ASB Staff Handbook_2024-25

American School of Barcelona STAFF

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ABOUT ASB

The American School of Barcelona recently celebrated 60 years of international education and our whole community continues to be a welcoming workplace for all staff As you become familiar with our culture and mission, we hope you will take advantage of opportunities to enhance your career and further the American School of Barcelona’s goals We strive to have an inclusive community that both supports each other to grow and cares for each other as if we were family. The feeling of belonging is central to our community and we hope this handbook helps to guide each staff member to understand our culture

You are joining an organization that has a reputation for outstanding teaching and learning, leadership, innovation, and expertise Our staff use their creativity and talent to adapt to a changing world and offer effective experiences in the field of education. With your active involvement, creativity, and support, the American School of Barcelona will continue to achieve its goals We sincerely hope you will take pride in being an important part of the American School of Barcelona's success.

Please take time to review the policies contained in this handbook If you have questions, feel free to ask your supervisor or to contact the Human Resources (HR) department.

Mission

Our mission is to empower preschool through 12th grade students to become global citizens with the critical thinking skills and the self-confidence to maximize their potential.

Vision

The American School of Barcelona inspires students to lead with integrity, to be open-minded, and to make the world a better place

Core values

Caring, Joyful, Innovative, Rigorous, Resilient

Core ideology

● Continuously improve through innovation

● Create responsible global citizens.

● Develop independent and critical thinking students

● Provide a caring environment that gives students the self-confidence to maximize their potential.

● Educate for diversity

School Mascot and Logo: The Iberian Lynx - The ASB lynx has been the school mascot for decades and was chosen to raise awareness of the animal’s status as an endangered species in Spain Due to many campaigns through Spain, the lynx population is increasing but much work needs to be done. The lynx campaigns demonstrate we are a caring community with global awareness and the lynx itself demonstrates our core value of resilience.

History of ASB

The foundation of new American schools outside the United States has always been a challenging and memorable endeavor; however, the establishment of an American school by Spanish nationals in 1962 during the Franco era, was an act of vision, optimism and defiance. The founding of ASB was the result of the vision of a medical doctor, Dr Poal, who developed a great admiration for the United States and American values, after spending time there at professional courses and conferences. Not a politician by profession nor by profile, he sought to make changes in his country in his own small way by introducing American language, culture, democratic teaching strategies and values to Barcelona. His first step was through the establishment of the North American Institute, and, thereafter, by the founding of The American School, in which he enrolled his two young children

ASB opened its doors to the first elementary students in the fall of 1962 in a magnificent and elegant villa situated between Pl Eusebio Güell, C/Sor Eulalia de Anzizu and Av de la Victoria (now Av. de Pedralbes). Support and governance was eventually transferred to the parents after the establishment of a Parents Association, guided by the Generalitat and its own by-laws The enrollment continued to grow and a High School was opened in another lovely villa at Font del Lleó in 1978. The current Esplugues site was purchased and constructed between 1977 and 1978, transferring elementary students in the academic year of 1978-1979 The High School united with the Elementary School in September of 1985 after the completion of the second building phase In 1999, the Early Childhood Center (ECC) was expanded to its current size, including seven classrooms, a multi-purpose room, and a covered play area

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The next series of important changes at ASB came in the 21st century, including the addition of the Middle School, and new High School science labs In addition, an explicit policy of making the school more international, while retaining its Spanish and Catalan roots, has characterized this recent period. Most notably, the school implemented the International Baccalaureate Diploma Program in 2007 By 2010, the student body was about 55% international and totaled approximately 660 students from over forty countries In 2016, the school decided to phase out the Spanish selectividad program, leaving the IB Diploma and the American Diploma as the culminating pre-university programs

In 2014, a new ECC/ES building was inaugurated By February 2018, the expansion of our outdoor facilities with a small football field, a basketball court, an amphitheater and garden areas was finalized. Most recently we have watched the construction of our new Middle School building and Gymnasium/Auditorium which was inaugurated in September 2018 Renovation of the main building was completed in September 2019, with new library, science labs, music rooms, a High School administration suite and more transparent classrooms. 2020 brought the Covid pandemic and ASB was well positioned to give on-line learning to the community during the 3 month school closure On October 2, 2022, ASB celebrated its 60th anniversary

Accreditation

Since 1986, ASB has been accredited by the Middle States Association of Colleges and Schools Our most recent re-accreditation was in January 2018 and helped set our strategic planning for the next 7 year cycle. The Generalitat de Catalunya and the Spanish Government co-validate Educación Infantil (Early Childhood), Escuela Primaria (Elementary School), Escuela Secundaria Obligatoria, or "ESO" (grades 7, 8, 9 and 10)

In addition, ASB is an official IB World School, authorized to offer the International Baccalaureate Diploma Program in grades 11 and 12 The first graduating class of the IBDP program was in 2009.

Demographics

In accordance with the desires of the ASB community as a whole, and with the Middle States recommendations, the school has embarked on an explicit policy of becoming more international over the past few years, and this has had a direct impact on the composition of both the student body and faculty

Student Population*

* Spanish students are defined as those students with two Spanish parents, while international students are defined as those students with at least one non-Spanish parent.

Faculty by Nationality, 2024-25

School Governance (Foundation Board)

The school is governed by a Foundation. It currently consists of a board of eight selected parents and two appointed outside board members The board's goals are to provide long-term strategic planning, oversee financial stability, set annual tuition, manage staff labor agreements, and support school administration. The board also hires and evaluates the Director. More information is available on the ASB website

All other employees and operational matters are supervised by the Director and the Senior Leadership administrative team (see Organizational Chart available on the HR Portal) The board has a monthly meeting with the Director and several meetings with parents and staff during the year

Local Labor Law and School Representatives

Local Labor Law

ASB falls under the Bargaining Agreement for Private Schools, Conveni col lectiu d'ensenyament privat reglat no concertat de Catalunya In addition to this, ASB also has a series of Private Agreements that affect staff who work in the day school only (not after school or summer programs) and can be found in the HR Portal.

School Representatives

Nine staff representatives, known as the Comité de Empresa, are elected for a four-year period and are registered according to labor agreements and procedures They represent all school employees, except the School Director, in labor discussions with the Foundation Board. Representatives will carry out all duties and responsibilities permitted by law The names of staff representatives can be found here Reps send out a newsletter to inform staff about staff related topics.

In regards to labor issues, Staff Representatives can be used as a vehicle to communicate with administration and the School Board about labor concerns and suggestions for improvements Staff Representatives are also available to assist staff members in any conflictive issues they may have with supervisors or coworkers.

The Representatives may recommend a labor lawyer who can be contracted to provide staff with legal advice and to represent staff on labor issues. Contracting this service is voluntary.

Parent’s Association

The Parents’ Association (PA) includes an Executive leadership team made up of six to twelve members elected every year Their goal is to build community amongst the different stakeholders (parents, teachers and students). It provides the school with a number of supportive services and events Teachers are encouraged to participate in all PA activities and events. The PA appreciates all the help it can receive especially when announcing & reminding class parents of future school events Operational Admin and Division leaders will keep teachers posted on any PA announcements Participation of the staff gives parents and teachers the opportunity to become better acquainted and demonstrates mutual support for school goals The PA has traditionally organized activities such as Halloween, the Winter Bazaar, International Day, Staff Appreciation Day, and more

PA members are active and energetic and have succeeded in raising funds for special school projects ECC/ES teachers are requested to help with the recruitment of class representatives during Open House. Teachers should encourage new & returning parents to get involved in PA projects

ASB COMMITMENT

Equal Opportunity

The American School of Barcelona provides equal employment opportunities to all employees and applicants for employment without regard to race, color, creed, ancestry, national origin, citizenship, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, religion, age, disability, genetic information, service in the military, or any other characteristic protected by applicable state or local laws and ordinances. Equal employment opportunity applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training.

Commitment to Diversity, Tolerance and Respect

The American School of Barcelona is committed to creating and maintaining a community in which all members have an opportunity to participate and contribute to the success of the educational program and are valued for their skills, experience, and unique perspectives This commitment is embodied in the school policy and the way we work at the American School of Barcelona and is an important principle of sound school management We welcome the diversity of cultures, perspectives and opinions that an international community brings to ASB

In view of the mission of ASB and the values we wish to promote in our community, it is the objective of ASB to raise awareness to the diversity within the total school community It is considered unacceptable for any member of the community (staff, students or parents) to behave in any manner deemed intolerant, insensitive, disrespectful or violent to another member of the community Furthermore, ASB will not allow any kind of discriminatory behavior, harassment or victimization Staff members should report if any of these situations occur such that the administration can begin an inquiry and resolve the issue.

Child Safeguarding and Protection

At ASB, our school community is committed to making our school a safe and caring place for all children We believe that the educational experience of all students should be free from any type of bullying, neglect or abuse of any kind. The safety of our students is our highest priority. ASB has developed a Child Safeguarding and Protection Policy to guide our staff and families in matters related to the health, safety and care of our children at ASB.

ASB is committed to maintaining the appropriate procedures to ensure proper reporting of suspected child abuse that may occur in or out of school. Such reporting is the responsibility of

any employee who suspects that a student has been abused and includes provisions for self-reporting of abuse by students The school will investigate all reports and will take appropriate action to ensure the safety of the child/youth in accordance with Spanish law Staff may make a report by completing the form found on MyASB:

As a measure of prevention and of setting clear expectations to protect students and staff, all ASB employees must provide a sexual clearance and are expected to undergo child safeguarding training each year and sign the Child Safeguarding Expectations (Appendix 1) at the beginning of each year

CODE OF CONDUCT

ASB is dedicated to developing a culture of respect that supports and cultivates the safety of our students and staff in an environment that recognizes the values of diversity, equity and inclusion. The ASB community has developed a Child Safeguarding and Protection Policy and is assessing and improving diversity, equity, inclusion and justice within the ASB community For staff, employment processes and professional development opportunities have been assessed in our Equality Plan of 2022 and specific action plans are being implemented to ensure gender equality across the school

With this in mind, this code of conduct outlines our expectations regarding employees’ behavior towards colleagues, supervisors, students, parents and the overall organization

We promote freedom of expression and open communication and expect all employees to follow our code of conduct with the intent of creating a work environment that is conducive to collaboration In general, ASB staff should avoid offending, participating in serious disputes and disrupting the workplace. Instead, staff should foster a well-organized, respectful and collaborative environment

This Code of Conduct applies to all ASB staff regardless of employment agreement or responsibilities and are expected to abide to the following:

Compliance with Law

ASB requires that all staff comply with all laws, rules and regulations applicable to the school Staff are expected to use good judgment and common sense in seeking to comply with all applicable laws, rules and regulations and to ask for advice when you are uncertain about them. In addition, staff should be ethical and responsible when dealing with the school’s finances, stakeholder relationships, and public image.

Staff as Ambassadors

The school administration expects that staff represent the school and its community members in a positive manner in and outside of the school grounds In discussing and implementing school procedures, policies, and decisions with parents and students as well as people outside our community, staff should support these procedures, policies, and decisions This expectation includes social media In addition, staff members may not discuss sensitive school information such as student behavior, academic performance, and internal staff dialogue with other members in the community without consent of administration

Disagreements with school procedures, policies, and decisions should be discussed with administration and your direct supervisor These conversations and communications should be confidential, constructive and always apart from students/parents.

If you have contentious issues with colleagues or administrators, we strongly urge you to have face to face conversations with them. Email is a better vehicle for addressing logistical issues such as setting up appointments and documenting decisions and next steps

Teachers and staff must refer students who are experiencing more severe social, emotional and family issues to their division leader and school counselor and avoid acting outside of their scope of expertise when interacting with these students.

General School Expectations

All staff should treat ASB’s property, whether material or intangible, with respect and care and are expected to follow school policies Staff:

● should fulfill their job duties with integrity and respect toward students, families, and the community in general We expect supervisors to delegate duties to their team members taking into account their skills and workload Likewise, we expect team members to follow team leaders’ instructions and complete their duties with skill and in a timely manner

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● should show integrity and professionalism in the workplace.

● must follow our dress code and personal appearance guidelines

● must follow their schedules We expect staff to be punctual when coming to and leaving from work and when reporting to classes and duties.

● should avoid any personal, financial or other interests that might hinder their capability or willingness to perform their job duties

● should work collaboratively in the workplace and be accommodating to other staff. They should try not to be disruptive or present obstacles to their colleagues’ work

● must be open for communication with their colleagues, supervisors or team members. Unsolicited anonymous communications to staff, students or parents are not acceptable

● should read and follow the school’s policies If they have any questions, they should ask their supervisors or the Human Resources department.

● shouldn’t misuse ASB’s equipment or use it frivolously

● should respect access to confidential information and use them only to complete their job duties.

● prohibit bribery for the benefit of any external or internal party

Dress Code for Staff

ASB takes pride in having a highly professional school environment and as such it is important that we, the staff, exemplify this on all levels. As staff in the learning community, we interact constantly with children, parents, and visitors and should therefore be prepared to be professional at all times Dressing appropriately allows staff to gain respect and set a positive example for their students. Therefore, it is expected that the staff follow a professional dress code unless a stated dress code policy allows you to dress casually on a given day In general, spaghetti strap tank tops, short shorts, short skirts, sports attire (except for PE staff), flip flops, and hats worn inside the school building are not considered examples of professional attire

We recommend teachers consult their Division Leader or Human Resources regarding the established dress code of the school to avoid an uncomfortable situation Please take into account that if clothing fails to meet the above mentioned standards, the employee will be asked not to wear the inappropriate item to work again. If the problem were to persist, the employee may receive a verbal or written letter of concern, or be requested to leave the workplace

Smoking and Alcohol

At ASB, we view the visible act of smoking as negative role modeling for children Therefore, staff (and parents) are reminded not to smoke in any area or in any manner that is visible or detectable by our students The area directly in front of and within 100 meters of the school

is a prohibited area for smoking. Staff who want to smoke during their break times should do so out of campus and out of sight

Staff are not to be under the influence of alcohol when they come to work. Drinking alcoholic beverages is prohibited in school or off campus during school hours, except during special school-organized functions In addition, staff should not drink alcohol while on duty and in the company of students on local and overnight trips.

Conflicts of Interest

In general, a conflict of interest is a situation where an employee uses the school's resources for personal gain or to the detriment of the school. Staff should not engage in any employment that might affect their effectiveness as employees of the school Participation in non-school related activities that require time and/or energy demands which could interfere with their contractual duties, that might compromise or embarrass the school, that might adversely affect their employment status or professional standing, or that might in any way conflict with or violate professional ethics is unacceptable. Furthermore, employees should not engage in any other employment or in private business during school hours or during hours which may conflict with school responsibility

No staff member may tutor their own student for financial remuneration except in extenuating circumstances that require the Director’s approval.

Staff who are involved in contracting services may not contract services that come from family relationships of any ASB staff, without expressed approval from the Director. Similarly, external consulting companies that staff work for, may not be contracted by ASB without expressed approval from the director

Confidential information

The protection of confidential school information and trade secrets is vital to the interests and success of the American School of Barcelona Confidential information is any and all information disclosed to or known by employees because of employment with the company that is not generally known to people outside the school about its activity. Staff will be asked to sign the Confidentiality Agreement included in the Employee Policy Acknowledgement and Receipt Packet every year (Appendix 1). An employee who improperly uses or discloses confidential school information will be subject to disciplinary action

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Staff Handbook 2024-25

SCHOOL PROCEDURES AND POLICIES

School Calendar and School Day

A school year calendar is developed in January/February for the following school year After receiving input from staff, School Representatives and parent groups, the school’s administration works with the ASB Board to adopt the final calendar. A minimum of 175 teaching days is required according to Board policy and Spanish educational law (LOE disposición 5ª) and Catalan educational law (LEC 54)

There are a number of staff work days before the 1st day of classes These days are very important for orientation, evaluation and preparation for the year ahead. There are also full days and/or half days during the school year that are used for general work or professional development All staff members are expected to be present for all of these days

Division and school specific events are posted on the ASB Google Calendar Staff are expected to use the Google Calendar as a planning tool and should take into consideration these division specific events when planning personal or professional events. Division Leaders will publish in Take Note the special dates throughout the year

The school day is from 9:00 am to 4:00 pm. ASB’s after school program runs Monday through Friday from 4:00 to 7:00 PM and Saturdays from 8:30AM to about 3:00PM The Lynx Athletic center (workout center) opens at 7:30AM for staff to use until 8:45AM

The school building opens Monday through Friday from 7:50 AM to 7:50 PM and Saturday from 8:30 AM to 2:00 PM.

Special Celebrations at School

We celebrate many American, Spanish, and International holidays and events Specific dates are in the yearly calendar. Some of our special celebrations are: Halloween, Thanksgiving, Winter and Spring concerts, la Mona, Sant Jordi, Valentine’s Day, Sports Days and Graduation and Step Up Ceremonies We encourage staff to participate in these activities

In addition to the international holidays, ASB organizes staff celebrations at the start of the year, before the Winter break and at the end of the year ASB hopes staff will attend these events and, when possible, are encouraged not to take personal time off on these dates as it is an occasion for staff to come together as a whole ASB reserves the right of not approving requests for unpaid leave when falling on a special celebration

Admissions

Applications for admission are accepted throughout the year Families seeking admission for their child(ren) should familiarize themselves with the admissions section of our website and then make an appointment with the Admissions department Current staff members who wish to bring their children for the following school year are encouraged to let the admissions office know by March 1. After this date, classes are likely to fill up, making it more difficult to guarantee admission

Students are eligible for admission if they meet the following criteria:

1 It is believed that the school can meet the child’s needs;

2. The child has the language ability or skill level to be successful in the grade level;

3 the child has the academic skills and background to benefit from the educational services Children whose native language is not English and who are eligible for first grade or older may be required to take an oral and written English examination in order to ascertain language fluency Limited assistance in English Language Learning is available

Students with mild learning difficulties may be admitted if it is believed that the student's learning needs can be met by the school's student support program. In certain cases, students may be admitted on a probationary status in order for the school to evaluate their progress over a determined period of time

Students with more intensive physical, mental or emotional learning needs cannot be admitted, unless, in the school's judgment, adequate provision for assistance is arranged between the family and the school, at the parent's expense. This assistance should supplement the general learning environment at the school

Placement in all grades will be made on the basis of the child's previous record and the assessment of the school This initial placement is tentative, and the school may advise a change of grade after the child's abilities have been thoroughly observed and evaluated.

To reserve a place for their child, parents of new students will pay matriculation fees within two weeks of admission. Parents of returning students will pay the annual matriculation fee in February for the following school year Staff pay a discounted rate of 25% of the matriculation fee Tuition fees and the capital levy are waived for staff

Non refundable fees are non refundable for all families, including staff However, matriculation fees for staff children may be refunded if they inform the Business Office before June 30 that their children will not be enrolling the following year

The school reserves the right to deny admission to any applicant if there is reason to believe that admission would not be in the best interest of the applicant or the school

For any questions related to admissions policies or specific applicants, the Admissions Office should be contacted at admissions@asbarcelona com

Student Arrival and Dismissal Procedures Arrivals

There are 2 points of entry to the campus

1 Main gate (Jaume Balmes): All students can enter through the Main gate beginning at 8:30AM. The street has a Kiss and Ride for drop off.

2 Lower gate (Via Augusta): Bus arrival happens on Via Augusta and students of all grades enter through the lower gate Students on local buses and private transport can also enter here.

Dismissals

All students should be leaving campus at 4:00pm if they do not have an after school activity. There may be opportunities for students to go to the library after school Staff parents; once you have picked up your child, you are responsible for their safety and behavior No child is allowed to play on school equipment after dismissal The school cannot be responsible for unsupervised children on campus after school hours

ECC(PK3-K5): The PK3, PK4, and K5 students are dismissed at 3:45 p m ECC parents will enter the school’s main gate (Jaume Balmes) around 3:40pm ECC families will pick up their children at the ECC playground. The ECC area closes at 4:00 p.m. The rest of the campus closes at 4:15 p m when the buses leave the school All children, except for those involved in supervised after-school activities, should leave the campus.

Elementary(Grade 1-5): Students in grades 1 and 2 will wait to be picked up with their teachers at the sliding gate on Jaume Balmes. All other Elementary students should stay near the front gate to be picked up Elementary students are dismissed between 3:55-4:00 pm Students taking the school bus go directly to the bus exit

Middle School and High School students are dismissed at 4:00 pm Students should either go directly to their assigned bus, programmed activity or exit the campus

Bus Service

ASB offers a free school bus service to all staff on a space available basis An email is sent out to all staff before the start of the year with the instructions for registering for the regular bus

service. Staff who wish to ride the school bus should sign up through MyASB as indicated in the email Priority is given to students who pay Seats will be given to staff in order of registration Staff who do not ride the bus consistently will receive a notice and might be asked to remove their name from the bus list.

Bus monitors are contracted to oversee safety, supervision and discipline on the buses Teachers riding the bus are expected to assist bus monitors in case of discipline issues.

Homeroom teachers receive a list of children who ride the bus. PK3 to second grade children are escorted to the buses Staff children ride without paying the fee and receive priority over staff (including their parents)

Bus Rules are the following:

● Take just one seat, put on the seatbelt and remain seated until you have reached your stop. No changes in seats are allowed during the route without the permission of the bus monitor

● Follow instructions given by the bus monitor and driver at all times

● Keep the bus clean and treat bus equipment with respect; refrain from consuming any food or drinks on the bus

● Be respectful with students, bus monitors and drivers.

● Contact the bus monitor in case of emergency

● Seats are not pre-assigned for students nor teachers and each user should only take up one seat.

● Staff will supervise & report any misbehavior seen on the bus They are expected to intervene when help is needed guaranteeing a safe ride for all

School Reception and Secretaries

The main reception is open from 8:30 am to 5:30 pm from Monday through Thursday and 8:30 am to 4:30 pm on Fridays and Division Secretaries are available from 8:15 am to 5:00 pm from Monday through Friday.

The primary duty of divisional secretaries is to support the Division Leaders, staff, students and families within the division. Division Secretaries are available to assist staff with setting up meetings with parents Secretaries will help staff in following school procedures and filling out forms related to attendance, substitutions, duties, trips organization and ordering of basic supplies. In order to maintain an office environment conducive to work, teachers and staff are asked to schedule appointments in advance

External Visitors, Substitutes, Volunteers and Collaborators

External Visitors

Staff may arrange learning opportunities for students and other staff throughout the year that include external visitors/consultants. It is the school’s responsibility, however, to ensure that the security and well-being of its students is uncompromised at all times. The school is equally responsible to the whole school community for ensuring that visitors comply with the guidelines herein. When scheduling external visitors to school, staff should add the “visitor@asbarcelona com “ to the google calendar invite so that the security guard knows who is coming

Visitors

In order to ensure the safety of students and staff, and to preserve the learning environment, all adult visitors, including parents, must check-in with the security guard and receive a visitor’s badge Security/Reception should be aware of the visit and the staff member responsible for the visitor. The visitor should then proceed to the front office and the receptionist will arrange their meeting with the staff member. Visitors and parents should then wait, unless otherwise instructed, for the staff member to accompany them to their destination within the school On leaving the school, the visitor/parent should sign out and return the visitor’s badge. Please note that no pets, including dogs, are allowed on the school grounds without authorization from the school's administration

In order to maintain security and safety for our employees, the American School of Barcelona has the following policy with respect to visitors:

● All visitors must check in with the receptionist/security, must wear a visitor's badge, and must be escorted by an employee

● This policy applies to anyone who is not an active employee, including employees on leave, former employees, vendors, and suppliers

● Generally, friends and family members are not permitted to visit employees at the workplace. Speak with your supervisor if you would like to make a special request

● When employees have any doubt whether a person can visit, they should contact the Division Principal

Substitutes, Interns and Guest Speakers

Any substitute, temporary worker (ie:interns), or external consultant who will work with students, must receive approval from Human Resources and should provide a sexual offenders clearance Staff bringing external guests to their classes should get approval from their direct supervisor and security. The guest must be supervised by a staff member at all times.

Children and Alumni

Former ASB students who would like to visit are welcome for part of a day if arrangements are made at least three days in advance with the appropriate Division Leader or the Director of

Development and Alumni, pending approval. On occasion, we have prospective students, or students accepted for the following year, sit in on classes Unfortunately, we are not able to accommodate friends of students visiting during the school day

School Trips

Guidelines for Coordinators and Chaperones

In general, school trips have a coordinator who is the primary chaperone and additional chaperones. The number of chaperones per trip will depend on:

● The number of students

● Age of students

● Gender of students

● Subject Area

There is an application process for overnight trip chaperones that will be published during the first months of school The trip coordinator and division leader or coordinator (ex Athletic Director, Performing Arts Director) will collaborate to select chaperones If a teacher has missed 10 or more days due to sickness or personal circumstances, the school may reschedule or reconsider a chaperone request so that the students receive adequate instructional time with their regular assigned classroom or subject area teacher.

Remuneration

ASB provides remuneration to staff for ASB overnight trips when acting as trip chaperones or trip coordinators on trips with students, as outlined in the tables below

All chaperone payments will be made through the employment payslip and are subject to taxation The table below shows the gross payment scales and the estimated net payments assuming a taxable amount of 21% IRPF and 7% on Social Security.

Chaperone Payments for Overnight Trips(Euros)

Extended Day trips: For trips that go for one day and extend into the evening (past 6pm) the chaperones will receive an extra pay of 40 euros (gross)

Per diem: If food is not provided during the trip, teachers will be reimbursed up to 50 euros/day for food costs (receipts needed)

Non-working days: If staff are on a trip that is during non-working days (weekends, vacation time ) they will receive an additional payment of 25 euros/day

Overnight Trip Coordinator (Euros)

Protocols/Benefits:

Late Arrivals: If chaperones are ending a trip after 9:00pm they are entitled to have late arrival to work the following day. The staff member will need to discuss the details of their late arrival with their supervisor/division leader and inform HR via Sesame

Ski Week: During the Ski Week in February we often have different trips taking place such as Ski trip, Winter camp, 10th grade history trip, and Service trips Any staff who are participating as a chaperone on ANY of the trips during Ski Week will be eligible for a reduced cost for their children to attend either the Ski Trip or the Winter camp trip The reduced cost will be equal to a 50% discount on the general costs of the trip

Summer Programs: Staff working at ASB during the summer or chaperones for summer trips (ie: Summer Camp/Colonias) will get a 50% discount for any of their children participating in any ASB summer programs that take place at the same time they are working. Exceptions include the more expensive international trips

Class-Wide Trips: Staff children will receive a 50% discount on the cost for one overnight trip per grade level per year This is limited to class-wide trips such as ES overnight trips, MS end-of-year trips, 10th grade Berlin trip, or a grade level Camino de Santiago trip.

Supervision of Students

Staff who are supervising students during the school day and after school must make sure that students are not in closed classrooms without visibility from the hallway without adult supervision. In addition, students may not stay on campus after 4:15 PM unless they are in after-school activities, tutoring or participating in an approved program with school staff. Staff should avoid being alone with individual students in a closed classroom without windows during the school day or after school.

Being caring and student-centered are at the heart of ASB’s core values In this spirit, we need to underscore the importance of our students feeling safe and knowing they can speak to staff when there is conflict If you are on duty in play areas or cafeteria, please be extra vigilant about how the students are treating one another If you notice or hear rumors about social or physical aggression, please contact the division leader or school counselor. We want to help our students feel safe and learn how to create positive relationships

Tutoring for Pay at ASB

Staff members may use the ASB campus outside of the school day (within the open facility hours) to tutor students. If they charge for this activity, they will be the only responsible party and should follow legal and tax requirements Faculty members are not permitted to tutor their own students Staff members may include their information to a Tutoring List This document would be shared with families by the Student Support and Referral Team (SSRT) when families are seeking information about tutoring or the SSRT recommends further support Once the list has been shared, tutoring is a completely private business arrangement between the individual tutor and the family. ASB bears no responsibility neither for the activity nor for the information on the spreadsheet, nor endorses any individual services or practices contained therein

Additionally, ASB partners with and has legally contracted external tutoring companies that are required to comply with all ASB policies and procedures In addition to ASB faculty, only tutors from the approved and contracted tutoring companies are allowed on campus. No other external tutors are allowed on campus and families are not allowed to bring their own tutors on campus

School administration should not recommend any specific tutor. Tutoring should only be recommended by SSRT members after a school based support team review Individual teachers should not recommend tutoring to parents.

Teachers may not tutor one of their own students for financial compensation except in special circumstances and only with the Director’s approval. Private tutors must adhere to the following expectations

● Due to security and transparency issues, we require all teachers who tutor students individually or in small groups on ASB’s campus to email your Division Leader with the names of the students you tutor, the times and days of the tutoring sessions

● The administration will assign you a room that you may use to tutor. If you have questions regarding this policy, please do not hesitate to contact your Division Leader If alone with students ensure there is appropriate visibility in the classroom, including doors open so individuals in the classroom are visible from the hallway. You may want to tutor in common areas and work spaces such as the library, school cafeteria, or rooms shared with other adults

● When tutoring, the students must remain with you on campus until they are picked up by the parent or report directly to an after school activity in which they are enrolled on campus. If the parent is late, you may not leave the student in the building and must make the security guard aware of the situation

● Parent questions about a child’s progress should be directed to the ASB teachers We encourage your professionalism in this regard.

● Payment is to be negotiated between tutor and parents The price on campus should be between 30-60 Euros/hour If you charge more, you must provide this service off campus.

Note: Although the school provides logistical support and guidelines mentioned above, ASB is not responsible for the private agreements related to tutoring between staff and families

After School Activities

ASB offers an extensive after-school program which includes Academic, Performing Arts and Sports activities for students in each division Students are encouraged to participate The Head of Activities and Community Service, Athletic Director and Director of Performing Arts are responsible for the programs. The activities incur an extra cost. Most activities take place between 16:00-19:00 Mondays through Fridays, starting in mid-September through the 1st week of June. Children of staff members receive a 50% discount on the cost of most after school activities (see staff benefits) Staff members who participate in the Extended Wednesday work program can also take advantage of having their children in an after school activity on Wednesdays (only) at no cost. This does not apply for individual after school lessons.

If a staff member would like to offer a new after school activity or would like to be considered to lead an existing activity, they should speak to the Head of Activities and Community Service, the Athletics Director and/or the Performing Arts Director In the case of a “new” activity, a written proposal should be submitted, including objectives, materials and facilities needed, outcomes, budget (where necessary). In either case, staff must submit a curriculum vitae which indicates prior experience for this position/activity

Teachers are encouraged to teach an activity in a non-academic setting because we feel it offers an excellent opportunity for interaction between staff and students

The contract for after school activities has no relationship to any other responsibilities a staff member may have during the school day The duration of this contract is limited to each school year and is renewed at the start of each year based on student enrollment

See the ASB website for more information on the activities offered

Communications

It is the intention of ASB to maintain open, smooth, direct channels of communication among the entire community. The staff is expected to become informed of all school news and updates.

Internal Communication:

● Take Note, the staff newsletter which is emailed every Friday afternoon It is the staff's responsibility to read it by Monday morning Staff who would like to contribute something should submit it to their Division Leader by Wednesday at noon.

● Morning Announcements: MS and HS staff are required to read these with their homeroom students daily.

● The Daily Report, teachers should read this daily email about student attendance and notes by noon daily

● Staff gmail (@asbarcelona.com) accounts should be checked every morning and throughout the day

● Staff Handbook

● Family Handbook

● Crisis Management Handbook

● All Staff, Community and Division Calendars

● Regularly scheduled meetings

External communication:

All delicate/sensitive messages written to parents should be copied to your Division Leader. Staff should respond to parents within 24 business hours whenever possible See email protocol below

ASB believes that most issues are best resolved at their closest point of origin Therefore, communication should flow from: student/parent to teacher to homeroom teacher to Principal/Coordinator to Director Written communication to the school’s Board should be sent

via the Director. Parents will also communicate directly with the business office, IT and after school activities coordinators

The Lantern is the weekly bulletin for the entire school community. It comes out every Monday. Information about school events, messages and/or announcements is sent to all families via email Staff may submit items for publication They should send them to their Division Leader by Thursday at 4:00 p.m. It is expected that teachers read The Lantern and stay abreast of school events.

Email Protocol

Consistent and appropriate communication between stakeholder groups in an international school is paramount for harmony within the community. These days, one of the most important forms of communication in any organization is email The purpose of this protocol is to encourage standardized use of email among ASB stakeholders

It is the professional responsibility of staff to read their email every day In general, all “to” emails which include a question, a request for a meeting, or for information, or for some kind of feedback, should be answered within the time frame limits below (working days only).

Email Sent To Response Time Board Member 1 Week

Administrator Office Staff

24 business hours (recommended); 48 business hours (maximum)

Teacher 48 business hours (maximum)

Parents and

Students 72 hours (recommended) maximum

If there is no time for a concrete response, acknowledgement of having received the email should be made In this case, if possible, the responder should indicate when they are going to give a more complete answer and they should respect this commitment. Purely informative or cc'd emails do not need to be answered

Emails should be clear, concise, and easy to read Senders should proofread them before sending For work-related emails, use your @asbarcelona.com email address

Emails and email attachments should not be forwarded without the original writer’s permission

Student sensitive issues -- When sending an email concerning a student and in order to protect the student's confidentiality, initials will be used in lieu of the full name

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Health, Safety, and Serious Concerns -- If the ASB email is labeled “IMPORTANT” in the title, the email is related to health-safety concerns, transportation issues, or emergency and extraordinary school meetings.

When sending out urgent emails to other staff members, use “Important” in the title and use one of the following titles: HEALTH AND SAFETY (crisis, student social-emotional, health, labor, bullying, safety, supervision, or drop off/pick up issues); COMMUNICATION (tech failures and breakdowns); SERIOUS CONCERN (about student or family – irate parents, very serious academic issue, etc ); EMERGENCY MEETING

Administrators should also respect the privacy of staff during non-working hours. Emails should be timed to be sent during working hours unless there is an urgent message

Unexpected Events and School Cancellation Communication:

In addition to email, if we need to cancel or delay school due to extreme weather conditions, national strikes, or unexpected events we will send an SMS message and post the information on our website

When not to use ASB email:

A) Confidential-Sensitive Information -- Emails should not include confidential or potentially sensitive information We strongly recommend that emails concerning such information be used for setting up meetings to discuss the issues in person

B) Disagreements and Disputes --In addition, if you are in disagreement with a parent, student, or staff member do not use email to try to resolve the issue Instead use email to set up a meeting or phone conversation and email to summarize the agreement or planned discussion.

C) Personal Matters Sent via All Staff Emails – Staff should refrain from sending “All Staff” emails that are not related to work. Before sending “All” emails to parents of their students, teachers should ask Division Leaders to proofread/authorize the emails In addition, they should copy the Division Leader when they send the email Staff who wish to post a personal issue (ie. lost item, personal celebrations) should inform Human Resources who will publish in Take Note

D) Creating an “anonymous” email account and messaging to groups in the community It is extremely unprofessional to send anonymous emails to staff, parents or students. Staff found to be engaging in this activity will face disciplinary actions

Website and Social Media

The Head of Marketing and Communications is in charge of promoting the ASB website (wwwasbarcelona com) whose target are prospective families and staff that wish to learn about the entire school's structure and activities. We also post relevant activities, events, projects and programs that we want to highlight either in the homepage news or in the different sections Job openings are also posted on the website

The Head of Marketing and Communications manages several official social media accounts in the following platforms:

Instagram

Linkedin

X (formerly Twitter)

Facebook

ASB

YouTube

Instagram has become an extremely popular platform to promote students activities such as sports, performing arts, academics and alumni. Any ASB group that would like to create an account for their activity must get permission from the Head of Communications and share the access information.

Social Media Guidelines

Social media is becoming increasingly popular with people of all ages and, in some cases, has become a virtual meeting place for school personnel and students Maintaining professional boundaries in all forms of communication, technology-related or not, is vital to maintaining appropriate professional relationships with students

Social media established safely for classroom use is allowed at ASB to facilitate learning However, at all times, school staff must use such tools in ways that are consistent with the mission, vision and values of the School and that comply with ASB policies, procedures, and protocols

Social media and electronic communication can be effective when used cautiously and professionally They serve a range of purposes, from helping students and parents/guardians access assignments and resources related to classroom studies to connecting with classrooms in other communities and countries.

Teachers also use the Internet and social networking sites as instructional tools and for professional development, seeking information on lesson plans, new developments and methodologies

School staff is governed by the school's Acceptable Use of Technology Policy in all online spaces and are expected to conduct themselves respectfully and responsibly It is up to the School staff to know and respect proper professional boundaries with students, even when students initiate electronic interaction

There is a distinction between the professional and private life of a school staff member. Staff members are individuals with private lives, however, off-duty conduct matters Sound judgment and due care should be exercised. School staff should maintain a sense of professionalism at all times - in their personal and professional lives Activities that are improper, unethical, illegal or that cause undue discomfort for students, employees, parents or other members of the School community should be avoided in both physical space and cyberspace.

We offer the following guidelines for school employees who use online social media applications that may be frequented by current or former students of the School or their families.

Interact with Students Appropriately

As a digital citizen, model the behavior you expect to see online from your students.

● Alert students to appropriate online behavior and the proper use of comments and images.

● Maintain your professional persona by communicating with students electronically at appropriate times of the day and through established education platforms (i e , a web page dedicated to a school program, project or class).

● Maintain a formal, courteous and professional tone in all communications with students to ensure that professional boundaries with students are maintained

● Avoid exchanging phone numbers/calls, private texts, personal email addresses or photos of a personal nature with students

● Decline student-initiated "friend" requests and do not issue "friend" requests to students.

● Social network "friend" requests may be accepted only with alumni over the age of 18.

Chat groups: ASB students, in grades 6-12, and staff all have Google accounts which gives them access to Google Chat (formerly Hangouts) as ASB’s official platform for creating direct messaging or messaging groups Staff should be promoting this messaging platform with students and between staff members.

Use of WhatsApp: In that the use of the WhatsApp platform involves direct sharing across mobile phones (which is unmonitored), teachers are not allowed to create or interact on WhatsApp with students without authorization from the ASB administration In the case of authorized use, parents and/or multiple staff members will need to be included in the WhatsApp group.

Understand Privacy Concerns

● Set and maintain strict privacy settings by choosing settings that limit what others can do Avoid blanket invitations that use your email contacts automatically Students should not be among those who are allowed to post on your social media locations.

● Assume that information that you post can be accessed or altered

● Monitor regularly all content you or others post to your social media accounts and remove anything that is inappropriate.

● Ask others to remove any undesirable content related to you

● Recognize that many former students have online connections with current students, and that information shared between school staff and former students is likely to be seen by current students as well

Act Professionally

● Respect the privacy and confidentiality of information pertaining to students, parents, staff and other members of the School community. Postings in personal blogs or websites should not reveal confidential information about any member of the School community This includes personal information, photographs or videos of students or staff, financial information, school plans, marketing materials or school development information

● Consider whether any posting may reflect poorly on you, the School or the teaching profession Social media sites should not be used to attack, threaten or intimidate colleagues Staff members should respect the privacy and feelings of others

● Be transparent and authentic. Use your professional identity at all times. Staff who use social media for school purposes must do so using their own name or the name of the course, not a pseudonym or nickname

● Avoid online criticism about students, colleagues, the School or others within the school community In this regard, avoid impulsive, inappropriate or heated comments

● Ensure that your comments do not incite others to make discriminatory, harassing or other professionally unacceptable comments.

● Ensure that you are aware and comply with the school's Acceptable Use of Technology Policy and other policies regarding the use of social media/e-communication and the appropriate use of electronic equipment

Technology and Communication tools

Many instructional and operational staff are provided IT devices (laptop, iPads and/or mobile phones) and accessories (chargers, digital pens) and are expected to use technology to fulfill their professional responsibilities To ensure proper use and school expectations, staff should fully understand the Technology Acceptable Use policy (AUP)

All communications made using school-provided equipment or services, including e-mail and Internet activity, may be subject to inspection by ASB according to Spanish regulations

Technology Device Management

Staff who have assigned technology devices need to understand the conditions for the management and responsibilities of their devices as outlined in the Technology Device Use Agreement. Any time an employee is on a leave for more than 10 days, ASB will arrange to collect the device(s) This includes sick leaves, leaves of absence or any other form of leave The employee will be exempt from fulfilling any work obligations during this time.

See the Instructional Technology section for details on management of student devices and usage.

School Appearance

The overall appearance of the school is the responsibility of the entire staff. Staff are expected to encourage students, in classrooms, hallways, lunchroom, playgrounds, and terraces to clean up after themselves and treat school property respectfully. The appearance of each classroom is the responsibility of the teachers and associate teachers who use the rooms. Expectations for classroom appearance and required displays on the walls will be discussed in division meetings

It is expected that teachers will post on the classroom walls and this may include student work (process or product), the guiding questions of the current unit, vocabulary charts/word walls, pictures of students in activities, and content related posters or anchor charts.

It is the responsibility of staff to display student work in their classrooms and in the hallways just outside their classrooms in a manner that exhibits student work and that enhances student learning

Staff may customize their classroom with personal decoration such as family photos, mugs, etc However, these should be kept at a minimum and should not be too apparent

Staff Children at School

As a staff member with children in the school, you are in a unique position, with special access to your child that other parents do not have In order to avoid misunderstandings with the wider ASB community and to ensure that best educational practices are followed, the following guidelines have been established related to staff children Please respect the following:

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1. Please follow the same procedures as parents when requesting conferences. Always respect your colleagues by not stopping them in the corridor to discuss your child’s progress

2. Try to remember not to switch gears to your “parent hat” until the end of the day, unless you have scheduled a parent conference during a teacher’s planning period

3 Confidentiality of all school and student information is essential and cannot be shared with your child or other parents.

4 Please use the correct channels of communication by contacting the teacher first and then your divisional Principal when you have a concern. Sharing your concern in any type of public forum is not professional, and does not resolve the situation

5 You are representing the school at all times, so it is important to be aware of this when you are at any social events at night or over the weekend with parents. This is also true during the school day when you interact with parents in the cafeteria, at school performances, and during school activities

6. Your child needs to follow the same rules and regulations that are in place for all students in the school from 8:30 to 4:00 pm This includes your responsibility to be sure that your child is with you after school, or properly supervised if s/he is not participating in a school activity.

7 As we do not allow parents to visit/observe their children during school hours without a scheduled appointment, please refrain from visiting your child during the school day (including transition times, the playground, lunch, cafeteria, and especially during class)

8 If you would like to visit your child during a special event during the school day, please get permission from your direct supervisor.

9 If your child is sick and you need to stay home to take care of them, you can use your personal days or force majeure days

10.If you will be out of school for several days or extended leaves, please communicate with teachers this information as well as your plans for your child or children

For teachers with staff children in their classes:

1. Please follow the same procedures as you would with all your other parents and be sure to ask for convenient times to meet.

2. Be sensitive when sharing student progress. It is not appropriate in the corridor, at lunch, or in any public forum.

Staff Work Spaces

Staff are encouraged to use the staff work spaces to grade and prep for classes. Please be sensitive to your colleagues' needs with regards to noise levels and general cleanliness of the room. Please note that for some teachers this is their only work space.

Budget, Payments and Ordering

The Business Office is responsible for managing all payables, receivables and budget control Refer to this document for details on who in the Business Office is responsible for which areas. Generally, the Business office is open to assist staff from 8:30 to 11:30 and 15:00 to 17:30 from Monday through Thursday and to 17:00 on Fridays

Annual Budgeting Process

The full school budgeting process consists of building a bottom-up budget based on all actions that are planned for the following school year Budgets are set for each division and department in the school All staff (Division leaders, program managers and SALs) in charge of a budget are subject to this process. The annual timeline of the budgeting process is outlined in the Budgeting Process Outline document

Payment procedures and reimbursements

The Business Office is in charge of reviewing receipts, invoices, expenses, petty cash, reimbursements forms, etc, before they are credited in staff’s bank account Payments are made only when approved by the cost center leader and after the accounts payable has checked invoices/receipts The Business Office makes reimbursements once a week, on Fridays. Payments will be made directly to the staff members bank account in which they receive their salary

Following Board guidelines the Business Office has NO money in cash. If a staff member needs cash for a school event (class trips, etc), please send an email to businessoffice@asbarcelona com one week in advance

Travel Expense Reimbursement

All teaching and operational staff are eligible for travel expense reimbursement when directly related to the school's curriculum, extracurricular activities, operations and/or educational goals, such as attending meetings, conferences, workshops, training programs or chaperoning students on a trip Activities must always be approved by the supervisor

Trips will be booked centrally (accommodation, flights,…) through a travel agency designed by ASB Only reimbursements will be made for expenses that are not covered directly in the reservation (meals, public transportation,…).

Employees must submit the following documentation for reimbursement within 30 days of the completion of their travel by completing the reimbursement form and providing:

● Receipts or invoices for all expenses incurred

● Travel itineraries or booking confirmations.

● Proof of attendance at the professional development activity in its case

Staff should use the following criteria when planning travel expenses:

1 Transportation:

a. Economy class airfare for air and train travel.

b Use of the own car will be reimbursed if necessary for the purpose of the trip and with prior approval at the following rates: Mileage: 0.26 euros/Km

c Rental car expenses will be reimbursed if necessary for the purpose of the trip and with prior approval.

d Public transportation expenses within the destination city will be reimbursed Taxi fares will be reimbursed only if previously approved. It is recommended to book airport transportation (public transport or transfer) in advance to avoid problems

2. Accommodation: Hotel stays will be booked centrally, 3 or 4 stars category or similar up to a maximum of €150 per night In case that the accommodation is linked to the program prices and/or above this limit, it will need to be approved on an individual basis.

a Employees are encouraged to seek reasonably priced accommodations

3. Meals:

a For trips where food is not included;

b A daily per diem maximum of €40 will be provided for meals within Spain based on receipts Without overnight stays, the maximum refundable amount is €25 If the trip includes some meals, the daily per diem will be reduced proportionally.

c During international travel, a maximum daily per diem of €60 will be provided for meals based on receipts.

d As a general policy reservations should include breakfast If the employee refuses to forgo this breakfast, it can be compensated within the daily allowance.

e Alcoholic beverages or extravagant meals will not be reimbursed

4. Other Expenses:

a Visa fees, travel insurance, and conference registration fees will be reimbursed with proper documentation and approval.

Approval Process:

● Travel requests must be submitted in advance and approved by the respective department head or supervisor.

● Reimbursement claims must be approved by the finance department before payment is processed.

Currency and Exchange Rates:

● Reimbursement will be provided in Euros (€). Expenses incurred in foreign currencies will be converted using the prevailing exchange rate at the time of reimbursement

Timeframe for Reimbursement:

● Reimbursement claims will be processed within 30 days of submission and paid via direct deposit

Exceptions and Limitations:

● Any expenses exceeding the specified limits must be approved in advance Reimbursement for personal travel or non-approved activities will not be provided.

Carbon Emissions Considerations:

- Employees should make an effort to choose the most eco-responsible travel option available for the trip, with lower carbon emissions, such as train or bus travel instead of air travel for shorter distances

- Virtual attendance at conferences or online training programs should be considered whenever feasible to reduce carbon emissions from travel

Ordering Procedures and Office Supplies

Our Purchasing Agent is responsible for all orders and can be contacted by email at purchasing officer@asbarcelona com Staff needing office supplies should contact their Secretary.

Teachers and SAL’s should refer to the instructional section below for more information on classroom/division budgets and ordering

Maintenance

Maintenance of the campus and its content is everybody's responsibility In addition, teachers should oversee that students are responsible for their use of the campus The facilities team is composed of 5 staff members and are responsible for the up keeping and safety of the campus facilities If there is anything in your classroom or common rooms that you notice needs maintenance please fill out an online maintenance request form found on MyASB and labeled Make a Request. Division Secretaries can help staff complete a request. In case of an emergency, contact your Division Secretary

Phone Usage and Messages

Cell Phones

All staff should have their cell phones on silent while teaching or supervising Cell phones may be used to make calls during free periods. See the Division groups and the Family Handbook outline how to deal with students who are using their cell phones inappropriately Following data protection measures, teachers will remind their students that they may not take photos of other students using their cell phones for any student project or task, without a teacher's permission. It

is preferable to use the school’s iPads when taking pictures of our students in school. If teachers use their cell phones to take pictures of students, staff need to download the pictures to their school-issued devices and remove them from their devices

Note: Some administrative staff members, Administrators, the health specialist, the IT Manager, support specialists, and the Facilities Manager all have special school-issued cell phones Additionally, there is one phone that can be taken on field trips.

School Phone System

The school has a new internal system called 3CX which will be used by administration The new system also allows for school-issued iPads and laptops to be used for internal calling for emergency or non-emergency purposes. For example, all staff can call the health specialist directly from their devices if there is an emergency In the Primary Divisions teachers iPads will be required to use this app for internal calling In Secondary Divisions, this will be optional

Note: this app is used for internal calling only, parents cannot reach teachers via this app and teachers cannot make external calls through this app

All phones within the school system have a three-digit number A directory of the internal phone extensions will be published to all staff. Notification of all telephone messages received by secretaries will come to staff via email In urgent cases, the office staff will deliver the messages personally Please inform any potential callers of the difficulty of immediate communication with you during the day.

School Photos

In October every year, students and staff are required to be present at photo day. The pictures taken will be used on our website, in the yearbook and in other ASB publications We kindly ask teachers and staff to dress appropriately for the occasion

SAFETY AND SECURITY

The safety and security of our community is the highest priority of ASB and we are continually assessing and adjusting our policies and protocols to optimize safety and security practices and protocols. We know that prevention is the first step but that clear and concise response protocols are equally important

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Crisis Response

ASB has developed a Crisis Management Handbook with detailed protocols for crisis and emergency situations. A copy of this handbook is available for all staff on our intranet (MyASB) and a hard copy will be placed in all classrooms, workspaces and offices The members of the Crisis Response Team meet annually to review procedures and guidelines The team is made up of the administrators, division leaders, student support staff and counselors. It is extremely important that staff are fully aware of ASB’s Child Safeguarding and Protection Policy as outlined in the Crisis Management Handbook.

Emergency Procedures

Emergency drills are held at least three times a year each for evacuation and lock-down The first drill and lock-down are announced to allow students and staff to prepare The rest of the drills happen at random times during the year. All teachers must study evacuation and lockdown procedures in their classrooms and teach students how to respond Teachers should be familiar with both procedures as outlined in the Crisis Management Handbook and reviewed in division meetings.

Health

Care:

Illness, Injury and First Aid

Health Office

We have a fully equipped health office where sick or injured students can be treated by our Health Specialist or can rest and wait for pick-up Dial 112 from any phone in the school to reach the health specialist

Emergencies

Always call or have someone call 112 to quickly describe a situation as clearly as possible If the Health Specialist is absent, call 101 (front office) and they will call parents or the ambulance (depending on the situation). In severe cases, never leave the injured person alone. Choose two people to help or get help and send other students back to their classroom Never move injured people if a neck or back injury is suspected

First Aid

First aid equipment is kept in the Health Office. First aid kits are also available and should be taken by teachers if leaving the building for trips Your Division Secretary will arrange this for you on the day before the trip.

The Health Specialist oversees the health office and provides first aid to all students ECC staff may attend to their own students for minor scrapes but may bring the child to the main building if it is a more serious injury. Injured ECC students go to the health office with the teacher or associate teacher and ES students with a health office pass from the teacher on duty The division leader will be notified in case of an accident or sickness

First Aid training is offered to staff each year A list of staff certified in first aid will be published and updated throughout the year.

Illness

If a child feels ill in your class, send them to the health office with a classmate Instruct the classmate to return after they have accompanied the sick student.

Injuries

In the event of a non-serious injury, the student should be sent to the Health Office with a friend for First Aid treatment In order to notify the Homeroom teachers that the child is being treated, the health specialist will send an email to the teacher.

Serious Injuries

In the event of a serious injury where the teacher cannot leave or move the child, if possible, send another adult to the Health Specialist to seek help immediately and remain with the student If no other adult is available, send a student messenger If a child needs further medical attention, the school will contact the parents to accompany their child If the child needs urgent medical attention, or the parents are unavailable, the Health Specialist and school administration will decide on appropriate action

Medical Information

Please transmit to the health specialist any medical information you might become aware of throughout the year Other useful information to provide us could be related to social or mental stress caused by divorce of parents or depression symptoms The Health Specialist will also inform the homeroom teachers if students show such conditions. Emergency information is recorded and regularly updated in the health office and in the Powerschool program Health information about students is given to every homeroom teacher at the beginning of the school year

Medication

For safety reasons, any medication brought to school by a student must be handed to the Health Specialist together with the doctor’s prescription. This must be labeled with the student’s name, in the original dispenser with the dosage indicated and will only be administered if the

“medication at school” form is fully completed and signed by parents. The student should be sent to the Health Specialist at the indicated time if possible The Health Specialist is responsible for administering the medication In the Health Specialist’s absence, the Divisional secretary will take on the responsibility. Teachers should send students to the Health Office with any medication they bring to school

Accident Reports

When any accident occurs, staff need to contact the Health Specialist immediately. The health specialist will take all information and create a report for administration and insurance purposes. Injuries which occur at school or school arranged trips are covered by the school’s insurance An insurance form must be completed when the school's insurance coverage is required. The Health Specialist must complete the medical insurance form and contact our insurance company The heath specialist will also create a digital annual tracking system for both students and staff accidents and general health issues.

Defibrillators

At ASB we have three defibrillators located at the entrance of the main building (between the doors), next to the meeting room in the Elementary building and in the entrance of the MS building.

Information Campaigns

Please let the Health Office know if you would like health information (dental hygiene, hand cleaning, etc) for your class.

Student Medical Information

Parents complete a medical information form on each student when they register Each year updated health records (vaccines, allergies….) must be submitted to the health office. The health specialist will inform all teachers of any students with special medical needs or conditions. When teachers are given new medical information concerning a student, the health specialist must be informed in order to update the records Emergency information is recorded and regularly updated in the health office and in the Powerschool program ASB offers all staff free medical check-ups at school, usually within the first semester of the year.

Urgent or Unexpected Situations

Occasionally, unexpected situations may arise at school such as the death of a community member, a funeral, or a severe weather alert (snow, frost, etc.). While everyone in the community may feel affected at that time in some way, our primary obligation and responsibility is to the students in the school. The administration will make the determination regarding early departure, dismissal or participation of the school community Staff emails will be used for any communications for these situations

Child Safeguarding and Protection

At ASB, our school community is committed to making our school a safe and caring place for all children We believe that the educational experience of all students should be free from any type of bullying, neglect or abuse of any kind. The safety of our students is our highest priority. ASB has developed a Child Safeguarding and Protection Policy to guide our staff and families in matters related to the health, safety and care of our children at ASB and expects staff and families to adhere to these principles. ASB will provide regular training for staff and families and will also ask staff to sign the ASB Child Safeguarding Expectations included in the Staff Policy Acknowledgement of Receipt Packet (Appendix 1).

Health and Safety in the Workplace

There is a Health and Safety Committee (Prevención de Riesgos Laborales, “PRL”) who are responsible for ensuring the school complies with its obligations in work risk prevention and guarantees the levels of health and safety for all employees The committee meets regularly to review any issues related to health and safety in the workplace and, among other aspects, is responsible for:

● Providing staff training in matters related to health and safety in the workplace

● Annual medical check ups

● Conflict resolution and harassment protocol and intervention

Staff can see the list of members in the health and safety committee in the Who do I go to for… slideshow and are encouraged to contact the committee via prl@asbarcelona com if they wish to report issues regarding health and safety.

Workplace Accident

ASB staff undergoing an occupational hazard during the workday or in the commute to and from school (up to a maximum of 1 hour before and after the beginning and end of your work day) are covered by ASB’s insurance When this happens, staff should proceed as follows:

Accident Taking Place in Spain

1. Notify ASB by contacting any of the following people in the following order:

■ School health specialist: 112 if you are calling from the school building or 669 454 115 if you are calling from a personal phone

■ HR: 218 if you are calling from school building or 689 949 647 if you are calling from a personal phone

2. The health specialist will direct you to the closest hospital partnered with the school insurance (umivaleactiva.es/ca/red-de-centros) and provide you with the appropriate medical form Below is a list of some:

■ Clinica De Medicina Integral Diagonal, S.L. Cl Sant Mateu 24 26, 08950Esplugues de Llobregat 932053213 24 h

■ Clínica Umivale Activa Barcelona Marqués de Sentmenat. Marqués de Sentmenat, 35-37, 08014 - Barcelona. 933223613 Monday to Friday: 8 am to 8 pm except for April 14, October 5, 7, 9, 23 and December 30 and 31 from 8 am to 6 pm and August 8 am to 3pm).

■ Clínica Umivale Activa Barcelona (Josep Tarradellas) Avda Josep Tarradellas, 136, 08029 - Barcelona 934305200 Monday to Friday 8 am to 3 pm

■ Clínica Umivale Activa El Prat de Llobregat C/ Lleida, 41-43, 08820 - Prat de Llobregat 933706800 Monday to Friday 8 am to 2 pm

■ Clínica Umivale Activa Barcelona (Bailén). C/ Bailén, 84, 08009Barcelona 934525050 Monday to Friday 8 am to 8 pm

■ Clínica Umivale Activa Sant Cugat del Vallés. Plaza Augusta, 3, 08173Sant Cugat del Valles 936751002 Monday to Friday 8 am to 3 pm

Umivale Activa is the name of the insurance company and can be contacted at any time by calling 900 365 012 However, we understand that in a situation of emergency, staff may need immediate assistance and will need to go to the closest available hospital If this is the case, staff should go to the closest hospital and email both the health specialist and HR at aniko@asbarcelona com and amercadal@asbarcelona com within 48 hours of the incident

Accident Taking Place Outside of Spain

Staff chaperoning a school trip outside of Spain should use the travel insurance contracted by the school for immediate assistance but still notify aniko@asbarcelona.com and amercadal@asbarcelona com within 48 hours of the incident

EMPLOYMENT RELATIONSHIP

Staff Agreements

In order to determine eligibility for benefits and to ensure compliance with ASB's private agreement and regulations, the American School of Barcelona follows the Catalan Bargaining Agreement for Private Schools, Conveni Col lectiu d'Ensenyament Privat Reglat No Concertat de Catalunya.

In addition, ASB day staff (not after school) fall under the rights and obligations described in the following Private Agreements:

● 2009 Private Agreement

● 2019 Private Agreement (lunch break)

● 2023 Private Agreement (modifies some aspects of the 2009 Private Agreement regarding tuition policy, work schedule, PD)

These documents can be found in the HR Portal under HR Resources

Personnel Files

Personnel files are confidential records and as such they fall under the European GDPR Personnel files are not made available to anyone outside the school and are not sent to other schools without the written permission of the employee. The school's entries in your file are within your access upon written request during school hours, with the exception of pre-employment references and other confidential papers intended for pre-employment evaluation Any submission to the personnel file may be re-evaluated with administration at the end of the school year Your file may contain: job application information, university records and diplomas, recognition of special achievements, professional growth and supervision reports, and correspondence between you and the school’s administration

Employee Privacy

It is the American School of Barcelona’s goal to respect the individual privacy of its employees and at the same time maintain a safe and secure workplace When issues of safety and security arise, employees may be requested to cooperate with an investigation. When this happens, employees will be given the opportunity to come accompanied by a Representative Providing false information during any investigation may lead to discipline, including termination.

Employees are expected to make use of ASB’s facilities only for the purposes of the school Accordingly, materials that appear on school IT hardware or networks are presumed to be for school purposes, and all such materials are subject to review by ASB at any time without notice to the employees Employees do not have to have any expectation of privacy with respect to any material on school property.

Video surveillance

As part of its security measures and to help ensure a safe workplace, the American School of Barcelona has positioned video cameras to monitor various areas of its facilities Video cameras will not be used in private areas, such as break rooms, restrooms, locker/dressing rooms, etc.

Work Week and Hours of Work

Teachers' and Teacher associates school days are from 9:00 am to 4:00 pm and until 5:30 on designated Wednesdays The school recommends faculty to arrive with the time necessary to be fully ready to work by 9:00 am and may leave at 4:00 pm except on days when meetings and/or activities have been scheduled Meetings are scheduled on the Division calendar at the start of the year As defined by the Catalan Convenio, Teachers and Teacher Associates working hours should remain below 1200 hours.

Office staff hours vary from 8:15 am to 5:30 pm. Maintenance and IT Staff work varying shifts between 8:00 am and ending at 8:00 pm As defined by the Catalan Convenio, working hours should remain below 1580 hours

All staff are free to leave campus during their 45 minute lunch break but must be present and accounted for throughout the rest of the school day Teachers and teacher associates should use non-scheduled periods for class preparations, parent conferences and other school business If a staff member needs to leave campus during free periods they should speak with their supervisor for approval.

The expectation is that staff have a 12 hour break from one work day to the next There may be special cases where the time is reduced due to extenuating circumstances (travel issues, field trip supervision, special events, etc) In these cases, staff should work with their supervisor to arrange adjusted schedules and/or compensation

Time Records

All employees are required to complete accurate weekly time reports showing all time actually worked These records are required by governmental regulations and are used to calculate regular and overtime pay Staff at ASB should register their working hours through the HR Platform available on MyASB. More information on ASB’s internal policy can be found here. Staff who do not register their working hours correctly will be contacted by HR

Overtime

When required due to the needs of the school, employees may be asked to work overtime or jornada adicional as per Labor Agreement Acceptance to work overtime is voluntary, is limited to 150 hours per year and is considered actual hours worked in excess of the regular hours worked in a workweek. Employees will be paid or compensated in time for any overtime that has been previously approved by their supervisor In the event that the employee is unable to work the jornada adicional, either in part or fully, he or she will not be compensated for that time

Examples of this might be IB office hours, after school activities, school trips on non working days, etc Paid leave, such as holiday, paid time off (PTO), bereavement time, and jury duty, does not apply toward work time All overtime work must be approved in advance by a supervisor or manager and hours must be registered on the HR Platform.

Paychecks

ASB pays its staff 14 or 12 times per year. This distribution changes the number of payments a year but not the salary Staff on the 14 month system will be given the option to move to the 12 month installment in the months of January and July, but not the other way around Staff on a 14 payment system receive the two extra payments in June and December. Law requests to pay staff salaries before the 5th of each following month ASB pays directly to employees’ bank accounts and tries to do it by the last Friday of the month. Paychecks are directly deposited into employees’ bank accounts. Only Spanish bank accounts will be accepted.

Staff receive the following pay increases each year:

● Government Yearly Raises: Base pay is defined by the Catalan government based on work category Raises are usually between 1 and 3% and are generally communicated in Spring of each year and made retroactive to January of that same year. This raise is applied to the pension plan and 2023 Board raises

● Salary Concepts:

○ Mejora Voluntaria “Step Scale”: Staff are placed on a step of the Step Scale based on years of experience and level of education (Bachelor’s and Master) Staff on a Bachelor Step who obtain a Master’s Degree should provide a copy of the degree to HR in order to move up a step Staff with a 4 year Bachelor Degree and a 3 year Technical Degree will be considered equivalent to a Master’s Degree. Each September, staff move up one step on the step scale. The amount of the step scale is equivalent to 300 Euros/year A copy of the step scale can be found on My ASB in the HR Portal

○ Trienio: After every third year of employment, teachers also receive, under the Catalan Labor Agreement, an additional increase known as the trienio This amount is established by the Catalan Labor Agreement for Private Unsubsidized Schools.

○ Contract Renewal Bonus: At the beginning of the third and fourth year, a bonus of 500 Euros will be paid if a teacher member is offered and accepts a third and a fourth year contract Payments will be made in September of the third and fourth year After year four, no renewal bonus is given

Staff receive a copy of their payslip in email format about two weeks after the payment has been made This document is also uploaded onto Sesame All staff can avail themselves of advances on salary. Arrangements and agreements are to be requested to hr@asbarcelona.com.

Continuation or Separation from Employment

All staff are asked to submit an intent-to-return form by mid-November regarding their intention to continue, terminate or change their job description Staff on prearranged contract agreements will assume that the agreement is binding unless invited to continue for an additional term. Meetings will be scheduled with the Director between December and January (before recruiting season) in order to discuss future plans for all staff who indicated a desired change or have doubts about the renewal of their contract. Employees resigning are asked to provide a written notice to their supervisors

Intent to Return Procedure

As we start the recruiting season in late fall of each year, ASB ́s hope is to retain and cultivate quality educators. Although we would like to maintain a low level of teacher turnover in future years, we also understand that international education can be transitory and turnover is inevitable in our profession

The international recruiting landscape is evolving and the competition for talent is starting earlier each year. The preparation to recruit quality teachers is immense and we need to be mindful of timing in the hiring process. In addition, by letting us know in advance, we can assist you with references and advise you on your job search

Staff are requested to share their tentative plans with the school by December Positions will be posted as tentative where you answer, "I am not planning to return" or "Undecided" If you say you are not planning to return, ASB will post the position as definite.

Consistent with many other international schools, ASB offers an EARLY NOTIFICATION BONUS for full time teaching faculty who know that they will not return for the following year.

Decisions related to job searches and transitions are hard, so please see your division leader, Human Resources, or the Director if you have any questions or concerns or would just like to talk about your possible next steps

Deadlines for Leadership Recommendation Letters for International Teachers

The school wants to support you in your professional growth and possible wishes to move toward other international destinations. Nevertheless, we also need to ensure there are timely requests so that we are able to recruit best fit candidates during peak hiring season We request that you respect the deadlines above in making decisions related to the following school year. This will be mutually beneficial to the individual and the school. If you want a reference with a hiring search company or a reference letter for a school-organization, our administration needs to know by December 15th. The administration will not provide references after this date. If there are extenuating circumstances, such as health, of course we can make exceptions to the policy If you are requesting an exception to this policy, please contact HR

Exit Interview

In most cases, HR will conduct an exit meeting a week before the last day of employment to discuss final pay and closing of accounts. If applicable, information regarding benefits continuation for the pension plan and healthcare will be sent to the employee’s home address Staff will also be responsible for scheduling a meeting with the helpdesk team and division secretary to return devices and other company property items.

Retirement

Retirement age in Spain is currently 65 for staff who have been employed in Spain for 36 years and 6 months. Staff who have been employed for less than this, may retire at age 65 and 6 months Employees are eligible to retire upon reaching the retirement age, unless there is a mutual agreement between the employee and the school Staff must announce these intentions by December 1 of the previous academic year and can do so by contacting Human Resources.

Some countries have signed a bilateral agreement allowing employees to transfer their working years to the Spanish Social Security for early retirement.

Legal Residency in Spain

Renewal of NIE due to loss, robbery, or expiry is the responsibility of the employee. ASB will guide you in the process of obtaining a new one and help you with any questions but, essentially, you are responsible for keeping your documents up to date including filing taxes in Spain. A NIE is your ID in Spain and it is your obligation as a citizen to keep it in your possession A lost, stolen or expired NIE that is not handled in a timely manner, has serious legal consequences including legal cancellation of the contract with ASB and deportation

If you should require a duplicate or need to re-issue your NIE, please contact HR

Change of address:

Staff changing home address and/or contact information should notify HR Staff are also responsible for registering their new address (empadronamiento) in their local City Hall and CAP (public healthcare)

Staff who are tax residents must file their taxes in Spain each year. The ASB end of year tax form is sent via email in January The Spanish tax office (Hacienda) offers a free assistance service to submit tax returns They begin in April working towards the deadline at the end of June. They offer these services in the afternoon and Saturdays with prior booking so that staff need not lose school time You can also contract a "Gestor" to assist with this paperwork We strongly recommend that staff manage their taxes in a timely fashion as not doing so may affect the renewal of your residency permit in Spain.

We also recommend that staff of non-Spanish nationality be informed and up to date of their tax obligations in their country of origin.

EMPLOYEE GUIDELINES

Attendance and Absences

All employees are expected to arrive on time, ready to work, every day they are scheduled to work. If unable to arrive at work on time, or if an employee will be absent for an entire day, the employee must communicate with the supervisor, division leader and HR in the following way:

Absences with 2 or more days notice

1 Make a request of your absence on the HR Platform available on MyASB

2. The request will be sent through the HR Platform to HR and direct supervisor for approval

3 When approved, your secretary will arrange a substitute

4. Provide justification via the HR Platform when necessary (see time off and leaves of absence section)

Absences within less than 24h notice or no notice

1 Contact your division secretary by email or WhatsAPP if it is within less than 24h Leaving a message on a voicemail or sending a text is NOT considered adequate notice. Continue to call or text until you are able to directly contact and get a reply from the secretary If you do not get a response, contact your division leader For each additional day of illness, the school should be notified before 15:00 the preceding day. It is the teacher’s responsibility to keep the school up to date on their situation

2 Make a request of your absence on the HR Platform available on MyASB at your earliest convenience

3 Provide justification via the HR Platform when necessary (see time off and leaves of absence section)

Excessive, unjustified absenteeism or tardiness as stated by the Catalan Convenio will result in discipline up to and including termination If an employee fails to report to work or call in to inform the supervisor of the absence for three consecutive days or more, the employee will be considered to have voluntarily resigned employment.

The American School of Barcelona, recognizing that substitutes cannot make the same contribution to our students that permanent staff does, expects that staff will honor their professional commitment to their students and will, therefore, make judicious use of their personal days. Personal Leave requests must be submitted to the HR Platform following the criteria described below and with at least 5 days advance notice when possible and written justification where necessary All requests will undergo a two level approval The first approval is made by HR who checks the request has been made according to the Labor Agreement and internal standards When approved, the request is redirected to the Division Leader for final approval

In order to preserve instructional time (excluding sick and paid leaves), there will be a maximum of ten authorized school absences (this includes PD and school approved events) Supervisors will have a conversation with a teacher after 7 days of absences (excluding school initiated PD) and after 3 tardies to better understand the situation Should a staff member anticipate being absent on repeated occasions, we recommend meeting with the direct supervisor or Human Resources in order to plan and support the employee accordingly

Job Performance and Professional Growth

Communication between employees and supervisors or managers is very important Discussions regarding job performance are ongoing and often informal. Employees should initiate conversations with their supervisors if they feel additional ongoing feedback is needed Supervisors will have goal planning meetings with staff to discuss professional growth and goal setting. These meetings include performance appraisal and discussion between the employee and the supervisor about job performance and expectations for the coming year All staff will receive written feedback on annual goals and feedback related to job performance from their supervisors. All teaching staff will complete a growth coaching cycle that includes formal observations and feedback every other year

Professional Growth Process

ASB strives to support all staff in a cycle of professional growth and continuous improvement Each school year, all staff will set one rigorous SMART professional growth goal that aligns with the school and/or division goals and support professional growth in alignment with the ASB Professional Growth Continuum All staff will receive written feedback on their goals every year and classroom visits by their supervisors or members of the leadership team. All staff will be observed formally at least twice with written and verbal feedback, every other year The majority Table of Contents

of ASB staff will not be undergoing a formal evaluation process but will instead be supported in meeting their professional growth goal through observations, feedback, coaching and professional learning opportunities on an every other year rotation There will be an opportunity for staff to earn additional compensation by setting a stretch goal that follows an action research process with a goal of impacting student outcomes in or out of the classroom Please see the professional growth plan on the teaching and learning website through MyASB for more information.

Staff Improvement Process

It is important and fair that staff know if there is a significant concern about their performance It is also important that staff understand the areas of concern and what is expected in order to improve their performance to meet ASB’s expectations It is also important that staff are provided support to improve in the identified areas of concern.

The Program of Assistance for Improvement is intended to address staff performance However, if a staff member demonstrates inappropriate, unethical, or illegal behavior, they will be notified by the Director that a contract for the next year will not be offered In severe cases, they may not be able to complete their assignment for the current year.

Phase One: Letter of Concern

In this phase the staff member will be notified by the supervisor that there are performance concerns based on professional observations and student/staff feedback The staff member will be given clear feedback guided by the supervisor as guided by instructional best practices, and/or school policy, values and staff handbook with clear indicators of the areas of concern and next steps to either improve and or address any issue(s) The areas of concern and next steps will be clearly outlined by the supervisor in a letter of concern. If there is an improvement in performance (or the behavior has been adequately addressed), no further action is necessary

If there is no or limited improvement in performance, or the staff member does not meet the criteria established in the letter, then the staff member will either be:

● placed on a Program of Assistance for Improvement for a specified period of time (Phase Two) or

● formally notified that they will not be offered a contract to work the following year if criteria is related to professional expectations as determined by administrative discretion. In such a case a meeting will be held with the staff member, rep, division leader, director and other non supervising administrator to communicate the reasons for deficiency and determine terms of separation

Phase Two: Program of Assistance for Improvement

A staff member is placed on a Program of Assistance for Improvement when the areas outlined in the letter of concern do not improve The staff member will be notified that they are at risk of having their contract withheld In order to provide assistance and help the staff member improve the performance, the supervisor, the staff member, and the Head of Human Resources (as “helping” administrator) develop the Program of Assistance for Improvement plan to address the concern(s) As part of this process, the Supervisor, Deputy Director of Teaching And Learning/Deputy Director or instructional coach will work directly with the staff member to assist with the development and implementation of a remediation plan, while the division leader remains as the “evaluator” and continues with the regular evaluation process.

Generally, the program of assistance will occur over a three to six-month period, with the possibility of an extension if improvement is being made. The Director with input from the division leader or designated supervisor has the final decision as to whether the staff member continues at ASB

If a plan of assistance for improvement has not been met at the end of the stipulated time frame a meeting will be held with the staff member, rep, division leader, and/or director to communicate the reasons for deficiency and discuss terms of separation

Staff Concerns, Complaints and Grievances

Staff members should normally raise a concern or complaint with their Supervisor/Division Leader and attempt to resolve such claims locally and informally.

Where the attempt to resolve a complaint informally fails, or where it is not appropriate to resolve the complaint locally and informally, staff may work with a staff representative to formalize their complaint with the division leader/director

Anti-harassment and Complaints

Harassment and Mediation

At ASB it is a priority that staff are provided a safe and respectful work environment, free of intimidation, hostility and harassment All employees are expected to refrain from participating in any form of harassment at all times. There is a Protocol for the Prevention and Management of Harassment in the Workplace that all employees can find on MyASB Every year, employees will be asked to sign a Statement of Individual Commitment to Harassment Prevention included in the Employee Policy Acknowledgement and Receipt Packet (Appendix 1). In general;

Harassment is considered any action that is repeated over time and:

● Intimidates, shows direct or passive aggression, offends, disgrace, or ostracizes any co-worker;

● Impedes a co-worker's productivity or overall performance; or negatively impacts a co-worker's mental or physical health ; or

● Generally affects a co-worker negatively

Sexual harassment is considered any action that:

● Insinuates unwelcome sexual advances - whether or not they involve physical touching;

● Regards sexual epithets, jokes, written or oral references to sexual conduct, gossip regarding one's sex life, comment on an individual's body, comments about an individual's sexual activity, deficiencies or prowess;

● Displaying sexually suggestive objects, pictures, cartoons;

● Unwelcome leering, whistling, brushing against the body, sexual gestures, suggestive or insulting comments;

● Inquiries into one's sexual experiences;

● Discussion of one's sexual activities

If an employee believes they have been subject to or have witnessed unlawful discrimination, including sexual or other forms of unlawful harassment, or other inappropriate conduct, they are requested to search for advice through one of our designated reference people These people are listed in the Protocol for the Prevention and Management of Harassment in the Workplace

Similarly, if employees observe acts of discrimination toward or harassment of another employee, they are requested and encouraged to report this to one of the reference people

All complaints will be investigated promptly, and confidentiality will be protected to the extent possible A timely resolution of each complaint should be reached and communicated to the parties involved.

No reprisal, retaliation, or other adverse action will be taken against an employee for making a complaint or report of discrimination or harassment or for assisting in the investigation of any such complaint or report Any suspected retaliation or intimidation should be reported immediately to one of the persons identified above.

Whistleblowing

The EU Whistleblower Directive implemented in December 2022 is designed to avoid fraud, misconduct or wrongdoing by workers or stakeholders of the organization In essence, any conduct or omission considered to constitute a criminal offense or a serious or very serious administrative offense (especially in the field of Social Security and Tax Administration) as well

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as sexual and gender-based harassment, prevention of corporate crime and prevention of money laundering This policy reinforces ASB’s commitment to transparency, integrity, and a strong ethical culture within our organization

Key Features of the Whistleblowing Directive include:

● Confidential Reporting Channel: ASB has established a confidential reporting channel to facilitate the reporting of any concerns related to unethical behavior, fraud, or any other misconduct within the school. This is accessible to everyone from the ASB homepage (at the bottom)

● Third-Party Reporting: A third-party organization will receive and manage the reporting channel in order to ensure the utmost confidentiality and impartiality.

● Non-Retaliation Assurance: ASB is committed to protecting whistleblowers from any form of retaliation We encourage a culture of openness and accountability, and we want our employees to feel secure when reporting concerns.

● Investigation Process: A robust investigation process will be in place to address reported concerns promptly and impartially The third-party organization will ensure that all reported matters are thoroughly examined, and appropriate actions will be taken based on the findings

● Communication and Training: More information is provided in the protocol available on MyASB (English and Spanish) as well as the summary or short video

How to Report:

If you have any concerns that you believe should be reported, please use the designated reporting channel available on wwwasbarcelona com at the bottom of the home page

Confidentiality:

Please be assured that all reports will be treated with the utmost confidentiality, and your identity will be protected to the extent permitted by law.

We appreciate your commitment to upholding our values and maintaining a workplace environment that promotes trust and transparency If you have any questions, please contact the Compliance Officer

Disciplinary Procedure

The American School of Barcelona expects employees to comply with the school’s codes of conduct and performance standards and to correct any noncompliance with these standards. There may be disciplinary action for teachers who publicly contest school policies, procedures, or decisions as well as for teachers who share sensitive school data to outside parties When this happens, staff will be given the opportunity to bring a Rep with them.

As stated in the Catalan Convenio, any offenses committed by employees will expire after the following periods: 10 days for minor offenses, 15 days for serious offenses, and 50 days for gross misconduct, starting on the date the company became aware of the offense being committed and, in all cases, 6 months after having been committed.

The maximum penalties that may be imposed in each case, depending on the degree of the offense committed, will be as follows:

● For minor offenses, a verbal warning or written warning.

● For serious offenses, suspension of employment and salary for up to 15 days The offense will be recorded in the employee’s personnel file

● For grave misconduct, suspension of employment and salary for up to 30 days, notice of dismissal that may accompany the suspension and severance pay

Employees shall be notified of all penalties for serious offenses and grave misconduct in writing, indicating the date and the cause. The School Representatives shall also be notified.

TIME OFF AND LEAVES OF ABSENCE

Holidays

The American School of Barcelona observes and allows time off with pay for the following holidays:

● La Diada (Sep 11)

● La Mercé (Sep. 24)

● La Hispanidad (Oct 12)

● Dia de Todos los Santos (Nov 1)

● Día de la Inmaculada (Dec. 6)

● Día de la Constitución Española (Dec 8)

● Christmas Day (Dec. 25)

● San Esteban (Des 26)

● Epiphany (Jan 6)

● New Year’s Day (Jan. 1)

● Labor Day (May 1)

Any additional holidays will be designated by the company at the start of each calendar year. Whenever possible, ASB will include Friday of Thanksgiving in the calendar, however, this is not guaranteed and will depend on the annual distribution of holidays and school days

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Full-time regular employees are eligible for holiday pay and will receive the proportional amount for the time worked Part-time employees on a fijo discontinuo contract receive payment for their holidays in the final payment “liquidación”

Vacation

The American School of Barcelona recognizes the importance of time off from work to relax, spend time with family, and enjoy leisure activities. The school provides paid vacation time to staff for this purpose, and staff are required to use their vacation time However, employees may not take paid vacation until they actually have earned or accrued the vacation time Employees whose employment terminates will be paid for unused vacation time that has accrued during the calendar year of the termination

Teaching Staff

In general, teaching staff begin their vacation right after the holiday of Sant Joan (June 23) and resume in the last week of August.

Instructional Admin

Along with the teaching staff’s vacation period, Instructional Admin works two additional weeks over the summer that are usually distributed at the end and at the beginning of the school year

Operational Staff and Leadership

There is one month of summer holiday each school year for operational staff and Leadership It is preferable that staff take these days in July or August, however, the Administration will allow some flexibility in taking holidays during the months when the school is open depending on position and responsibilities Generally, operational staff should submit vacation plans to their supervisor at least four weeks in advance of the requested vacation date Vacation should be used in the year it is earned. Employees will be permitted to carry over up to five days of accrued vacation to the following calendar year, but the carryover vacation must be used by March 31 of the following year Unused vacation will be forfeited

Employees whose employment terminates will be paid for unused vacation time that has accrued during the calendar year of the termination.

Sick Leave, Baja Médica

In case of illness, staff members are to notify the school via the HR Platform as well as their division secretary for substitute teachers, preferably during the school day, in the evening before 10:00 pm or between 7:00 and 8:00am the morning you will be out. Leaving a message on a voicemail or sending a text is NOT considered adequate notice. Continue to call or text until you are able to directly contact and get a reply from the secretary If you do not get a response,

contact your division leader. For each additional day of illness, the school should be notified before 15:00 the preceding day It is the teacher’s responsibility to keep the school up to date on their situation

For each day a staff member calls in sick, they must request a doctor’s note (baja in Spanish) from their CAP (national health system) and make a request on the HR Platform as shown in the image below.

The medical baja must be renewed through the CAP by the employee if illness continues and extension of your absence must be communicated through the HR Platform and Division Secretary

If you have received a ̈baja you cannot return to work again until the CAP doctor gives you clearance to do so (an ̈alta ̈) When obtained, this ̈alta is then shared with ASB by the Social Security system This is the official end to sick leave It is the employee’s responsibility to request a baja/alta as required by law and to communicate on the HR Platform and Division Secretary the dates you will be absent Failure to do so will be viewed as a violation of professional responsibilities as outlined in the Convenio and may result in penalization for the staff. You can also request the baja/alta certificates La Meva Salut portal. ASB highly encourages staff to become familiar with the national health system in order to facilitate this process.

Staff requesting a baja médica will be paid by Social Security for the days they are sick Social Security will continue to pay all salary concepts except for plus transporte which will be

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deducted from your payslip. Payment from Social Security may be delayed up to 20 days into the following month

If the need for sick leave is foreseeable, employees are required to give at least 30 days’ advance notice (e g , a planned medical treatment) whenever possible If the need for sick leave is not foreseeable, employees are asked to notify their supervisor as soon as is practical

If an employee returns from a long term leave the school may require the employee to attend a physical examination as outlined by the health and safety company.

Post Surgery Recovery

When a staff member is scheduled for surgery through the private or the public system, the employee should communicate with the CAP doctor prior to the day of surgery Spanish Labor Law grants 3 paid days for hospitalization, after which, the employee is expected to go on sick leave, if needed. Informing your CAP doctor about any health procedures in advance will save you from having to do this after the event

Paid Leave

Based on the Catalan Labor Agreement “Convenio”, paid personal days may be requested on the HR Platform for the reasons listed below and must be supported by official justification that includes your full name, date of appointment and time of start and end of appointment. Staff should make their request with as much advance notice as possible

When possible, ASB requests that appointments be made outside the work day or on Saturdays Staff should estimate an additional 45 minutes on the front end and on the back end of the appointment time as part of the commute and are expected to be on school campus for the rest of the day

In addition, staff should give at least 15 days notice and the leave period should not coincide with personal days of another employee of the same division or school special events as announced on the school calendar, and may or may not be granted based on the needs of the school, as determined by the Director.

Some requests are contingent upon family relations. Below is an explanation of the levels:

● First degree family members: spouse, child(ren), parent or parent in law, children in law

● Second degree family members: brother/sister, half brother and half sister, grandparents and grandparents in law, sister and brother in law, grandchildren.

Below is a list of types of paid leave provided by Catalan Labor Agreement “Convenio”:

Hospitalization and/or Serious Illness

● For yourself: 3 consecutive days (including weekends) for surgery, including the birth of a child Justification: provided by the hospital at the main reception

● For Others: 5 consecutive working days (does not include weekends) for an accident, serious illness, surgery with or without hospitalization of a spouse, common-law partner, first and second degree family members, and cohabitants requiring care Justification: provided by the hospital or doctor

Bereavement

3 consecutive days (including weekends) for death of spouse, common-law partner, or family member of first and second degree (if this requires traveling to another province, 5 days is allotted) Justification: provided by the funeral service reception

In addition, ASB provides with a one in a life-time subsidy to financially assist ASB staff members traveling costs attending the passing of a 1st & 2nd degree family member as described below (Receipt of the transportation will be requested):

● Traveling outside of Cataluña: 250€

● Traveling outside of Spain: 500€

● Traveling outside the EU: 1,250€

Recognising our international profile, ASB also grants a one time paid bereavement, upon the death of a loved person (no family degree limit) The 3-5 day duration of paid leave (Barcelona province or International) will be the same as applied by local law.

● These days should be used consecutively without counting weekends or holidays

● Days may be used within 12 months of passing.

Moving Day

1 day for moving to another residence in the province of Barcelona while on contract with ASB This does not apply for staff leaving the country. When this move occurs within a 50km radius or more, 2 days will be granted Justification: certificate of empadronamiento

Medical Visits

General Practitioner: A maximum of 20 hours yearly for medical visits to social security (CAP) for yourself or family members of first degree (with prior notification) This does not apply for private health insurance visits. If these visits take place during school hours, ASB reserves the right to not pay this absence, even with justification

Specialist: If you are visiting a specialist from the national healthcare, there will be no limitation in the number of hours you are visited Justification: provided by the CAP center at the main reception

Women with Strong Period Pains: Medical “baja” granted when there is a diagnosed secondary dysmenorrhea (menstrual cramping derived from a pathology) Social security guarantees payment of salary for this leave from the first day of the “baja”

Pregnancy, Parental Leave and Lactation

Pregnancy:

● Time for medical visits during pregnancy with the private and/or public doctor and for preparation for birth techniques Justification: provided by the medical center at the main reception

● Medical leave starting week 39 of pregnancy

Parental Leave:

● 16 weeks for parental leave covered by Social Security. The first 6 weeks after the birth of the child are mandatory and must be used consecutively The remaining 10 weeks can be distributed as the parent sees fit within the 12 months from the date of birth or date of adoption and must be communicated to ASB with 15 days notice. Leave can be extended in the following situations:

○ 1 week per child in the case of multiple birth or adoption

○ 1 week in the case of disability

○ A maximum of 13 weeks in the case of premature birth and hospitalization when this is 7 or more days

● 8 weeks of UNPAID LEAVE to take care of your child older than one year and under 8 years of age The request must be made 10 days in advance

● 4 days for reasons of force majeure: the worker will have the right to be absent from work due to force majeure when necessary for urgent and unforeseeable family reasons, related to family members or cohabitants, in case of illness or accident that make their immediate presence essential This permit can be used on an hourly basis or days up to a total of 4 days a year and must be justified

Lactation: the equivalent of 12 days to nurse a baby less than 9 months old This time can be accumulative or spread in 1 hour or 2, 30 minutes blocks

Sick Leave “Baja”

Medical leave from CAP doctor (refer to section Sick leave for more information)

Marriage and common-law partners

● For yourself: If you are the one espousing or becoming a common-law partner, 15 consecutive calendar days before or after marriage

● Guest: 1 day for the marriage of first degree family members Justification: provided at the registry office

Public and Personal Obligations

Mandatory public and personal obligation that cannot be performed outside of the normal school day due to hours of operation, including jury duty, court appearance, and required meeting with a government agency. If the employee must travel to perform a public and personal obligation, ASB will only grant time off for the duration of the appointment but not for the extent of the travel Appointments that can be scheduled after school or on Saturday do not qualify

Justification: provided at the reception of appropriate authorities

Rep Hours

Time required fulfilling duties as union/labor representative

ASB Granted Paid Days

ASB understands that staff may need additional time off for reasons not included in the Catalan Convenio In order to help our staff balance their personal and professional commitments and allow time for staff to take care of their personal matters (i.e. bank appointments, house repairs, appointments with private healthcare, etc ), ASB has granted staff the equivalent of three additional days without justification

This policy will allow staff to take 3 days, or the equivalent in hours, within the school year and without providing justification. Requests for a personal day may not be used consecutively unless there is an exceptional reason, for which a justification or explanation must be provided, and may not be requested before or after a holiday, coupled with an unpaid day, during the last week of June, or on specific division events as announced on the school calendar (ie: Halloween, overnight trips, exam preparation weeks, Sports Days) When possible, staff should give at least 15 days notice Paid personal days will be approved within the limits of having no more than 2 people per division and a maximum of 5 employees approved for a given day. Approvals will be made on a first come - first serve basis and then by seniority if there are multiple requests made on the same day Final approvals may or may not be granted based on the needs of the school, as determined by the Director.

Unpaid Leave and Work Reduction

According to the Collective and Private Convenio, the employee has the right to request up to 15 personal days without pay These days are intended to be used for necessary absences and not as an additional vacation day. The request for unpaid personal days may be done a maximum of two times each calendar year (January to December) Additional requests may be granted at the discretion of the Administration and School Representatives When possible, staff should give at least 15 days notice and the leave period should not conflict with personal days of another employee or school special events as announced on the school calendar, and may or may not be granted based on the needs of the school, as determined by the Director In the spirit of equity and professionalism, we advise that staff do not request days before or after a holiday or during the last month of school We trust that these requests will be made judiciously

as numerous absences will have a negative effect on our students' learning and total education. Personal days are calculated as “whole” days based on a 7 day week and cannot be prorated Once the request has been made, the Administration will confirm within a timeframe of five days.

Forced leave

The following will be grounds for compulsory leave:

● By designation or election for a public position that makes it impossible to attend work and for the duration of his position representative position

● For the exercise of union functions, provincial or higher, provided that the union headquarters to which belongs to the working person has sufficient legal representation in the education sector regulated in this Agreement and for the duration of his representative position

● To attend to the spouse, common-law partner or a relative up to the second degree of consanguinity or affinity that for reasons of age, accident, illness or disability cannot be claimed for himself and does not develop remunerated activity This leave will not exceed two years The working person will have the right to reserve his job during the first year. Elapsed this term, the reservation will remain related to a job in the same professional group or category equivalent The duration of this leave can be enjoyed in installments, according to the choice of the working person.

● One full year for staff who have worked eight consecutive years at ASB and as long as it is not to carry out remunerated activity in companies integrated into the field of education. When the leave is related to the adaptation of the center to educational innovations, the exercise period in the company will be 4 years For the purposes of this leave, the school year means the period from 1/09 to 31/08 of the following year and for staff incorporated during the month of September, the entire month will be considered for calculation purposes of active exercise in the same company

● By birth, adoption of a child or permanent or pre-adoptive foster care, which will give the right to reserve the place of work up to 3 years. When the father and mother work in the same company, the employer may limit the simultaneous exercise, as long as this is generated by the same causative subject. The duration of this leave can be enjoyed in installments, according to the choice of the working person The negotiating parties of this Agreement state that given the peculiarities of this sector it recommends that re-incorporation to work does not take place during non-school periods, except for the month of September so as not to harm the workers who make the substitution

Workers who enjoy compulsory leave have the right to the reservation of the workplace, in calculation of seniority acquired during its duration and to rejoin the company, without notwithstanding what is specified for each case in the previous section.

The employee will be reinstated on the end date of the leave or as soon as it disappears the reason for the leave In this case, the employee will have thirty calendar days to rejoin the company, having to notify it in advance

Voluntary leave

Voluntary leaves may be granted to an employee who has previously submitted a written request and has one year of seniority in the company and has not enjoyed this type of leave within the previous 4 years This leave will start in the first month of the start of the academic year, unless the parties agree otherwise. Voluntary leaves of absence will be granted for a minimum of 4 months and a maximum of five years The employee on a voluntary leave will only retain the right to re-enter if the center has a vacancy in the same or similar job category Seniority will not be counted during the period of enjoyment of this leave.

The employee will be expected to communicate its intention to rejoin the company within a minimum period of 30 calendar days prior to the end date of the leave. Reincorporation will not be possible during vacation periods, paid breaks, non-teaching periods, or before them, except for the month of September

Work Reduction to take care of a minor

This is a right for those who need to take care of a child under 12 years of age or a person with a disability who does not carry out a paid activity Those people who need to care for their spouse or common-law partner, or a relative up to the second degree of consanguinity, may also request a reduction in working hours. It includes the blood relative of the common-law partner who, for reasons of age, accident or illness, cannot fend for himself and does not carry out a paid activity

In addition, the right to reduced working hours for the care of children or dependents with disabilities who are under 26 years of age and who have a serious illness is extended This right will apply when the degree of disability exceeds 65%, provided that said condition is accredited before reaching the age of 23

EMPLOYEE BENEFITS

The American School of Barcelona recognizes the value of benefits to employees and their families. The institution supports employees by offering a comprehensive and competitive benefits program All benefits in kind are taxable on social security but not on income tax with the exception of benefits that affect staff children For more information regarding benefit programs, please contact the HR department.

Pension Plan

ASB offers a private pension plan with a plan from Zurich Insurances for all staff having at least one month seniority at ASB ASB pays 3% and each subscribing employee pays 1% of their salary. The salary concepts included in the calculation are: salario base, antigüedad, complemento de calidad, a cuenta convenio 1998, a cuenta convenio 99, mejora voluntaria, plus de transporte e incremento base de la empresa This amount will be deducted from the employee’s monthly salary. Trimester reports of the pension plans performance is published in the HR Portal Employees eligible for this plan and who desire to join it must contact HR

Lunch

ASB has an on-campus food service that provides fresh and healthy meals daily. The cuisine is Mediterranean along with a range of international dishes, a salad bar and fresh fruit for dessert. We also provide dishes that accommodate for special dietary needs such as gluten free, lactose free and vegetarian. If you wish to request a different menu, please contact lunch@asbarcelona com

The lunch benefit is taxable at close to 5€/month. Staff who wish to opt out from school lunch should inform the Business Office Opting out means you will no longer have access to school lunch

Bus

ASB offers a free school bus service to all staff on a space available basis. You can view the bus routes on MyASB Usage of this bus service should be confirmed before the start of the school year following the email instructions sent out to staff in the last week of August. Priority is given to students who pay. Bus monitors are contracted to oversee safety, supervision and discipline on the buses Staff riding the bus are expected to assist bus monitors in cases of discipline. Staff children ride for free if space is available. This benefit is taxed in your payslip.

Wellbeing and Afterschool for Staff

Lynx Athletic Center

Staff are welcome to use the Lynx athletic center from 7:30AM to 8:45AM and in the afternoon from 5:30 to 7pm

AfterSchool Activities

There is a free after school program available for staff in the afternoons from 4:15 to 5:15pm This is announced at the beginning of the year and typically offers programs such as yoga,

fitness, art, and Spanish lessons. If you are interested in leading a session, please contact HR at hr@asbarcelona com

Longevity Awards

ASB offers the following longevity awards to recognise the tenure of employees who have worked with the school for a considerable amount of time:

● Teacher Contract Renewal Bonus: At the beginning of the third and fourth year, a bonus of 500 Euros will be paid if a teacher member is offered and accepts a third and a fourth year contract. Payments will be made in September of the third and fourth year. After year four, no renewal bonus is given

● Staff Fidelity Bonus: Employees will be entitled to a loyalty or retention award from the moment they have a minimum of 15 years of service at ASB and have reached a minimum of 55 years of age The award will be three monthly payments for the first 15 years of service and one more gratuity, of the same amount, for every 5 years past due that exceed the first 15 at the time of making the request for collection

● Staff 25 years: all staff celebration and recognition

Professional Development Fund

All employees of the day school program are given 390 euros (or the proportional amount of the work day) to be used for professional development each year Funds are to be used for professional development related costs and are subject to the approval of the administration Staff can accrue these funds including PD stipends, during a three year cycle. Funds unused after the third year are reduced back to 390 and begin accruing again For staff members who are not returning to ASB the following school year, PD funds must be requested before February 1 of their final year. After attending a PD experience, teachers are expected to share their knowledge and/or skills with other staff, either formally or informally

The procedures to be followed for obtaining professional development funds are as follows:

1 Staff fully complete the digital PD Request form and it is automatically sent to the Office of Teaching and Learning or Department Head (for Operational Staff).

2 The request will be reviewed, then approved or denied by the leadership team and the Staff will be notified within two weeks

Prior and future absences will be considered when approving PD requests If a teacher has missed 10 or days due to sickness or personal circumstances, the school may reschedule or reconsider a PD request so that the students receive adequate instructional time with their regular assigned classroom or subject area teacher

ASB will register staff for conferences and workshops as requested. Staff are generally required to book their own accommodation and transportation Staff should submit ALL receipts and documentation to the Business Office within one month of the completion of the PD opportunity Reimbursements will be made within 5 business days.

Please note that staff are welcome to use up to 100€ of their personal PD funds per year towards language classes if they choose to do so. Requests to use more than that amount will require prior approval

Private Medical Insurance

Full-time and part-time employees are eligible for a collective reduced rate on health insurance. Staff who wish to enroll must do so in the first month of hiring More information on private medical insurance can be found in the HR Portal

Sodexo

As a result of paying fixed concepts through your monthly salary, you will reduce your gross income and, consequently, reduce your income tax This can be done for the following reasons:

■ private healthcare (limited to ASB's provider)

■ nursery

■ local commuting public transportation

■ professional development (if related to your job)

■ selected restaurants

If interested, contact HR for more information

Staff Children Benefits

Staff hired prior to September 2023

Staff whose contracted working hours is over 50% on the ASB regular day program (not extracurricular activities), shall be exempted from tuition and capital levy fees for their children (*) Children of staff members also receive the following benefits:

● 100% discount on school bus

● 50% discount on lunch fees

● 25% discount on registration fees

● 50% discount on after school activities (not including contracted services like individual music lessons or Traç art classes)

All other co-curricular and extracurricular activities are full price for staff children.

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Staff hired after September 2023

Staff who have children and were hired after September 2023 should refer to the revised June 2023 Staff Agreement for eligibility for tuition discounts.

All other co-curricular and extracurricular activities are full price for children of staff

*In cases in which faculty members are spouses of individuals whose employers pay school fees, in which case tuition and fees shall be collected from the spouse's employer.

Summer Programs

The summer English Language Center (ELC) program will give teachers working in the ELC program a 50% discount for their children ASB staff working (on campus chaperoning trips or attending PD) during the summer weeks will get a 50% discount for their children on any of the following summer programs: ELC, Summer Camp/Colonias, Sports camps, that take place during their work time

Sick Leave Salary Supplement

ASB understands that health is a priority and for this reason will guarantee staff’s full salary while on sick leave If an employee is on medical leave, ASB supplements the employee’s salary between 25% and 40% depending on the duration of the leave.

Attendance Bonus

Over the past few years, many staff have asked the administration to assess the benefit of the attendance bonus that was given to staff with low absentee rates The assertion was that the benefit promoted staff to come to work when they were not feeling well and that the benefit was not equally accessed across gender and family status categories. The administration has decided to discontinue the benefit for the 2024-25 year and work during the 2024-25 year to research a more equitable option to distribute the funds available from this program

Overseas Hire Benefits

Generally, overseas hire staff are those who have been interviewed and contracted outside Spain or who do not have a NIE when hired Staff who were interviewed and met in Spain are not considered overseas hires

Relocation Allowance

Overseas hire staff will receive a global sum of money toward their relocation based on individual agreements and the area of the world an employee is coming from at the time of contracting Table of Contents

INSTRUCTIONAL POLICIES AND PROCEDURES

Schedule Overview

Scheduling is the responsibility of the Instructional Leadership Team Every effort is made to provide for individual requests However, the first priority is to ensure that the schedule effectively and efficiently meets students and school needs. Teachers should receive draft copies of schedules in June prior to the next academic year

The entire school (ECC-12) works on a 6-day rotating schedule. Each day of the week (Mon-Fri) has a different schedule according to the 6 day rotation Teachers, students and parents need to refer to the Community Calendar (in Google) to know which day in the schedule corresponds to specific days of the week In addition, we will post the Day (1-6) of the week on digital screens and in digital communication on a weekly basis

Teaching Assignments

Assignments will be made on a fair and equitable basis taking into account:

1. The best interest of students and/or instructional program

2 The professional background and preparation of each teacher

3 Teacher preference for an assignment

In November, teachers and associates will receive a form from your division leader to request teaching assignment preferences for the following academic year SALs and grade level leaders may be consulted for recommendations regarding staff assignments.

After careful consideration of all factors involved, the Director in conjunction with the Division Leaders makes the final decisions regarding teaching placement. Teachers and Associates will be notified in June of tentative scheduled assignments These placement decisions can change in the summer or during the school year due to unexpected scheduling and staffing situations and emergencies

According to the ASB internal staff agreement (convenio), teachers can teach up to (the equivalent of) 25 periods of 55 minutes per 5 day week and be assigned non-teaching responsibilities, including committees and meetings Teachers with less than the 25 classroom teaching periods may be assigned additional responsibilities. (See Non-Teaching Responsibilities and Meetings) Teachers should use non-teaching hours for professional preparation, conferences and/or meetings.

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Class Groupings

Students are assigned to classes based on their age Other factors such as physical, emotional and learning development, language skills, previous school records, teacher recommendations, and parental preferences will also be considered, but the final decision rests with the Principals and Director Class lists will be reviewed yearly and revised as needed according to teacher and Principal recommendations We believe students benefit from having the opportunity to interact and get to know different students rather than remaining with the same group year after year. Before the beginning of the school year, staff may not share class lists with parents without administration approval.

CLASS SIZE:

ASB will do everything possible to ensure a student/teacher ratio which is in the best interest of all concerned The Foundation Board has established the following policy guidelines regarding the maximum number of students per class:

PK3: 18 PK4 -K: 20 Grades 1-2: 22 Grades 3-5: 22-24 Grades 6-12: 22-24

According to Board policy, class maximums can be exceeded in special cases, with the Director’s approval.

Homeroom Teacher/Advisor

In the ECC and ES, classroom grade level teachers are considered Homeroom teachers.

Homeroom meets every morning starting at 9:00 and serves as a daily check in with students

Homeroom teachers have both administrative and mentorship duties with their students Homeroom teachers are expected to establish a strong mentor relationship with the students and become familiar with the students’ academic, social and emotional progress. Homeroom teachers are often the first liaison between parents, teachers, counselors, and administrators regarding the students in their homeroom. The purpose of homeroom time in the morning is to establish a positive relationship with students and prepare for each academic day Homeroom teachers read the daily bulletin of announcements, discuss events and upcoming assignments, and gather informal feedback from students. Homeroom teachers/advisors also provide and gather any forms that students must bring home or return to the school, orient the students concerning schedules, school policies, and other pertinent issues, and often act as the first point of contact for parents.

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In the secondary, Homeroom teachers also teach an Advisory class once or twice a week. The Advisory program is designed to develop social/emotional awareness and academic learning behaviors The Advisory curriculum may include topics such as: positive discipline, community building, balanced goals & portfolio creation, learning behaviors, study skills, diversity, conflict resolution, digital citizenship and social media, decision making, alcohol and drugs, sexuality education, and reflection Advisory lessons include activities designed to get students discussing important topics, reading articles or watching videos with guided discussions afterwards, and reflecting on academic, social, and health goals Homeroom teachers meet regularly with the Assistant Principal, Advisory Grade Level Lead, and/or the grade level leader to discuss curriculum needs and student progress

Learning Management Systems (LMS)

ASB has approved LMSs depending on the division The division leaders will give specific expectations about which systems are used and the frequency that teachers need to update information. In general, the school uses the MyASB portal with apps such as SeeSaw, Google Calendar, Google Classroom and Managebac to post information and as a portal to class pages that teachers are expected to use as a communication tool for students and parents The school also uses Powerschool as the data management system where student and teacher schedules, gradebooks and report cards are generated Administrators, teachers, students and parents use the LMS systems, MyASB and PowerSchool to share important information throughout the year.

Attendance

Teachers keep an individual attendance record for absences and tardies for each child in each class via PowerSchool If the child's attendance or tardiness is interfering with the class, the procedure is:

1 Notify the Assistant Principal, who will follow up with parents and the student

2 If it continues, notify the Division Leader with written documentation

3. Periodic review of students with high absence or tardy rates will lead to communication directly with the family

In the case of an absence, please notify the division secretary on the 3rd consecutive day of absence (if the parent hasn't already notified the school) If a student is not recorded as being present by 10:00 a.m., parents will be notified via SMS (not ECC). It is therefore important that teachers keep accurate attendance records

Middle and High school students tend to test limits around being on time to class and even attending class Secondary teachers should be vigilant about taking attendance for each class and reporting any concerns on attendance to administrators In addition, teachers should be

diligent in marking students who are tardy when they are not inside the classroom when the bell rings and not dismiss students from classrooms before the bell rings at the end of the period

Grading and Reporting Expectations

A minimum of three data points (summative and/or formative) at three different points in time are required for each quarter of reporting. A minimum of 3 summative assessments at different points in time are required in core courses per semester Summative assessments may cover more than one reporting category Student work should be returned to students within 5 days of submission and tests and papers should be returned within 7 working days.

Substitute Planning

If a teacher is out for a full day, the school makes every attempt to hire a substitute teacher. However, if this is impossible the hours will have to be divided among staff When a teacher must miss a few of their classes, they are required to notify Human Resources via an email communication, in addition to their Division Leader and Division Secretary The administration will ask individual staff members to assist in substituting as needed

Substitution Folder for unplanned absence: All teachers are required to prepare a substitute folder containing the following for each class and subject:

1. Complete class roster, with names of particularly reliable students and students with any special needs or accommodations (ILPs)

2 Your class and non-teaching responsibility schedule, including classroom and duty locations

3. Lessons that can be conducted by any substitute and that will last the full period.

4 List of any appropriate materials, special instructions, arrangements, or situations worth mentioning.

5 The lesson need not be related to the material being covered at the time It can be a review or enrichment activity

Planned absence: When a teacher can give notice of absence and provide verbal or written up-to-date instructions, the teacher must fill out the Substitute Plan template which can be found on Team Drive: All Staff Documents/Administration Forms and Information.

Parent-Teacher Conferences and Communications

Parent-teacher conferences

Each year there are Parent Conference days, usually in mid November, where there are no classes and teachers are available for scheduled conferences. Each division may schedule a second parent conference in the spring If it is necessary or beneficial, teachers may request that the relevant Division Leader be present at any meeting. Teachers are expected to take notes to record what was discussed in the meeting and share with their division teams any important information gained during the conference/meeting Impromptu parent-teacher conferences are only encouraged if they do not infringe on instructional time.

Translators

If a translator is needed to facilitate communication between teacher-parent, please ask your Division Secretary in advance If the school can not accommodate, the family may be asked to bring their own translator or pay to have an external person attend the meeting

Meeting rooms

If your classroom is not available for a parent-teacher conference or some other professional meeting, please consult in advance with the Division Secretaries to find an alternative space

The Lantern

The Lantern is a weekly community bulletin that is published digitally, usually on Monday afternoon All staff must read the Lantern each week to stay informed about school events and important information. Staff are welcome to (and may be requested to) contribute information about class events or activities Staff who wish to make a contribution should inform their Division Leader by Thursday of the week prior

Open House

Open House events for each division are held during an evening in September, usually from 5:30 to 8:00pm It is our opportunity to present an overview of our education programs and policies to the parents Teachers are responsible for communicating specifics about expectations, curriculum goals, and daily routines and schedules of their classrooms. Division leaders will coordinate the expected format for the presentations Open House is not the time to discuss individual cases It is also an opportunity for new families in the school to meet each other.

Awards and Recognition

Various awards and prizes are given during the course of the year at all levels Staff is asked to participate in these decisions All recommendations for awards are subject to administrative approval.

Examples of awards in 12th grade are the Ambassador’s Award, the Award for International Understanding and the President's Awards for Achievement and Excellence. High School School honor roll lists are compiled each semester Throughout the year we offer additional awards for academics and special skills during assemblies Monthly character values are identified for recognition. See the Family Handbook for more details.

Examples of awards in 8th grade are the Robert Sills Award for Outstanding Achievement, the Presidential Award for Academic Excellence, the Presidential Award for Academic Achievement, and the IB Learner Profile Award for Outstanding Character See the Family Handbook for more details.

Student Support Services and Counseling

ASB follows the Multi-tiered Systems of Support (MTSS) framework. MTSS is a prevention-based framework of instruction and support for ALL students ASB uses a MTSS model to provide effective instruction that is differentiated, student-centered and aligned to standards and expectations to support all students’ academic, behavioral, and social success. MTSS incorporates three tiers of instruction and intervention See ASB MTSS handbook for more detailed information It is expected that all teachers who have students with learning support, social emotions, or behavioral needs, provide differentiated instruction or support as needed or collaborate with the learning support teacher to provide most effective support for the students and to support the students in reaching their ILP goals. Learning support is the responsibility of all teachers, not soley the support of the learning support teacher

● Tier 1 instruction, also known as core instruction, is grade level, standards based academic instruction and common behavioral expectations. Effective Tier 1 instruction incorporates differentiated and culturally responsive pedagogy to meet the needs of a diverse student population For approximately 80% of students, Tier 1 instruction will meet their academic and/or behavioral needs.

● Tier 2 instruction is supplemental instruction, at course/grade level, for students who need additional support in learning course/grade level material. Tier 2 instruction is intended to be timely and coordinated with Tier 1 instruction. Approximately 20% of students should need Tier 2 instructions In ASB´s MTSS model, Tier 2 instruction happens during lynx/WIN time and also during core instruction in small groups taught by classroom/subject area or learning support teacher Intervention data is collected and reviewed to monitor progress on an ongoing basis. Some students may require additional evaluations outside of ASB to provide consultation to help build foundational skills

● Tier 3 instruction is intensive support provided to students who have significant academic and/or behavioral support needs and often require additional evaluations outside of ASB to provide consultation to help build foundational skills.. Students receiving Tier 3 instruction also receive Tier 1 and 2 instruction and might already have an ILP (Individualized Learning Plan).

Counseling

ASB counseling program practices at ASB are modeled on the American School Counseling Association (ASCA) National Mode and International School Counseling (ISCA) framework Our program is a comprehensive approach to counseling, which focuses on assisting all students in the academic, professional and personal/social domains The ASB counselors are committed to helping EVERY student experience success in school by achieving at their potential Ultimately, the counselors strive to help prepare students to become fruitful, respectful, contributing world citizens For more information on our student counseling services go to the ASB Student Support Handbook

Consultation/Collaboration The counselors consult and/or collaborate with teachers, parents, staff, and administrators, outside agencies, and community agencies to provide the best care for students Students are referred to counseling support and/or small group interventions as part of our Student Support and Referral Team process (SSRT)

Coordination of Referral Services As the need arises for outside agencies to become involved with the services provided to students, the Counselor coordinates referrals to those agencies and provides follow-up care as needed

Counseling Department Protocols: Counseling department protocols on managing suspected child abuse/neglect, self-injury, and suicidal ideation can be found in the Crisis Management Handbook found on MyASB.

Counseling services are for students and their parents. Staff members needing counseling services are to contact their health insurance provider (CAP or private)

Library

The PK-12 school library is in the main building and has a substantial book, ebook, audiobook, and digital research database; a full list of resources can be found on the Library page in MyASB The library also houses a small collection of professional development titles There are two teacher-librarians (one for ECC-Elementary and one for Grades 6-12), and 1 5 library associates. There are two meeting rooms (about 8 people, or combined to seat 16) and two small instruction spaces (about 26 people each) Division Leaders and teachers should speak to a teacher-librarian to schedule time in the library or use the google calendar reservation system for the library meeting rooms.

The teacher-librarians and Library Associates are responsible for maintaining the library collection Teachers may submit requests for new library acquisitions (books, ebooks, audiobooks) to the teacher-librarians We encourage staff to return all library materials punctually and to help students do the same.

The teacher-librarian supports classroom programs by pulling resources (books or digital resources) and teaching literacy, research, or information literacy skills upon request; this can be done in the library or in your classroom Students visit the library as a means of promoting literacy and regular use is encouraged by all classes.

All Students – Use of the Library Unless there are classes/events scheduled for the space, the library is open for students before and after school (8:45 to 17:00), during lunch, during certain LYNX periods, and during Elementary recess Teachers who want to send a student to the library during class, must send a note to the library staff with the student The library staff will send students away (back to class or to the appropriate Division Leader) if they arrive without a note

ECC & Elementary Students – Use of the Library. Early in September, a schedule is developed that allows access for all students, while ensuring that our youngest learners have maximum access to the library. Grades PK-3 have assigned library periods with instruction every week.

Middle & High School Students – Use of the Library Teachers can send individual students to the library during class for research or book check-out; individual students are expected to be on their best behavior If a classroom teacher would like to bring their classes to the library, they are expected to coordinate schedules with the teacher-librarian ahead of time

High School Independent Study – Use of the Library Students that have an independent study course will spend that period in the library During the period students should be self-managing, as library staff can not be available to supervise them. A schedule of which students should be present in the library will be shared with the teacher-librarians

Service Learning

The Head of Activities and Community Service / CAS Coordinator works with teachers and students to develop opportunities for students, staff and families to engage in meaningful activities that support our local and global community This program has grown throughout the past 10 years and is now a core program at our school Teachers are encouraged to reach out to the Coordinator and get their classes involved in existing programs or develop new ones. See the ASB Service Learning section on the website for more information or go to the Service learning pages in MyASB

Swimming Program (PK4 & 5)

The children in PK4 through K5 participate in obligatory swimming classes once a week at a pool nearby This is part of their PE program Teaching Associates & sometimes PE coaches accompany their classes to the pool and supervise the children in the dressing rooms. Specialized teachers are provided by the pool for swimming instruction At the beginning of the school year, a note is sent home giving parents information about the swimming classes and the clothing that the children need to bring on swim day. If a child is unable to swim on a particular day due to illness, a written excuse from the parent/doctor must be sent to the teacher and the child be picked up prior to going to the pool.

Teachers should keep an attendance record of children who do not participate in swimming classes throughout the year and report to their Division Leader if a child is consistently not participating Any parent swimming concerns received by the Homeroom teacher must be notified to the Division Leader in order to clarify concerns immediately as we want to promote the positive aspects of this program thus avoiding any sensitive issues related to swimming. If during the school year you receive a new student, please notify the Division leader in order to inform the pool when you go on swim day It is important that they have all of the children's names because at the end of the school year, the children receive a certificate and we want to make sure that no child is left out

Field Trip Procedures

The administration recognizes that field trips that support ASB’s academic program are among the most enriching and effective educational extensions of ASB studies. We encourage teachers to make trip proposals to their division leaders that are aligned with specific course work and/or the goals of our school’s mission and vision. Each division will outline for teachers the specific protocols for requesting, approving, planning and implementing field trips.

General Guidelines

The Administration has established the following recommended guidelines for the duration of educational field trips, based on the age group of the students participating.

Types: there are two types of field trips at ASB:

● Day trips are trips that occur during the normal school day. It is generally expected that all students in a grade/class will participate in the trip

● Overnight trips span over a few days and require special transport and accommodation (trains, planes, homestays, hotels etc.) These trips are normally voluntary and the school may limit the participation of certain students due to behavioral or academic reasons

Duration:

● Students in all grades will generally participate in field trips that can be completed within the duration of the normal school day and within a radius of 100-150 kilometers of the school campus

● Students in Grades 1-12 have (optional) extended trips that can last from 2 to 7 days.

● Students in Grades 8-12 have the option of joining special trips, often international destinations, that may last up to 2 weeks

Exceptions may be granted by the Division Leader for all trips that are inconsistent with the above.

Approved, curriculum-related international visits and exchange programs may be conducted as part of the regular program, with specific approval of the Deputy Director, in conjunction with the respective School Division Leaders, but the School administration and parents must receive a notice of the intended trip, its purpose, and travel details at a properly advertised meeting, or in lieu of this, a detailed written description and program/itinerary for the trip.

Appropriate Student Behavior and Dress

Expectations for ASB student behavior and dress are founded on two important community principles: the Principle of Safety and the Principle of Learning Student behavior and dress should demonstrate respect and care for others and fulfill the school ́s intent to sustain a caring community inclusive of a diverse range of identities.

General Expectations for Student Behavior: The overall expectation for behavior at ASB is for students to be safe, respectful and responsible We also expect students to set high standards of academic performance and to take pride in their achievements and in the achievements of others.

Administration and Teachers should reinforce the following behavioral expectations:

● In all cases, the use of any electronic device may not interfere with learning.

● All students may not use phones at any time during the school day Phones should be placed on airplane mode and stored in lockers for safe keeping.

● Students may not use any kind of skateboards, bikes or scooters on campus.

Dress Code: We expect students to wear clothing that covers their underwear and those parts that they cover In addition, the clothes should not have any offensive words, images, or photos As dress code issues tend to emerge more among secondary school students, see details about dress code in the Family Handbook.

The behavior and dress code guidelines shall apply to regular school days and summer school days, as well as any school-related events and activities, such as graduation ceremonies,

dances and prom. When they have a concern that a student may be dressed inappropriately, teachers should send an email to the Students Support Services Coordinator at the beginning of the day

Student Withdrawal from School

In an international school there can be quite a bit of student/family mobility All families should indicate intentions to withdraw their child in writing to the Business Office and the appropriate Division Leader If you are aware of such a case, please remind the parent to write and include name, grade and dates of withdrawal Most importantly, let the administration know so it can follow up with the withdrawal. Teachers must notify Division Leaders before filling out recommendation reports on students

Lunch Supervision Expectations and Procedures

Early Childhood Center

All ECC students are supervised by ECC staff The classroom teacher or teaching associates will supervise the children in the classroom at the scheduled lunchtime. The Kitchen staff will prepare and take school lunch to ECC They will serve trays inside the ECC foyer and ECC staff will distribute trays on tables. Most children eat school lunch, but there are some who bring lunch from home Home lunch students will bring their lunch to class and sit next to their peers during lunchtime

Elementary

At the beginning of the year, classes are assigned lunch tables in the cafeteria Homeroom teachers make new seating assignments every semester. The teacher who has the class prior to the class' lunch period should make sure that all students have washed their hands and then accompany the class to the lunchroom. A staff member supervises each grade level, in the lunchroom as well as on the playground after lunch or in classrooms on rainy days (See annual lunch duty schedule)

Although many students eat school lunch, there are some who bring home lunch Home lunches are brought to class and assigned students will take lunchboxes to the cafeteria on a daily basis. Grades 2 may be seated directly, as the kitchen staff will place their food trays on the tables for them Grades 3-5 stand in line quietly while waiting to go through the food line

Parents should notify the homeroom teacher about any changes in the normal eating routine of their child For example, occasionally a child who normally eats home lunch will eat school lunch or a child with an upset stomach will need a special diet lunch ("regimen"). The homeroom teacher will notify the Division Secretary so they can inform the kitchen staff before 12:00 if a child needs a special diet

Lunch duty responsibilities are as follows:

● Arrive promptly for duty Please let the Division Secretary know if you have any problems

● Be proactive - move around the lunch area and ensure that the students are following the lunchroom procedures and rules and are behaving in a respectful, responsible manner

● Encourage students to try all the food and to eat at least half of their lunch

● Encourage and reinforce good table manners, behavior and clean up.

● Ensure that only students who have purchased lunch help themselves to school lunch

Middle/High School

Staff members may be assigned to supervise students during break and lunch periods. During these times, staff will monitor actively by circulating to ensure that students behave properly, care for, and clean-up all learning and community spaces. Students using the cafeteria service must bring their ASB badge so they can swipe and be properly accounted for. Teachers in classes prior to lunch time should remind students to bring their badges to the lunch room.

Supervisor (duty) assignment sheets will be distributed and posted in the cafeteria and outside.

Lunch duty responsibilities are as follows:

● Arrive promptly for duty Please let the Division Secretary know if you have any problems

● Be proactive - move around the lunch or duty area and ensure that the students are behaving in a respectful and responsible manner

● Observe that all students are eating If they are not, you may approach them and speak to them the first time Tell the Student Support Coordinator, Assistant Principal, or the student’s counselor if you think there may be an eating issue or you notice a pattern of behavior in this regard

● Encourage and reinforce good table manners, behavior, and clean up (including recycling)

● Ensure that only students who have purchased lunch help themselves to kitchen food All other students should not approach the kitchen for salad, bread or dessert

During lunch, 6th to 8th grade students may not leave the lunchroom during this time without permission from a supervisor (i e to go to the bathroom) 9th - 12th grade students may leave the lunchroom when they like and 11th and 12th grade students may have permission to leave campus during the lunch period

Recess and Break Duty Responsibilities are as follows:

● Arrive promptly for duty Please let the Division Secretary know if you have any problems.

● Be proactive - walk around the area to maximize physical proximity to various groups of students and ensure that the students are behaving in a respectful, responsible manner.

● Respond immediately and constructively to conflicts.

● Ensure that students are not eating on the soccer field or play spaces and that all trash is recycled or thrown away properly.

● Teachers should not be on their cell phones, computers, or engaged in conversation without paying attention to the area of their duty

● Notify the Student Support Coordinator or Assistant Principal of any students who are not adhering to community norms of behavior

● When supervising outside, the teacher should call all students inside when the bell rings and not leave their post until all students are inside

● In case of rain, the administrative offices decide if the rain is too heavy for students to be outside In the case that this is decided, indoor recess will be instituted and students should be in classrooms under supervision, in the hallways, or other designated spaces

● In the case of a medical emergency, call the school health specialist at extension 112, or in the case a phone is not available, send a student to get the school health specialist to come to the duty or play space Remain with the student during this time

Annual Budgeting Process

The full school budgeting process consists of building a bottom-up budget based on all actions that are planned for next school year Budgets are set for each division and department in the school. All staff (Division leaders, program managers and SAL) in charge of a budget are subject to this process The annual timeline of the budgeting process is outlined in the Budgeting Process Outline document

Ordering Classroom Resources and Supplies

Basic Supplies (staplers, markers, chart paper, folders ):

At the beginning of the year each teacher is supplied with basic supplies for their classroom If a teacher needs

Staff-Go-to-Person: orders for basic supplies should be made as described on My ASB Items will be delivered to your class by the Purchasing Agent within 1 to 2 days

How-to: Secretary or Computerized Internal Order System

Supplemental Subject Specific Curriculum Materials (Reference resources, book group books, teacher support material)

Staff-Go-to-Person: The Subject Area teams and Elementary grade level teams have annual budgets for these supplemental materials Go to your SAL or grade level coordinator If there is no money available in the budget, the SAL or grade level coordinator can request additional funds to the Division Leader.

How-to: SAL will set the order through the process specified in MyASB/Resources/Make a request/Purchase Orders

Replacement Textbooks and All Class Resources and Supplies (Missing, damaged, or used all class resources such as novels, textbooks, or workbooks)

Staff Go to Person: Teachers should notify their Subject Area Leader or Division Leader who will use the internal ordering system in MyASB as stated above

Annual Overseas Order

1. Due Date: March 15th for international orders. To be confirmed by the Director of T&L.

2 PO template is completed in the google sheet you can find in MyASB under the “Make a request” sign Please follow the instructions stated there so the appropriate Cost Center Responsible can approve your request.

All POs are redirected to the associated Cost Center Responsible Budget availability is recorded in the system so the Division Leader may control division costs

3. Once the Cost Center Responsible approves the POs, they will go to the Purchasing Agent who will contact you in case there is any incident while processing the items requested.

Key Dates

● All overseas orders shipping via boat delivery must be placed before March 15

● Any orders processed after the due date will be handled with as much efficiency as possible but not guaranteed.

Furniture and Technology

- Go to Person: Division Leader

- When: May 1st

- How to: go to MyASB and make a request through maintenance or IT

- Go-to person: IT and Facilities Coordinators track these orders

Online Resources and Library Resources

➢ Online Resources: Internet Subscriptions

Go To Person: Deputy Director of Teachingand Learning and Instructional Coaches When: March 15th

− How to: email tl@asbarcelona com

Library Resources: Book, periodicals, and reference materials in Library

Go To Person: Librarian

All New Full Set of Class Textbooks or Resources (Textbooks, Class Sets of Resources)

Go to Person: Deputy Director of Teachingand Learning and Instructional Coaches

When: By March 15th

How to: Finish Curriculum Review

These resources are provided at the end of a curriculum review when standards and benchmarks have been selected and the curriculum review team has had the opportunity to investigate curriculum resources that will support the newly adopted standards and benchmarks If the teacher or SAT feels they need a classroom resource before a review cycle is completed, they may request these items through the Deputy Director of Teaching and Learning.

Other Cost Centers (Director of T&L, PE, Art, Music, Technology, IB)

These cost centers must follow the same procedure as regular Material Purchase Orders MyASB under “Make a request”.

- Go to Person: SAL

Note: All orders purchased by the school are the sole property of the school and must remain in the class for which they were ordered Passing materials/texts/supplies to colleagues should only be done with the approval of Division Leaders and the corresponding notation in inventory should be made Teachers can access catalogs from the Purchasing Agent

Classroom Budget:

ECC homeroom teachers receive a budget (petty cash) to buy special and consumable items for the classroom. ES teachers can request funding for special supplies directly from the division principal Secondary SAT’s receive an annual budget for supplemental materials Check with Division Leaders for details

Loss of textbooks and library books:

Students who lose classroom books, textbooks or library books will have their parents/guardians billed by the Business Office for the replacement of the lost books. Teachers should notify their division secretary of the situation and they will manage the process The Library will work directly with the business Office for any lost library book charges.

Textbooks and Student Supplies:

The Purchasing Agent supplies divisions with the designated textbooks, notebooks, and paper at the beginning of the year

At the beginning of the academic year, students receive a list of supplies or materials they should bring to school Teachers should encourage students to care for and protect their texts and equipment and discourage waste of notebooks and other supplies

All students and teachers are expected to respect school property All textbooks are stored in the classrooms. Teachers are responsible for recording text distribution and they need to ensure that the books are returned in good condition Teachers should encourage students to cover and protect their textbooks Periodic book checks should be conducted In an effort to reduce waste, almost all textbooks will be on loan to students. Certain workbooks and textbooks may be an exception

Extraordinary purchases:

If staff are making purchases outside the internal ordering process (credit card purchases or personal purchases) the bill should be made in the name of ASB and the bill must be sent to admin@asbarcelona.com. Purchasing officer does not hold any responsibility for these deliveries or delays coming from these orders

Instructional Technology:

Technology Vision

The technology vision at The American School of Barcelona is to promote the use of technology in and out of the school and integrate technology in our subjects to deepen students’ understanding of academic skills, concepts and the greater world We envision students having more access to the abundance of virtual information, learning how to navigate the digital world, becoming responsible users, creating projects, and sharing and communicating information with the internal and external community We believe the "tools" in school need to mirror the world outside of school and beyond and prepare our students for the 21st Century.

Technology

All teachers and teaching associates are provided IT devices (laptop and/or iPads) and are expected to use technology to fulfill their professional responsibilities, including the design and implementation of best technology instructional practices. In addition, the school has an educational Technology Coordinator/Coach to support teacher professional development and use of technology Students also have access to technology throughout the school day The ECC division provides a teacher iPad for each class, in addition to student iPads in PK3-K5 classrooms The Elementary division also provides a teacher iPad to each teacher, as well as student iPads with a 1:1 ratio from Grades 1-3 and Chromebook devices with a 1:1 ratio in

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Grades 4 and 5. All secondary students participate in a “bring your own device program” and therefore have 1:1 devices, based on ASB’s school’s minimum specifications Some extra devices are assigned to different departments for use within their department Teachers should never loan these devices out to other teachers or students. Mobile phone usage is prohibited for all students on campus unless approved by a teacher for learning purposes

Video Usage:

Video as an Instructional tool – Digital images, clips, and movies can be an effective tool in deepening students’ understanding about the subject matter. Nevertheless, we need to balance the use of such tools with other instructional methods given limited instructional time In addition, we want to space out such viewing among different classes so that students are not watching full length videos in multiple classes in the same day or week. Therefore, if you plan to use a full length movie or documentary for more than one class period, we request that you notify your Division Leader so they are aware of the class time spent on the viewing of the material. In addition, any movie or digital clip that has a rating that is not age appropriate, may not be shown to students without Division Leader approval Furthermore, if there is disturbing content or images, the Division Leader and parents need to be notified in advance

Use of Technology

See general guidelines for staff as written above.

The school and legal responsibility

Computers should not be considered as toys or games when used in the school’s physical and cyberspace They are educational tools that need to be supervised by the school’s administration (article 1903, section 5 of the Spanish Civil Code).

Teachers set the rules to use laptops, programs and mobile phones as well as the cyber use of data, images and voice, according to the following regulations:

1 Use of private laptops in the classroom

The teacher controls the use of computers and technology tools in their classroom The teacher will decide when computers can be on or off. The screen should also be off unless otherwise instructed Headphones can only be used when allowed by the teacher When computers are not used for authorized purposes, they have to be kept in the students’ backpacks or lockers

Private laptops can be used in grades 6-12 and only for school assignments

2. Connections to networks

● In order to use a network (public, private or social) it is necessary to have the teacher’s permission

● To use the systems, students must follow the instructions of the person in charge of IT

● To download movies, programs, games, music, videos or any other type of file from any network, students need the teacher’s permission

● Students cannot connect to social networks or peer to peer networks (chats, Skype, WhatsApp, Facebook, Twitter, Instagram) while using the school network.

● Students must use their school provided email to access digital resources provided by the school. Their school provided accounts should not be used for registering for non-school related resources

● Students must have an updated antivirus program and operating system

● Usernames and passwords to access the school’s digital resources are private and should not be shared

● It is expressly prohibited to install programs that try to bypass ASB security policies (ie:VPNs) , programs that can invade privacy or harm other community members computers (ie: network sniffers, keyloggers, virus generators)

● The network is monitored with firewall tools that help detect and prevent inappropriate usage of the network.

3. Care of laptops

Students must make sure that the laptop battery is fully charged at the beginning of the school day.

Students can customize their computer hardware and screensaver Offensive messages are not allowed and students must respect community standards.

● Computers’ identification codes must always be visible

● Laptops must be protected from damage with a case.

● IT network configurations cannot be changed

● The student and their legal guardian are responsible for handling the computer and programs from/to home or vice versa

● Students should not share their computer with a peer unless their parent or legal guardian and/or a teacher agree.

4 Technology issues

In the event of a technical problem: students must go to the IT Helpdesk The IT Helpdesk will do everything reasonable to repair the issue but the responsibility beyond the reasonable repair methods belongs to the student and their family. Table of Contents

Lockers (Grades 6-12):

Secondary students are assigned lockers at the beginning of the school year and are responsible for keeping them in good physical condition Lockers are equipped with outlets so students can charge their devices during the day or overnight. Student access to lockers is a school privilege and can be restricted Teachers cannot open student lockers without permission of their Division Leader Please see the Family Handbook for details

June Checkout Procedures

There is a comprehensive end of the year check out procedure, which includes the return of keys, finishing grading, curriculum review, a discussion of summer work, and class clean-up. Each staff member will receive a form from their division which is to be signed by various supervisors. This must be submitted by the last staff workday. Summer contact information is required

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Appendix 1.

EMPLOYEE POLICY ACKNOWLEDGMENT AND RECEIPT PACKET

The following documents will be available for staff signing on the HR portal

Staff Handbook Acknowledgement and Receipt

I hereby acknowledge receipt of the Staff Handbook of The American School of Barcelona, published in August 2024. I understand and agree that it is my responsibility to read and comply with the policies in this handbook. More specifically, I have read ASB’s code of conduct and communication protocols and am committed to adhering to these expectations.

Employee’s Name in Print

Signature of Employee

Date Signed by Employee

Confidentiality Agreement

I accept the obligation of not disclosing any data or information I could have access to during my tenure at ASB, and understand the information may not be used for any other purpose but the one I have been expressly granted by the Director To not use the technical resources that ASB has provided me for any other purpose than what has been expressly approved by the Director.

The username and password given to me by ASB are personal and non transferable. I will immediately inform the person responsible for security matters in the school should a third party have access to my assigned username and password.

I am aware that the following platforms should be used for work purposes as stated in the Staff Handbook: email, social media, and chats.

By signing this document I am accepting that the school may randomly monitor tech sessions for security reasons.

I am aware that it is strictly forbidden to make copies of school keys, give or share school material (i.e. badge) that allows access to the school without previous written approval from the Director

I will not destroy information belonging to the school; either academic or personal of students, families, and personnel.

Employee’s Name in Print

Signature of Employee

General Data Protection Regulation (GDPR)

According to art. 5 on LOPD and 13 on the European Data Protection Rules the person signing this document is informed that:

The American School of Barcelona, Fundación Privada (hereinafter ASB), located in Esplugues de Llobregat, (ZIP code 08950 - Barcelona); Jaume Balmes 7, is responsible for processing the employee’s personal data.

The Data Protection Officer for ASB is CIPDI TRATAMIENTO DE LA INFORMACIÓN SL, located in Mataró (ZIP code 08301 – Barcelona); Sant Agustí n. 1 1º 1ª.

All data provided and used during the tenure of the work related to the school will be incorporated in a database named BDGAASB belonging to ASB. The legal basis for such processing is the contract that binds us and the consent provided with this document. All data will be used to manage the work relation and to inform you of the activities organized by the school, both electronically as well as any other means of communication. To improve the internal functioning of the school, and at the urging of the department of education, the data might also be used for statistical reasons. Labor information will be kept in our archives indefinitely in order to prove the work relation.

It could happen that with the purpose of documenting a certain activity, the school may collect data in the form of image, sound, essays of students and other community members. On some occasions, these may be used for the promotion of events through our communication channels: web, blogs, social media, magazines, and other publications.

The campus has security cameras. The images will only be delivered under formal legal request to the Police or appropriate Judicial Organizations when there is an infraction or offense. In any case, the images will be shared only when requested by law.

People with access to this data are: staff responsible for treating the data, ASB staff approved by the Director, the suppliers needed to comply with our obligations, and the Public Administrations when legally entitled.

Some of the data storage services are in systems which are driven by multinational companies which could constitute an international transfer of data. For more information

about the institutions and their privacy policies, please contact the Data Protection Officer.

If you are sharing third party data, it is your obligation to communicate the content of this document to the person.

By signing this document you are entitled to access, edit and delete your personal data. You are also entitled to reduce or cancel the treatment of your data, to explicitly consent to the portability of your information and not to be subject to automated individual decisions and to totally or partially revoke the consent granted by signing this document.

Refusing to provide the required data will prevent ASB from executing the obligations that link us and may condition your participation in some activities.

The authorized institution of any conflict coming from the signature of this document is the “Autoridad de Protección de Datos” in Jorge Juan street nr 6, Madrid (28001).

I have read and understood the information above,

I ASK AND AUTHORIZE the person responsible for data treatment to deal with the information provided and any other subsequent in the conditions described in this document.

Employee’s Name in Print

Signature of Employee

Date Signed by Employee

ASB Child Safeguarding Expectations

Employees of ASB, shall be responsible for the rules and guidelines in the Child Safeguarding and Protection Policy outlined below as well as the “will” and “will not” rules and guidelines listed below:

Staff will:

● Treat students with respect, patience, integrity, courtesy, dignity, and consideration.

● Use positive reinforcement rather than criticism, competition, or comparison when working with students.

● Follow the ASB Staff Code of Conduct (see Staff Handbook) at all times.

● Maintain professional boundaries with students at all times.

● Establish and clarify age-appropriate boundaries if any student initiates inappropriate physical contact as outlined in the Staff Handbook.

● When working with a student, ensure I am always working in an open, discoverable area of the school that has clear sightlines.

● Only touch students in ways that are appropriate (back, shoulder, elbow, hand), public and non-sexual.

● Never touch areas of a student that are normally covered by swimsuits.

● Respect the privacy of students in situations such as toileting, showering and changing clothes.

● Only hug students when appropriate, student initiated, and in a professional manner

● Use technology communication and interactions through the internet with students for activities only regarding school business and using school-approved platforms.

● Comply fully with the school’s policies on student protection, anti-harassment, anti-bullying and anti-violence as outlined in our Handbooks.

● Comply fully in any investigation regarding student protection.

Staff will not:

● Touch or communicate in any way with a student in a sexual or other inappropriate manner

● Inflict any physical or emotional abuse on a student.

● Create opportunities to be alone around students outside the context of my role as a staff member.

● Show favoritism towards specific students.

● Engage in any school or non-school activities on evenings or weekends alone with a student without another staff member being notified.

● Transport any student alone in my car without express written permission of the parent. Permission is also needed from your supervisor if it is a school related event.

● Engage in private communications with students using social media in ways that are outside my professional relationship with students.

● Accept or give gifts to students without the knowledge of their parents or guardians and division administrator This includes not making any gifts secretive.

● Use profanity in the presence of students.

● Smoke or use tobacco/vaping products, or be under the influence of alcohol or illegal drugs at any time while working with students.

Staff working with and/or providing services to students under the auspices of American School of Barcelona and Spanish Law are subject to a criminal history background check. The signature below acknowledges that the staff member has read the ASB Child Safeguarding Expectations.

Employee’s Name in Print

Signature of Employee

Date Signed by Employee

ASB Child Safeguarding and Protection Policy

Updated August 2024

At ASB, our school community is committed to making our school a safe and caring place for all students. We believe that the educational experience of all students should be free from any type of bullying, neglect or abuse of any kind The safety of our students is our highest priority ASB has developed a Child Safeguarding and Protection Policy to guide our staff and families in matters related to the health, safety and care of our children at ASB.

Definitions:

Child Safeguarding: refers to the active measures that can be taken in order to limit the direct and indirect collateral risks which could affect children in the interaction with ASB personnel, during the activities organized by ASB or by the organizations and personnel with which ASB collaborates

Child Protection: focuses on protecting individual children identified as suffering or likely to suffer significant harm This includes child protection procedures which detail how to respond to concerns about a child.

ASB is committed to maintaining the appropriate procedures to ensure proper reporting of suspected child abuse that may occur in or out of school. Such reporting is the responsibility of any employee who suspects that a student has been abused and includes provisions for self-reporting of abuse by students. The school will investigate all reports and will take appropriate action to ensure the safety of the child/youth in accordance with Spanish law

Child Protection Policy is based on international law and on the United Nations Convention on the Rights of the Child of which Spain is a signatory Additionally, ASB is required to follow local Spanish Law The two key articles from the U N Convention on the Rights of the Child that drive our Child Protection Policy are:

Article 19 – Protection from abuse and neglect

The State shall protect the child from all forms of maltreatment by parents or others responsible for the care of the child and establish appropriate social programs for the prevention of abuse and the treatment of victims.

Article 34 – Sexual exploitation

The State shall protect children from sexual exploitation and abuse, including prostitution and involvement in pornography

(ASB) endorses the Convention on the Rights of the Child* of which the host country, Spain, is a signatory and seeks to be a safe haven for students who may be experiencing abuse or neglect Table of Contents

in any aspect of their lives. ASB is committed to communicating this policy annually to all parents and applicants, communicating this policy annually to students, providing annual training for all staff, and will make every effort to implement hiring practices to ensure the safety of children.

By enrolling students at ASB, parents agree to work in partnership with the school and adhere to the policies adopted by the school. ASB’s Student Safeguarding and Protection Policy defines the standards by which all students should be treated with respect and dignity at all times.

1 Provide age appropriate lessons for all grade levels to help students understand personal safety, needs and rights.

2 Provide parent materials and information sessions to help parents better understand our programs and policy

3. Ensure school employees and contracted staff are given Professional Development to recognize and report issues of abuse and neglect

Working together we can ensure our children are safe and are knowledgeable about their rights and responsibilities to themselves and to each other so that they can grow and learn free of fear in a safe and supportive environment. I thank you for your support of our efforts and invite you to contact the school counselor or principal regarding any specific questions you may have

Key Responsibilities for Child Safeguarding

Key Responsibilities:

● All members of ASB’s community will take measures to protect the safety and well-being of students from bullying, neglect, and child abuse including physical, emotional or sexual abuse, and sexual or commercial exploitation

This is best accomplished through:

(Adult community members):

● Appropriate personal conduct whenever interacting with children, in person and virtually;

● Awareness or increased understanding of potential harmful conduct or behaviors in the prevention or mediation of potential abuse or neglect;

● Removal of a child or youth from an immediate dangerous situation; and

● The reporting of inappropriate conduct, neglect, or abuse; or reasonable suspicion thereof.

(Students):

● Students should also exemplify respectful conduct toward one another, staff and other members of the community

● In consideration of age and grade appropriateness, students should receive training for appropriate/inappropriate conduct and the reporting of incidents/procedures

This policy applies to:

● All employees of ASB and employees of the school’s affiliated organizations

● Individuals and entities with contractual relationships with the school

● Board members and other school leaders.

● All students, parents, and legal guardians; in particular

● All school chaperones and volunteers who work with children and youth; or participate in school programs and activities involving children and youth

● Visitors, vendors, or guests on school premises

Child Abuse and neglect

How is abuse and neglect defined?

Definitions of abuse are complex and based in various cultures of child-rearing behaviors, gender and role responsibilities and expectations. The primary determination of abuse is that it is dependent on some form of a relationship that is used to meet the need of the more powerful person, either a member of the family, a teacher, or a friend. Research guides much of the definitions that are based in understanding the impact of certain behaviors.

Abuse is:

● Inflicting physical injury on a child by other than accidental means, causing skin bruising, burns, disfigurement, impairment of physical or emotional health, or loss or impairment of any bodily function death; and/or

● Creating a substantial risk of physical harm to a child's bodily functioning; and/or

● Committing acts that are cruel or inhumane regardless of observable injury Such acts may include, but are not limited to, instances of extreme discipline demonstrating a disregard of a child's pain and/or mental suffering; and/or

● Assaulting or criminally mistreating a child as defined by either Spanish criminal code or school policy; and/or

● Engaging in actions or omissions resulting in injury to, or creating a substantial risk to the physical or mental health or development of a child; and/or

● Failing to take reasonable steps to prevent the occurrence of any of the above

1,2 Jennifer Mitchell and Rosemary Webb, Child Lures Prevention/Teen Lures Prevention

Possible Indicators of Physical Abuse:

● Unexplained bruises, injuries or burns

● Injuries that regularly appear after absence or vacation

● Injuries inconsistent with information offered by the child

Emotional Abuse is:

● Persistent emotional ill-treatment of a child (threats, humiliation, sarcasm, degrading punishments) so as to cause severe and adverse effects on a child’s emotional development

● Conveying to children that they are worthless or unloved and inadequate or valued only insofar as they meet the needs of another person

● Causing children to frequently feel frightened

● Putting developmentally inappropriate expectations on children

Possible Indicators of Emotional Abuse:

● Highly anxious or fearful of new situations

● Physical, mental or emotional development is delayed

● Delayed speech or sudden speech disorder

● Inappropriate emotional responses to painful situations

● Drug or alcohol abuse

● Sudden underachievement, lack of concentration and persistent tiredness

● Chronic running away, compulsive stealing, obsessions or phobias, and lying

Sexual Abuse is:

● Committing or allowing to be committed any sexual offense against a child as defined in either the Spanish criminal code or school policy, or intentionally touching either directly or through clothing, the genitals, anus, or breasts of a child for other than hygiene or child care purposes

Possible Indicators of Sexual Abuse:

● Sexual knowledge, behavior, or use of language not appropriate to age level

● Unusual interpersonal relationship patterns

● Sudden underachievement, lack of concentration and persistent tiredness

● Sexually transmitted infections in a child of any age, or pregnancy at a young age

● Evidence of physical trauma or bleeding to the oral, genital, or anal areas

● Difficulty in walking or sitting

● Refusing to change into PE clothes, fear of bathrooms

● Child running away from home and not giving any specific complaint

● Not wanting to be alone with an individual

Neglect is:

● Failure to provide for a child’s basic needs within their own environment

○ Physical (e.g., failure to provide necessary food or shelter, or lack of appropriate supervision-this would include failure to provide proper adult guardianship such as leaving children unsupervised at home for any extended period of time ) Note,

Table of Contents

ASB requires one parent to be a full-time resident of Barcelona. Should parents/guardians leave the country for any reason, the responsibility for informing the school of all appropriate contact details lies with the parent or guardian.

○ Medical (e g , failure to provide necessary medical or mental health treatment);

○ Emotional (e g , a pattern of actions, such as: inattention to a child's emotional needs, failure to provide psychological care, or permitting the child to abuse alcohol or other drugs, specific examples may include verbal humiliation, refusing to acknowledge presence of child, invasion of privacy for no specific reason, violent threats, etc )

Possible Indicators of Neglect:

● Child is unwashed or hungry and a lack of sleep during instruction

● Parents are uninterested in child's academic performance

● Parents do not respond to repeated communications from the school

● Child does not want to go home

● Child is left for extended periods of time (age appropriate) without parents or a guardian

● Parents or legal guardian cannot be reached in the case of emergency

Preparing for a Disclosure of Abuse or Neglect

Adults working with children must understand and know how to respond appropriately to disclosures from students knowing that it is often very difficult for children to disclose abuse Students often cannot easily talk about an abuse problem because they may:

● Try to forget it in order to cope

● Worry they will lose the love of their parents or friends

● Fear the shame of abuse or getting in trouble for telling (especially older children)

● Be under the threat by an offender to harm them or their family

Understanding these fears of disclosure will help you in your response. Respond calmly and matter-of-factly Even if the story the student tells you is difficult to hear, it is important not to register disgust or alarm.

Do:

● Accept what the student tells you, even though your first reaction may be, “This can’t be true ” It is very unlikely the student will make up an abuse experience, particularly a sexual abuse experience It is important to report to the counselor immediately If the counselor is unavailable, report to the school health specialist and/or the principal. Ask the student to accompany you to the office

● Affirm the student by acknowledging the importance of talking about the abuse and getting help Do not assume the student knows how to talk about it

● Support the student Reinforce that a student who has been victimized is not to blame

● Empower the student. A victim often feels helpless and powerless. Affirm and support feelings; listen to fears, concerns and needs; assure that every effort will be made to keep them safe

Don’t:

● Do not promise the student that “you won’t tell” -- You are required to tell

● Do not lead the student in telling (just listen, letting the student explain in his or her own words)

● Do not pressure the student for a great amount of detail.

● Do not make judgmental or disparaging comments about the offender -- it is often someone the student loves or with whom he or she is close

● Do not make promises to the student that things will get better.

● Do not confront the offender

When preparing for a disclosure it is important to respect the student’s confidence. Share with a counselor or administrator, but limit information to other staff Explain to the student that you must tell someone else to get help Let the student know that someone else might also need to talk with him or her and explain why. If the student does not want to go home, this should be considered an emergency Report to a counselor or administrator immediately

Sexual and Non-Sexual Harassment, Bullying and Violence

Harassment of any kind, including sexual harassment, violence, or bullying, or any other behavior that has the purpose of causing harm, either verbally, physically, mentally, or emotionally, or used to intimidate others, in person or via the internet, is also unacceptable This includes behavior directed between staff members, between students, or between staff members and students. Procedures for reporting abuse or neglect should be followed for reporting harassment, bullying or violence

Sexual harassment is:

● Uninvited or unwelcome sexual advances

● Requests for sexual favors

● Sexually motivated physical conduct

● Other verbal or physical conduct of a sexual nature

Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or education, evaluation of a student’s academic performance, or condition of participation in student activities or in other events or activities sanctioned by the school; Submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions or other decisions about participation in student activities or other events or activities sanctioned by the school; or Such conduct has the purpose or effect of

substantially interfering with an individual's academic or professional performance or creating an intimidating, hostile or offensive working and/or educational environment

● Verbal: Unwelcome requests for sex, sexual innuendos, suggestive comments, and jokes of a sexual nature, sexual propositions, intrusive questions or insinuations of a sexual nature about a person’s private life, unwanted invitations of a sexual nature, and related threats.

● Non-verbal: Sexually suggestive objects or pictures, graphic commentaries, displays of offensive or pornographic materials such as posters, pinups, cartoons, graffiti or calendars, staring or leering at a person or at parts of his/her body, suggestive or insulting sounds, leering, whistling, obscene gestures

● Physical: Unwanted physical contact, including touching, pinching, brushing the body, massaging, pushing, touching or fiddling with a person’s clothing in a suggestive manner The unwelcome behavior needs not be repeated or continuous A single incident can amount to sexual harassment.

What is Not Considered to be Sexual Harassment:

Sexual interaction, flirtation, attraction or friendship which is invited, mutual, consensual and reciprocated between staff members of legal age is not sexual harassment All staff members, however, must be mindful of any relationship with other staff members that may present a potential conflict of interest in which an individual’s personal interests materially interferes with their ability to adequately accomplish the responsibilities of their employment with the school or the relationship contributes to creating an intimidating, hostile, or offensive working environment.

Non-Sexual Harassment, Bullying and Violence are:

● Intentionally aggravating another individual persistently either verbally or physically

● Negative, repeated and persistent actions, which tend to intimidate, oppress, injure, distress or discomfort another individual

○ Student Bullying is defined as aggressive, deliberate, and premeditated action by an individual pupil to inflict physical, verbal, mental, or emotional suffering on another student or group of students. The school defines a student as being bullied or picked on when another student or group of students say or write insulting, inappropriate or unpleasant things to him or her, including any form of cyberbullying . It is also bullying when a student is hit, kicked, threatened, sent inappropriate notes/emails, or when he/she is ostracized or intentionally ignored

○ Violence includes physical assault, threatening another with bodily harm, or any other related illegal act.

Procedures: Reporting Suspected Child Abuse or Neglect

Where there is cause to suspect child abuse or neglect, it is the responsibility of the staff member to report their suspicions to the counselor, or to the principal. In all cases, the principal will be notified It is the responsibility of the principal to inform the director of the suspected case of child abuse or neglect

All staff, faculty and administrators are mandated to report incidences of abuse and neglect All ASB employees are also required to report suspicion of abuse or neglect. All reports of abuse and neglect must be made to the counselor within 48 hours for immediate response

Step 1:

When a child/youth reports abuse or there is reasonable cause to believe that abuse is occurring, the teacher will seek advice from the division counselor and principal and will initiate a child protection report form following this protocol This form will be reviewed by the child protection team and the team will gather information regarding the reported incident. If there is

reasonable cause to continue, the child protection team will address the report and reach out to the child protection hotline and/or local authorities if necessary The principal will inform the director and child protection leads The response team may include the school health specialist, counselor and other individuals as the principal and director see fit. In all cases, follow-up activities will be conducted in a manner that ensures that information is documented factually following the school documentation protocol outlined and that strict confidentiality is maintained

Step 2: Child Protection Response Team

Based on acquired information, the Response Team will develop a plan of action that will be developed to assist the child and family This plan may include the following actions:

● Age-appropriate discussions between the child and counselor in order to gain more information.

● In-class observations of the child/youth by the teacher, counselor, or administrator

● Meetings with the family to present the school's concerns

● Referral of the student and family to external professional counseling.

● Notification of the Welfare Services office at the home-of-record

● Director consults with the relevant consulate, legal advisor/attorney, and/or the local law enforcement agency as required by the local laws

Step 3:

Subsequent to a reported and/or substantiated case of child abuse or neglect, support from the Response Team may include any of the following:

● The counselor will provide support and guidance to the child and family

● The counselor may provide the child's teachers with ongoing support such as resource materials and strategies.

● The counselor will maintain contact with outside therapists, pending a release of information, to update the progress of the child in school

All documentation of the inquiry will be kept in the child's school confidential records file. Records sent to schools to which their student may transfer will be flagged to let the receiving school know there is a confidential file for the child

Staff Behavior Expectations

As a measure of prevention and of setting clear expectations to protect students and staff a Student Protection Agreement is important to be agreed to by all school personnel and all volunteers who are part of the school community

Adult’s Position of Trust and Authority

● An adult is not a peer of the students. Adults are in a position of trust and authority in relationship to students and therefore their interactions with students must focus on meeting the needs of the student In working with students, adults must take great care that their actions and motivations will not be misinterpreted.

● The burden of responsibility and accountability rests with the adult It is the adult’s responsibility to remove himself or herself from any physical or verbal contact with students that could lead to the initiation or perception of any form of abuse or harassment

Personal and Professional Boundaries

Adults must respect each student’s right to personal boundaries in all interactions It is the responsibility of the adult to be sensitive to, and respectful of, the personal boundaries of all students whether or not the student communicates discomfort with the interaction

When interacting with a student, an adult is advised to consider the appropriateness of his or her conduct in relation to such factors as the student’s age, developmental level, cultural and educational background

● If a student’s behavior toward an adult is, or appears to be, of a sexual nature, the adult must let the student know the behavior is inappropriate and not allow it to continue

● If an adult has an interaction with a student which is a cause of concern, he or she should discuss the situation immediately with an administrator or counselor Adults are expected to refer to matters beyond their expertise or role to the appropriate resource person.

Physical Contact

While physical contract can be used to comfort, reassure or assist a child, the following should be factors in assessing its appropriateness:

● It is acceptable to the child concerned

● It is open and not secretive

● It is appropriate to the age and development stage of the child

● School personnel should not do things of a personal nature for a child which the child can do for himself or herself

● Inappropriate physical contact also includes rough physical play and horseplay (tickling, wrestling, etc.)

Examples of Acceptable Behavior are:

● Respectful language, tone and attitude towards students;

● Respect for students’ personal/physical boundaries

● Age-appropriate forms of touching such as comforting a hurt or upset child with side-by-side hug or pats on the shoulder or back as positive reinforcement;

● School-related communication with students through the use of professional email accounts When communications do not have a strictly academic focus, include a copy to the student’s parent or guardian, or communicate by telephone through the student’s family/home phone;

● Support diversity within the school population (e g ethnic groups, gay and lesbian students/families)

Examples of Unacceptable Behavior are:

● Humiliation of students (e.g. demeaning comments, intimidation);

● Inappropriate touching of students (e g massaging, stroking, caressing);

● Physical or corporal discipline of students (e g shoving, hitting);

● Discrimination or harassment including that based on race, color, ancestry, place of origin, religion, family status, socio-economic status, physical or mental disability, sex or sexual orientation);

● Being under the influence of recreational drugs and alcohol while supervising or professionally interacting with students;

● Disrespectful language towards students;

● Sharing or soliciting overly personal/private information;

● Texting or online communication with students on the adult’s personal email, or being “friends” on a social networking site;

● Engaging in any sexual behavior with a student, with or without consent;

● Exposing students to, or involving students in, any activities involving staff, volunteer or student nudity;

● Inappropriately disclosing confidential student-related information (beyond a “need to know” basis);

● Asking students to keep secrets.

SELF-INJURY

Self-injury occurs when an individual chooses to inflict wounds upon themselves because of psychological distress. Although it is difficult to understand, this behavior becomes a coping mechanism for some people. Feelings of anxiety and distress, being “outside” one’s body, and a need for self-punishment are among the reasons self-injurers cite for their behavior. Research has not been able to clearly define the life factors that lead to self-injury The theme that is repeated throughout the research is that self-injurers are using the self-injury to relieve extremely uncomfortable feelings

Teachers who become aware of self-injury need to notify the guidance counselor that same day. If a student discloses self-injury, the student can be brought immediately to the guidance counselor at that moment, or the guidance counselor will pull that student for a safety interview and take the student to the health specialist to assess any current injuries.

The guidance counselor will notify the parents of the student and fill out the Notification of Self-Injury form as well as ensure appropriate medical (if necessary) and psychological support

SUICIDAL IDEATION

The counselor may modify the procedures in emergency situations if, in their professional judgment, modifications are necessary to ensure the safety and welfare of the student or student body

1 Any staff member who becomes aware that a student may be suicidal is to immediately notify the school counselor, or an Administrator, and assure that the student is not left alone

2 A School Counselor, or School Administrator will see the student immediately and continue to assure constant supervision of the student

3 If the student is violent or armed the School Administrator must be notified If they are unavailable, call 112

4 The School Counselor or School Administrator will attempt to conduct an interview (see Suicide/Self-Harm Risk Assessment Form) The purpose of the interview is to provide staff with information needed to determine how to best assure the safety of the student The student must be informed that appropriate actions will be taken when individuals threaten to harm themselves or others; and; that confidentiality will be breached The student will be given appropriate choices in how suicidal ideation/action/plan is disclosed, such as informing parents themselves

Based on the interview, one of the following procedures is initiated:

A. If the student’s responses indicate that they may not be at immediate risk;

1. Parents are notified of the concern and acknowledge the notification in writing (see form). They will be advised of the need to supervise and support their child. Available resources should be made known to the parent.

2. The grade level principal or school director is notified.

B. If the student admits to being suicidal or their responses result in suspicions of immediate risk, the following steps are suggested to assure the student’s safety

1 The parents are notified immediately of the seriousness of the concern and informed that the student will not be allowed to leave the school unless accompanied by parent/guardian or another person for whom the parent permits to pick –up the student, such as another relative or an emergency contact person It is advisable to document the parent’s permission to release the student to another person

2 The grade level principal or school director is notified

3. The student is not to be left alone and should remain with a support staff member until a parent/guardian or identified emergency person takes charge of the student. The parents will be advised to take the student immediately to the nearest Emergency Room or to a licensed mental health provider for a crisis evaluation

4 Before the student is discharged, school staff needs to advise the receiving person of the need for continued supervision and support for the student

5 An informational document provided by the counselor may be reviewed with the parent The document is designed to provide resources and supportive directives that guide parents through this crisis Furthermore, the document advises parents of the school’s concern for their child and their responsibility to assure the safety of every student A form is then signed by the parent and the school official and serves as documentation of the consultation and the parent’s acknowledgement of the school’s concerns for their child’s suicidal threats A copy needs to be kept by the school administrator or support staff Documentation needs to reveal if the parent is resistant

6 The student can safely return to school only after being evaluated by a licensed professional mental health provider A “Re-entry Plan” may be needed prior to the student’s return to their classes The school support staff may collaborate with the parents and the student to establish the plan The school administrator should be made aware of the student’s return and informed of the re-entry plan

7 If the student returns to school without evidence that an evaluation occurred, the support staff member needs to immediately consult the administrator. Supervision of the student needs to be reinstated until the parent/guardian picks the student up. The Department of Social Services must be contacted if there is reason to believe the student is still at risk of hurting themselves or others and the parent is refusing to take appropriate measures to assure their safety.

Acknowledgements

A special thanks to the following associations and school for the resources and guidance in this publication.

The Association of American Schools in South America (AASSA): Student Protection documents

International School Services: Child Protection Template

The American International School of Muscat (TAISM): Student Protection at TAISM

Statement of Individual Commitment to Harassment Prevention and Involvement in Creating a Healthy Work Environment

I hereby acknowledge receipt of the Prevention and Management of Harassment Protocol of The American School of Barcelona available on HR Portal, and I state:

● That I assume my responsibility and therefore commit myself to avoid those actions that may be offensive, discriminatory or abusive, and to identify the factors that contribute to a harassment-free work environment.

● That I am committed to supporting those colleagues who may suffer a situation of harassment and are assessing whether to report it.

● That I agree to report possible harassment and to cooperate in the investigation of an internal complaint of harassment.

● My explicit commitment to adopt the protocol, and subsequent updates, as a guide for the prevention of any form of harassment in the workplace.

Employee’s Name in Print

Signature of Employee

Date Signed by Employee