Staff Handbook - School

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The International School -
Staff Handbook
Academic Year 2019-2020
Version 2, 2019
Document Name:
Document No. EISB/HRM/01
No. of Pages 62
Date Created 01/08/2019
The International School – Baghdad Staff Handbook applies to all employees, unless
specified.
Date of Implementation 01/08/2019
Designation: HR Manager
Prepared By: Name:
Signature:
Designation: Director
Approved By: Name:
Signature:
AMENDEMENT SHEET
S.No Policy & Details of the Signature of the Signature of the

Page No. amendment preparatory authority approval authority
specified.
Table of Contents: Page
1. Copyright Notice 5
2. Welcome 6
3. General Information 7
 Ethos Statement 7
 School Aims 7
 Mission and Vision 8
 Philosophy 8
4. Clarification 9
5. Manual Objectives 10
6. Section A – General Policies 11
 Dress Code 12
 Staff Guidelines 14
 Code of Conduct and Ethics 17
 Confidentiality 22
 Physical Contact Between Students and Staff 24
 Out of Hours Conduct 25
26
 Absent from Work and Leave
29
 Performance Management
7. Section B – Employee Relations 32
 Equal Opportunity Policy 33
 Open Door Policy 34
 Grievance, Anti-Harassment, and Complaint Procedure 35
 Disciplinary Action 41
8. Section C – Health and Safety 46
 Child Protection Policy 47
 Drugs and Alcohol 57
 Smoking 58
specified.
9. Section D 59
 Resignation 60
 Termination 60
 Dismissal 61
 Exit Interview 62
 End-of-Service Benefit 63
COPYRIGHT NOTICE
The information in this document contains confidential and proprietary information

of The International School - Baghdad. As a result, this document should not be
disclosed, used or duplicated – in whole or in part – for any purpose other than for
the use of the school. No employee of The International School - Baghdad shall
duplicate this document in whole or in part thereof without the explicit
authorisation of the authorised management. In the unlikely event of any unclaimed
copies being found, they immediately returned to the Human Resources
Department.
Welcome
specified.
Welcome to the International School – Baghdad, you are an important addition to our team and
we look forward to a long, productive, and mutually fulfilling time together. We are delighted
that you have joined us in our pursuit of excellent educational services for our students, their
families, and this community. I believe that our workforce is our most important asset and our
most expensive one.
Your role is critical in achieving the school's mission; one of our objectives is to provide a work
environment that is conducive to both your personal and professional growth, you are now part
of our family and with this comes our shared values. We look forward to a long relationship with
you.
This staff handbook is a reference to general school standards and policies highlighting key
processes and procedures. It is not intended to cover all standards. Based on your role, you will
receive an additional department-specific handbook. Your Direct Supervisor and/or Department
Manager will guide you through the program.
I encourage you to discuss with us any questions you may have about this Handbook or your
employment at the International School - Baghdad.
On behalf of EISB Management and Board of Directors.
Sincerely,
Human Resources Manager

General Information
ETHOS STATEMENT
At The International School – Baghdad, staff, students, parents, and governors welcome all
families to share the very high quality of education we provide. We as a team work towards
creating a physical, social, and intellectual conditions necessary to promote an effective and
continuously improving school, where everyone feels they belong and valued, secure, and
respected.
SCHOOL AIMS
 To provide a happy, stimulating learning environment that caters for the needs of
individual pupils.
 To encourage pupils to develop lively, enquiring minds and the ability to question and
discuss rationally.
 To encourage pupils to apply themselves diligently to tasks and develop positive attitudes
both in their work and in their personal relationships.
 To provide a broad-based and balanced curriculum that will enable every child to develop
their full potential.
 To help pupils acquire skills and knowledge relevant to life and leisure.
specified.
 To develop attitudes of flexibility and adaptability in children.
 To help pupils use their skills of learning effectively and efficiently.
 To instil respect for religious, moral and cultural values, tolerance of other races,
religions and ways of life, and recognition of the rights of all, irrespective of race, creed,
gender or impairment.
 To instil in students a high level of self-esteem and confidence in their own worth.
 To develop a sensitivity to the needs of others and develop a positive self-discipline.
 To participate and encourage enjoyment in all creative and aesthetic areas of the National
Curriculum.
Our Mission and Vision
At EIS-Baghdad we take our responsibility to prepare future leaders and lifelong learners very
seriously. The acquisition of fundamental values lies at the heart of everything we do and all
areas of the curriculum are a vehicle for underpinning these values. EIS-Baghdad aims to expose
every child, every day, to experiences that will help them understand the need for mutual respect,
tolerance, and understanding of people from different cultures and faiths. We will pride
ourselves on our success in this area as we will see our students embrace difference with respect
and integrity.
In order to achieve our mission and vision, EIS-Baghdad team will:
 Maintain a school culture of excellence in teaching, student achievement, and innovation.
 Maintain a supportive, healthy, and secure environment for teaching and learning.
 Through Fieldwork Education curriculums, our team delivers a balanced and holistic
international education centered on the learner.
 Raise student awareness and engagement in social, environmental, and inter-cultural
activities, both within and outside the academic programs of study.
 Provide excellent resources to support the program of study.
Philosophy
EISB dedicates its efforts to the intellectual, cultural, and social growth of each and every
student. Our school strives to create a flexible and controlled environment that encourages
creativity, self-discipline, and motivation to learn. Our curriculum aims to develop strong
academic skills in critical thinking, reading, writing, mathematics, and science. Our Academic
studies also include Arabic and Islamic studies, physical education, ICT, performing and visual
art.
Clarification
The Staff Handbook is intended to be used as a guide for frequently asked questions by
employees; It is not intended to be a contractual agreement of any kind. All policies and
procedures are subject to change at the sole discretion of the management.
specified.
The HR Manager is responsible for initiating, implementing, and making future updates
to the school’s HR policies and procedures. Any requests for modifying
(add/delete/amend) the handbook can be originated by any employee. The employee can
formally write to the HR Department and describe the suggestion along with the reason
for such change. If found valid, it could be incorporated as an amendment.
Upon employment, each employee will be provided with a copy of this Handbook. All
employees are expected to abide by it and conduct themselves with the highest standards
of personal, professional ethics, and behaviour. Furthermore, we expect each employee to
display good judgment, diplomacy, and courtesy in their professional relationships.
You’ll have our best wishes and encouragement to help you make a success of your
position. However, most of the success will result from your persistence, effort, and hard
work. We hope that your employment with the International School – Baghdad, will be a
rewarding experience.
Manual Objectives
The Human Resources (HR) Department plays a pivotal role in supporting the
International School - Baghdad, its managers, and employees through the provision of
high level strategic and transactional HR services.
This handbook contains a set of basic performance expectations for employees. All
employees are expected to perform at a high level that is consistent with their job
responsibilities.
The objectives of this handbook are as follows
 Define policies and procedures that oversee all aspects of the school's HR-related
transactions and clarify the rights and responsibilities of both parties to ensure fair
and adequate treatment for all employees.
 To protect the school's interest and safeguard its assets and operations by setting
out clear and concise rules, which will be followed when executing HR-related
transactions.
 All managers are to apply to these policies and implement them when necessary
when dealing with their employees.
specified.
Section A – General Policies
1. Dress Code
2. Staff Guidelines
3. Code of Conduct and Ethics
4. Confidentiality
5. Physical Contact Between Students and Staff
6. Out of Hours Conduct Policy
7. Absent from Work & Leave
8. Performance Management
1. Dress Code
Responsibilities
All employees act as ambassadors for the school and are required to reflect a smart and professional
image whilst carrying out their duties and responsibilities. Professional standards of appearance and
dress should always be adhered to during working hours throughout the year. We have an additional
responsibility as an educational establishment to role model a professional image to our students.
 Staff attire should be respectful and according to the culture and values of the community.
specified.
 Staff should be formally dressed at all times.
 Clothing should not be too tight fitting, sheer or revealing.
 Clothing must be clean, neatly pressed, and in good repair.
 Low necklines are strictly prohibited.
 No jeans or leggings are permitted.
 Staff should avoid bright and unusual colours.
 All tattoos should be covered.
 Piercings should be limited to one pair of earrings.
 The use of jewellery should be kept to the minimum and should not unreasonably draw
attention to the wearer
 Sneakers and open shoes are strictly prohibited.
Gentlemen
 Short or long sleeved shirts (Tie is optional but encouraged).
 Short or long-sleeved Polo T-Shirts.
 Smart pants.
 Closed shoes.
 Preferred colours are Black, Navy Blue, and Grey.
 Shirts and Polo T-Shirts should be tucked in at all times.
P.E Staff
 Shorts should reach the knee.
 Pants should not be bodycon or lycra.
 Tops should be loose and not tight fitting.
 Shoes should be appropriate.
 P.E staff should arrive and leave work dressed professional and in line with the above dress
code.
 P.E staff should change into the appropriate attire on school premises.
Ladies
 Skirts or pants to cover the knee.
 Top to cover the shoulders and décolletage.
 No Dresses
 Closed shoes (No heels).
 Preferred colours are Black, Navy Blue, and Grey.
Implementing the dress code
 In extreme cases staff will be asked to go home and change.
 Staff in breach of this policy will be subject to disciplinary action.
 Ultimately infringements will be considered when renewing contracts or evaluating reviews
of contract terms and conditions.
specified.
2. Staff Guidelines
Time Keeping
 An accurate record of your attendance is important for payment purposes, safety, and security
reasons, as well as to ensure any necessary absence cover can be arranged. Therefore, all
employees are required to sign in each day upon arrival and sign-out upon leaving the school
which is to be confirmed by the finger print machine.
Working Hours
 The staff are expected to be on the school premises from 08:00 hrs to 16.00 hrs Sunday
through Thursday inclusive for at least one hundred eighty-two (182) teaching days, plus (3)
days of INSET and 2-week induction period in August.
 The Employee is entitled to a 45-minute break per day.
 The employee will be required to work additional hours to cover duties including, but not
limited to, attending staff meetings, curriculum meetings, staff-training, parents evenings,
extra-curricular or any other similar activities, consultation with parents of pupils, faculty
members and administrative personnel and to participate in any other activities, including
school trips, which are in the normal course of operation of a school that are scheduled from
time to time (altogether “Extra-Curricular Activities”).
Punctuality
 All school staff must adhere to the working hours of the school.
 Teachers must be present with their classes at the morning assembly and post recess lessons.
 Teachers must arrive to their classes on time, they must not leave their classes before the end
of the period.
 An employee may take permission to leave the school during the working hours. It will be up
to the Direct Manager to grant him/her that permission depending on his/her work schedule
on that particular day.
Staff Discipline
 Employees must address parents properly and diplomatically.
 Communication with parents outside the school is strictly prohibited.
 Any communication with parents should be through the School’s Administration
Department.
 Gossip is not allowed in the School. Any employee caught gossiping will be reprimanded.
 Political, religious, and controversial discussions are prohibited in school.
Collections/Fundraising
 Unauthorised collections are not allowed to be made on premises.
Lobbying and Political Activities
 All staff are strictly prohibited from engaging in lobbying and political activities on behalf of
the School unless specified and prior authorisation has been granted. This policy is not
intended to hinder personal expression of political views made in a persons’ individual
capacity and on his/her personal time.
specified.
 However, when engaged in such personal activities, staff members must indicate by their
words and actions that these activities or expressions are personal opinions and are not made
on behalf of the International School – Baghdad.
Work Load
 The working week has five days in which there are 40 working hours. The forty hours could
include other duties like exam invigilation, supervision of students, substitute teaching,
assisting the administration, contributing to academic development.
 Coordinators are assigned less periods in order to follow-up on their subordinates’ work.
Effective practices when using social media sites
 Employees should use caution when posting on social networking sites and other online
forums.
 Employees should refrain from identifying themselves as working for the school as posted
content could bring the school into disrepute.
 Employees should ensure that their interaction on social media does not damage working
relationships between members of staff, students at the school, and their families.
 Avoid exchanging private texts, phone numbers, personal email addresses, and/or photos of a
personal nature with students/parents.
 Decline student initiated “friend requests” and not issue “friend requests” to students not
communicate with students/parents.
 Maintain a formal, courteous, and professional tone in all communications with students to
ensure that professional boundaries are maintained.
 Staff should not accept any current pupil of any age or any ex-pupil under the age of 18 as a
friend, follower, and subscribe on any personal social media account.
 Staff should not post any confidential information regarding the school on any social
networking website.
When you feel that an unfair decision has been made or that malpractice is occurring
what can you do? What you should not do is post your feelings on-line, which are likely
to be impulsive, inappropriate, or heated comments. Those may lead you into being part
of the problem. Instead you can refer to the Grievance and Complaint Procedure Policy
set out in this handbook.
Email Accounts
 The school will provide each member of staff an email account once they join. This account
is to be used professional for the work purposes only. If the account is misused, you will be
held accountable.
AC’s/Electrical Appliances
 Please turn off all electrical appliances when not in use (e.g AC’s, Light bulbs, IT
equipment).
 Check at the end of the day that lights are off, appliances and AC’s switched off.
 Double check before the weekend or holidays!
specified.
3. Code of Conduct and Ethics
Objective
The objective of this policy is to establish the principles and code of ethical conduct by which the
School shall operate and employees conduct their duties on behalf of EISB.
 EISB conducts its business with honesty, integrity, and with respect.
 EISB recruits and promotes based on the employee sharing the School’s values and having
the skills, qualifications and abilities required for the work to be performed.
 EISB is committed to providing a safe and heathy working environment.
 EISB believes it is essential to maintain clear communication with employee, normally
through internal information sharing.
 EISB expects its employees to avoid any personal activities and financial interests, which
may conflict with their commitment in effectively performing their jobs. Any conflict of
interest arising during the employment period must be communicated to the HR Department.
 EISB expects its employee to act honestly, conscientiously, reasonably, and in good faith
always having regard to their responsibilities, the interests of EISB.
Use of EISB or the school’s name
 All employees should refrain from using The International School’s name or logo or any
representative of it in any communication or activities that are not related to their role.
 Employee’s may only represent the school in writing or verbally, after obtaining prior
permission from the Direct Manager and School Director.
Quality Standards
 All employees are expected to make themselves familiar with these policies and abide by
them. Should the employee require any clarification, they should contact the HR Department.
 Ignorance of policies and procedures, work instructions, job descriptions, or any other
published directive shall not be considered a reasonable excuse for unsatisfactory behaviour.
Staff Conduct
 Don’t use first names if referring to staff members when students are present – particularly
with the older students.
 Do not discuss school policies or negative issues when the students are around – they pick up
on this very quickly.
specified.
 Please refrain from discussing the school pessimistically in public; you are ambassadors for
the school. A positive attitude from you conveys an optimistic feeling to others.
School tools and property
 The removal of school property from the premises is strictly prohibited.
 All employees are given varying levels of access to school property to perform their duties.
Equipment may include computers, mobile phones, scanners, printers, and access to the
internet, amongst others.
 Some employees may also be given access to and/or responsibility for property or vehicles as
it is related to their duties.
 All employees are required to use such equipment, vehicles, property, and technology for
work-related matters only, and in a manner, that is in line with the prescribed method of use.
Use of IT equipment, internet

 Access to computers, emails, the internet, intranet, telephones, printers, and scanners exist for
conducting business and are not intended for personal.
 They shall not be used to impair business or the employee’s performance.
 They shall not be used to commit an illegal act/crime.
 They shall not be used to violate the school’s anti-harassment policy.
 They shall not be used to express political or religious views.
 An employee may use the internet for occasional personal matters, but must not access social
media for personal purposes during working hours.
 Employees should not store photos of students on personal phones or cameras.
All electronic storage, data files, and programs used in the school's owned computers are the
property of the school. No employee has a personal right to or any right of privacy to any
information stored or created on the employer’s computers. If in doubt regarding any aspect of
using the network, computers, or email facilities, the employee should seek the advice of the IT
Department. Any personal items saved on the school’s will be deleted by the IT Manager.
Devices
 The use of personal cell phone or wireless devices is strictly prohibited in general areas, also
while in the presence of students, parents, and guests.
 Employees are permitted to use personal cell phones in cases of emergencies, or during break
time. Cell phones are to be used in office areas only.
Grooming and personal hygiene
specified.
 Employees must be physically clean, well groomed, and take steps to ensure appropriate
general body hygiene.
 Employees should avoid using excess perfume or smell of smoke or sweat.
 Female employees should avoid wearing excessive makeup.
 In most instances, an employee may wear his/her hair the way they choose while working, it
should always remain well trimmed and groomed.
 Hair must be clean, neat, and if coloured, maintained in a natural tone. This means no colours
such as green, purple, blue, pink, etc.
 A neat natural haircut and hairstyles is important. Extreme designs such as shaving or
sculpturing design in the hair or allowing hair to fall into your eyes are not acceptable.
Women with long hair should wear it in a style that keeps it neat, tidy, and out of their face.
 Beards, moustaches, and sideburns are to be neatly trimmed and groomed.
 Proper handwashing techniques are important for personal safety and hygiene and control of
infection.
Conflict of interest and gift acceptance
 Employees are required to respect the school’s Code of Conduct and to maintain the highest
level of integrity and professionalism in their business dealings and interactions.
 A conflict of interest may arise in many situations. For instance, it can come from knowing
someone personally and personally being involved in something.
 Employees are expected to shield themselves against situations where they may be the
appearance of a potential conflict of interest and their judgement could be compromised, or
even questioned.
 If an employee anticipates a situation that could pose a potential conflict of interest, the
employee is required to identify the situation, he/she should declare the potential conflict of
interest and remove themselves from any associated decision making. Failure to do so could
form grounds for disciplinary investigation and action, up to and including termination of
employment.
 Any employee who is given a gift, vouchers, offered services, or promised any
payment/commission by students, parents, suppliers, vendors and others, must not accept any
such gift no matter the monetary value, as it creates the impression of compromised decision-
making.
 Any employee given a gift must decline politely, explaining the reason for doing so.
 The only exception to declining gifts can be:
 Gift baskets of edible items or flowers sent to a group of individuals or a specific
department as appreciation for their effort and hard work.
 Gifts exchanged internally by colleagues with one another at special occasions which
cannot be creating a culture of favouritism or bias.
 Any employee is unsure about how to handle a situation regarding a gift, they should refer to
their Direct Manager and/or HR Department.
specified.
 Employees are strictly prohibited to request any gift or financial aid for themselves.
Employees found in breach of this policy will be subject to disciplinary investigation and
action, up to and including termination.
4. Confidentiality
Aim
To protect the school’s confidential information at all times, and to give staff a clear and
unambiguous guidance as to their legal and professional roles to ensure good practice throughout the
school.
Confidentiality Statement
Employees talk about their job constantly. Conversations at breaks and lunchtimes are often about
school, individual children and their families. We ask that such conversations are regarded as
confidential.
We ask that such conversations are regarded as confidential.
Similarly, the work progress and behaviour of individual children is a matter of fact for the teacher,
the child, and the parent. Any comments made about a student, or an incident at school may be
misinterpreted and lead to misunderstandings.
Small incidents are dealt with in school and should end there. More serious incidents will be
discussed, in confidence with parents. We feel sure you will understand the need for such
confidentiality on school matters. We ask that you respect confidentiality on such matters to avoid
misunderstandings.
Guidelines
 Confidentiality is of the utmost importance in order to ensure that the dignity and worth of
students, parents, and staff is honoured. Any information collected, used, generated or stored
by The International School – Baghdad, including student, instructional, financial or
administrative, is strictly confidential and is to be used only in the performance of your
duties.
 You shall not disclose, communicate, publish, take, alter, copy, interfere with or destroy any
information, including electronic information, unless you are specifically authorised to do so
by your Department Manager or School Director.
 School-related and work-related matters are to be kept confidential. Discussion of such
matters should only be done with the appropriate personnel.
specified.
 Confidentiality also refers to protecting the information we hold about students in this school
and their families. All staff will endeavour to maintain confidentiality when appropriate, for
instance by considering the conversations they have about students and their families, the
purpose of these conversations and where these conversations take place.
5. Physical Contact Between Students and Staff

This policy articulates what has been for many years expected of staff in their care of students at the
school. It is recognised that the role of staff in school may involve a much closer and caring
relationship with students. As a general principal, staff should not make physical contact with
students, and in particular, no member of staff or those working at the school should have any form
of physical contact with a student either as punishment or pleasure.
It is recognised however that occasionally some physical contact is appropriate. This includes for
example, hand shaking as greeting or congratulation, and for coaches training students in sports. Staff
should be aware that students may occasionally misinterpret what is intended to be a kindly gesture
as having some sexual connotation, particularly if the student has experienced sexual abuse in the
past. For the protection of both students and members of staff, it is undesirable for a staff member
ever to be alone with a student in a closed room.
Physical contact is often required to assist an injured student or care for a sick student. Those staff
providing healthcare (First Aid) will clearly need to have physical contact with a student at times, but
as a guiding principle, all physical contact must be done with the informed consent of the student
(unless it is in a life threatening situation).
specified.
The kindergarten department is an exception to this policy, since the early years’ students do
require a certain level of affection and comfort.
6. Out of Hours Conduct

While we understand that all employees of the International School – Baghdad have a right to
privacy. Any criminal or otherwise inappropriate conduct occurring outside of the workplace, which
has a negative impact upon the school, may result in disciplinary action or a requirement that the
particular private conduct cease.
Examples of such conduct include, but are not limited to:
 Criminal offences involving stealing, or other dishonesty regarding cash or goods.
 Violence, harassment or discrimination towards others, that occurs outside the workplace.
 Brings the International School – Baghdad into disrepute.
 Damages the relationship between the International School – Baghdad and the employee, or
other employees.
Discipline action is dealt with in accordance with the guidelines for the Disciplinary Action
Policy and that dismissal is a potential outcome of such behaviour.
In determining the nature of disciplinary action to be taken, the following will be taken into account:
 The nature of the conduct.
 Whether the conduct adversely impacts on the business or public reputation of the
International School – Baghdad.
 Any mitigating circumstances.
 The employee’s work history.
 Any other matter considered relevant.
7. Absent from Work & Leave

Attendance
Every employee plays an important role in the successful operation of the school. When you are not
here, someone else must do your job. Accordingly, it is your responsibility to your fellow employees,
to our students, parents, and to the school, to arrive at work on time and work productively until the
end of the day. If you will be absent, it is your responsibility to notify your department manager as
far in advance as possible via email. This procedure must be followed each day of an absence. Any
specified.
failure to notify management of an expected absence will be considered an unexcused absence and
will be grounds for discipline action. Repetition of unexcused absence may to lead to termination of
employment.
It is also the policy of the International School – Baghdad to provide its employees sufficient and
reasonable periods of rest, recuperation, and time to attend to personal concerns. However, Leaves
shall be regulated and subject to school policies and procedures.
Annual Leave
Academic Staff are entitled to the summer vacation leave providing the contract is renewed for
the following Academic Year. Payment for the vacation will be as follows:
 Full academic year worked (if contract renewed) will result in full pay (6 weeks)
 Two full terms worked equals to 2/3 of the vacation at full pay (4 weeks).
 One full term worked equals to 1/3 of the vacation at full pay (2 weeks).
Admin Staff are entitled to the summer vacation leave providing the contract is renewed for
the following Academic Year, payment for the vacation will be as follows:
 Full Academic Year (3 terms) worked will result in full pay (4 weeks).
 Two terms worked or less will result in full pay (2 weeks).
Sick Leave
 Employees may be granted a leave of absence, without loss of pay, due to personal illness or
injury during the work place, in accordance with the following terms and in accordance with
local law.
 The school in no case shall reimburse medical fees unless the injury has occurred on school
grounds and due to school negligence.
 All employees are eligible for ten (10) sick leave days with full pay per calendar year for
absences resulting from illness or injury.
 If an employee is sick and unable to come to work on a particular day, he/she must inform
the department manager and HR Department via email before he commencement of work so
that necessary alternate arrangement can be made as required.
 If the period of absence is to exceed two (2) consecutive days, the employee should submit
by the third day, a medical certificate alone with the Leave Application Form.
 Employees are not entitled to sick leave during the probation period.
 Sick leave shall not be accumulated or carried forward to the next year.
 If an employee does not recover from his/her sickness, he/she may be terminated due to
unfitness of health.
Bereavement Leave/Emergency Leave
 Without out loss of pay an employee is eligible for up to five (5) working days, in case a
member if their immediate family dies or is critically ill. Immediate family is defined as a
parent, grandparents, sibling, child, grandchild. Any additional leave needed is up to the
discretion of the management and will be without pay.
specified.
Maternity Leave
Female employees are entitled to maternity leave with full pay for a period of six (6) calendar weeks,
if the employee has completed a full Academic Year (315 days). Thereafter, a maximum of 30 days
of Unpaid Leave with the approval of the management.
Leave Procedure
 All leaves must be properly documented and authorized using the Leave Application form.
(Available at the HR Department).
 The approving authority for the leave application shall be the Department Manager of the
employee.
 Except in case of Bereavement Leave and Sick Leave, no employee shall be authorized to
leave or abandon their position without an approved formal request for leave, and to be
submitted 72 hours in advance.
 Failure of the concerned employee to seek approval for his/her absence shall be considered
unauthorized absence and will be deducted from their monthly salary.
 Any breach, abuse, or violation of this policy is subject to disciplinary action.
No leave will be approved during the first two weeks and last two weeks of the Academic Year.
8. Performance Management
Aim
The main purpose of performance management is to ensure that all staff have the opportunity to
discuss their performance and development needs in relation to their job role. Performance
management is a mechanism to ensure the achievement of our goals through setting objectives,
managing and monitoring performance against these objectives and providing the coaching and
development that ensures all our staff are equipped with the skills and knowledge to deliver the
required outcomes.
The focus of performance management is on continuous development and performance
improvement, and the performance management process is an essential element of this.
Benefits include:
specified.
 Ensuring that the school’s priorities are included in individual’s targets and objectives;
 Encouraging effective people management and ongoing communication between line
managers and staff;
 Establishing a fair and consistent base so people know what is expected of them; • Helping
people to achieve higher levels of performance and be recognised for doing so;
 Making sure that people are as effective as they can be;
 Establishing greater accountability for delivery of performance, objectives and development;
 Implementing a consistent approach across our school/academy.
Performance can only be assessed if there is clarity of expectations, therefore at Discovery Schools
Academies Trust we will ensure that all our staff understand the standards and evidence criteria
against which they will be assessed. The school’s development plan is crucial in informing staff of
what we want to achieve. The aim is that all our staff will take responsibility for their contribution in
achieving that plan.
The objective of the performance evaluations is:
 To increase the effectiveness of each employee and the performance of the overall
department.
 To increase employee awareness of professional strengths and weaknesses.
 To identify opportunities for personal and professional growth.
 The evaluation process uses objective criteria to measure employee job performance.
o A diagnostic tool to determine relative areas of strength as well as areas for
improvement in employee work skills and habits.
o A tool to facilitate improvement in pertinent areas of work performance through
communication.
o A tool for setting individual goals for the upcoming evaluation period.
 It is important that employees are evaluated on criteria that is relevant to successfully
performing the tasks included in the employee’s job description. Every employee has the
responsibility to satisfy the needs of our students. The statement “That is not my job” is not
permitted here. The ability to cooperate with other people and support to the team effort is
important.
 The employee directly benefits from the job-related evaluation, by becoming a better
candidate for promotion or a more deserving recipient of increased benefits. An indirect
benefit for the employee, stemming from evaluations, is an elevated job satisfaction resulting
from successfully improving a job-related skill.
Performance Management process overview

 Step 1 – Employee and department manager meet to review the job description and the
specific goals, tasks, duties that were identified in the previous evaluation and/or upon hiring.
specified.
 Step 2 – department manager and HR Manager shall evaluate the employee during his/her
probation period.
 Step 3 – Employee is provided with a self-assessment form to complete. The employee
provides the completed form to the department manager (by timeframe established by the HR
Department) to review and incorporate as appropriate.
 Step 4 – Department manager completes the employee appraisal evaluation form.
 Step 5 – Department manager reviews performance evaluation with employee and provides
feedback and comments. Mainly, to identify possible recommendations for professional
growth and help identify career interests of the employee.
 Step 7 – Employee has 15 working days to respond with written feedback or additional
comments.
 Step 8 – Department Manager and employee sign the completed performance evaluation and
forward to the Human Resources Department.
 Step 9 – The employee will be evaluated again prior to contract renewal. This evaluation is
to verify whether the employee has shown personal and professional improvement.
Section B – Employee Relations

1. Equal Opportunity
2. Open Door Policy
3. Grievance, Anti-Harassment and Complaint Procedure
4. Disciplinary Action
specified.
1. Equal Opportunity
The International School - Baghdad is committed to providing equal opportunity opportunities for all
employees and job applicants. Recruiting, promotion practices and other conditions of employment
shall be maintained and conducted in a manner that does not discriminate based on age, disability,
race, gender, religion, national origin, or any other characteristic.
We will recruit, hire, train, and promote staff in all job titles without regard to age disability, race,
gender, religion or any other characteristic. The management will also ensure that promotion
decisions are based upon valid, non-discriminatory requirements are in accord with principles of
equal opportunity employment. The Management will ensure personnel decisions and actions,
including but not limited to compensations, benefits, transfers, promotions, termination, and all other
terms of employment will be administered without regard to age, disability, race, gender, religion or
any other characteristic.
Unfavourable speech or actions by employees regarding the age, disability, race, gender, religion or
any other characteristics, of other employees, students, parents, visitors, contractors will not be
tolerated. This type of behaviour is grounds for discipline, up to and including termination.
All employees are expected to comply with our Equal Opportunity Policy. All Department
Managers are expected to cooperate fully in meeting our Equal Opportunity objective.
2. Open-Door Policy
The International School – Baghdad is committed to creating the best working environment – a place
when everyone’s voice is heard, issues are promptly raised and resolved, and communication flows
across all levels. Openness is essential to quickly resolve concerns, recognize business issues as they
arise, and address the changing needs of our diverse workforce.
specified.
The essence of our Open Door Policy is open communication in an environment of trust and mutual
respect that creates a solid foundation for collaboration, growth, high performance, and success
across all levels.
It provides for a work environment where:
 Open, honest communication between managers and employees is a daily business practice.
 Employees may seek counsel, provide or solicit feedback, or raise good faith concerns within
the school.
Managers hold the responsibility for creating a work environment where employees’ input is
welcome, advice is freely given, and issues are raised early and candidly without fear of retaliation
when shared in good faith.
Any attempt to block access, threaten, or retaliate against an employee who, in good faith, is
trying to communicate a concern or provide input is a violation of the Open-Door Policy, and is
subject to disciplinary action, up to and including termination of employment.
3. Dispute Resolution, Grievance, Anti-Harassment Policy and Complaint Procedure

Objective
The International School – Baghdad strives to create and maintain a work environment in which
people are treated with dignity, decency, and respect. The school’s environment should be
characterized by mutual trust and the absence of intimidation, oppression, and exploitation. We will
not tolerate unlawful discrimination or harassment of any kind. Through enforcement of this policy
and by education of employees, we will seek to prevent, correct, and discipline individuals that
violate this policy.
All employees are expected to comply and take appropriate measures to ensure that prohibited
conducts do not occur. Appropriate disciplinary action will be taken against any employee who
violates this policy. Based on the severity of the offense, disciplinary action may include verbal or
written warning, suspension, or termination of employment.
Managers and supervisors who knowingly allow or tolerate discrimination, harassment and/or
retaliation, including failure to immediately report such misconduct to the HR Department, are in
violation of this policy and subject to disciplinary investigation and action.
Discrimination
specified.
It is violation of this policy to discriminate against any employee or candidate in the provision of
employment, benefits, or privileges; to create discriminatory work conditions; or to use
discriminatory evaluation standards in employment.
Harassment
The International School – Baghdad prohibits harassment of any kind, including sexual harassment,
and we will take appropriate and immediate action in response to complaints or knowledge of
violations of this policy.
The following examples of harassment are intended to be guidelines and are not exclusive when
determining whether there has been a violation of this policy:
 Verbal harassment includes comments that are offensive or unwelcome regarding a person’s
national origin, race, colour, religion, gender, age, body, disability or appearance, including
epithets, slurs and negative stereotyping.
 Nonverbal harassment includes distribution, display or discussion of any written or graphic
material that ridicules, denigrates, insults, belittles or shows hostility, aversion or disrespect
toward an individual or group because of national origin, race, colour, religion, age, gender,
pregnancy, appearance, disability, marital status.
Sexual Harassment
Sexual harassment occurs when unsolicited and unwelcome sexual advances, requests for sexual
favours, or other verbal or physical conduct of a sexual nature:
 Is made explicitly or implicitly a term or condition of employment.

 Is used as a basis for an employment decision.
 Unreasonably interferes with an employee’s work performance or creates an intimidating,
hostile or otherwise offensive environment.
Sexual harassment may take different forms. The following examples of sexual harassment are
intended to be guidelines and are not exclusive when determining whether there has been a violation
of this policy:
 Verbal sexual harassment includes innuendoes, suggestive comments, jokes of a sexual

nature, sexual propositions, lewd remarks and threats; requests for any type of sexual favour
(this includes repeated, unwelcome requests for dates); and verbal abuse or “kidding” that is
oriented toward a prohibitive form of harassment, including that which is sexual in nature
and unwelcome.
 Nonverbal sexual harassment includes the distribution, display or discussion of any written or
graphic material, including calendars, posters and cartoons that are sexually suggestive or
show hostility toward an individual or group because of sex; suggestive or insulting sounds;
leering; staring; whistling; obscene gestures; content in letters, notes, facsimiles, e-mails,
specified.
photos, text messages, tweets and Internet postings; or other forms of communication that are
sexual in nature and offensive.
 Physical sexual harassment includes unwelcome, unwanted physical contact, including
touching, tickling, pinching, patting, brushing up against, hugging, cornering, kissing,
fondling, and forced sexual intercourse or assault.
Courteous, mutually respectful, pleasant, non-coercive interactions between employees that are
appropriate in the workplace and acceptable to and welcomed by both parties are not considered to
be harassment, including sexual harassment.
Retaliation
No hardship, loss, benefit or penalty may be imposed on an employee in response to:
 Filing or responding to a bona fide complaint of discrimination or harassment.

 Appearing as a witness in the investigation of a complaint.
 Serving as an investigator of a complaint.
Lodging a bona fide complaint will in no way be used against the employee or have an adverse
impact on the individual’s employment status. However, filing groundless or malicious complaints is
an abuse of this policy and will be treated as a violation.
Any person who is found to have violated this aspect of the policy will be subject to discipline
up to and including termination of employment.
Confidentiality
All complaints and investigations are treated confidentially to the extent possible, and information is
disclosed strictly on a need-to-know basis. The identity of the complainant is usually revealed to the
parties involved during the investigation, and the HR Manager will take adequate steps to ensure that
the complainant is protected from retaliation during and after the investigation. All information
pertaining to a complaint or investigation under this policy will be maintained in secure files within
the HR department.
Complaint Procedure
We have established the following procedure for lodging a complaint of harassment, discrimination,
or retaliation:
Step 1 –The grievance should be lodged in writing to the HR Department; the HR Manager will
respond within 3 working days of receiving a formal complaint. The HR Manager will initiate an
investigation to determine whether there is a reasonable basis for believing that the alleged violation
of policy/grievance occurred.
 During the interview, the HR Manager, together with other management employees, will
interview the complainant, the respondent, and any witnesses to determine whether the
alleged misconduct occurred.
specified.
Once the HR Manager is satisfied that all of the facts have been established, and he/she will give full
consideration to the case in order to reach a decision. The HR Manager will notify the employee of
the outcome within 7 working days of concluding the investigation, unless otherwise advised.
Wherever possible the HR Manager will inform the employee verbally of the outcome and follow
this up in writing. The written response will include reasons for the decision and will include notes of
any investigation meetings, and any other evidence that was gathered. If the complaint is against
another employee(s), they will also be notified of the outcome in writing.
If it is determined that a violation of this policy occurred, the HR Manager will recommend
appropriate disciplinary action. The appropriate action will depend on the following factors:
 The severity, frequency, and pervasiveness of the conduct.
 Prior complaints made by the complainant.
 Prior complaints made against the respondent.
The quality of the evidence (i.e. first-hand knowledge, credible corroboration).
Step 2 – The complainant has the right to formally appeal against the outcome within 10 working
days of being notified, if they are dissatisfied with the decision. The appeal should be made to the
School Director in writing. The appeal will be investigated within a reasonable timeframe, normally
within 10 working days. Grounds of appeal will normally be due to:
 New evidence coming to light which was not unreasonably withheld (other than by the
employee) and which could have materially affected the outcome.
 A flaw in the procedure which could have influenced the final outcome.
 Where the outcome does not appear appropriate based on the evidence.
 Upon conclusion of the appeal, the Director will make a final decision and will notify the
employee of their decision in writing within five working days, unless otherwise notified.
Step 3 – The complainant has the right to formally appeal against the outcome within 10 working
days of being notified, if they are dissatisfied with the decision. The appeal should be sent via email
to concerns@eis.edu.iq.page
The appeal will be investigated within a reasonable timeframe, normally within 10 working days.
The investigation will be to ensure that the procedure has been strictly followed, and to ensure that
complainant and others involved have been given a fair trial.
This is considered the last appeal and therefore the decision following the appeal is final.
specified.
4. Disciplinary Action Policy
Purpose
The Disciplinary Policy and Procedure is designed to help and encourage employees to achieve and
maintain good standards of conduct, attendance, performance, and to ensure the safety and well-
being of all employees. We aim to ensure fair treatment for all.
Guiding Principles
 Alleged breaches of discipline will be fully investigated before any action is taken.
 The employee will be invited to attend a meeting and will be allowed to state their case
before any disciplinary action is taken.
 The procedure may be implemented or continued at any level according to the seriousness,
severity, and nature of the alleged offence.
 The procedure will be conducted in good faith by which it is understood that the application
of this procedure will be fair, prompt, impartial, reasonable, consistent, and applied without
discrimination
 Disciplinary matters will be kept confidential to those involved in the procedure respecting
privacy of information and data protection.
 At every stage of the procedure the employee will be advised of the nature of the complaint
against them and will be given the opportunity to state their case before any decision is made.
 If an employee refuses to attend the disciplinary meetings, without good reason and when
requested to attend in good faith, a decision may be taken in their absence.
 All notes from meetings, information, and letters pertaining to a disciplinary procedure will
be stored in a confidential file in the HR Department.
Levels of Disciplinary Action

Following a disciplinary meeting an individual, where appropriate, will be given a formal warning
according to the seriousness of the incident.
specified.
At each level of warning, the employee will be given a copy of the warning which will state the
nature of the issue, the required standards which must be met and where appropriate, a time limit for
improvement. The letter will also include the possible consequences if the required standard is not
met or the issue reoccurs. Failure to make satisfactory improvement or any further similar breaches
of discipline within this time period will lead to further disciplinary action.
The full formal procedures consist of the following levels
Level 1 – Verbal Warning
Level 2 – Written warning
Level 4 – Final written warning
Level 5 – Termination / Dismissal and gross misconduct
Level 2 – Written Warning
If an employee’s conduct or behaviour is unsatisfactory and does not meet the standards required, the
employee will normally be given a formal written warning. During the disciplinary meeting the
employee will be advised by their department manager of the reason for the warning and the
improvement. This will be confirmed in writing and will be placed in the employee’s file for 12
months.

If the employee’s conduct or behaviour remains below the standard required at any time during the
specified period, a second written warning will be issued to the employee by their department
manager in consultation with a member of the HR Department. The warning will be in writing and
the individual will be advised that further disciplinary action may be taken against them if the issue
reoccurs.
Level 4 – Final written warning
If the employee’s conduct or behaviour remains below the standard required at any time during the
specified period, or if the initial offence is too serious for a written warning, a final written warning
will be issued to the employee by their line manager in consultation with a member of the HR
Department. The warning will be confirmed in writing and the individual will be advised that
dismissal will normally result if there is no satisfactory improvement within the stated period. This
will be placed on the employee’s file for 12 months.
Level 5 – Termination/Dismissal and gross misconduct
If conduct or behaviour remains at a level below the required standard or where it is sufficiently
serious to warrant it, it may be necessary to dismiss the employee. It is the line department manager’s
responsibility to notify the HR Manager should they be considering dismissing an employee.
specified.
As a guideline, the following are examples of what may constitute gross misconduct
 Falsification of records such as expenses/overtime/professional development/home leave.

 Unauthorised possession or misuse of school’s property, or the property of other employees,
theft, fraud, or intent to defraud.
 Wilful damage to the school’s property or other employees.
 Serious breaches of EISB policies and/or procedures.
 Assault/physical violence.
 Racial, sexual harassment or victimisation.
 Sexual relations between a student and teacher.
 Incapacity to work due to the influence of alcohol, drugs, or non-medically prescribed drugs.
 Unauthorised disclosure of confidential information.
 Serious breaches of health and safety regulations.
 Refusal of a reasonable instruction/insubordination
 Bringing the school into serious disrepute
 Serious negligence resulting in unacceptable loss, damage, or injury.
 Breach of trust and confidence.
The above list is not exhaustive and is intended to include other forms of misconduct and gross
misconduct that, if allowed to continue, would result in a lowering of school’s reasonable
standards of efficiency and conduct.
Suspension
If an employee is alleged to have committed an act of gross misconduct, they may be suspended on
full pay pending a full investigation of the circumstances. Suspension will only take place when
considered necessary to prevent a risk of further harm arising or where it is necessary to the conduct
of the investigation. It should be noted that suspension does not imply guilt, nor is suspension
disciplinary action itself. The employee will be informed of the reasons for suspension in writing.
Dismissal
If, after a full investigation and a disciplinary meeting held in accordance with this policy, it is found
that an employee has committed an act of gross misconduct, the employee will normally be
summarily dismissed with immediate effect, without receiving notice or payment in lieu of notice.
The employee will be informed in writing *the decision and of their right to appeal. The employee
will receive payment for any days worked up to the date of dismissal.
Right to appeal
Employees have the right to appeal against disciplinary action, including dismissal, taken at any
formal level of this procedure. Employees who wish to appeal may refer to the grievance complaint
procedure.
specified.
Section C – Health and Safety
1. Child Protection Policy
2. Drugs and Alcohol
3. Smoking
specified.
1. Child Protection Policy
Statement
Our mission is to provide stimulating learning experiences through the medium of the language, in
which children can develop the essential skills and knowledge required to make an active
contribution as they take their place in our ever-evolving global society.
Child abuse and neglect are concerns throughout the world. Child abuse and neglect are violations of
a child’s human rights and are obstacles to the child’s education as well as to their physical,
emotional, and spiritual development.
Schools fill a special institutional role in society as protectors of children. We must ensure that all
children in our care are afforded a safe and secure environment in which to grow and develop. EISB
staff, having the opportunity to observe and interact with children over time, is in a unique position to
identify children who are in need of help and protection.
Therefore, all members of staff are legal mandatory reporters and have a professional and ethical
obligation to be alert to the signs of neglect or abuse and inform a member of the Child Protection
Team of suspected abuse or neglect. Procedures are initiated as directed by school policy.
Child protection team:

1. Academic Manager – .
2. School Director –.
Overarching Principles
The International School – Baghdad believes that every student has the right to develop themselves
emotionally, intellectually, and physically. All children have equal rights to protection from any form
of violence, abuse, or neglect.
 Every member of staff in the International School – Baghdad has the responsibility to
safeguard and promote the physical, social, and emotional wellbeing of all children.
 We are committed to ensure the safety and wellbeing of all the children is taken into
consideration when developing and delivering school activities.
 All staff have an equal responsibility to report to a child protection team member any
suspicion or disclosure suggesting a child is at risk of harm, to himself or others, in
accordance with the protection procedure described in this policy.
Aims:
 To provide all staff with necessary information to enable them to meet their responsibilities
to promote and safeguard the wellbeing of children.
specified.
 To ensure best practices are consistent across the school.
 To maintain hiring practices that ensure the safety of the children.
 To demonstrate the school’s commitment and compliance with procedures with regard to
safeguarding children.
What is child abuse?
According to the World Health Organization, child abuse constitutes “all forms of physical and/or
emotional ill-treatment, sexual abuse, neglect or negligent treatment or commercial or other
exploitation, resulting in actual or potential harm to the child’s health, survival, development or
dignity in the context of a relationship of responsibility, trust or power.” A person may abuse a child
by inflicting harm, or by failing to act to prevent harm. Children may be abused in a family or in an
institutional (e.g. school) or community setting; children may be abused by individuals known to
them, or more rarely, by a stranger. Often children may experience multiple forms of abuse
simultaneously, further complicating the problem. Most child abuse is inflicted by someone the child
knows, respects or trusts.
Types of children maltreatment
1. Physical Abuse.
2. Sexual Abuse.
3. Emotional and psychological abuse.
4. Neglect.
Physical Abuse
Physical abuse of a child is defined as the intentional use of physical force against a child that results
in – or has a high likelihood of resulting in – harm for the child’s health, survival, development or
dignity. This includes hitting, beating, kicking, shaking, biting, strangling, scalding, burning,
poisoning and suffocating. Much physical violence against children in the home is inflicted with the
objective of punishing.
Sexual Abuse
Sexual abuse is defined as the involvement of a child in sexual activity that he or she does not fully
comprehend, is unable to give informed consent to, or for which the child is not developmentally
prepared. Children can be sexually abused by both adults and other children who are – by virtue of
their age or stage of development – in a position of responsibility, trust or power over the victim.
Emotional and psychological abuse
Emotional and psychological abuse involves both isolated incidents, as well as a pattern of failure
over time on the part of a parent or caregiver to provide a developmentally appropriate and
supportive environment. Acts in this category may have a high probability of damaging the child’s
physical or mental health, or its physical, mental, spiritual, moral or social development. Abuse of
this type includes: the restriction of movement; patterns of belittling, blaming, threatening,
specified.
frightening, discriminating against or ridiculing; and other non-physical forms of rejection or hostile
treatment.
Neglect
Neglect includes both isolated incidents, as well as a pattern of failure over time on the part of a
parent or other family member to provide for the development and well-being of the child – where
the parent is in a position to do so – in one or more of the following areas:
 Health
 Educational
 Emotional Development
 Nutrition
Possible Indicators of Abuse
Even for those experienced in working with child abuse, it is not always easy to recognise a situation
where abuse may occur or has already taken place. Most people are not experts in such recognition,
but indications that a child is being abused may include one or more of the following:
 unexplained or suspicious injuries such as bruising, cuts or burns, particularly if situated on a
part of the body not normally prone to such injuries
 an injury for which an explanation seems inconsistent
 the young person describes what appears to be an abusive act involving them
 another young person or adult expresses concern about the welfare of a young person
 unexplained changes in a young person’s behavior e.g. becoming very upset, quiet,
withdrawn or displaying sudden outbursts of temper
 inappropriate sexual awareness
 engaging in sexually explicit behavior
 nightmares, sleep problems,
 sudden or unexplained personality changes/mood swings; seems withdrawn, angry, clingy,
 Shows significant changes in eating habits.
 an older child behaving like a younger child, e.g. bedwetting or thumb-sucking
 develops fear of particular places or resists being alone with particular child or young person
for unknown reasons
 play, writing, drawings or dreams include sexual or frightening images
 refuses to talk about a secret he/she has with an adult or older child
 stomach aches or illness, often with no identifiable reason
 leaves clues that seem likely to provoke a discussion about sexual issues
This list is of course not exhaustive
What to do if you suspect abuse – how to report
We may become aware of possible abuse in various ways. We may see it happening, we may
suspect it happening because of signs such as those listed above, it may be reported to us by someone
else or directly by the young person affected. In the last of these cases, it is particularly important to
respond appropriately.
If you suspect an adult (or another student/child) is a threat to a child in some way tell the Designated
Safeguarding Person immediately. If a student says or indicates that they are being abused, you
specified.
should use the following guidelines without delay. You must act on allegations made. You cannot
ever ignore an allegation or suspicion
Do:
 stay calm in the event of an allegation. Don't panic, don’t over-react. It is extremely
unlikely that the student is in immediate danger.
 Listen, hear and believe. DO NOT INTERPRET OR PUT WORDS INTO THE MOUTH
OF SOMEONE MAKING AN ALLEGATION
 give time to the person to say what they want
 reassure & explain that they have done the right thing in telling. Explain that only those
professionals who need to know will be informed
 report the allegation or suspicion immediately to the Academic Manger,
Don’t:
 Try to deal with it yourself.
 Gossip with colleagues about what has been said to you.
 Make a child repeat a story unnecessarily.
What the Academic Manager or Designated Safeguarding Person will do
The person handling the disclosure will follow the principle of T.E.D. – Tell me, explain to me,
describe to me.
 They will take a written statement from all parties involved.
 All contact between the child concerned and the alleged abuser should cease with immediate
effect.
 The Academic Manager or Designated Safeguarding person will speak to the person
concerned to advise them of the allegations and advise them that no further contact is
permitted.
 The Academic Manager will take appropriate action which may involve contacting parents,
suspending the member of staff concerned (or student) pending an investigation.
 If the Centre Manager or Principal is the subject of suspicion/allegation, the initial report
must be made to the Designated Safeguarding Persons.
It is not the responsibility of anyone working for The International School - Baghdad, to decide
whether or not child abuse has taken place. However, there is a responsibility to act on any concerns
by reporting these to the Academic Manager or Designated Safeguarding Persons. We ensure all
staff that it will fully support and protect anyone, who in good faith reports his or her concern that a
colleague is, or may be, abusing a child.
Handling a disclosure by a child
Care must be taken to remain calm and to show support to the child throughout the disclosure
phase. The following guidelines will help lessen the risk of causing more trauma to the child
and/or compromising an investigation during the disclosure phase. Ideally, a child making a
disclosure should be taken immediately to the Academic Manager or Designated Safeguarding
Person. In the event that this is not immediately possible, these notes will help you in handling
the disclosure.
Receive
Listen to what is being said without displaying shock or disbelief. A common reaction to news
as unpleasant and shocking as child abuse is denial. However, if you display denial to a child,
or show shock or disgust at what they are saying, the child may be afraid to continue and will
shut down. Accept what is being said without judgement. Take it seriously.
specified.
Reassure
Reassure the child, but only so far as is honest and reliable. Don't make promises that you can't
be sure to keep, e.g. "everything will be all right now". Reassure the child that they did
nothing wrong and that you take what is said seriously. Don't promise confidentiality -- never
agree to keep secrets. You have a duty to report your concerns. Tell the child that you will
need to tell some people, but only those whose job it is to protect children. Acknowledge how
difficult it must have been to talk. It takes a lot for a child to come forward about abuse.
React
Listen quietly, carefully and patiently. Do not assume anything - don't speculate or jump to
conclusions. Do not investigate, interrogate or decide if the child is telling the truth.
Remember that an allegation of child abuse may lead to a criminal investigation, so don't do
anything that may jeopardise an investigation. Let the child explain to you in his or her own
words what happened, but don't ask leading questions. Do ask open questions like "Is there
anything else that you want to tell me?" Communicate with the child in a way that is
appropriate to their age, understanding, and preference. This is especially important for
children with disabilities and for children whose preferred language is not English. Do not ask
the child to repeat what they have told you to another member of staff. Explain what you have
to do next and to whom you have to talk. Refer directly to the named Designated Safeguarding
Persons
Do not discuss the case with anyone outside the child protection team.
Make some very brief notes at the time and write them up in detail as soon as possible. Do not
destroy your original notes. Record the date, time, place, words used by the child and how the
child appeared to you - be specific. Record the actual words used; including any swear words
or slang. Record statements and observable things, not your interpretations or assumptions -
keep it factual
What information should be recorded in the formal report?
To ensure that this information is as helpful as possible, a detailed record should always be made at
the time of the disclosure/concern, which should include the following:
 The child's name, age and date of birth of the child.

 Whether or not the person making the report is expressing their own concerns or those of
someone else.
 The nature of the allegation. Include dates, times, any special factors and other relevant
information.
 Make a clear distinction between what is fact, opinion or hearsay.
 A description of any visible bruising or other injuries. Also any indirect signs, such as
behavioural changes.
 Details of witnesses to the incidents.
 The child’s account, if it can be given, of what has happened and how any bruising or other
injuries occurred.
specified.
 If the child was not the person who reported the incident, has the child been spoken to? If so
what was said?
 Has anyone been alleged to be the abuser? Record details.
Confidentiality
Every effort should be made to ensure that confidentiality is maintained for all concerned.
Information will be handled and disseminated on a need to know basis only. This includes the
following people:
 the Principal and Directors
 the parents of the person who is alleged to have been abused
 the person making the allegation
 social services/police
 The alleged abuser (and parents if the alleged abuser is a child)
Information (eg incident reports) will be stored in a secure place with access limited to designated
people
What can adults do to prevent sexually harmful behavior between children?
 Set and respect physical boundaries.
 Encourage children to also respect themselves and others.
 Demonstrate to children that it is all right to say “no” and that they need to accept “no” from
others.
 Stay aware of how children are interacting with one another.
 Talk with children, and
 Listen to what they have to say.
 Set clear guidelines
 Regularly remind children of other trusted adults whom they can talk to.
Responsibilities and duty to report/handling a disclosure
Duty to report
All staff have a duty to report any allegation or suspicion of inappropriate contact with children.
Report any suspicions to the Academic Manager. All staff have responsibility to follow the guidance
laid out in this policy and related policies, and to pass on any welfare concerns using the required
procedures. We expect all staff to promote good practice by being an excellent role model,
contribute to discussions about safeguarding and to positively involve people in developing safe
practices.
Internal enquiries
The Academic Manager, Director, and HR will make an immediate decision about whether any
individual accused of abuse should be temporarily suspended until the investigation is concluded.
This may be a difficult decision; particularly where there is insufficient evidence. In such cases, will
reach a decision based upon the available information which could suggest that on a balance of
probability; it is more likely than not that the allegation is true. The welfare of the child should
remain of paramount importance throughout.
Incidents that must be reported/recorded
If any of the following occur, you should report this immediately to the Academic Manger and record
the incident.
 if you accidentally hurt someone
 if a student seems distressed in any manner
specified.
 if a child appears to be sexually aroused by your actions
 if a child misunderstands or misinterprets something you have done.
Handling a disclosure by a child

What should you do if a child comes to you and tells you that they are being abused? It's
normal to feel overwhelmed and confused in this situation. Child abuse is a difficult subject that
can be hard to accept and even harder to talk about. Children who are abused are often
threatened by the perpetrators to keep the abuse a secret. Thus, telling an adult takes a great
amount of courage. Children have to grapple with a lot of issues, including the fear that no
one will believe them. So, care must be taken to remain calm and to show support to the child
throughout the disclosure phase. The following guidelines will help lessen the risk of causing
more traumas to the child.
2. Drug and Alcohol Policy

 Alcohol and illegal drugs in the workplace pose a danger to us all. Illegal drugs, as referred to
in this policy, include drugs that are not legally obtainable, as well as drugs that are legally
obtainable but used for illegal or unauthorized purposes.
 Alcohol and drugs impair safety and health, promote crime, lower productivity and impair
our ability to provide high quality service. For these reasons, we cannot and will not tolerate
the illegal use of drugs or alcohol abuse by any of our employees. We expect all employees
to report for work free from these effects and to be able to fully perform their job duties.
 The school premises is hereby declared to be drug and alcohol free workplace. This means
that while on school premises and while conducting business-related activities off school
premises, you may not be under the influence of illegal drugs or alcohol. “Illegal drugs”
include all forms of narcotics, hallucinogens, depressants, stimulants, or other drugs whose
possession or transfer is prohibited by law. Additionally, all employees are prohibited from
unlawfully manufacturing, distributing, dispensing, possessing, using or being under the
influence of alcohol or any illegal drugs while at work.
 The use of illegal drugs or alcohol outside the workplace that affects your ability to work is
also prohibited. The legal use of prescribed drugs is permitted on the job only if it does not
impair your ability to perform the essential functions of the job effectively and in a safe
manner that does not endanger other individuals in the workplace.
 If you are taking prescribed medications that may affect your attentiveness, cause drowsiness,
or otherwise impair your abilities, please notify your supervisor or Human Resources of this
fact so modifications to job duties can be made if appropriate.
 Your adherence to this Policy is a condition of employment. Employees who attend a school-
sponsored function in which alcohol is served are expected to use good judgment and
moderation so as to avoid becoming intoxicated.
3. Smoking
specified.
The school has a duty to ensure the health, safety and welfare of all adults and children at the school.
This policy does not aim to dictate whether an employee has the right to smoke, but is concerned
with where and when they smoke.
We seek to provide a no smoking environment both within the school building and the grounds that
protects the health of the whole school community and visitors.
Therefore, we kindly request all staff to abide by the following:
 Staff are requested not to smoke in view of students during school hours (or just before/after)
in order not to portray smoking as acceptable and particularly since staff are viewed as role
models by the students.
 Smoking is not permitted in any part of the school building. This includes the outside area of
 the school including playground.
 Smoking is not permitted at the entrances and exits of the school as well as the pavement.
Section D – Separation Management

1. Resignation
2. Termination
3. Dismissal
4. Exit Interviews
5. End-of-Service Benefit
specified.
1. Resignation
 An employee’s decision to resign from EISB shall be submitted in writing or via email. All
resignation letters should be endorsed by the Department Manager prior to being forwarded
to the HR Department.
 The notice period is as specified in your written employment contract.
 In the event the employee insists on the termination of services without meeting this
condition. He/she shall forfeit his/her end of service benefit. The HR Manager may waive all
or part of the notice period where it is in the best interest of the school.
 Employee’s salary shall be withheld a month prior to the effective date of the resignation
subject to the completion of the clearance form. The salary payment shall form part of the
final settlement.
 Employees who separate from the school with outstanding advances/loans extending beyond
their last working day shall be required to repay the amount.
2. Termination
Termination may result due to redundancy, continued poor performance, misconduct, other
inadequacies, etc.
 The HR Department supports the strategic planning of the International School – Baghdad,
including minimizing disruption caused by the termination of employment.
 Termination of service might come about for any of the following reasons:
o Reaching the age of retirement.
o Death.
o Lack of health fitness.
specified.
o Lack of functional efficiency.
o Restructuring.
o School ceases operations.
o Redundancy.
o Continued poor performance.
o Misconduct.
o Gross misconduct.
 Concerned employees will receive notice in writing from the HR Department as per the
notice period stated in the employment contract. The school reserves the right to waive the
notice period and compensate the employee with salary in lieu thereof.
 If the cause of termination is caused by poor performance or discipline issues, the employee
would normally have previously been served warning letters.
 The notice period will be waived if termination of employment is due to gross misconduct.
 Upon leaving the school, you must return all EISB property within your possession or
control.
3. Dismissal
 The following list describes the Gross Misconduct that will lead to dismissal with cause and
without notice:
o Breach of Child Protection and Safeguarding Policy.
o Falsification of records such as expenses/overtime/professional
development/credentials.
o Unauthorised possession or misuse of school’s property, or the property of other
employees, theft, fraud, or intent to defraud.
o Wilful damage to the school’s property or other employees.
o Serious breaches of EISB policies and/or procedures.
o Assault/physical violence.
o Racial, sexual harassment or victimisation.
o Sexual relations between a student and teacher.
o Incapacity to work due to the influence of alcohol, drugs, or non-medically
prescribed drugs.
o Unauthorised disclosure of confidential information.
o Serious breaches of health and safety regulations.
o Refusal of a reasonable instruction/insubordination
o Bringing the school into serious disrepute
o Serious negligence resulting in unacceptable loss, damage, or injury.
o Breach of trust and confidence.
o Employee sentenced to imprisonment or convicted of a crime as per the local laws.
o The investigation committee may add additional causes that can be constructed as
Gross Misconduct.
4. Exit Interview
 Completion of a confidential exit questionnaire and/or exit interview before or on the last
working day with the HR is voluntary for employees leaving the school.
 Organising the exit interview shall be the responsibility of the HR Department.
specified.
 Exit interviews are not completed in cases of termination of services for gross misconduct.
 In the exit interview, the reason for the employees exit and opinion about the school shall be
covered.
 A copy of the exit interview shall be retained in the employee file.
 Discussing during the exit interview may include the employee’s response to the exit
questionnaire and any of the following issues that the exiting employee might wish to
discuss:
o Working hours.
o Working experience.
o Performance ratings.
o Colleagues or Direct Manager.
o Job satisfaction.
o Salary satisfaction,
o Personal issues
 On a periodic basis the exit interview data will be collected and reviewed with the
management team.
 Exit interviews are confidential. Only the trend analysis of the exit interview is shared
5. End-of-Service Benefit
 All employees are entitled to an End-of-Service benefit in accordance with the local labour
laws.
 The End-of-Service is paid to the employee upon separation.
 The End-of-Service benefit is calculated based on the employees last drawn Basic Salary.
 If the employee is dismissed, he/she is not entitled to an End-of-Service benefit.
specified.

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The International School -

Academic Year 2019-2020

Document No. EISB/HRM/01

Date Created 01/08/2019

Prepared By: Name:

Approved By: Name:

S.No Policy & Details of the Signature of the Signature of the

The information in this document contains confidential and proprietary information

Human Resources Manager

Use of IT equipment, internet

Grooming and personal hygiene

5. Physical Contact Between Students and Staff

6. Out of Hours Conduct

7. Absent from Work & Leave

Performance Management process overview

Section B – Employee Relations

3. Dispute Resolution, Grievance, Anti-Harassment Policy and Complaint Procedure

 Is made explicitly or implicitly a term or condition of employment.

 Verbal sexual harassment includes innuendoes, suggestive comments, jokes of a sexual

 Filing or responding to a bona fide complaint of discrimination or harassment.

Levels of Disciplinary Action

Level 3 – Written warning

 Falsification of records such as expenses/overtime/professional development/home leave.

Child protection team:

 The child's name, age and date of birth of the child.

Handling a disclosure by a child

2. Drug and Alcohol Policy

Section D – Separation Management

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