CODE OF CONDUCT FOR STAFF

WATERBRIDGE GLOBAL EDUCATION

HARRODS INTRNATIONAL ACADEMY

CODE OF CONDUCT
FOR STAFF
November 2019

Written By

Mrs. Philippa Barson [School Director] and the Quality Assurance Committee

Statement of Purpose

The purpose of this document is to guide ethical and professional behaviour and staff conduct. It
expresses the behaviour and professionalism for working towards achieving the mission and vision of
the company. The staff code of conduct is a set of expectations to explain exactly what conduct is
expected of all employees.
CODE OF CONDUCT FOR STAFF

CODE OF CONDUCT: STAFF

The profession of teaching, being educators and working in an educational institution is a vocation that
calls for high personal standards of ethics, responsibility and accountability.

All staff members must lead by example and recognise that their conduct in a school environment has a
significant impact on students.

As responsible, educated adults, we need to shoulder certain norms.

Keeping this in mind, it is expected that Staff and Teachers shall adhere to a strict code of conduct, both
inside and outside of our organisation.

Applicable to all Staff

If required, they will ensure that all of their legal documentation required by Cambodian law for
working in Cambodia is up to date and copies are on file in the HR Office and school office, such
as visas, work permits, CBR check records etc.…
Must not knowingly or wilfully neglect his/her duties.
Must not discriminate against any student or staff member on the ground of caste, creed,
language, place of origin, social or cultural background.
Must not indulge in, or encourage, any form of malpractice connected with any school activity.
Must not be neglectful in correcting their work or reporting problems and concerns in any area
designated to them.
During the period of their service, they cannot apply for work outside of the school without
express permission from the school management.
Must not remain absent from the school without sanction of leave or without prior permission
from their functional manager.
Will not accept any remuneration related job from any source other than the school or give
private tuition to any student or other person or engage him/her in any business.
Will not enter into any monetary transactions with any student or parent; nor shall he/she
exploit his/her influence for personal ends.
All staff, teachers and LAs are strictly forbidden from inflicting any corporal punishment to any
student irrespective of any compelling circumstances whatsoever. Incidents of this nature will
be viewed seriously by the school management.
Bullying (physical or emotional), name-calling, intimidation or any other harmful behaviour
towards other staff members or students will be treated as gross misconduct and actioned
appropriately.
If a member of staff is a smoker, then during breaks, smoking must occur away from the school
building and out of sight of students and parents. The smoker must take steps to negate the
smell of tobacco smoke on their clothes and breath (use of body sprays and breath mints are
recommended).
Must meet all deadlines as set by line supervisors, or they need to request time extensions.
Must not through any action, behaviour, slander, deed or with any deliberate intention cause
any harm to the organisation’s reputation with is parents or in the wider community.

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CODE OF CONDUCT FOR STAFF

All staff are strictly forbidden to share students’ or staff’s personal information, school
information or school documentation and records to anyone outside of the organisation or to
someone with no right to that information.
All staff are prohibited from sharing photographs/videos of students on their personal social
media sites (or anyone else’s), or through APPs and the internet, (forwarding official posts from
any of the HIIA’s social media accounts or websites is allowed).
Any breach of child protection or data protection will be dealt with very seriously.

Specific for Teachers

Will not be neglectful in correcting class-work or homework done by students.

Must not indulge in, or encourage, any form of malpractice connected with examination or any
other school activity.
While being present in the school, shall not excuse themselves from the class which they are
required to attend as this is unacceptable.
Must not prepare or publish any book or books, commonly known as keys, or assist, whether
directly or indirectly, in their publication.
You will be governed by the code of conduct as laid down by the Ministry for Education, UK,
published 1 July 2011 and on violation of any provision of the code of conduct you shall be liable
to such disciplinary action as the management deems fit. (A full copy can be found at
https://www.gov.uk/government/publications/teachers-standards)
All form teachers are responsible for maintaining their Class Attendance Register, Plan Book,
Daily Diary, observation records and assessment/examination records. For any loss of the same,
the accountability rests solely in the hands of the respective teachers.
All teachers are requested to get their Lesson Plans approved before teaching commences, as
per their requirements (i.e. weekly, fortnightly or monthly).
Mobile phones are strictly not permissible in the Classrooms, Labs or Corridors unless it is for
scheduled documentation purposes. In case of emergencies, family members must be directed
to call front desk staff who will forward a message to the employee.

Non-compliance or violation of any of the rules as mentioned above can lead to appropriate action
being taken against the concerned individual such as; dismissal under your contract terms or
disciplinary action.

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 Workplace Culture and Code of Conduct Agreement
This Agreement:
▪ outlines the appropriate behaviour expected
in our workplace
▪ explains how we will deal with inappropriate
behaviour in the workplace
▪ applies to everyone at WGE and all
subsidiaries
Examples of appropriate behaviour:
▪ acting in an honest, professional and
courteous manner using respectful language
▪ reasonable management action carried out in
a reasonable manner
▪ recognising and valuing the contribution of
each team member and supporting people of
all backgrounds and identities
▪ exemplifying good work ethics
▪ demonstrating a high professional code of
conduct
▪ when conflict occurs, work to resolve the issue
in a calm and professional manner.
Examples of inappropriate behaviour:
▪ repeated inappropriate behaviour directed
towards a worker or group of workers that
creates a risk to health and safety
▪ deliberate behaviour to exclude, neglect,
over-burden, push-out or isolate staff
▪ attempted sabotage of a person’s
personal/professional reputation
▪ sexual harassment or unwelcome sexual
conduct of any kind
▪ out of working hours/personal time
harassment of any kind
▪ harassment and unwelcome behaviour that
intimidates, offends, belittles or humiliates a
person
▪ discrimination of a particular characteristic
such as age, race, education level, gender,
disability, religion or sexuality
▪ aggression and violence
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▪ criminal activity
▪ fabricating and making untrue and unfounded
allegations
▪ impairment by alcohol or other substances
▪ encouraging or pressuring a co-worker or
someone else to do or take part in any of the
above.
▪ directly or indirectly participating in or
enabling any of the above inappropriate
behaviours.
Responsibilities:
▪ Managers must demonstrate appropriate
behaviours and take reasonable steps to
ensure that inappropriate behaviours don’t
occur in the workplaces under their control
▪ Workers are responsible for ensuring that they
demonstrate appropriate behaviours and
discourage inappropriate behaviour by:
▪ refusing to participate in this behaviour
▪ reporting any experiences of this behaviour
▪ supporting co-workers in saying ‘No’ to any of
this inappropriate behaviour.
Managing inappropriate behaviour:
▪ Sonin Education will identify all workplace
factors that allow inappropriate behaviours to
occur, and to eliminate these risks, or if that is
not reasonably practicable, minimise the risks
so far as is reasonably practicable
▪ the specific actions that we will take to
address any factors in the workplace that
could allow inappropriate behaviour to occur
are:
▪ Provide realistic and reasonable schedules
▪ Clear defined workloads
▪ minimalised out of hours’ tasks/
communicating
▪ Clear expectations for each position/role
▪ No group works in isolation from management
▪ Up to date Job Descriptions
▪ Training and awareness for workplace
 bulling
▪ Transparency in communication
▪ Strong policies and procedures I confirm that I have read this policy carefully, and
▪ Open door policy and complaints process I agree to adhere to it and uphold it.
▪ Clear misconduct procedures
Name
Reporting inappropriate behaviour:
Follow the Complaints and Concerns Procedure Signature
and associated Report Form.
Date signed / /
Disciplinary action:
If anyone is found to breach this policy,
management will, depending on the severity:
give a formal warning
issue a referral to counselling
give an unpaid suspension
terminate employment effective
immediately.

Information and support:

▪ Waterbridge Global Education will provide
regular training and information about the
effects of inappropriate behaviour in the
workplace.
▪ Any staff or management member found to be
a co-conspirator, aiding and abetting, hiding or
covering up any inappropriate behaviour
conducted by an employee, whether it is in the
workplace, outside of work, in respect of any
employee of WGE past or present, they will
receive the same or stricter disciplinary action
as the instigating person(s).

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