EMPLOYEE CONDUCT & DISCIPLINARY ACTION
Any act misconduct or negligence or inefficiency on the part of any Staff is an offence which may render him liable to disciplinary action:
- Disciplinary Policy
- The basic purpose of disciplinary action should be to deter employees from committing infractions of rules and regulations, and to reform them in order to effect improvement of their conduct and make them more productive thereafter.
- The disciplinary policy is based on the principle that punishment is to reform. However, the punishment should be severe enough to act as a deterrent to others
- The purpose of this policy is not to prescribe for every offence committed but provide a guide on the disciplinary measures that may deter offenders and or potential offenders from committing offences and compel them to exercise self-control and self-discipline in their day to day activities. It may also serve as a guide to heads in applying limits of sanctions, in addition to the humane approach they are expected to adopt in all matters relating to discipline in the School.
- It is hoped that the Management Committee together with the teachers and prefects and parents, will assist in maintaining the desired discipline in the Schools.
- The cooperation of all stakeholders of the Schools is very much desired and every effort must be made to cultivate mutual trust among all Stakeholders.
- It is expected that experience, tact and firmness of the head of the Schools will be brought to bear on all decisions.
- Heads must ensure that all cases of indiscipline are thoroughly investigated by appropriate staff. In all investigations, the accused must be given a fair hearing.
- Cases which in the opinion of the Schools’ Management, merit withdrawal should be referred to the Board of Directors of the Schools. All such cases must be incorporated in the Principal’s periodic report sent to the Executive Managers of the Schools.
- All Heads must adhere to procedures regarding suspensions and withdrawals.
- Under normal circumstances, suspension must not exceed five (5) days and should be applied to Junior High School pupils only.
- Cases of suspension of pupils should be brought to the notice of the parents/guardians of the pupils concerned.
- In the case of pupils, sanctions should in all cases be appropriate to the age of the pupil and the misdemeanor involved.
- In order that children do not develop aversion to farming/gardening, groundwork/weeding should be used as sparingly as possible.
- Notwithstanding the above guidelines, each case must be considered on its own merit.
- Prizes/rewards must be given to obedient children and exemplary staff members to encourage good behavior in school.
- The Schools should keep a disciplinary book for recording all serious cases of indiscipline
The following behaviors are examples of actions and activities that are prohibited and can result in disciplinary action:
- Sending or posting discriminatory, harassing, or threatening messages or images
- Using the institution’s time and resources for personal gain
- Stealing, using, or disclosing someone else’s code or password without authorization
- Copying, pirating, or downloading software and electronic files without permission
- Sending or posting confidential material, trade secrets, or proprietary information outside of the institution
- Violating copyright law
- Failing to observe licensing agreements
- Engaging in unauthorized transactions that may incur a cost to the institution or initiate unwanted Internet services and transmissions
- Sending or posting messages or material that could damage the institution’s image or reputation
- Participating in the viewing or exchange of pornography or obscene materials
- Sending or posting messages that defame or slander other individuals
- Attempting to break into the computer system of another institution or person
- Refusing to cooperate with a security investigation
- Sending or posting chain letters, solicitations, or advertisements not related to business purposes or activities
- Using the Internet for political causes or activities, religious activities, or any sort of gambling
- Jeopardizing the security of the institution’s electronic communications systems
- Sending or posting messages that ridicule another institution’s products or services
- Passing off personal views as representing those of the institution
- Sending anonymous email messages
- Engaging in any other illegal activities
EMPLOYEE CONDUCT AND WORK RULES
To ensure orderly operations and provide the best possible work environment, FLOWERS GAY SCHOOLS expects employees to follow rules of conduct that will protect the interests and safety of all employees and the institution.
It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment:
- Theft or inappropriate removal or possession of property
- Falsification of timekeeping records
- Working under the influence of alcohol or illegal drugs
- Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating employer-owned vehicles or equipment
- Fighting, assault or threatening violence in the workplace
- Boisterous or disruptive activity in the workplace
- Gross Negligence or improper conduct leading to damage of employer-owned or client-owned property resulted or any loss to the Schools
- Insubordination or other disrespectful conduct such as
- Disobedience to lawful orders
- Insulting conduct
- Sleeping on duty
- Any other serious breach of the institution’s policies
- Violation of safety or health rules
- Sexual or other unlawful or unwelcome harassment
- Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace
- Excessive absenteeism /absence without notice /Abandonment of Duty Posts/Station
Any employee who absents himself for ten consecutive working days without permission or reasonable cause will be deemed to have abandoned his employment without due notice and shall be dismissed and replaced.
- Unauthorized use of telephones, mail system, or other employer-owned equipment
- Unauthorized disclosure of business “secrets” or confidential information
- Violation of personnel policies
- Unsatisfactory performance or conduct
- Indulging in Fraud
- Falsifying the Schools’ documents
- Wilful damage to the Schools’ property
- Bribery/corruption or attempting to bribe or corrupt a staff member
- Dishonesty in service
- Hugging pupils
- Holding hands with pupils
- Staff must refrain from any behavior, gesture or words which translate into indifference or contempt towards a pupil or their family, or which may wound the sensibilities of the children.
- Any behavior or conduct that will be injurious to the integrity and corporate image of the institution or which either has the propensity of bringing and or actually brings the image and status of the Schools into disrepute.