Ainsfield School”. Nothing herein shall constitute a license to share the Handbook with other schools. (b) modify sections of the Handbook in order to personalise it for the School. (c) incorporate all or any portion of the Handbook in training / employee manual / Handbook materials (the “Print Materials”) prepared by Ainsfield School, in each case solely for the use of the School. 2. Restrictions: Ainsfield School shall use the Handbook only for the purposes specified in Section 1 and in accordance with the following: (a) Ainsfield School shall not modify or prepare derivative works of the Handbook except as expressly permitted in Section 1 (b) Ainsfield School shall not remove, obscure, or alter any notice of trademark, or other proprietary rights notices present on the Handbook and associated Print Materials. (c) Ainsfield School shall not share, sublicense, sell, lend, rent, lease, electronically or otherwise forward, or otherwise transfer all or any portion of the Handbook or Print Materials to or with any third party not employed by the School except with the prior written permission of Outsource Options; and (d) Ainsfield School shall not use the Handbook to provide consulting services to third parties whether on a fee, pro bono, barter, or any other basis, or otherwise use the same on a “service business" basis. 3. Compliance with laws. Outsource Options and Ainsfield School shall each comply with all applicable laws, regulations, rules, orders, and other requirements, now or hereafter in effect, of any applicable governmental authority, in their performance of this Agreement. Ainsfield School acknowledges that the Handbook, Service, and its informational content does not constitute legal advice, and that any employee manuals / handbooks developed by the School using the Handbook and Service should be reviewed by competent counsel familiar with the laws of Mauritian jurisdiction. 4. Protection against unauthorised use, wrongful possession, and access. Upon knowledge of any unauthorised possession, use of, or access to the Handbook or Print Materials, Ainsfield School shall promptly assist in preventing any recurrence thereof, and use commercially reasonable efforts to terminate such unauthorised use and to retrieve any copies of the Handbook and/or Print Materials in the possession or control of the person or entity engaging in such unauthorised use. Outsource Options may, at its option and sole expense, monitor any such proceeding and, in such an event, Ainsfield School shall provide such information related to such proceeding as Outsource Options may reasonably request.

Table of Contents

02 03

Welcome note from the Headteacher P.1

Mission, Vision and Values P.2

Employee Classification P.10

Workplace Policies & Practices P.14

Organisation Information P.6

Leaves Policies P.32

Pay and Benefits P.36

Personal Appearance and Dress Code P.40

Health and Safety Policy P.44

Preventive and Sanitary Measures P.50

Information Technology P.60

Table of Contents REF

DETAILS

Objectives of the Manual

PA GE 4

REF 5.4

4.2

Crisis Manual and Procedure Administration Hotel Incident and Crisis Manual Customisation. Crisis Plan Updation Crisis

Levels of Crisis

4.3

Hotel’s Crisis Response Team and Planning

Crisis and Incident Reporting

Departmental Crisis Plan Checklists

Documentations

4.4

Notes for the General Manager

Crisis Aide Memoire

4.5

Incident Guidance Notes

4.6

Direction and Control

Crisis Management Team Responsibilities

4.7

Procedures During a Crisis

The Reporting, Follow Ups and Documentation

5.1

Accident

Procedure in Case of Accident

5.2

Body Fluid Spillage in Pool

Procedure in Case of Spillage

5.3

Boiler Failure

Procedure in Case of Boiler Failure

4.1

5.5

5.6

DETAILS Bomb Threat (by Postal Devices) Procedure in Case of Bomb Threat (by Postal Devices) Bomb Threat (by Phone Call) Procedure in Case of Bomb Threat (by Phone Call) Broken Glass in Pool or Jacuzzi Procedure in Case of Broken Glass in Pool or Jacuzzi

5.7

PA GE 44 45 48 49 52 53

Dealing with Undesirables Procedure when Dealing with Undesirables 5.8 Death Procedure when Dealing cases involving Death Demonstration or Protest 5.9 Groups Procedure when Dealing with Demonstration or Protest Groups 5.1 Electrical Failure Procedure when Dealing with Electrical Failure

5.11 Epidemic or Infectious Disease

Procedure when Dealing with Epidemic or Infectious Disease

5.12

56 60 61 62 63 64 65

5.13

Explosion Procedure in case of an Explosion Flood

Procedure in case of a Flood

5.14

Food Poisoning Procedure in case of Food Poisoning

73 76

WELCOME NOTE FROM THE HEADTEACHER

Welcome, You are a valued member of our academic institution and we are so proud to provide you with this updated booklet. It has been prepared to provide you with answers to your questions and enhance your knowledge on the expectations of the school. This booklet can be updated and improved at any period of time at the discretion of the company to promote academic excellence and allow you to reach your highest potential. Yours faithfully,

Mrs Truda Mooneesawy Director

Welcome note from the Headteacher | 1

2.0

MISSION, VISION AND VALUES

Vision Statement To develop well rounded, confident and responsible individuals who aspire to become self-realised adults

STATEMENTS MISSION To ensure that every child in our care, feels safe and catered for. To engage parents in the education of their children.

CORE VALUES (FUNDAMENTALS) We believe above all that our actions should be guided by LOVE, RESPECT, CARE, INTEGRITY and TRUST, towards the children, our job or the school, delivering new and well-adapted exercises, geared to improve our teaching as well as the children's development, being the change we want to see in the world and leading by example.

Mission, Vision and Values | 2

POLICY STATEMENT The Code of Conduct sets the standard by which members of Ainsfield community measure their relationships with others. The values and attitudes of the school community that underpin the culture and ethos of a school are significant in shaping the future of its students. We have high expectations of the entire community at Ainsfield . Mutual cooperation, respect for property, respect for our environment and, above all, respect for each other are essential to our happiness. The purpose of this Code is to set the context for a safe and productive learning environment by outlining expected behaviour in a caring school.

2.1 CODE OF CONDUCT - WITH STAFF MEMBERS Demonstrate respect for spiritual and cultural values, diversity, social justice, freedom, democracy and the environment, the privacy of others and the confidentiality of information gained in the course of professional practice. Be open and responsive to constructive feedback regarding their practice and, if necessary, seek appropriate support, advice and guidance. Work with colleagues for the interests of sharing, developing and supporting good practice and maintaining the highest quality of educational experiences for students. Seek to develop positive relationships with colleagues that are characterised by professional integrity and judgement. Mission, Vision and Values | 3

2.2 CODE OF CONDUCT - WITH CHILDREN Be motivated by the best interests of the pupils / students entrusted to your care. Teachers show this through positive influence, professional judgement and empathy in practice. Honesty, reliability and moral action are embodied in integrity. Acknowledge and respect the uniqueness, individuality and specific needs of pupils / students and promote their holistic development. Be committed to equality and inclusion and to respect and accommodate diversity including those differences arising from gender, civil status, family status, sexual orientation, religion, age, disability, race and ethnicity. Comply with agreed national and school policies, procedures and guidelines, which aim to promote pupil/student education and welfare and child protection. Maintain high standards of practice in relation to student learning, planning, monitoring, assessing, reporting and providing feedback.

Mission, Vision and Values | 4

2.3 CODE OF CONDUCT - WITH PARENTS Communicate effectively with parents in a manner that is professional, collaborative and supportive, and based on trust and respect. Represent professional status, qualifications and experience honestly. Act with honesty and integrity in all aspects of your work. Act with fairness and respectfulness of diversity. Demonstrate patience, engagement and cooperation.

Act with honesty and integrity in all aspects of work. Be mindful of the rights of parents. Respect the privacy of each parent and the confidentiality of information gained in the course of professional practice. Uphold the reputation and standing of the profession. Disgraceful or dishonourable conduct will bring the profession into disrepute. Keep relationships strictly within a professional context; Intimate and private relationships are strictly prohibited, unless justified. Mission, Vision and Values | 5

3.0

O R G A N I S AT I O N I N F O R M AT I O N

ORGANISATION

POLICY STATEMENT Knowledge of how the school works and what are the policies that hold the school organisation together are necessary to be able to stay in tune of what is acceptable and encouraged and be happy when you work within it everyday. Organisation Information | 6

3.1 HIRING PROCEDURE Ainsfield is committed to recruiting candidates that possess the qualities and experience that will support the mission of the school. The headteacher will take the final decision on all employment matters. Each staff member will be asked to sign and return a letter of agreement by a designated deadline. Letters of Agreement not handed back as of the date required will constitute vacated positions. All employment offers will be contingent upon successfully passing a criminal background check.

An employee who has been employed by the school shall undergo a probationary period of (6) six months, with extension to a maximum period of (12) twelve months in some circumstances. The length of probation will be clearly specified in the Contract of Employment. After probationary period, the employee shall undergo a performance appraisal, which will confirm employment on a permanent basis. The probationary period shall be deemed to form part of the time of service of the employee with the school. During or at the end of the period of probation, employment may be terminated by either party by giving due notice as per contract of employment. CRT and Planning | 16

Organisation Information | 7

3.3 HOURS OF WORK Your hours of work are mentioned in your contract of employment, as well as your starting and departure time. Any rare cases of children still at school must be taken care of as priority before leaving. Employees must work 5 days a week. In exceptional cases of staff meeting or conferences on Saturdays, staff may be requested to attend by being given 2 days' notice with payment of overtime. During children school holidays, the school remains operational for preparatory educational work and attendance is considered compulsory; the school decides on periods of school holidays for all its teachers, as priority is to plan the terms beforehand. Any overtime performed must be approved by the headteacher beforehand.

3.4 MEAL BREAKS Morning Break: 10 minutes Lunch Break: 30 minutes Afternoon Break: 10 minutes Employees should take their breaks at their own-time as each employee has a different schedule and working with children cannot always be on time. Employees should take their own responsibility for break-times.

3.5 PERIOD OF NOTICE The length of notice for termination of service is as per contract of employment. It is understood that notice period can be waived or reduced subject to mutual agreement of both parties. In any other case, the length of the notice to be given shall not be less than 30 days. Where an employee is guilty of gross negligence or gross misconduct and employer cannot in good faith take any other course of action; employee shall be liable to summary dismissal without notice or payment in lieu of notice (Termination of Agreement). Organisation Information | 8

4.0

E M P L O Y E E C L A S S I F I C AT I O N

Employees are the glue that holds the school together

EMPLOYEE CLASSIFICATION SCHOOL WORKING COMMUNITY Employees are the long term and short term, front and back end members who care to get the details right. They are the people you can depend on daily to do their work tirelessly and humbly. Their work is often the things that need to get done. They carry out a wide variety of tasks and take on a wide variety of responsibilities. Many are on the frontline of community interactions such as making our classrooms, offices and departments run smoothly, while others work more behind the scenes to ensure that we provide safe learning environments. Employee Classification | 10

4.1 TEACHERS Teachers are individuals who have patience and are able to reteach concepts (delivery of all subjects) until level of understanding is acquired, whilst providing a safe and stimulating environment. They have a well-developed level of creativity, with innovative and flexible skills to create activities effectively with high enthusiasm and researching capacities. They communicate with other teachers and parents well, by using their

They have clear and concise knowledge

the

school

curriculum and understanding of basic motor skills, with the ability to plan and prepare lessons. They update weekly reports

and

lesson

plans,

monitor, record progress and make relevant follow-ups and remedial actions. They need to undertake

their

own

professional development.

interpersonal skills.

Teachers

have

organisational management judgement

good

and

time

skills,

good

and

possess

analytical mind. They must take initiatives, show leadership and supervisory

skills

and

team-

working abilities. They should be able to cover other skills such as IT, Art, Drama, Sports, run extracurricular activities apart from core subjects.

Employee Classification | 11 Correction Action Plan | 110

4.2 ADMINISTRATORS Administrators

are

individuals

Operational

whose primary responsibility is to

focus

establish and lead operational

business

policies

aspects

Academic

and

procedures. /

Student

Administrators

specifically and of

the

development

the

responsibilities

school ranging

with from

Administrators focus primarily on

scheduling

the academic and residential

handling

activities as they relate to the

assuring

students of the school.

visitors and answering calls, drafting

appointments, communication, well-being,

letters,

greeting

process

financial duties, representing the headteacher during her absence and dealing with day to day running of the school.

They

also

collaborative

work

manner

with

pupils / parents / teachers as appropriate, the

cooperate

inspectorate

ministry

and

from

engage

with the with

planning, implementation and evaluation of curriculum at classroom and school level.

Employee Classification | 12 Dealing with Undesirables | 57

4.3 SCHOOL ATTENDANTS / SUPPORT TEAM The school attendants have the ability to adapt and customise their work to meet any number of clearly defined requirements or any change happening. They must cooperate with the administration and be flexible, ascertain that supplies are sufficient and available in the store and for the school utilisation and assist other team members as may be required (e.g. School Secretary, Administrative Assistant, teachers, etc.) for the purpose of helping them in the completion of their work activities.

They should respect the school confidentiality and not divulge any internal information to the public. The objective of members of the support team is to ensure the cleanliness of the premises and help in giving the environment around a fresh appearance. They ensure that restrooms, classrooms and public areas are clean and in order and report on any maintenance issues and follow up on repairs projects.

4.4 PART-TIMERS Part-time

workers

are

comparable to full-timers when they are engaged in the same or broadly similar work and whose pay and benefits are based on a pro-rata principle.

Dealing with Undesirables | 58

Employee Classification | 13

5.0

WORKPLACE POLICIES AND PRACTICES

Policies create standards of quality for learning and safety. They bring structure and function in a space where everyone can operate in harmony

POLICIES

POLICY STATEMENT This handbook contains only general information and guidelines and does not confer any contractual right, either expressed or implied, for continued employment. Nor does it guarantee employment for a fixed term. This handbook is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described. Workplace Policies and Practices | 14

While it is the intention Ainsfield School to continue with all procedures, practices, policies and benefits described here, the school is a growing, changing organisation. It reserves the right to modify any condition of employment in whatever manner is believed to be appropriate based on changes in legal requirements, business conditions, market factors, or other relevant circumstances.

By accepting employment with the school and continuing to work at the school, employees demonstrate that they understand and accept their atwill employment status. Finally, policies and procedures issued during the course of employment are covered in detail in official policy documents. Employees should refer to such documents for specific information, since this handbook only briefly summarises those policies. Please note that the terms of such documents supersede this manual.

Workplace Policies and Practices | 15

5.1 ATTENDANCE AND PUNCTUALITY Accomplishing our mission to provide the best educational experience to the students requires that all employees perform their jobs in an efficient and timely manner. Satisfactory attendance and punctuality is necessary for the efficient operation of the school. To ensure that commitments to students and to colleagues are met, the school requires all employees to be present during their normally scheduled hours, unless they are absent due to school business or approved leave. Absence for any reason other than illness or an emergency situation should always have the prior approval of the headteacher. Failure to provide appropriate notice of an absence may result in disciplinary action up to and including termination of employment. Repeated, excessive, or unreported failures to arrive at work on time will result in discipline, up to and including termination of employment. In the event of lateness, the employee should have the approval of the head teacher in advance to be able to take necessary steps to avoid disturbance in daily school routine. Employees are not allowed to leave messages with colleagues. Employees not informing the head teacher should be accessible by phone and refusal to answer phone calls can result in disciplinary action. Workplace Policies and Practices | 16 CRT and Planning | 16

5.2 STAFF PROFESSIONAL DEVELOPMENT

01 02

Staff members who require to enrol in education programs that will increase their competence in their present positions and are job-related, are encouraged to do so. Any required “Time-Off” must be requested by a written letter and the submission of the programs curriculum time-table and letter of admission received by the academic institution. Both documents must be submitted to the headteacher at least 2 months prior to the start of the courses.

The quantity of Time-off allowed is determined under criteria that will ensure the school activities and operations are not affected.

Any financial assistance may be applicable subject to an approved sponsorship agreement in advance.

Workplace Policies and Practices | 17

5.3 PERFORMANCE APPRAISAL PROCESS A

general

appraisal

each

employee is conducted at the end of each school term by the head teacher. The yearly result may contribute to an employee’s salary increment or promotion at the end of the year. A monthly appraisal for confirmed (full-time)

teaching

staff

The performance bonus is not a compulsory allocation. It is based solely upon the performance of the employee and the company’s financial situation. Any Performance Bonus allocated to non-teaching / part-time / casual / probationary employee may be made on a discretionary basis upon exceptional performance.

conducted in order to promote effective teaching, learning and assessment practices. PM has the purpose to promote high performance of both teachers and

students

creating

environment of collaboration and focus on results, sharing, trust and support. The

Performance

System

offers

Management Performance

Appraisal mechanism (reward) that impact on the performance bonus allowance given at pay-date.

Workplace Policies and Practices | 18

Direction & Control | 29

DOCUMENTATION & RECORDS The performance appraisal is documented and kept in the employee file. Employees who are not achieving performance standards over the long term may be placed on probation, offered a more appropriate role for their competencies, or terminated.

All performance appraisals must include the following elements: i. a ii. a iii. a iv. a

pre-observation meeting; classroom observation; post-observation meeting; summative report that includes a rating of the teacher’s overall performance.

Workplace Policies and Practices | 19

5.4 DRUG AND ALCOHOL ABUSE Drug and alcohol use is highly detrimental to the safety and productivity of employees in the workplace and should not occur in a school environment. While on the school’s premises and while conducting any school-related activities off the school’s premises, no employee may use, possess, distribute, sell, or be under the influence of any controlled substances. Furthermore, employees may not consume or be under the influence of alcohol when conducting or participating in any student-related activity. It is never appropriate for an employee to be intoxicated while involved in school related activities on or off school premises.

WORKPLACE HARASSMENT

Workplace Policies and Practices | 20

5.5 WORKPLACE HARASSMENT

Work place harassment is a form of discrimination and can take many forms. It may be, but is not limited to, words, signs, offensive jokes, cartoons, pictures, posters, e-mail jokes or statements, electronic downloads or files, pranks, intimidation, physical assaults or contact, or violence. Any incidents of harassment must be immediately reported to the headteacher. Appropriate investigation and disciplinary action will be taken. Any employee found to have harassed a fellow employee or subordinate is subject to severe disciplinary action up to and including termination.

Workplace Policies and Practices | 21

5.6 SEXUAL HARASSMENT Sexual harassment as well as gender-based discrimination is illegal and contrary to the policy of the school. Verbal or physical conduct by a supervisor or co-worker relating to an employee’s gender which has the effect of creating an intimidating, hostile, or offensive work environment, unreasonably interfering with the employee’s work performance, or adversely affecting the employee’s employment opportunities is prohibited. Although not an exhaustive list, the following are examples of the type of conduct prohibited by the policy against sexual harassment: 1. Unwelcome sexual advances from a co-worker or supervisor, such as unwanted hugging, touching, or kissing; 2. Unwelcome attention of a sexual nature, such as degrading, suggestive, or lewd remarks or noises; 3. Dirty jokes, derogatory or pornographic posters, cartoons or drawings; 4. Requests or demands for sexual favours; 5. Verbal abuse, kidding, or physical contact that is sexually oriented and considered unacceptable by the target of the abuse; 6. Inquiries into one’s sexual experiences; and 7. Discussion of one’s sexual activities. Any infraction of this policy by any employee should be reported immediately to the headteacher. All reports or complaints of suspected sexual harassment will be investigated; the school will endeavour to keep such reports or complaints confidential. If the investigation discloses that an individual has committed an act of discrimination, that individual will be subject to appropriate disciplinary action, up to and including termination. Workplace Policies and Practices | 22

Explosion | 75

5.7 VIOLENCE IN THE WORKPLACE Ainsfield School is committed to preventing workplace violence and to maintaining a safe work environment. Employees are expected to refrain from fighting, or other conduct that may be dangerous to others. Firearms, weapons, and other dangerous or hazardous devices or substances are prohibited from the school. Conduct that threatens, intimidates, or coerces another employee, a student, or visitor will not be tolerated. In addition, any form of physical contact that threatens or intimidates any employee, student or visitor will not be tolerated. All threats of (or actual) violence, both direct and indirect, should be reported as soon as possible to the headteacher. This includes threats by employees, as well as threats by students suppliers, parents or other members of the public. In order to maintain workplace safety and the integrity of its investigation, the school may suspend employees pending investigation. Anyone determined to be responsible for threats of (or actual) violence or other conduct that is in violation of these guidelines will be subject to prompt disciplinary action up to and including termination of employment. CRT and Planning | 16

Workplace Policies and Practices | 23

5.8 CONFIDENTIALITY Confidentiality

essential

building a sound relationship with students; it is also a legal and ethical

matter

the

utmost

importance. All personnel will be careful to discuss confidential information only when necessary and appropriate in the context of school operations. Care should be taken to prevent confidential discussions from being overheard by other students, parents, or staff

members

who

are

not

involved. None of the aforementioned may All employees of Ainsfield School

be copied or removed from the

are

premises of the school, unless

required

respect

and

maintain the confidentiality of all

given

information

headteacher. All employees are

limited

to,

including, school

documents,

but

not

records,

reports,

correspondence

files, and

communications, to which the employee has access in carrying out responsibilities and duties both during and after employment with Ainsfield School. Workplace Policies and Practices | 24

approval

the

expected to show the highest regard for the privacy of each student and the school and will strictly observe the confidentiality of records and other information associated with students and the school.

5.9 DISCIPLINE The

school

most

recognises

that

employees

take

responsibility for ensuring that their own behaviour complies with the school’s standards. Unfortunately, it may become necessary for the school to take disciplinary

action

when

employee fails to meet the school’s

expectations

performance,

for

attendance,

conduct, or other school-related responsibilities. The school has sole discretion to determine whether circumstances warrant disciplinary action and, if so, what

type

warranted. possible

discipline

Examples disciplinary

is of

action

include, but are not limited to, oral warnings, written warnings, suspension, and termination of employment.

Workplace Policies and Practices | 25

5.10 EMPLOYEE CONDUCT The orderly and efficient operation of Ainsfield School requires that employees maintain proper standards of personal conduct. The following acts of misconduct are provided as non-exclusive examples of unacceptable activity:

Misusing, defacing, destroying, stealing, or wrongfully possessing property of the school or school employees, students, suppliers, or visitors.

Gambling on school property.

Possessing weapons, firearms, or ammunition on school property.

Possessing, using, distributing, or being under the influence of illegal drugs at any time while conducting school business or while on school property, or possessing, consuming or being under the influence of alcoholic beverages while conducting school business.

Committing a criminal act in connection with job performance, or which victimises or is abusive to a school employee, student, parent, vendor, or visitor.

Supplying false or misleading information when applying for employment or at any time during your employment.

Altering, destroying, wilfully misplacing, discarding or falsifying school records. Failing to maintain any privilege or the confidentiality of school information, including, “but not limited to”, documents, reports, records, files, correspondence, and communications.

Publicizing your relationship with the school in the furtherance of any outside business, political, or philanthropic pursuit without the express written approval of the headmaster.

Engaging in any unethical conduct, including soliciting or accepting any gratuity, favour, gift, or entertainment from anyone who reasonably believes they might benefit from the employee’s connection to school.

Workplace Policies and Practices | 26

Uttering, publishing, or distributing false, vicious, or malicious statements concerning the school or any of its employees, students or parents.

Being tardy excessively, failing to report to your supervisor, being absent from work without proper permission, or falsifying attendance records.

Using abusive language or engaging in disruptive or discourteous behaviour that adversely affects employees, students, parents, suppliers or visitors.

Moral misconduct or any other act or omission that brings disrepute to the school (including entertaining private and unprofessional relationships with parents or guardians).

Inappropriate conduct in front of students and or other employees of the school.

The headteacher will have primary responsibility for investigating any and all complaints relating to employee misconduct.

Workplace Policies and Practices | 27

5.11 CONFLICTS OF INTEREST Teachers must always remain aware that their role in determining students’ grades or other measures of achievement means that they must avoid any appearance of impropriety or conflict of interest in the setting of a grade or other measure of achievement. Therefore, this policy and the underlying concerns it seeks to address apply to teaching staff in their grading of students and the issue of personal gain or appearance of the same. If an employee is holding a job with another organisation, volunteer or paid, as long as he or she satisfactorily performs his or her job responsibilities with the school. An employee should inform the headteacher if accepting outside employment. The school is the final judge in determining whether any outside employment conflicts with the school’s interest or is detrimental to the employee’s job performance. If the school determines that an employee’s outside work interferes with performance or the ability to meet the requirements of the school as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to continue employment with Ainsfield School. Employees are not permitted to use school time and resources for purposes of working for another organisation. Any violation of this policy may lead to disciplinary action, up to and including termination. Any school employee having knowledge of any violation of the policy shall promptly report such violation to the headteacher. Workplace Policies and Practices | 28

5.12 SCHOOL ISSUED EQUIPMENT

Employees are expected to exercise care in the use of school-issued equipment. Loss, damage or theft of school property should be reported immediately. Employees may be held liable for negligence in the care, protection and use of school property. Upon termination of employment, all school-issued equipment must be returned.

5.13 PERSONNEL FILE Ainsfield School will maintain personnel files on each employee. Employees are responsible for keeping personnel files up to date. Keeping personnel files up to date can be important with regard to pay, deductions, benefits and other matters. If there is a change in any of the following items, or other information requires correction, please be sure to notify human resources as soon as possible: 1. Legal name 2. Home address 3. Home telephone number 4. Registration information in our emergency notification system 5. Number of dependants 6. Marital status 7. Change of beneficiary 8. Exemptions on your tax form

Workplace Policies and Practices | 29

5.14 SMOKE-FREE ENVIRONMENT The school is committed to the well-being of our employees and to setting a positive example for students. Employees should not smoke in any public area of the school or in school vehicles while the school is in or out of session. It is strictly prohibited to smoke in the wash-rooms (toilets). Disciplinary actions shall be taken against employees not adhering to this procedure.

5.15 SCHOOL KEYS Employees who are issued with keys, must keep them in their possession at all times. Unless employees are assigned to open a space for the day, they should make sure that any space accessed with their keys is re-secured when they leave. School keys may not be duplicated. Keys should not be lent to other employees whom the keys were not remitted in the first place. Keys should never be remitted to individuals not associated with the school. Any lost or misplaced keys should be reported immediately to the headteacher. Workplace Policies and Practices | 30

Explosion | 75

6.0

L E AV E S P O L I C I E S

Leaves can be defined as an approved period of absence of an employee

LEAVES Leave is one of the most attractive conditions of service in the remuneration package. It is a break from duty for recreational and recuperation purposes, for attending to personal and religious obligations, learning and development events, among others. Workers are eligible for Leave after having served for a continuous period of at least 12 months or after they have been appointed in a substantive capacity in their respective jobs. Vacation Leave has to be earned and accumulated before it is taken. Except for Sick Leave, Injury Leave and Maternity Leave, all applications for leave are approved subject to the exigencies of service. Leaves Policies | 32

6.1 ANNUAL LEAVE

6.2 SICK LEAVE

After completion of (12) twelve months continuous service, an employee will be eligible to his / her annual leave. The amount of leaves allowed is mentioned in the contract of employment.

An employee shall be entitled to days of sick leave on full pay after completion of twelve months of continuous service. The quantity of leaves allowed is mentioned in the contract of employment.

Employees are encouraged to plan their annual leaves, which should be taken during each financial year. Approval of leave will depend on both the number of employees already on leave and the requirement of the school. The headteacher may request all staff to plan on their annual leave for the whole year for the good functioning of the establishment.

Any sick leave not taken will accumulate up to a maximum of 90 days which are used by the employees for the time wholly spent in a medical institution or for convalescence purposes after discharge from a medical institution after they have exhausted their sick leave entitlement.

Application of leaves should be made by filling-in the appropriate form available at the Administrative department. Half the total number of leave can be granted by the headteacher. The remaining days shall be taken following application at least 48 hours prior and approved by the headteacher

If an employee remains sick for more than 2 (two) consecutive days, employee shall forward a medical certificate to that effect so as to reach the headteacher not later than 10.00a.m. on the fifth day of absence either by hand delivery or registered mail. Leaves Policies | 33

6.3 MATERNITY LEAVE

Female employees are entitled to 14 weeks’ maternity leave on full pay to be taken before confinement, provided that at least seven weeks of maternity leave will be taken immediately following confinement, or after confinement. For a period of six months from the date of confinement, or such longer period as recommended by a medical practitioner, the employee will be allowed two daily breaks of 30 minutes each, or one break of one hour, to nurse her unweaned child at a time convenient to herself and her child. If the employee suffers a miscarriage duly certified by a medical practitioner, she will be entitled to three weeks’ leave on full pay immediately after the miscarriage. If the employee gives birth to a stillborn child, she will be entitled to 14 weeks’ leave on full pay on production of a medical certificate.

6.4 PATERNITY LEAVE

Where the spouse of a full-time male employee, who has been in continuous employment for 12 consecutive months, gives birth to a child, upon production of a medical certificate to that effect and a written statement signed by the employee stating that himself and his spouse live under the same roof, the male employee will be entitled to five continuous working days of paternity leave on full pay. If the employee has been in employment with an employer for less than 12 months, the said leave will be without pay.

Leaves Policies | 34

6.5 VACATION LEAVE

Workers, excluding migrant workers, are entitled to 30 days of paid vacation leave to be spent abroad, locally, or partly abroad and partly locally after being in employment with the same employer for five consecutive years.

6.6 SPECIAL LEAVE

Workers are entitled to six days leave on full pay for the celebration of their first marriage, three days leave on full pay for the first marriage of their son or daughter and three days leave on full pay on the death of their spouse, child, parents or siblings.

The computation of the period of five years shall start as at the date of the commencement of the Act (ie, 24 October 2019).

Leaves Policies | 35

PAY A N D B E N E F I T S

PAY & BENEFITS

7.0

PAYMENT AND COMPENSATION POLICY It is our policy and practice to accurately compensate employees and to do so in compliance with all applicable national jurisdictions. To ensure that you are paid properly for all time worked and that no improper deductions are made, you must record correctly all work time and review your paychecks promptly to identify and to report all errors. You also must not engage in off-the-clock or unrecorded work. Occasionally, however, inadvertent mistakes can happen. When mistakes do happen and are called to our attention, we promptly will make any correction that is necessary. Please review your payslip when you receive it to make sure it is correct. If you believe a mistake has occurred or if you have any question, please address them to the administration. Pay and Benefits | 36

7.1 TIME KEEPING Accurately recording time worked is the responsibility of every employee. Employment laws require Ainsfield School to keep an accurate record of time worked in order to calculate employee pay and benefits. Altering, falsifying, or tampering with any time records may result in disciplinary action, up to and including termination

employment.

corrections

modifications are made to the time sheet, the supervisor must verify the accuracy of the changes by initialising the time record. Employees must sign all time readings.

7.2 MINIMUM WAGE The national minimum wage payable to a full-time worker is MUR 10,075. Over and above the national minimum wage, full-time workers should be paid an additional remuneration of MUR 500 effective as from 1 January 2022. For part-time workers, the national minimum wage, inclusive of additional remuneration payable as from 1 January 2021, shall be: 10,075 / 195 x number of hours worked in a month x 1.10.

Leaves Policies | 37

7.3 TRAVELLING An employee will be required to use the school van to the pre-determined “drop-off” locations as stipulated in the transport itinerary. In case the school cannot provide this facility, the employee will be refunded the amount of bus fare. Employees should be on their respective pick up or drop-off points at least 5 minutes in advance. Any change of address should be communicated to the Administrative department. The school does not bind itself to provide transport to employees not residing in the pre-determined catchments area. All employees should behave themselves in an appropriate manner; using foul language, intimidating other colleagues or any other misconducts are not allowed while using the school van. Any misbehaviour will result in Disciplinary Action.

7.4 END-OF-YEAR BONUS

Leaves Policies | 38

An employee is entitled to end-ofyear bonus equivalent to one-twelfth of total earnings for each calendar year. An employee will be paid a prorata end-of-year bonus if joining service in the course of the accountable year. A pro-rated bonus is payable to an employee who wishes to resign from the service of the company or who has been dismissed by the company prior to date that the bonus is officially paid.

DRESS CODE

8.0

PERSONAL APPEARANCE AND DRESS CODE

PERSONAL APPEARANCE The appearance of our teams has an important impact on the perceptions of children, parents and the public. All employees are expected to contribute to the positive impression of the School by being clean, behaving in an exemplary way and neat in appearance. The following criteria should be observed when you are in the school premises:

Personal Appearance and Dress Code | 40

8.1 FEMALE EMPLOYEE PERSONAL APPEARANCE Hair must remain neat, clean and well-combed. Brown or black hair colouring is allowed only Face or Body piercings are not allowed, except for regular earrings Make up should remain light and natural looking

Subtle body deodorant can be worn Hand and foot nails should be clean and neatly clipped. Only nail varnish of natural skin colour is allowed

Uniforms or casual office clothes should be free from stains and neatly pressed

Only closed toe shoes are allowed, unless a medical certificate is provided to require an alternative shoe style

Personal Appearance and Dress Code | 41

8.2 MALE EMPLOYEE PERSONAL APPEARANCE Hair must remain neat, clean and well-combed. Brown or black hair colouring is allowed only. No over gelling or spikes. Earrings or other body accessories are not allowed

piercing

Moustaches must be well trimmed, neatlooking

Subtle body deodorant can be worn

Hand and foot nails should be clean and neatly clipped. Nail varnish is not allowed

Uniforms or casual office clothes should be free from stains and neatly pressed

Only closed toe shoes are allowed, unless a medical certificate is provided to require an alternative shoe style

Personal Appearance and Dress Code | 42

8.3 BODY HYGIENE

8.4 UNIFORM Employees should keep the uniform in good condition. No modification is allowed from the original model provided. Uniforms remain the property of the school and must be handed back to the school on resignation.

Always have clean hands, wash them regularly; this prevents soiled uniforms and paperwork, whilst nicotine stains, chipped nail varnish show a lack of personal self-interest. Clean hands to prevent infections and disease spreading. Remember to shower / bath regularly; use deodorant. However, don’t use overpowering aftershave, perfumes or excessive cosmetics. Personal Appearance and Dress Code | 43

HEALTH AND SAFETY POLICY

HEALTH & SAFETY

9.0

ACCIDENTS & INCIDENTS

POLICY STATEMENT Ainsfield School has moral and legal responsibilities to provide a safe and OBJECTIVES healthy work environment to its employees, students, visitors and parents. The headteacher is responsible for health and safety arrangements within the school. In the absence of the headteacher the assistant should take charge and make a detailed report. The school will make resources available so as to ensure health and safety of employees and others. Health & Safety Policy | 44

9.1 DUTY TO REPORT Each employee is expected to obey safety rules and exercise caution in all work activities. In the case of accidents that result in injury, regardless of how insignificant the injury may appear, employees should immediately notify the headteacher. Such reports are necessary to comply with laws and to initiate insurance and workers’ compensation benefit procedures in appropriate cases.

9.2 ACCIDENTS & HAZARDS There are First Aid boxes in all departments (Nursery, Infant and Primary). In case of an accident, parents are notified immediately. All minor accidents should be recorded in pupil’s diaries. All teaching and nonteaching staff must notify accidents and incidents, which should be recorded in a log book. Moreover, parents must be informed and follow up made. All parents should accompany their children in case of an accident otherwise the police should be notified to accompany the injured pupil. Parents have an option to subscribe to the Mauritius Union accident insurance per year. All hazards must be reported to the headteacher by teaching and non- teaching staff. Action must be taken by the head teacher and follow-up report made. Health & Safety Policy | 45

9.3 FIRE SAFETY PROCEDURE

PRECAUTIONARY MEASURES 1. All exits are marked and free of obstruction. 2. Two or more doors have been opened on ground floor in case of OBJECTIVES firebreak out. Fire drill to be done once a year. 3. Children to meet at assembly point. 4. Fire extinguisher situated on all floors of the building and in each department. PROCEDURE 1. Raise the alarm 2. Anyone discovering a firebreak out must inform all colleagues. 3. Fire services should be called immediately. 4. Evacuate the building with the assistance of all teaching staff. 5. All non-teaching staff should mobilise to attack the fire by using fire extinguishers. 6. Teachers should in a single file line up pupils and proceed to the assembly point. 7. At the assembly point teachers should have their register and call out names of all pupils. 8. The school attendant should verify all toilets to be sure that nobody is left in the building.

Health & Safety Policy | 46

9.4 FOOD SAFETY STATEMENT POLICY Ainsfield School shall continually comply with legal and other requirements related to our services and products so as to provide the assurance that our foods are prepared under strict conditions of hygiene and control and ensure they do not cause any health hazards to the children and employees. Any employee involved in the making, handling and distribution of food must acquire and renew their Food Handler Certificate in due time, giving notification of their appointment so as to make necessary arrangements.

Water Failure | 94

Health & Safety Policy | 47

9.5 SECURITY ◦ Access to the school building is restricted to employees, students, registered parents, authorised suppliers, authorised visitors. Access to main gates is controlled with locks during school hours. ◦ Installation of security cameras to monitor classes and school grounds.

◦ The school perimeters in particular classrooms, school grounds, hallways, halls, stores, eating areas and reception area are monitored by security cameras. ◦ Teaching and non-teaching staff are required to wear uniforms as form of identification. ◦ All visitors must produce ID's at the reception. ◦ Visitors are not allowed in the classroom during class hours. ◦ Early departure of pupils must be recorded in Early Departure Book. ◦ The school has full right to refuse a relative to pick up a pupil unless permission given by parents. Health & Safety Policy | 48

◦ Divorced parents with no parental custody can be refused access to the school. ◦ Late arrivals of pupils must be recorded in Late Book. ◦ All employees must register their arrival and departure through the clocking

device

and

manual

attendance book. ◦ Employees checking out during the day must register at the time in and out on the clocking device.

10.0

PREVENTIVE AND S A N I TA R Y M E A S U R E S

SANITARY MEASURES

Preventive and Sanitary Measures | 50

POLICY STATEMENT COVID-19 continues to be a virus that we learn to live with and the imperative to reduce the disruption to children and young people’s education remains. Reviews and updates made to the existing policies must be followed in the documents themselves, as they pertain to realtime risk assessments, new laws and amendments as the circumstances in the school and the public health advice changes. This handbook only holds information relevant at the time of writing.

The priority of Ainsfield School is to deliver face-toface / online, high-quality education to all pupils. The evidence is clear that being out of education causes significant harm to educational attainment, life chances, mental physical health.

and

Students, teachers, and staff should stay home when they have signs of any infectious illness. Ainsfield School recommends all staff and eligible pupils take up the offer of a vaccine.

Preventive and Sanitary Measures | 51

10.1 WEARING OF PROTECTIVE MASKS

Each employee must wear a protective mask over his / her nose and mouth as well as ensure that every child aged 5 and above, wears a protective mask over the child’s nose and mouth. Same should apply when travelling in a shared vehicle space.

Preventive and Sanitary Measures | 52

10.2 GOOD HYGIENE PRACTICES

Every employee must ensure that he / she disinfects

his

her

hands regularly using an alcohol-based hand sanitiser, where same is available. Hands must be thoroughly washed with soap and water for 20 seconds or use hand sanitiser after using the washroom (toilet).

Preventive and Sanitary Measures | 53

10.3 SOCIAL AND PHYSICAL DISTANCING RULES Every teacher shall ensure that appropriate measures are in place to implement the social and physical distancing rules in the classroom as far as possible.

Refer to the Sanitary Procedures for the Personnel under COVID-19 Conditions document.

10.4 CLEANING REGIMES Staff in the Support Team will be observing the Cleaning and Sanitisation Protocol Procedure. This should include regular cleaning of areas and equipment (for example, twice per day), with a particular focus on frequently touched surfaces.

Refer to the Sanitary and Hygiene Guidelines - Supporting Department Preventive and Sanitary Measures | 54

10.5 ACCESS TO SCHOOL PREMISES Access can be granted to an employee / visitor who is fully vaccinated ( after two (2) weeks after his / her second dose or four (4) weeks after Johnson & Johnson vaccine), or is in possession of a documented medical certificate (certificat médical détaillé), duly certified by a panel of two Government medical officers that, by reason of his medical conditions, he cannot be vaccinated with a COVID-19 vaccine.

Arrangements have been made for gate control. These include opening and closing of gate, recording of name of visitor, time of access to school, purpose of visit, and registration number of vehicle (where applicable). Parents / Responsible Parties willing to meet the headteacher in connection with any matter relating to their ward are advised to seek appointment.

Regulated under the COVID-19 (Restriction of Access to Specified Institutions) Regulations 2021, no person shall have access unless he produces: (a) his COVID-19 vaccination card certifying that he has been vaccinated with the COVID-19 vaccine; or (b) in case he has not been vaccinated with the COVID-19 vaccine, a RT-PCR test result slip certifying a negative result dating back to not more than 7 days from the date of the RT-PCR test was undertaken. Preventive and Sanitary Measures | 55

10.6 QUARANTINE / SELF-ISOLATION / SCHOOL CLOSURE

INFECTED CASE An employee is qualified as infected pending a positive COVID test result and the issue of a medical certificate by a quarantine officer stipulating the requirement to quarantine / self-isolate for a specific duration. Sick leave is applicable to an employee who has been tested positive of Covid-19 and is in presence of an official test. The self-confinement period may be prolonged as the quarantine officer may determine (initially 10 days period). The Medical Certificate of Isolation Period must be submitted to the headteacher to validate the accountability of the leave. The employee should not leave his / her place of residence without the authority of the quarantine officer. After the period of 10 days, the employee may resume work without any further test to be done on the last day of isolation. Preventive and Sanitary Measures | 56

Explosion | 75

IN CLOSE CONTACT WITH AN INFECTED CASE OR SUSPICION OF AN INFECTED CASE An employee is considered to be in close contact with someone with COVID-19 positive if: A. The person has been in close contact by less than 2 metres for a period of 15 minutes within 24 hours.

E. He / She was living with a person who has COVID-19. Close face-to-face contact ( under 1 meter) for any length of time - including talking to them or coughing on them. That

B. He / She was not wearing any face mask during close contact. C. Direct exposure to respiratory secretions ( Eg coughed, sneezed, sharing glasses, utensils, smoking, kissing..)

employee

can

requested or request to be selfisolated as a precautionary measure for a maximum of 10 days, for which no test is needed. The nature of leave will be accounted under the annual leave policy.

D. He / she was caring for a person who has COVID-19.

Preventive and Sanitary Measures | 57

10.7 SCHOOL CLOSURE Further to a reported case of infection, the administrative staff must notify the local authorities which will require the school / section to be temporarily closed for 48 hours during which, a deep disinfection exercise will be carried out by the Public Health Sanitary team.

The Ministry of Health and Wellness may issue guidelines to the Ministry of Education to order the closure of specified institutions, places or premises, or restrict the access of a category of individuals to those mentioned places, or just require that children stay at home and pursue their studies online. The headteacher will consider whether it is possible for specific staff should be undertaking certain roles to work from home without disrupting to faceto-face education. Clear instructions of possible online classroom settings and schedules, work-from-home planning and the roster of any requirement to attend to the school premises for preparatory work will be communicated. The start and end time of duty remain unchanged for each respective category of employees. Preventive and Sanitary Measures | 58

INFORMATION TECHNOLOGY

TECH systems are to be used for educational purposes serving the interests of the school

I.T. POLICY

11.0

POLICY STATEMENT The following policy shall apply to all students, teachers and staff of Ainsfield School unless otherwise specified. The computing and network facilities at Ainsfield School are a vital component of the academic environment. Each person using the network must be considerate of other users. The purpose of these facilities is the support of teaching, learning and research by its authorised users.

Information Technology | 60

11.1 GENERAL USE AND OWNERSHIP Internet / Intranet / Extranet-related systems, including but not limited to networking equipment, computer equipment, software, operating systems, storage media, network accounts providing electronic mail, wireless, and web browsing, are the property of Ainsfield School. These systems are to be used for educational purposes serving the interests of the school, and of our teachers and students in the course of teaching and learning in accordance with the policies of Ainsfield School as are in effect from time to time. The use of the internet and computer facilities are not for private, commercial business, political or religious use. The data transmitted, and files in the network are the property of Ainsfield School. Ainsfield School hereby exercises and reserves the right to monitor, supervise and limit the use of computers and the network. The administration shall ensure that each student in the school receives the policy and procedures regulating the use of computers and network. Users must not engage in activities that will interfere with services provided to all network users. (This includes but is not limited to misuse of email, propagating virus hoaxes, “spamming”, illegal download activity, “computer hacking”, “network sniffing”. The inappropriate use of bandwidth (streaming Netflix or conducting business other than Ainsfield school business) causing internet outages for users of the network is strictly prohibited.) All users must be aware that they should not have any expectation of personal privacy in the use of these computer systems. Information Technology | 61

11.2 UNACCEPTABLE USE Under no circumstances is a student or employee of Ainsfield School authorised to engage in any activity that is illegal under local or international laws while using Ainsfield School resources. The following activities are strictly prohibited: 1. Violations of the rights of any person or company protected by copyright, patent or other intellectual property laws or regulations, including, but not limited to, the installation or distribution of “pirated” or other software products that are not appropriately licensed for use by Ainsfield School. 2. Unauthorised copying of copyrighted material including, but not limited to, digitization and distribution of photographs from magazines, books or other copyrighted sources, unauthorised downloading or use of copyrighted music, or movies and the installation of any copyrighted software for which Ainsfield School or the end user does not have an active license is strictly prohibited. 3. Providing information about, or lists of, Ainsfield School employees or students to parties outside Ainsfield School. 4. Revealing your account password to others or allowing use of your account by others. This includes family and other household members when work is being done at home. Information Technology | 62

5. Executing any form of network monitoring devise or software which will intercept data is strictly prohibited. Any user identified as using a devise or software on the network considered harmful to the stability and security of the network will be reprimanded accordingly and could lead to the dismissal from school.

6. Introduction of malicious programs into the network or server (e.g., viruses, worms, Trojan horses, Network Sniffers, etc.) 7. Any form of harassment via email, telephone, paging, or posting of inappropriate information to the Internet (including but not limited to instant messaging and social networking sites) whether through video, pictures, language, frequency, or size of messages.

8. Use of a school email address or account other than your own. 9. Any user found to have violated this policy, applicable ICT laws and regulations, or posted classroom or system rules is subject to loss of computer and network privileges and other disciplinary action including disciplinary committee (students), termination (employee), and criminal prosecution.

Information Technology | 63

11.3 SOCIAL MEDIA POLICY

Posting to the web (Facebook, Instagram, TikTok, LinkedIn, Twitter, etc.) or through email of inappropriate information (personal contact information, or school name or address), derogatory comments about other people or about the school, or inappropriate artwork, photographs or unauthorised video of the school or school personnel is not allowed. The appropriateness of said postings shall be determined by the Administration of Ainsfield School.

No picture or footage of the daily activities of the school or featuring of children shall be allowed to be posted on any social media unless they are screened and approved by the administrative staff / headteacher. Online activities which are considered inappropriate: • Identifying or posting images / videos of children • Abusive or personal comments about staff, governors, children or other parents • Bringing the school in disrepute • Posting defamatory or libellous comments • Emails circulated or sent directly with abusive or personal comments about staff or children • Using social media to publicly challenge school policies or discuss issues about individual children or members of staff • Threatening behaviour, such as verbally intimidating staff, or using bad language • Breaching school security procedures Information Technology | 64

11.4 DISTANCE LEARNING / ONLINE CLASSROOM

In case of infectious diseases occurring in epidemic forms, that may require the temporary closure of the school, the teaching staff and other personnel of the educational institutions shall be required to engage in, produce and conduct, distance education and online learning programmes, including broadcast lessons.

The teaching staff will be assisted by the administrative personnel in order to engage in, producing and conducting a high quality distance education, in a timely fashion. The standard of distance education will be subject to administration, monitoring and supervision by the Ministry and any of its statutory bodies, with the purpose to maintain the quality of delivery and educational aim.

ASSISTANCE The administration must ensure that training is regularly refreshed with teachers, and that appropriate trouble-shooting support is available, so that transfer to the remote environment can happen seamlessly when needed. Information Technology | 65

CONTENT

COMPLIANCE

Teachers are encouraged to use

Any employee who, without

different interactive, teachercreated resources such as: • worksheets • tests and quizzes • video or sound recordings of explanations hosted on platforms such as YouTube, or available on a school, remote-access area.

reasonable excuse, fails to

Any online education offer should mirror that which is taking place in school as much as possible.

Information Technology | 66

comply with any requirement mentioned shall be deemed to be in breach of his contract of employment; may be liable to disciplinary proceedings. This

“work-from-home”

scheme applies during the delivery of online classroom activities.

Rape | 97

COMMUNICATION Staff required to hold or support online classroom must maintain professional practice as much as possible. When communicating online with parents, carers, pupils and students, staff members should: i. communicate within school hours as much as possible (or hours agreed with the school suit the needs of staff) ii. communicate through the school channels approved by the headteacher iii. use email accounts provided by the school (not personal ones) iv. avoid sharing of personal information v. ensure parents are clear when and how they can communicate with teachers (resources to support communications are available) vi. ensure logins and passwords are secure and pupils and students understand that they should not share this information with others Information Technology | 67

Teachers should try to find a quiet or private room or area to talk to pupils, students, parents or carers. When broadcasting a lesson or making a recording, consider what will be in the background. Teachers sometimes might be required to contact pupils or parents by telephone to explore ways to secure re-engagement. Every incident and difficulty met must be reported to the administration / headteacher.

MONITORING The administration must ensure that training is regularly refreshed with teachers, and that appropriate trouble-shooting

support

available, so that transfer to the remote environment can happen seamlessly when needed.

Information Technology | 68

AINSFIELD SCHOOL

EMPLOYEE HANDBOOK

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