Any act of misconduct or negligence or inefficiency on the part of any Staff is an offence which may render him liable to disciplinary action:
(a) 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.
- Dismissals are not permissible in Basic Education Schools since all children should complete the mandatory 11 year basic education
- 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.
RESOLUTION & SETTLEMENT OF DISPUTES
(a) Dispute Policy
Recognizing the value and importance of full discussion in clearing up misunderstanding and preserving harmonious relations, every reasonable effort shall be made by the FGS to dispose of any complaints or grievances from Staff.
(b) Grievance Procedure
FLOWERS GAY SCHOOLS is committed to providing the best possible working conditions for its employees.
Part of this commitment is encouraging an open and frank atmosphere in which any problem, complaint, suggestion, or question receives a timely response from FLOWERS GAY SCHOOLS’ supervisors and or appropriate heads and management.
FLOWERS GAY SCHOOLS strives to ensure fair and honest treatment of all employees. Supervisors and or appropriate heads, managers, and employees are expected to treat each other with mutual respect. Employees are encouraged to offer positive and constructive criticism.
If employees disagree with established rules of conduct, policies, or practices, they can express their concern through the problem resolution procedure.
No employee will be penalized, formally or informally, for voicing a complaint with FLOWERS GAY SCHOOLS in a reasonable, business-like manner, or for using the problem resolution procedure.
If a situation occurs when employees believe that a condition of employment or a decision affecting them is unjust or inequitable, they are encouraged to make use of the following steps. The employee may discontinue the procedure at any step.
- Employee presents problem to immediate supervisor after incident occurs. If supervisor is unavailable or employee believes it would be inappropriate to contact that person, employee may present problem to the Schools’ Administrator or any other member of management.
- Supervisor responds to problem during discussion or after consulting with appropriate management, when necessary. Supervisor documents discussion.
- Employee presents problem to the Schools’ Administrator if problem is unresolved.
- The Schools’ Administrator counsels and advises employee, assists in putting problem in writing.
If a member of Staff has a grievance, he/she shall submit such grievances in writing to the Schools’ Administrator (Preferably within seven (7) working days). The Schools’ Administrator will settle the grievance through discussion with the employee within the next seven (7) working days.
If no settlement is reached in the first step within seven (7) working days of being presented to the Schools’ Administrator the matter would be referred to the Schools’ Principal in writing.
The Schools’ Principal shall constitute a panel to investigate the issue and refer the findings to him/her for appropriate action to be taken.
The Principal reviews and considers problem. The Principal informs employee of decision and forwards copy of written response to the Schools’ Administrator for employee’s file.
In exceptional cases where this procedure does not still address the Employees’ grievance, the Board of Directors many be petitioned by the Employee via the Principal and ultimately Executive Management if still the matter is not resolved to the satisfaction of the Employee, However in all instances, Executive Management should be progressively informed on any of such procedures pending immediately the matter leaves the Administrator’s jurisdiction and is brought to the attention of the Schools’ Principal.
Not every problem can be resolved to everyone’s total satisfaction, but only through understanding and discussion of mutual problems can employees and management develop confidence in each other. This confidence is important to the operation of an efficient and harmonious work environment, and helps to ensure everyone’s job security.